9 01 / 24 PERSONALquarterly “Inclusion can be a challenge in diverse teams because differences in perspective can take more time to consider and to understand. However, research on creativity makes clear that sharing different perspectives before making decisions can be very beneficial.” Lynn M. Shore interest in research on inclusion. Research on workplace exclusion is beginning to emerge and will likely grow in the coming years. PERSONALquarterly: On a personal note, what got you fascinated in this topic personally and how has it impacted your life? What are your inclusion “hacks” that you practice in your daily work life? Lynn Shore: I grew up in a large university town in which diversity was the norm. I had friends from many backgrounds and enjoyed the experience of learning about their families and traditions. I also witnessed the challenges associated with these cultural and background differences, sometimes contributing to conflicts and individual experiences of exclusion. Thus, as a researcher I sought to grow the body of knowledge about how work organizations could increase inclusion. I am a lifelong learner, and truly enjoy learning about people and their experiences at work. Listening carefully, treating others with respect and dignity, and encouraging students and colleagues to act inclusively are key elements of my goal of contributing to a more inclusive world. PUBLICATIONS Henle, C./Shore, L./Morton, J./Conroy, S. (in press): Putting a spotlight on the ostracizer: Intentional workplace ostracism motives. Group and Organization Management Shore, L. M./Chung, B.G. (2022): Enhancing leader inclusion while preventing social exclusion in the work group. Human Resource Management Review. Early online access. Shore, L. M./Chung, B.G. (2021): Inclusive leadership: How leaders sustain or discourage workgroup inclusion. Group and Organization Management. Early online access. Chung, B./Ehrhart, K. H./Shore, L. M./Dean, M./Randel, A./Kedharnath, U. (2020): Work Group Inclusion: Test of a Scale and Model. Group and Organization Management. 45(1) 75–102. Shore, L. M./Cleveland, J. N./, & Sanchez, D. (2018): Inclusive Workplaces: A Review and Model. Human Resource Management Review, 28(2), 176-189. https:// doi.org/10.1016/j.hrmr.2017.07.003 Randel, A., Galvin, B., Shore, L.M., Chung, B., Ehrhart, K.H., Dean, M., & Kedharnath, U. (2018): Inclusive leadership: Realizing positive outcomes through a focus on belongingness and being valued for uniqueness. Human Resource Management Review. 28(2), 190-203. https://doi.org/10.1016/j.hrmr.2017.07.002 Randel, A.E., Dean, M.A., Ehrhart, K.H., Chung, B.G., & Shore, L.M. (2016): Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology, 31(1),216-234. Shore, L.M., Randel, A.E., Chung, B.G., Dean, M.A., Ehrhart, K.H., Singh, G. (2011): Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289.
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