Papers by Brandy A . B . Perkl
Journal of Leadership & Organizational Studies, 2016
UMI. ProQuest® Dissertations & Theses The world's most comprehensive collection of disse... more UMI. ProQuest® Dissertations & Theses The world's most comprehensive collection of dissertations and theses. Learn more... ProQuest. Teams and stress: A meta-analysis and process analysis. by Brown, Brandy Allison, Ph.D ...
Increased demands for technological integration in higher education have resulted in new forms of... more Increased demands for technological integration in higher education have resulted in new forms of course instruction. Under a flipped approach, students learn course materials outside the classroom while active learning methods are employed inside. This study fo-cuses on the perceived effects of flipped instruction on knowledge acquisition in under-graduate students using information communication, accessibility, stimulation, interac-tion, and accumulation as measures. Undergraduate students indicated positive effects of flipped teaching and student’s perceived learning improved as time spent using learning management systems increased. While knowledge acquisition tended to increase in most students, technological incompatibilities prevented the flipped approach from being fully accepted.
Independent Case Investigation completed as part of Dr.
Brown’s Industrial-Organizational Psychol... more Independent Case Investigation completed as part of Dr.
Brown’s Industrial-Organizational Psychology Lab at the
University of Arizona.
This case study provides a real-world example of corporate toxicity to illustrate the toxic trian... more This case study provides a real-world example of corporate toxicity to illustrate the toxic triangle model and show how situations like this one come to pass (Padilla, 2013). The primary focus will be on WorldCom/MCI and the events leading to the world famous accounting scandal that came to light in 2003. This case briefly examines the three major triangle elements, (1) the role of the leader, (2) the enabling efforts of colluding and conforming followers, and (3) the conducive nature of the specific organizational context, all in correlation with the eventual destruction of the organization. Identifying these elements provides an opportunity for students to analyze an actual account of corporate toxicity through critical thinking and discussion. The questions provided are intended to stimulate a discussion focused on the: (1) events leading to the demise of the organization, (2) characteristics of the primary leader and followers, (3) role the environment played in escalating the situation, and (4) the influences of social pressures.
Past teamwork stress literature has experienced contradictory findings. As more reliable models o... more Past teamwork stress literature has experienced contradictory findings. As more reliable models of teamwork emerge, there is still a noticeable lack of information regarding how stress affects teamwork processes. This paper first reviews the current state of the team stress literature, where two types of stress for teams are explored: qualitative and quantitative stress. A meta-analysis examined the current literature on quantitative stress and the impact on team performance and effectiveness. Results from nine independent samples (N = 1,794) indicated that quantitative stress has a negative effect on team outcomes, ῤ = -.41. Second, a lab study sought to discover if team processes predict performance under stress. Teams of two (N = 26) completed a process control simulation where workload was manipulated to create stress conditions. A multiple regression was conducted to explore if stress would moderate team processes, explaining the negative performance effects. The regression results showed that stress accounted for all the variance in performance, R2 = .83, p < .001. Exploratory analyses were conducted to support potential theoretical bases for these findings. The results provide strong support for a categorization of stress in teams (e.g. quantitative and qualitative stress) as well as evidence that team processes are not accurately self-reported in high quantitative stress conditions. This is an important observation for future teams research.
During discussions with the U.S. Army Research Institute for the Behavioral and Social Sciences (... more During discussions with the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) in Feb 2006, the Commanding General (CG), Ft. Jackson, requested that ARI determine what assimilation into the Army culture consists of, while developing and testing prototype methodologies, measurement instruments, and analytical strategies to ascertain which aspects of the Army socialization process are or are not succeeding. To address these concerns, a reliable set of metrics were developed to track attitude and value change at three points in basic training. Data were collected at Ft. Jackson, SC, and Ft. Benning, GA, during Reception, near the end of BCT-White Phase (equivalent to the midpoint of OSUT), and just before graduation. Exploratory and confirmatory factor analyses were used in conjunction with repeated measures ANOVA and hierarchical linear regression to examine how new Soldiers' attitudes and relational identification change during basic training. Selected findings indicate: (1) basic training effects positive changes in Soldier attitudes regardless of variations in personality and other individual difference measures, (2) identification with Battle Buddies, Drill Sergeants, and their platoon significantly impacted Soldierization outcomes during basic training and changed as training progressed, and (3) by the end of basic training, the degree to which their DSs have modeled the Army's values and desired behaviors emerges as one of the most significant factors in the Soldierization process. These findings are discussed in terms of DS training tactics and the relationships that develop among Soldiers and between Soldiers and DSs during basic training.
The following research examined the effects of performance appraisal condition on teamwork variab... more The following research examined the effects of performance appraisal condition on teamwork variables. As more reliable models of teamwork emerge, there remains a noticeable lack of information regarding team motivation and feedback in an organizational context. This paper first reviews the current findings on team motivation, feedback, and performance appraisals and then applies that topic to teamwork processes. The researcher proposed that individual, team, and dual (individual and team feedback) performance appraisals would have different effects on teamwork processes and performance. Positive effects on team orientation, mutual trust, and team performance in the team and dual performance appraisal conditions were hypothesized. Main effects for condition emerged but they were not as predicted; those in the individual condition had the highest scores on teamwork processes. There were no significant differences in team performance. Possible explanations as to why the findings were not as predicted are suggested and directions for future research are provided.
Conference Presentations by Brandy A . B . Perkl
We propose new perspectives on coaching and mentoring emerging leaders. Universities and colleges... more We propose new perspectives on coaching and mentoring emerging leaders. Universities and colleges play an important role in preparing an educated citizenry to lead our organizations and institutions. Trends toward flatter organizational structures, globalization, and an increased pace of change all contribute to greater challenges for future leaders. There has been a growth in collegiate Leadership Centers in the United States. Yet most practice and research is focused on the leader, e.g. the Multi-Institutional Study of Leadership (Owen, 2012). We draw from research to emphasize how to mentor and coach emerging leaders to understand the process of leadership (Padilla, Hogan, & Kaiser, 2007). We will first present data from our 2015 study of Collegiate Leadership Centers, where we surveyed center directors at the top public and private colleges and universities in the United States. We highlight current practice in leadership centers, including mentoring for emerging leaders. Second, we will present new perspectives on how leadership educators may enhance their mentoring and coaching of emerging leaders by emphasizing the process of leadership. Examples of new perspectives will be shared, including a successful pilot study of a group coaching initiative for emerging leaders. CONTENT
Online discussions tend to suffer from certain recurrent issues, like social loafing, plagiarism ... more Online discussions tend to suffer from certain recurrent issues, like social loafing, plagiarism of other posts, general lack of enthusiasm for the discussion, etc. Sometimes they do seem to break out of this and become what we want them to be – as engaging as an in person class. One issue I believe causes some of these problems is that we often have to assign methods to assess them, such as requiring a number of posts or replies and then we also must judge the content. Whereas in a face-to-face course we know who is engaged by just being present. Gauging participation (and grading it) rarely requires an equivalent level of judgment to what we must do in our online courses. I want to discuss what works for helping make online discussions more like what is possible in person – so we can avoid constraining or over-assessing our students.
These findings are the first step toward empirically defining the affordances of a stiatuion. In ... more These findings are the first step toward empirically defining the affordances of a stiatuion. In reveiwing the literature surrounding the establishment of the Five Factor Model (FFM) of personality, the most significant advance it provided was establishing a common ground and a common taxonomy that demonstrated order in a previously scattered and disorganized field. The FFM model was divorced from any particular theory and instead based in language-as is our current approach. Limitations-Undergraduate Psychology Student Sample-Fatigue effects (unable to be controlled until reaction time data is examined)-Variance (individual differences) in similarity ratings of verb pairs (i.e. due to different priming, personality, etc.) Future Directions-Further linguistic analyses, particularly interested in making comparisons to subject rumination on situation scenarios-While we have not yet been able to systematically analyze our findings against empirical findings in other psychological disciplines, many logical theoretical comparisons can be made to evolutionary, development, and judgment and decision making literatures in psychology and we look forward to exploring them in more depth in the future.
In two semesters of a Motivation course I tested allowing students to make choices about grade we... more In two semesters of a Motivation course I tested allowing students to make choices about grade weighting schemes as well as to choose their final project track (academic, applied, or personal) in this course. At one point in the semester (about 1/3 of the way into the semester) students were allowed to revote on their choices regarding assessments and generally chose to increase the rigor to hold themselves accountable. Satisfaction and other data was gathered at 3 points through each semester, and final comments were analyzed using verbal analysis (word counts). Students reported a high level of satisfaction with the course and a deep understanding of motivation which they felt positively impacted their lives, and several reported on the technique of a democratic course teaching them about motivation in practice. Limitations, ways to use and improve on this technique, and implications based on this sample are discussed.
Uploads
Papers by Brandy A . B . Perkl
Brown’s Industrial-Organizational Psychology Lab at the
University of Arizona.
Conference Presentations by Brandy A . B . Perkl
Brown’s Industrial-Organizational Psychology Lab at the
University of Arizona.