Wanted: “Socially Distinct Newcomer” Who Can Teach Evidence, Torts, And Secured Transactions

Would you hire Dwight K. Schrute?  A new study suggests you should.

Academics at BYU, Northwestern, and Stanford have co-authored an article entitled Is the Pain Worth the Gain? The Advantages and Liabilities of Agreeing With Socially Distinct Newcomers, published in a recent issue of Personality and Social Psychology Bulletin.  As summarized in the abstract, “the mere presence of socially distinct newcomers and the social concerns their presence stimulates among oldtimers motivates behavior that can convert affective pains into cognitive gains.”  Translation?  Says Katie Liljenquist, assistant professor of organizational leadership at BYU's Marriott School of Management, “we found the mere presence of a newcomer who is socially distinct can really shake up the group dynamic. That leads to discomfort, but also to a better process that ultimately yields superior outcomes.”  Story here.

Perhaps this study will prompt AALS to revise its FAR form so faculty appointments committees can perform online searches for “beet farmer,” “volunteer sheriff’s deputy,” “paper salesman,” and “assistant regional manager.”  One can only hope.