CDP Workplace Belonging & Psychological Safety

Question 1

What is psychological safety as defined in organizational research?

Accepted Answer

The belief that one can speak up, take risks, and be vulnerable without fear of negative consequences

Answer

Psychological safety, as defined by Amy Edmondson, is the shared belief that a team is safe for interpersonal risk-taking without fear of punishment or humiliation.

Question 2

Which researcher is most credited with popularizing the concept of psychological safety in workplace team research?

Accepted Answer

Amy Edmondson

Answer

Amy Edmondson, a Harvard Business School professor, is the leading researcher on psychological safety, particularly through her studies of hospital teams and her book 'The Fearless Organization.'

Question 3

What is the primary organizational benefit of high psychological safety within teams?

Accepted Answer

Greater team learning, risk-taking, and innovation

Answer

Research consistently shows that psychological safety enables team members to share ideas and learn from mistakes, leading to greater innovation and sustained team performance.

Question 4

Which of the following behaviors most undermines psychological safety on a team?

Accepted Answer

Publicly criticizing or shaming team members for mistakes

Answer

Publicly criticizing or shaming team members for errors creates a climate of fear around speaking up, directly eroding psychological safety.

Question 5

In a DEI context, 'belonging' is best described as:

Accepted Answer

The feeling that one is valued, included, and able to be authentic at work

Answer

Belonging refers to the feeling that an individual is genuinely accepted, valued, and can bring their authentic self to work without masking their identity.

(CDP) Certified Diversity Professional Practice Test

(CDP) Certified Diversity Professional Practice Test

CDP Workplace Belonging & Psychological Safety