Demographic antecedents and performance consequences of structural holes in work teams

This paper addresses two important questions concerning social fragmentation in work teams. First, from where do disconnections between team members, measured in terms of the proportion of structural holes within the work team, derive? Second, what are the consequences for team performance of having more or less structural holes between team members? In answering the first question, the research investigated whether demographic diversity in teams played a role in predicting the proportion of structural holes in team friendship networks. For 19 teams at a wood products company, there were no effects of ethnic and gender diversity on structural hole proportions. However, age diversity significantly reduced the extent of structural ‘holeyness.’ In investigating the second question, two countervailing tendencies were considered. In the absence of structural holes, teams are likely to be at low risk for new ideas. But fragmented teams in which team members are separated by many structural holes are likely to have difficulty coordinating. The researchers demonstrated a curvilinear effect: a moderate level of structural diversity in teams was positively associated with team performance. Thus, the research suggested that it is structural diversity (measured in terms of the proportion of structural holes) rather than demographic diversity that matters in the prediction of team performance. Copyright © 2006 John Wiley & Sons, Ltd.     

Projecting biodiversity benefits of conservation behavior-change programs

Biodiversity loss is driven by human behavior, but there is uncertainty about the effectiveness of behavior-change programs in delivering benefits to biodiversity. To demonstrate their value, the biodiversity benefits and cost-effectiveness of behavior changes that directly or indirectly affect biodiversity need to be quantified. We adapted a structured decision-making prioritization tool to determine the potential biodiversity benefits of behavior changes. As a case study, we examined two hypothetical behavior-change programs––wildlife gardening and cat containment––by asking experts to consider the behaviors associated with these programs that directly and indirectly affect biodiversity. We assessed benefits to southern brown bandicoot (Isoodon obesulus) and superb fairy-wren (Malurus cyaneus) by eliciting from experts estimates of the probability of each species persisting in the landscape given a range of behavior-change scenarios in which uptake of the behaviors varied. We then compared these estimates to a business-as-usual scenario to determine the relative biodiversity benefit and cost-effectiveness of each scenario. Experts projected that the behavior-change programs would benefit biodiversity and that benefits would rise with increasing uptake of the target behaviors. Biodiversity benefits were also predicted to accrue through indirect behaviors, although experts disagreed about the magnitude of additional benefit provided. Scenarios that combined the two behavior-change programs were estimated to provide the greatest benefits to species and be most cost-effective. Our method could be used in other contexts and potentially at different scales and advances the use of prioritization tools to guide conservation behavior-change programs.