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How to cope when your values clash with your co-workers’

Self-disclosure helped boost engagement among value minorities by increasing the respect they anticipated from their colleagues, the results showed.

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In our increasingly polarized society, more people may find themselves in a workplace where they are one of the few conservatives or few liberals around.

A new study found that those whose values – political or otherwise – don’t match the majority in their organization felt they received less respect and as a result were less engaged at work.  Moreover, their co-workers noticed their lack of engagement.

“It is a real issue that organizations face,” said Tracy Dumas, lead author of the study and associate professor of management and human resources at The Ohio State University’s Fisher College of Business.

“Organizations know that it is valuable to have employees with different perspectives. But if those with different perspectives feel they aren’t respected and so aren’t fully participating in their jobs, organizations aren’t fully reaping the benefits of their unique perspectives.”

But the study did find a way that “value minorities” could feel more a part of their teams: by disclosing personal information about themselves to their colleagues that had nothing to do with the values about which they disagreed.

The study was published recently in the journal Organization Science.

“Value minorities” were defined as those whose core beliefs involving politics, religion or other important areas of life clash with the majority of people in their organizations.

Dumas emphasized that the study examined values, not opinions.  Values can inform opinions, but values are harder to change because they are embedded in the person’s sense of self – they transcend individual issues.

The researchers conducted studies among full-time adult employees in an online setting, a student project group that worked together over a semester, and undergraduate students in the laboratory, all with similar results. The study of 389 full-time workers was conducted online.  Participants read a workplace scenario where they imagined themselves working closely with colleagues of the same rank on a workgroup. Some were told that their values clashed with co-workers on issues like communal responsibility, individual liberty, and safety and security.  Others were told their values were similar.

To get at the importance of self-disclosure, some were told they often talked with colleagues about non-work topics like what they did over the weekend, including spending time with a friend, trying a new restaurant in town and talking about their favorite things on the menu. Others were told that they rarely discussed personal topics and usually only talked about work. Both groups were told they did not discuss their personal values. All participants then reported if they felt their colleagues would respect them on a scale of 1 (strongly disagree) to 7 (strongly agree).

Participants were then told about an important group meeting coming up in which they would be discussing how to secure a new and important client. Participants rated how much they believed they would be engaged in the meeting through statements like “I would exert my full effort” and “My mind would be focused while completing work in my group.”

The results showed the importance of self-disclosure in helping value minorities perform better in the workplace, Dumas said.

Those in the minority who were told that they shared information about their personal life – such as what they did over the weekend – anticipated feeling more engaged than those value minorities in the non-disclosure condition.

Self-disclosure helped boost engagement among value minorities by increasing the respect they anticipated from their colleagues, the results showed.

Similar results were found among 277 undergraduate students working in real-life teams who were surveyed three times in a seven-week period over one semester.  They were surveyed about their values, and how much they felt their values clashed with others on their team. They also reported on the respect they felt from others on their teams and how much they talked about themselves.

All the findings revealed in the lab experiment were also found in this real-life work group. One key here was that team members rated how engaged each person was on their team project.

“We found that others on the team noticed that people whose values clashed with the majority didn’t engage as much in the work of the group,” Dumas said.  “But that negative effect was lessened if the value minorities talked about themselves in the group.”

The key in all the studies was the importance of people talking about themselves in the workplace – not about areas where they disagree, but just about their everyday life experiences.

“What happens is that when people talk about themselves, they feel more respected – and they feel invested in the success of the group, they feel engaged,” she said.

Dumas said self-disclosure helps because it “humanizes” value minorities to the group.

People may feel uncomfortable being a part of a work group that doesn’t share their values, she said.  But if they pick out something they do feel comfortable sharing with the group, it can create a connection.

“When you talk about your family or the movies you like or what you did this week, it shows you’re a whole person, you’re not just defined by the difficult areas where you disagree,” she said. “Even if you don’t agree with others on your favorite movies, or what restaurants you like, that’s not a difficult conversation to have.”

One of the best parts of using self-disclosure to help value minorities feel more respected and engaged in the workplace is that they don’t need any management intervention to make it happen.

“If you’re a value minority, you’re not at the mercy of your manager to make things better. Self-disclosure is a step that you can take to mitigate the negative effects of feeling that you’re in the minority,” Dumas said.

Importantly, however, the paper notes the importance of organizations creating an environment where people feel comfortable disclosing.

Dumas conducted the study with Robert Lount, professor of management and human resources at Ohio State’s Fisher College, and Sarah Doyle, who received her PhD at Ohio State’s Fisher College and is now an assistant professor at the University of Arizona.

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In-aisle store displays might crowd shoppers and reduce overall sales

Retailers might seek strategies to boost product exposure without also increasing crowding – especially for cart shoppers who may experience greater crowding effects – and that excessive use of in-aisle fixtures will likely dampen sales at the aggregate level rather than increasing it. 

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In a study involving a real-world grocery store, in-aisle displays meant to boost product visibility were in fact associated with reduced sales and purchase-related behaviors, with results amplified for shopping cart users.

Mathias Streicher of Austria’s Department of Management and Marketing presents these findings in the open-access journal PLOS One.

Retailers often place extra product displays directly in aisles in an effort to boost visibility and enhance sales. However, in-aisle displays could increase spatial crowding, which occurs when people feel restricted in their freedom of movement and has been linked with purchase-avoidance tendencies. To help clarify if in-aisle displays result in more purchases, Streicher conducted several experiments with a partnering grocery store.

First, they tracked weekly sales for an aisle containing household, baby and pet staples over a six-week period during which five product-display stands were placed mid-aisle. The stands were then removed for six weeks. Comparison of sales data showed that in fact, sales increased after removal of the in-aisle displays, with the average weekly percentage of total store revenue from that aisle rising from 4.33 to 4.83 percent.

A second in-store experiment in the same aisle showed that people using shopping carts also stopped and physically handled products—behavior previously linked with sales—about 7.05 times more often when in-aisle displays were absent than when they were present. Non-cart shoppers also touched products more often when displays were removed, but the effect was smaller (3.81 times).

Finally, in an online experiment, 200 participants imagined using a shopping cart or basket while viewing photographs of the same aisle from the in-store experiments, with or without in-aisle displays. They tended to rate the aisle with displays as more crowded and reported lower levels of perceived control for aisles with displays than those without, with effects amplified for imagined cart versus basket use.

Together, these findings suggest retailers might seek strategies to boost product exposure without also increasing crowding – especially for cart shoppers who may experience greater crowding effects – and that excessive use of in-aisle fixtures will likely dampen sales at the aggregate level rather than increasing it. 

Further research could address some of this study’s limitations, such as by considering the effects of human crowding, promotional offers on products, and seasonal influences on shopping behaviors.

Streicher adds: “The research shows that adding merchandise into store aisles can actually reduce overall sales by making the environment feel crowded and harder to navigate. Importantly, this negative effect is even stronger for shoppers using carts, as they experience greater spatial constraints and reduced control while shopping.”

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Structure of online reviews shapes their helpfulness

Reviews that grow increasingly positive are most helpful to readers, while those that turn negative are least helpful. For average-rated products, progressively negative trajectories enhance helpfulness, whereas reviews that start negative and grow positive are least effective.

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A study of nearly 200,000 Amazon reviews shows that the usefulness of online product reviews depends not only on what is said, but on how the information is structured.

The researchers, from the Universities of Cambridge and Queensland, studied Amazon reviews for products ranging from clothing to food to electronics. They found that how the information is organised matters as much as what is said, and that different review structures are more or less helpful, depending on how highly the reviewer has rated the product.

Their results, published in the journal Scientific Reports, could help companies and third-party review platforms design their review pages to prompt the sort of reviews that will be most helpful to potential customers.

For example, a reviewer assessing a laptop might praise its performance and design while criticising its battery life, so how should such information be structured to be most useful to the reader? Should the review begin with criticism and end on a positive note, or start positively before turning to drawbacks?

“Any target of evaluation typically has both positive and negative aspects, which makes crafting evaluative messages challenging,” said co-author Dr Yeun Joon Kim from Cambridge Judge Business School. “The key question is how to structure these elements within a single message. For example, one might present criticism upfront and then move to praise, or instead integrate negative points within an otherwise positive evaluation. Yet research has paid little attention to this structural dimension.

“We wanted to understand whether certain structures are consistently more effective, or whether their effectiveness depends on the performance of the target being evaluated.”

The study was based on 195,675 reviews of 5,487 distinct products, and assessed performance and related factors, and a helpfulness score as measured by reader votes.

The researchers identified nine possible structures of online reviews ranging from Type A reviews that start positive and become more positive as they go along, to Type I reviews that start negatively and become even more negative – with lots of variance in between.

For highly-rated products, reviews that grow increasingly positive are most helpful to readers, while those that turn negative are least helpful. For average-rated products, progressively negative trajectories enhance helpfulness, whereas reviews that start negative and grow positive are least effective. For low-rated products, reviews are judged most helpful when they open constructively before introducing criticism.

“The results are nuanced but very clear,” said co-author Dr Luna Luan from the University of Queensland, who carried out the research while earning her PhD at Cambridge Judge Business School. “Looking at the overall sentiment of reviews does not fully translate into message effectiveness. It is the broader structure of sentiment – how positivity and negativity evolve throughout the review – that shapes how readers interpret online reviews.”

“Our findings have practical implications for how platforms and companies can design review pages in order to elicit the sort of reviews that will be most helpful to readers based on how highly products are rated,” said Kim. “For example, instead of simply asking ‘Write your review here’, the online review form could instead include micro-prompts that guide how reviewers structure feedback in a way recipients find most helpful.”

The researchers found the most commonly used review styles are not necessarily the most helpful to readers. In particular, for average- and low-rated products, the structures that reviewers tend to adopt often differ from those that readers find most useful.

This mismatch likely reflects different underlying motivations. Reviewers are not always writing to maximise usefulness for others, but may instead be expressing their own experiences, frustrations or emotions – especially when evaluating products of moderate or poor quality. As a result, review writing often serves both as information sharing and as a form of self-expression. This helps explain why widely used review styles do not always align with what readers perceive as most informative or helpful.

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Reversible words can lower consumer disbelief in ads

A simple word choice in marketing messages can significantly impact how confident consumers feel about believing – or not believing – a claim.

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It’s estimated that consumers experience hundreds if not thousands of marketing messages daily. While the exact number can depend, how much someone believes the message can be more important for marketing success than the number of messages they see. 

A new study reveals that a simple word choice in marketing messages can significantly impact how confident consumers feel about believing – or not believing – a claim. Researchers found that when words differ in their “reversability,” or how easily people can think of their opposites, it can trigger different mental processes when consumers evaluate marketing language. 

Imagine the messaging options for a new sunscreen designed specifically for those who like a strong scented product. The first product description reads, “The scent is prominent,” while the second notes, “The scent is intense.” The word “prominent” is uni-polar, meaning people tend to negate it by adding “not” to the original statement.

“Intense,” though, is a bi-polar word, meaning readers can easily come up with its opposite meaning and negate the statement by replacing it with its antonym. In this example, “The scent is mild,” instead of, “The scent is intense.” 

“When people encounter easily reversible words, like ‘intense’, in messages processed as negations (mild), they experience lower confidence in their judgements compared to words that are hard to reverse, like ‘prominent,’” explained Giulia Maimone, a postdoctoral scholar in marketing at the University of Florida Warrington College of Business. 

Across two experiments of more than 1,000 participants, the research demonstrated that this effect occurs because negations of bi-polar, or reversible, words engage a more elaborate cognitive process requiring additional mental effort, resulting in lower confidence of the statement’s truthfulness. 

Based on their findings, the researchers suggest that marketers take this advice when crafting language: for new products, use affirmative statements with easily reversible words, like ‘The scent is intense’ in the sunscreen example, which most consumers will judge as true with high confidence. Importantly, this language would also minimize the confidence of consumers who will be skeptical about the message, as they will process it via a more complex cognitive process that reduces confidence in those consumers’ disbelief. 

“This simple lexical choice could help companies maximize confidence in their desired messaging and minimize confidence among the doubters,” Maimone explained. 

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