Squeezed in the Middle: The Middle Status Trade Creativity for Focus

Classical research on social influence suggested that people are the most conforming in the middle of a status hierarchy as opposed to the top or bottom. Yet, this promising line of research was abandoned before the psychological mechanism behind middle status conformity had been identified. Moving beyond the early focus on conformity, we propose that the threat of status loss may make those with middle status more wary of advancing creative solutions in fear that they will be evaluated negatively. Using different manipulations of status and measures of creativity, we found that when being evaluated, middle status individuals were less creative than either high status or low status individuals (Studies 1 & 2). In addition, we found that anxiety at the prospect of status loss also caused individuals with middle status to narrow their focus of attention and to think more convergently (Study 3). We delineate the consequences of power and status both theoretically and empirically by showing that, unlike status, the relationship between power and creativity is positive and linear (Study 4). By both measuring status (Studies 2 & 3) and by manipulating it directly (Study 5), we demonstrate that the threat of status loss explains the consequences of middle status. Finally, we discuss the theoretical implications of our results for future research on status and problem solving on tasks that require either focus or flexibility

Follow the Crowd in a New Direction: When Conformity Pressure Facilitates Group Creativity (And When It Does Not)

Adopting a person by situation interaction approach, we identified conditions under which conformity pressure can either stifle or boost group creativity depending on the joint effects of norm content and group personality composition. Using a 2 x 2 x 2 experimental design, we hypothesized and found that pressure to adhere to an individualistic norm boosted creativity in groups whose members scored low on the Creative Personality Scale (Gough, 1979), but stifled creativity in groups whose members scored high on that measure. Our findings suggest that conformity pressure may be a viable mechanism for boosting group creativity, but only among those who lack creative talent

Individualism-Collectivism and Group Creativity

Current research in organizational behavior suggests that organizations should adopt collectivistic values because they promote cooperation and productivity, while individualistic values should be avoided because they incite destructive conflict and opportunism. In this paper, we highlight one possible benefit of individualistic values that has not previously been considered. Because individualistic values can encourage uniqueness, such values might be useful when creativity is a desired outcome. Although we hypothesize that individualistic groups should be more creative than collectivistic groups, we also consider an important competing hypothesis: Given that collectivistic groups are more responsive to norms, they might be more creative than individualistic groups when given explicit instructions to be creative. The results did not support this competing hypothesis and instead show that individualistic groups instructed to be creative are more creative than collectivistic groups given the same instructions. These results suggest that individualistic values may be beneficial, especially when creativity is a salient goal

Evaluation of the ground surface Enthalpy balance from bedrock temperatures (Livingston Island, Maritime Antarctic)

The annual evolution of the ground temperatures from Incinerador borehole in Livingston Island (South Shetlands, Antarctic) is studied. The borehole is 2.4 m deep and is located in a massive quartzite outcrop with negligible water content, in the proximity of the Spanish Antarctic Station Juan Carlos I. In order to model the movement of the 0◦C isotherm (velocity and maximum depth) hourly temperature profiles from: (i) the cooling periods of the frost season of 2000 to 2005, and (ii) the warming periods of the thaw season of 2002–2003, 2003–2004 and 2004–2005, were studied. In this modelling approach, heat gains and losses across the ground surface are assumed to be the causes for the 0◦C isotherm movement. A methodological approach to calculate the ground Enthalpy change based on the thermodynamic analysis of the ground during the cooling and warming periods is proposed. The Enthalpy change into the rock is equivalent to the heat exchange through the ground surface during each season, thus enabling to describe the interaction groundatmosphere and providing valuable data for studies on permafrost and periglacial processes. The bedrock density and thermal conductivity are considered to be constant and initial isothermal conditions at 0◦C are assumed (based in collected data and local meteorological conditions in this area) to run the model in the beginning of each season. The final stages correspond to the temperatures at the end of the cooling and warming periods (annual minima and maxima). The application of this method avoids error propagation induced by the heat exchange calculations from multiple sensors using the Fourier method.info:eu-repo/semantics/publishedVersio

Hidden Consequences of the Group Serving Bias: Causal Attributions and the Quality of Group Decision Making

A long stream of research in attribution theory suggests that groups are biased toward attributing their success to factors that are internal to their group. However, the existing research has confounded two types of attributions that are both internal to the group, but theoretically distinct: (1) Attributions that differentiate between the contributions made by each individual group member and (2) attributions that focus on the group as a whole. This dichotomy is important because, drawing on theories of social influence, we predict that different types of attributions will have different consequences for the quality of group decision making. In experiment 1, individually focused attributions for past success caused groups to consider more divergent alternatives prior to making a shared decision. In experiment 2, individually focused attributions for past success facilitated the sharing of unique information and improved decision accuracy. These findings suggest that the group serving tendency to internalize success may have important consequences for group performance that have not yet been considered in current research

Long-snouted seahorse, Hippocampus guttulatus, under global warming

The earth’s climate system and the global ocean have been warming up, since the mid-twentieth century and it is expected that the global and ocean´s temperature will rise in the next years even more [1,2,13,25,28]. For ectotherms, such as fish, temperature is a determinant cue for several behavioural [29], physiological [24], and metabolic processes [6]. Seahorses’ particular life history makes them vulnerable to human or natural disturbances [17]. The long snout seahorse, Hippocampus guttulatus, is one of the two species that inhabit the coastal areas of Portugal [23]. The present study aims to assess the effects of ocean warming on growth, feed intake and behavior patterns of adult H. guttulatus. Results provide clear evidence of detrimental effects of exposure to warming on this species. Under extreme temperatures (24ºC), the increased food ingestion was not enough for fish to support growth (weighted less), which suggests that fish were spending energy to counterbalance the thermal stress they were exposed to. Fish under both elevated temperature treatments (20 and 24ºC) were also spending more energy in active behaviours. Altogether, these data may indicate that ocean warming will have a drastic effect on seahorse populations currently inhabiting the Sado estuary.Fundação para a Ciência e Tecnologia - FCTinfo:eu-repo/semantics/publishedVersio

Creativity from Constraint? How Political Correctness Influences Creativity in Mixed-Sex Work Groups

Most group creativity research is premised on the assumption that creativity is unleashed by removing normative constraints. As work organizations become increasingly diverse in terms of gender, however, this assumption needs to be reconsidered since mixed-sex interactions carry a high risk of offense. Departing from the assumption that normative constraints necessarily stifle creativity, we develop a theoretical perspective in which creativity in mixed-sex groups is enhanced by imposing a norm to be politically correct (PC)—a norm that sets clear expectations for how men and women should interact with one another. We present evidence from two group experiments showing that the PC norm promotes rather than suppresses members’ free expression of ideas by reducing the uncertainty they experience in mixed-sex work groups. These results highlight a paradoxical consequence of the PC norm: A term that has been used to undermine expectations to censor offensive language as a threat to free speech actually provides a normative foundation upon which demographically heterogeneous work groups can freely exchange creative ideas. We discuss the implications of our findings for managing creativity in diverse groups and under conditions of uncertainty, and the counterintuitive role that normative constraints play in that process