The paper "Gender Diversity Affects Team Performance" is an outstanding example of management coursework. Work-force demographics are changing in today’ s organizations thus affecting the decisions made by teams. Among the changing demographic aspect is gender composition in teams. The impact of gender diversity on organizations outcomes has been gaining attention from the different spheres of life. Issues of gender diversity in workplaces have also been raised in favor of gender diversity (Lepin et al, 2002). As a result of these environmental changes, it is expected that work teams that are gender-sensitive will increase.
This paper seeks to find out whether gender diversity can affect the performance of a team. Being an argumentative paper, the paper will first support the opinion that gender diversity affects team performance and then raise an argument that gender diversity does not affect team performance. Finally, the paper will state its position on the topic. The arguments will be based on research from peer-reviewed articles. Hoogendoorn, Oosterbeek and Praag (2011) in their study aimed at finding out the impact of gender performance in business team concluded that a team that has equal gender representation performed better.
The research involved teams of business undergraduate students who were to open up business ventures as a curriculum requirement. The researchers manipulated the composition of the genders in the different groups randomly. The groups’ performance was measured based on earnings per share, profit and sales. It was found out that the groups that had equal gender composition performed better while compared with those that were male or female-dominated. It was found out that the reason for excellent performance in the groups that were gender-diverse was as a result of the intense monitoring which was not common in homogenous groups. According to Dufwenberg and Muren (2006), decisions in today’ s organizations are made by teams but not individuals.
Such organizations are for instance government agencies, business boards and collegial courts. The effectiveness of such teams is thus an important aspect in determining the success of an organization. Gender diversity is one important determinant of the effectiveness of the team (Stenzel & Kubler, 2011). The study by Hoogendoorn, Oosterbeek and Praag (2011) comprised of 45 groups with each group comprising of 12 members.
This is the standard figure for the number of board members in any company in Europe. In addition, doing business was mandatory for each group and there were incentives provided for a good performance. As such, the groups were motivated to be the best performers considering that ownership of shares was guaranteed. A u-shaped impact of the share of women was the key finding of the study. In other words, the business performed well when the women share was between 0.5 and 0.6. The teams were given the same amount of time and the students had the chance to work hard for their team since underperforming would result in the group being fired. An organization whose gender is heterogeneous ensures that there is intense monitoring as opposed to the homogenous team (Stenzel & Kubler, 2011).
Team members from different sex are forced to take their roles seriously since they are aware that members from the opposite gender are watching. When team members are from the same gender, they tend to divert from pursuing the duties of the team to social affair since they have a lot of social aspects in common (Dufwenberg & Muren, 2006).