CNRS-INSB UCA
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lapsco
LAboratoire de Psychologie
Sociale et COgnitive

UMR 6024 UCA-CNRS
L'étude de la cognition depuis ses bases cérébrales jusqu'à sa régulation sous l'influence de l'environnement social

DERNIÈRES PUBLICATIONS
Enea-Drapeau, C., Carlier, M., Huguet, P. (2017-in press). Implicit theories about the intelligence of individuals with Down syndrome. PloS ONE.
Huguet, P., Carlier, M., Dolan, C.V., de Geus, E.J., Boomsma, D. (2017-in press). Social comparison orientation in monozygotic and dizygotic twins. Twin Research and Human Genetics.
Mazerolle, M., Régner, I. , Barber, S. J., Paccalin, M., Miazola, A-C., Huguet, P., & Rigalleau, F. (2017). Negative aging stereotypes impair performance on brief cognitive tests used to screen for predementia. The Journals of Gerontology Series B : Psychological Sciences and Social Sciences, 72(6):932-936, DOI : 10.1093/geronb/gbw083.

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Accueil > Séminaires

25/01/2018 – Clara KULICH

par Guillaume VALLET - publié le , mis à jour le

Conditions and motives of the precariousness of minority leadership 

Conférence

Date : 25 janvier 2018
Heure : 10h30 - 12h00
Lieu : Amphithéâtre Paul Collomp

Résumé de la conférence

Research into the glass cliff phenomenon has shown that women and ethnic minority groups are more likely to be appointed leaders in precarious contexts than in situations that are easy to manage. Although the phenomenon is well documented, most investigations concern women and the business context, and only few ethnic minorities and the political context. Moreover, the reasons for the glass cliff are still under- investigated. The research I will present point towards strategic choices as women tend to be chosen for their atypicality (as concerns the male leader prototype) rather than their competences. Crisis situations ask for change and thus women are seen as “signals of change” thereby becoming utile choices for organizations in order to improve their image. At the same time, feminine leadership traits are associated with taking the blame and the responsibility for crisis in business settings regarding them as scapegoats rather than acknowledged leaders, thus suggesting group-based minority devaluing motives. We also show that when it comes to actually improving company performance, more agentic traits are preferred. In parallel, our preliminary findings maintain the idea that glass cliff appointments may also arise from minority promoting motives. Certain conditions and minority benign ideologies (e.g., left-wing political orientation, low sexism) as well as minority group membership are conditions that increase minority groups’ appointments in times of crisis because they are believed to actually have the potential to turn around the situation due to their specific competences.

Conférencière

Dr. Clara KULICH
Chargée de Cours et Maître-Assistante à l’Université de Genève
Unité de psychologie sociale
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