David R. Hekman

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David R. Hekman (born 1978) is an associate professor of management and entrepreneurship at the University of Colorado at Boulder.[1] Hekman's research focuses on improving organizational health, including the demographic pay gap[2] and the demographic power gap.[3] His work has been written about in The New York Times, The Washington Post, The Boston Globe, The Chicago Tribune, The Atlantic, and Forbes.[citation needed]

Career[edit]

In 2000, Hekman was hired by aerospace manufacturing company Goodrich Corporation.[citation needed] In 2002, he began teaching undergraduate and MBA business courses at the University of Washington.[4] In 2005, Hekman was hired as a consultant to Mark Emmert, University of Washington president.[5]

In 2007, Hekman was hired as a research faculty in the University of Washington School of Public Health.[6] He taught courses in health care management and strategic management at the University of Wisconsin-Milwaukee from 2008 to 2012.[7] He now teaches courses in organizational behavior at University of Colorado at Boulder.

Hekman's research focuses on improving organizational health by minimizing organizational problems and increasing workplace virtues. Hekman has examined the pay disparity between white men and women and minorities,[8] finding that customers who viewed videos featuring a black male, a white female, or a white male actor playing the role of an employee helping a customer were 19 percent more satisfied with the white male employee's performance.[9] In a second study, he found that white male doctors were rated as more approachable and competent than equally well performing women or minority doctors.[10][11][12][13]

Hekman has also shown that female and nonwhite executives who promote diversity tend to be penalized with lower performance ratings.[14] This article helps explain the persistence of the demographic power gap within organizations. Women and minorities may feel discouraged from hiring and promoting individuals who look like them because they are subconsciously aware that their bosses will judge them harshly for doing so. [15] [16] [17] [18] [19] [20] [21]

Hekman also examined physicians' attachment to their employers, physician technology resistance, and health care quality,[22][23] finding that an employee's weak attachment is socially contagious, ultimately leading coworkers to leave the organization.[24][25]

Hekman has also studied how to promote virtue in the workplace. He observed that leader humility involves leaders modeling to followers how to grow by engaging in the three behaviors of admitting weaknesses, appreciating followers' strengths, and modeling teachability.[26] [27] [28] He identified four main types of workplace courage: standing up to authority, uncovering mistakes, structuring uncertainty, and protecting those in need. [29]

References[edit]

  1. ^ David Hekman personal page at CU Boulder. 2012. http://leeds-faculty.colorado.edu/dahe7472
  2. ^ Hekman, David R.; Aquino, Karl; Owens, Brad P.; Mitchell, Terence R.; Schilpzand, Pauline; Leavitt, Keith. (2009) An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction. Academy of Management Journal. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=610&p_id=1&p_short=AMJ
  3. ^ Hekman, D.R., Johnson, S.K. Foo, M.D. & Yang, W. 2016. Does diversity-valuing behavior result in diminished performance ratings for nonwhite and female leaders? Academy of Management Journal. Published ahead of print March 3, 2016, doi:10.5465/amj.2014.0538. http://amj.aom.org/content/early/2016/03/03/amj.2014.0538.abstract
  4. ^ University of Washington Course Catalog (2002) http://www.washington.edu/students/timeschd/AUT2003/mgmt.html
  5. ^ Roseth, Robert. (2005) "Emmert launches leadership initiative." University Week, April 7, 2005.
  6. ^ University of Washington Faculty Personnel Status Report for January 17, 2008 https://www.washington.edu/admin/acadpers/reports/2008/January_2008_provost_report.pdf
  7. ^ UWM online schedule of classes. Hekman listed as BUS ADM 600 and BUS ADM 720 instructor. http://www4.uwm.edu/schedule/index.cfm?a1=subject_details&subject=BUS%20ADM&strm=1084
  8. ^ Hekman, David R.; Aquino, Karl; Owens, Brad P.; Mitchell, Terence R.; Schilpzand, Pauline; Leavitt, Keith. (2009) An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction. Academy of Management Journal. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=610&p_id=1&p_short=AMJ
  9. ^ Hekman, David R.; Aquino, Karl; Owens, Brad P.; Mitchell, Terence R.; Schilpzand, Pauline; Leavitt, Keith. (2009) An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction. Academy of Management Journal. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=610&p_id=1&p_short=AMJ
  10. ^ Bakalar, Nicholas (2009) “A Customer Bias in Favor of White Men.” New York Times. June 23, 2009, page D6. http://www.nytimes.com/2009/06/23/health/research/23perc.html?ref=science
  11. ^ Vedantam, Shankar (2009) “Caveat for Employers.” Washington Post, June 1, 2009, page A8 http://www.washingtonpost.com/wp-dyn/content/article/2009/05/31/AR2009053102081.html
  12. ^ Jackson, Derrick (2009) “Subtle, and stubborn, race bias.” Boston Globe, July 6, 2009, page A10 http://www.boston.com/bostonglobe/editorial_opinion/editorials/articles/2009/07/06/subtle_and_stubborn_race_bias/
  13. ^ National Public Radio, Lake Effect, http://www.wuwm.com/programs/lake_effect/view_le.php?articleid=754
  14. ^ Hekman, D.R. & Johnson, S.K. (2016) Women and Minorities are Penalized for Promoting Diversity Harvard Business Review https://hbr.org/2016/03/women-and-minorities-are-penalized-for-promoting-diversity
  15. ^ Lam, B. (2016) A Workplace-Diversity Dilemma: What if the employees best positioned to hire undervalued minority candidates are … white men? The Atlantic http://www.theatlantic.com/business/archive/2016/04/status-diversity/477228/
  16. ^ O’Brien, S.A. (2016) Promote diversity? You could get dinged at work. CNN http://money.cnn.com/2016/03/24/technology/women-minorities-penalized-for-promoting-diversity/index.html
  17. ^ Peck, E. (2016) Apparently, There’s A Place In Hell For Women Who DO Help Each Other. The Huffington Post http://www.huffingtonpost.com/entry/theres-a-place-in-hell-for-women-who-help-each-other_us_56faa069e4b0a372181b00c0
  18. ^ Hill, A. (2016) Women promoting women: Damned if they do, damned if they don’t. Financial Times http://blogs.ft.com/businessblog/2014/07/women-promoting-women-damned-if-they-do-damned-if-they-dont/
  19. ^ Feintzeig, R. (2016) Women Penalized for Promoting Women, Study Finds. The Wall Street Journal http://blogs.wsj.com/atwork/2014/07/21/women-penalized-for-promoting-women-study-finds/
  20. ^ Goldberg, H. (2016). Why It’s Hard for Women to Promote Other Women. Time_(magazine) http://time.com/3014683/women-promotion-study/
  21. ^ McGregor, J. (2016). For women and minorities, advocating for diversity has a downside. The Washington Post http://www.washingtonpost.com/blogs/on-leadership/wp/2014/07/23/for-women-and-minorities-advocating-for-diversity-has-a-downside/
  22. ^ Hekman, D.R., Steensma, H.K., Bigley, G.A., Hereford, J.F., (2009) “Combined Effects of Organizational and Professional Identification on the Reciprocity Dynamic for Professional Employees.” Academy of Management Journal. Volume 52, Number 3. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=473&p_id=1&p_short=AMJ
  23. ^ Hekman, D.R., Steensma, H.K., Bigley, G.A., Hereford, J.F., (2009) “Effects of Organizational and Professional Identification on the Relationship Between Administrators’ Social Influence and Professional Employees' Adoption of New Work Behavior.” Journal of Applied Psychology.
  24. ^ Felps, W., Mitchell, T.R., Hekman, D.R., Lee, T.M, Harman, W., Holtom, B. (2009) “Turnover Contagion: How Coworkers’ Job Embeddedness and Coworkers’ Job Search Behaviors Influence Quitting.” Academy of Management Journal. Volume 52, Number 3. http://journals.aomonline.org/inpress/main.asp?action=preview&art_id=452&p_id=1&p_short=AMJ
  25. ^ Glass, Ira. (2008) "Ruining It for the Rest of Us" Episode 370. Original Air Date December 18, 2008 http://www.thisamericanlife.org/radio_episode.aspx?sched=1275
  26. ^ Owens, B. & Hekman, D.R. 2012. Modeling How to Grow: An Inductive Examination of Humble Leader Behaviors, Outcomes, and Contingencies. Academy of Management Journal, 55: 787-818.
  27. ^ Makovsky, K. 2012. "What Makes a Good Leader?" Forbes Magazine. http://www.forbes.com/sites/kenmakovsky/2012/02/16/what-makes-a-good-leader/
  28. ^ Villarica, H. "Study of the Day: Humble Leaders Are Better Liked and More Effective." The Atlantic.
  29. ^ Schilpzand, P. Hekman, D.R., & Mitchell, T.R. 2014. "An Inductively-Generated Typology and Process Model of Workplace Courage". Forthcoming in Organization Science.

External links[edit]