Exploring the Paradox of Meritocracy by Allison Tariro Musvosvi

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Exploring the Paradox of Meritocracy

Author : Allison Tariro Musvosvi

Publisher : California State University, Sacramento

Published : 2015

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Number of Pages : 168 Pages

Language : en

Descriptions Exploring the Paradox of Meritocracy

I explored the factors relevant to the perpetuation of gender biases in performance evaluation. Previous researchers have suggested that merit based compensation systems may have the unintended effects of increasing biases against women and minorities (known as the "paradox of meritocracy"). I hypothesized that higher levels of gender representation at the executive board level would have an effect on the meritocracy paradox, such that more representation of women at the executive board level of an organization would lead to lower levels of gender bias in merit conditions. Participants (N = 255) completed a series of managerial tasks including a performance evaluation. Results demonstrated that while there was no meritocracy effect as a result of compensation system, there was evidence of gender bias in bonus allocation, promotion recommendations, and evaluations of hiring decisions. This study indicates that additional research is needed to understand the effects of merit based compensation systems.

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Results Exploring the Paradox of Meritocracy

Both Diversity and Meritocracy: Managing the Diversity‐Meritocracy - The diversity-meritocracy paradox manifests in interaction as an identity validation-threat system so that events benefitting marginalized groups threaten advantaged groups and vice versa. However, diversity and meritocracy are also interrelated, and fulfilling each of these values supports the other through their beneficial effects on

PDF MIT Open Access Articles The Paradox of Meritocracy in Organizations - Paradox of Meritocracy 545/ASQ, December 2010 making their employment decisions. This is what we call the "paradox of meritocracy," in which emphasizing meritocracy as an organizational value to reward employees fairly may result in the opposite outcome. We test our paradox of meritocracy hypothesis directly with three different experi-

Exploring Paradox: Toward a More Comprehensive Guide - Abstract. "Paradox" appears increasingly in organization studies, often to describe conflicting demands, opposing perspectives, or seemingly illogical findings. This article helps researchers move beyond labeling—to explore paradoxes and contribute insights more in tune with organizational complexity and ambiguity. I first develop a

Exploring Paradox: Toward a More Comprehensive Guide - JSTOR - EXPLORING PARADOX: TOWARD A MORE COMPREHENSIVE GUIDE MARIANNE W. LEWIS University of Cincinnati "Paradox" appears increasingly in organization studies, often to describe conflicting demands, opposing perspectives, or seemingly illogical findings. This article helps researchers move beyond labeling-to explore paradoxes and contribute insights

The Paradox of Meritocracy | Stanford eCorner - The Paradox of Meritocracy. It's not enough to aspire to be meritocratic, says social scientist and Kapor Capital partner Freada Kapor Klein. In fact, she points to research from MIT Sloan School of Management professor Emilio J. Castilla indicating that explicit merit-based pay initiatives can actually increase bias and disparities

The False Promise of Meritocracy - The Atlantic - The paradox of meritocracy builds on other research showing that those who think they are the most objective can actually exhibit the most bias in their evaluations. When people think they are

The Paradox of Meritocracy in Organizations - In this article, we develop and empirically test the theoretical argument that when an organizational culture promotes meritocracy (compared with when it does not), managers in that organization may ironically show greater bias in favor of men over equally performing women in translating employee performance evaluations into rewards and other key career outcomes; we call this the "paradox of

The Paradox of Meritocracy in Organizations | Gender Action Portal - This is the "paradox of meritocracy", a situation where people can show greater levels of gender bias when they are in a context that emphasizes meritocracy. Ironically, working in an environment that highlights meritocracy might make individuals believe that they are fair and objective, and as a result, make them more likely to display their

Why it is important to understand the paradox of meritocracy - Updated October 25, 2018. The more meritocracy works, the more it looks like systemic unfairness, said Education Minister Ong Ye Kung. This is because when more Singaporeans are uplifted, it is

Performance Management And The Paradox Of Meritocracy - The problem with performance management systems is that no matter how much based on data you try to make it, you won't make it entirely algorithmic. Managers want to have their input. They feel that they know best their teams and know who has the potential and who doesn't. Data doesn't matter. Or rather, data doesn't tell the whole story

The paradox of meritocracy in organisations | People ACCIONA - Implementing meritocracy requires a facelift. For the authors, this " paradox of meritocracy ", which consists of showing more bias in companies that explicitly present themselves as meritocratic, can be explained by what they call "moral credentials". According to this theory, it is more likely to discriminate when it has been made

Meritocracy harms everyone — even the winners - Vox - How meritocracy harms everyone — even the winners A new book challenges one of our most persistent illusions. By Sean Illing @seanilling Updated Dec 14, 2019, 11:10am EST

A belief in meritocracy is not only false: it's bad for you - Meritocracy is a false and not very salutary belief. As with any ideology, part of its draw is that it justifies the status quo, explaining why people belong where they happen to be in the social order. It is a well-established psychological principle that people prefer to believe that the world is just

(PDF) Both Diveristy And Meritocracy: Managing The Diversity - diversity-meritocracy paradox through the commentary arising from the historic nomination of 6 Black actors for the 2 017 Oscars (the most ever in one year; Docterman, 2017, January 24). T he

Exploring the paradox of meritocracy: gender bias in performance - Exploring the paradox of meritocracy: gender bias in performance evaluation I explored the factors relevant to the perpetuation of gender biases in performance evaluation. Previous researchers have suggested that merit based compensation systems may have the unintended effects of increasing biases against women and minorities (known as the

The Paradox of Meritocracy in Organizations - SAGE Journals - In this article, we develop and empirically test the theoretical argument that when an organizational culture promotes meritocracy (compared with when it does not), managers in that organization may ironically show greater bias in favor of men over equally performing women in translating employee performance evaluations into rewards and other key career outcomes; we call this the "paradox of

The paradox of meritocracy | World Economic Forum - According to the Harvard Business Review Report, Athena Factor: Reversing the Brain Drain in SET, the top five are, "unconscious bias, isolation, supervisory relationships, [unclear] promotion processes, and competing life responsibilities.". It looks like the paradox of meritocracy is something women have been reporting in various ways for

How to build the Work Culture of the Future: Chapter 4 — Meritocracy - Photo by Carl Heyerdahl on Unsplash Table of Content. What is Meritocracy? The Paradox of Meritocracy; Factors ensuring Meritocracy in Workplace 3.1 Fostering Passion across the Organization 3.2

Bridging the Research-Practice Gap: The Paradox of Meritocracy - Most people in capitalist countries such as the United States probably think that the economic system should be and is a meritocracy. In addition, an increasing number of organizations emphasize meritocracy as a core value and establish meritocratic systems (, pay for performance), in part to eliminate bias and increase the perception of fairness in the workplace

Meritocracy: Unraveling the Paradox - Diversity & Inclusion ... - Deloitte - The research provides three key findings: (1) the prevalence of gender and race bias in pay decisions; (2) the inconsistent relationship between performance and remuneration; and, (3) potential solutions to mitigate these issues: 1. Experiment - Gender bias. Merit-based values led to male favouritism. The group given merit-based company

The paradox of meritocracy | World Economic Forum - It appears that when managers work for meritocratic organizations, they believe they are more impartial, and thus (unknowingly) give themselves permission to act on their biases. And when people view themselves as unbiased, they are less likely to self-scrutinize. Castilla calls this, “the paradox of meritocracy”. Biases from beginning to end

Meritocracy: Unraveling the Paradox - Diversity & Inclusion blog - What is the paradox of meritocracy?

- In this article, we develop and empirically test the theoretical argument that when an organizational culture promotes meritocracy (compared with when it does not), managers in that organization may ironically show greater bias in favor of men over equally performing women in translating employee performance evaluations into rewards and other key career outcomes; we call this the “paradox of meritocracy.”

The Paradox of Meritocracy in Organizations | Gender Action - Researchers have contemplated the idea that emphasizing meritocracy as an organizational value may actually trigger implicit gender biases. For instance, managers who hold gender stereotypes and who are embedded in contexts that emphasize meritocracy might have higher confidence in the impartiality of their decisions

Exploring the paradox of meritocracy: gender bias in - Exploring the paradox of meritocracy: gender bias in performance evaluation I explored the factors relevant to the perpetuation of gender biases in performance evaluation. Previous researchers have suggested that merit based compensation systems may have the unintended effects of increasing biases against women and minorities (known as the

Meritocracy: Unraveling the Paradox - Diversity & Inclusion - The aim of the research was twofold. First the researchers wanted to assess the ‘paradox of meritocracy’ and whether bias increases in workplaces with “merit-based systems”. Second they wanted to test potential solutions that could mitigate the risks and address this problem. Methodology:

MIT Open Access Articles The Paradox of Meritocracy in - the paradox of meritocracy effect as well as the scope conditions under which we expect the effect to occur. • The idea of meritocracy as a social system in which “merit or talent is the basis for sorting people into positions and distributing rewards” (Scully, 1997: 413) has received great