dr. (Meir) M Shemla
Associate Professor RSM - Rotterdam School of Management Department of Organisation and Personnel Management
- Location
- Burg. Oudlaan 50, Rotterdam
- Room
- T10-39
- Telephone
- 0104082537
- shemla@rsm.nl
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Profile
Dr. Meir Shemla is an Associate Professor of Organizational Behavior and the Academic Director of the MBA programme at Rotterdam School of Management. He received his PhD in Work & Organizational Psychology in 2011.
His work focuses on the impact of team composition on team performance, and he has particular interest in how diversity in teams can be leveraged to increase innovation and performance. In his work he also explores the (unintended) consequences of diversity policies on organizational performance and talent acquisition. Other research topics he is exploring include the role of followers in successful leadership and the effect of emotions in teams.His work appeard in outlets such as Academy of Management Annals,…
Dr. Meir Shemla is an Associate Professor of Organizational Behavior and the Academic Director of the MBA programme at Rotterdam School of Management. He received his PhD in Work & Organizational Psychology in 2011.
His work focuses on the impact of team composition on team performance, and he has particular interest in how diversity in teams can be leveraged to increase innovation and performance. In his work he also explores the (unintended) consequences of diversity policies on organizational performance and talent acquisition. Other research topics he is exploring include the role of followers in successful leadership and the effect of emotions in teams.His work appeard in outlets such as Academy of Management Annals, Organizational Behavior and Human Decision Processes, and Human Relations.
- E. Kearney, M. Shemla, D.L. van Knippenberg & F. Scholz (2019). A Paradox Perspective on the Interactive Effects of Visionary and Empowering Leadership. Organizational Behavior and Human Decision Processes, Accepted. doi: 10.1016/j.obhdp.2019.01.001
- M. Shemla & J. Wegge (2019). Managing diverse teams by enhancing team identification: The mediating role of perceived diversity. Human Relations, Accepted. doi: 10.1177/0018726718778101
- L.H. Nishii, J. Khattab, M. Shemla & R.M. Paluch (2018). A multi-level process model for understanding diversity practice effectiveness. The Academy of Management Annals, 12 (1), 37-82. doi: 10.5465/annals.2016.0044
- M. Shemla, B. Meyer, L.L. Greer & K.A. Jehn (2016). A Review of Perceived Diversity in Teams: Does How Members Perceive Their Team’s Composition Impact Team Processes and Outcomes? Journal of Organizational Behavior, 37 (S1), S89-S106. doi: 10.1002/job.1957
- E. Kearney, M. Shemla, D.L. van Knippenberg & F. Scholz (2019). A Paradox Perspective on the Interactive Effects of Visionary and Empowering Leadership. Organizational Behavior and Human Decision Processes, Accepted. doi: 10.1016/j.obhdp.2019.01.001
- M. Shemla & J. Wegge (2019). Managing diverse teams by enhancing team identification: The mediating role of perceived diversity. Human Relations, Accepted. doi: 10.1177/0018726718778101
- L.H. Nishii, J. Khattab, M. Shemla & R.M. Paluch (2018). A multi-level process model for understanding diversity practice effectiveness. The Academy of Management Annals, 12 (1), 37-82. doi: 10.5465/annals.2016.0044
- M. Shemla, B. Meyer, L.L. Greer & K.A. Jehn (2016). A Review of Perceived Diversity in Teams: Does How Members Perceive Their Team’s Composition Impact Team Processes and Outcomes? Journal of Organizational Behavior, 37 (S1), S89-S106. doi: 10.1002/job.1957
- M. Shemla, E. Kearney, J. Wegge & S. Stegmann (2020). Unlocking the performance potential of functionally diverse teams: The paradoxical role of leader mood. Journal of Occupational and Organizational Psychology.
- E. Kearney, M. Shemla, D.L. van Knippenberg & F. Scholz (2019). A Paradox Perspective on the Interactive Effects of Visionary and Empowering Leadership. Organizational Behavior and Human Decision Processes, Accepted. doi: 10.1016/j.obhdp.2019.01.001
- J. Wegge, K.L. Jungbauer & M. Shemla (2019). When inspiration does not fit the bill: Charismatic leadership reduces performance in a team crisis for followers high in self-direction. Journal of Management and Organization, 1-18. doi: 10.107/jmo.2019.64
- M. Shemla & J. Wegge (2019). Managing diverse teams by enhancing team identification: The mediating role of perceived diversity. Human Relations, Accepted. doi: 10.1177/0018726718778101
- J. Li, B. Meyer, M. Shemla & J. Wegge (2018). From Being Diverse to Becoming Diverse: A Dynamic Team Diversity Theory. Journal of Organizational Behavior, 39 (8), 956-970. doi: 10.1002/job.2272
- L.H. Nishii, J. Khattab, M. Shemla & R.M. Paluch (2018). A multi-level process model for understanding diversity practice effectiveness. The Academy of Management Annals, 12 (1), 37-82. doi: 10.5465/annals.2016.0044
- M. Shemla, B. Meyer, L.L. Greer & K.A. Jehn (2016). A Review of Perceived Diversity in Teams: Does How Members Perceive Their Team’s Composition Impact Team Processes and Outcomes? Journal of Organizational Behavior, 37 (S1), S89-S106. doi: 10.1002/job.1957
- B. Meyer, M. Shemla, J. Wegge & J. Li (2015). On the same side of the faultline: Inclusion in the leader's subgroup and employee performance. Journal of Management Studies, 52 (3), 354-380. doi: 10.1111/joms.12118
- E.M. Schraub, A. Micheli, M. Shemla & K. Sonntag (2014). The role of leader emotion management and team conflict for team members’ proactive behavior: A multilevel perspective. European Journal of Work and Organizational Psychology, 23 (2), 263-276. doi: 10.1080/1359432X.2012.728700
- K.N. Steffens, M. Shemla, J. Wegge & S. Diestel (2014). Organizational Tenure and Employee Performance: A Multilevel Analysis. Group and Organization Management, 39 (6), 664-690. doi: 10.1177/1059601114553512
- T. Hentschel, M. Shemla, J. Wegge & E. Kearney (2013). Perceived diversity is bad for team functioning: The role of shared emotions as a mediator and diversity beliefs as a moderator. Small Group Research, 44 (1), 33-61. doi: 10.1177/1046496412470725
- M. Shemla, E. Kearney, J. Wegge & S. Stegmann (2012). Team diversity, team processes, and team performance: The moderating role of leader mood. Academy of Management Proceedings. doi: 10.5465/AMBPP.2012.293
- B. Meyer, M. Shemla & C.C. Schermuly (2011). Social category salience moderates the effect of diversity faultlines on information elaboration. Small Group Research, 42 (3), 257-282. doi: 10.1177/1046496411398396
- M. Shemla (2019). Pitfalls and potential: the hidden dangers and challenges of managing diversity. RSM Discovery - Management Knowledge.
- M. Shemla (2017). Making diversity policies work. RSM Discovery - Management Knowledge, 32 (4), 5-7.
- B. Ries, S. Diestel, M. Shemla, F. Liebermann, J. Wegge & K. Schmidt (2013). Age diversity and team effectiveness. In C..M. Schlick, E. Frieling & J. Wegge (Eds.), Age-Differentiated Work Systems (pp. 89-118). Berlin: Springer
- D. Dej, M. Shemla & J. Wegge (2013). Entrepreneurs’ Creativity and Innovation: A Key to Performance. In A..G. Tan (Ed.), Creativity, Talent and Excellence (pp. 135-151). Singapore: Springer
- M. Shemla, D. Dej & J. Wegge (2012). Aiming for innovation in teams: The promise of team diversity. In A.-G. Tan (Ed.), Creativity and Talent Development.. Frankfurt: Springer
- L. Nishii, J. Khattab, M. Shemla & R.M. Paluch (2017). A multi-level process model for understanding diversity practice effectiveness. In Academy of Management Proceedings Vol. 2017. Academy of Management Proceedings
- M. Shemla (2020, april 1). The Diversity Myth. Edge Magazine
- M. Shemla (2019, april 10). How To Effectively Manage Your Diverse Team. Forbes [go to publisher's site]
- M. Shemla (2018, augustus 22). Why Workplace Diversity Is So Important, And Why It's So Hard To Achieve. Forbes
- M. Shemla, S. Adanov & J. Gadellaa (2016, september 1). Too much of a good thing: Is there a risk in having too much diversity? CEMS Magazine
- M. Shemla (2016, november 11). Can you have too much diversity? Lessons from the Premier League. HR Magazine
- M. Shemla & C. Post (2015, september 19). The Dark Side of Silicon Valley Diversity Targets. Newsweek
- M. Shemla & A. Kreienberg (2014, oktober 16). Gender Quotas in Hiring Drive Away Both Women and Men. Forbes
Peak Perspective
- Start date approval
- Apr/2019
- End date approval
- Dec/2021
- Place
- HAMBURG, GERMANY
- Description
- Partner
Management challenges
- Title
- Management challenges
- Year
- 2019
- Year level
- (master)
Begüm Bilgin
Open PhD position in Organizational Behaviour/Human Resource Management
Ho Wa (Hodar) Lam
Lonely at the top: Exploring the relationships of leader loneliness, power, and leader behaviour
Group and Organization Management
- Role
- Associate Editor
Associate Professor
- University
- Erasmus University Rotterdam
- School
- RSM - Rotterdam School of Management
- Department
- Department of Organisation and Personnel Management
- Telephone
- 0104082537
Peak Perspective
- Role
- Partner
- Obtained Wage
- yes