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David Daniels
Professor, Behavioral Scientist
Professional Background
David Daniels is a prominent academic in the field of management and organizational behavior, serving as a Presidential Young Professor in the Department of Management and Organisation at the National University of Singapore (NUS) Business School. His research spans several fascinating areas including diversity in groups and organizations, decision-making processes, social influence, negotiation tactics, and conflict resolution strategies. With a robust analytical skill set, David employs a combination of methodological approaches to his research, utilizing laboratory experiments, field studies, quantitative analysis, and theoretical modeling. His work is grounded in the conviction that behavioral insights can significantly enhance our understanding of negotiations, organizational dynamics, and market behaviors.
In his current position at NUS, David contributes to education and research that not only advances academic knowledge but also has practical implications for businesses and organizations seeking to thrive in a diverse and ever-evolving marketplace.
Before securing his role in Singapore, David held the position of Assistant Professor at the Department of Management at the Hong Kong University of Science and Technology (HKUST) Business School, where he further solidified his expertise in management practices. His academic journey began at Stanford University, where he pursued his graduate studies and engaged with some of the top minds in business research as he earned his Ph.D. in Business Administration.
Education and Achievements
David’s academic credentials are impressive and reflect his dedication to excellence in research and scholarship. He earned his Ph.D. in Business Administration from Stanford University Graduate School of Business, where he honed his skills in management theories and applied research methodologies.
Additionally, he holds an M.A. in Economics from Stanford University, underlining his strong foundation in economic principles that inform much of his behavioral research. His formative education commenced at Harvard University, where he graduated A.B. summa cum laude with Highest Honors, an achievement that not only reflects his academic prowess but also highlights his commitment to his studies. David is a member of Phi Beta Kappa, the prestigious academic honor society, which recognizes excellence in liberal arts and sciences.
Beyond his formal education, David was awarded the National Science Foundation Graduate Research Fellowship, further demonstrating his caliber as a researcher and the high esteem in which he is held in the academic community. This fellowship is highly competitive and signifies his potential to contribute significantly to the field of management and organizational studies.
Notable Achievements
Throughout his academic career, David has made substantial contributions to the understanding of diversity within organizations. His research has delved into how diverse perspectives can influence decision-making, leading to more innovative and effective organizational strategies. By investigating social influence mechanisms, David has provided valuable insights into how individuals interact within groups, affecting outcomes in negotiations and conflict resolution.
David's work often intersects with practical ramifications in business, where understanding behavioral tendencies can lead to enhanced negotiations and improved organizational outcomes. His unique ability to integrate insights from management, psychology, and economics positions him as a thought leader in his field, enabling him to share knowledge that is applicable in real-world scenarios.
His commitment to education extends beyond research, as he is actively involved in mentoring students and junior researchers, fostering a collaborative learning environment that encourages inquiry and innovation in management and organizational studies.
Highlights
The 2024 Diversity in Management and Organizations (DMO) conference program is out! Download it here: https://lnkd.in/ga5aPxWZ
In recent years, there has been an explosion of research interest in diversity – heterogeneity in gender, race, ethnicity, sexual orientation, and other attributes. The DMO conference welcomes submissions on antecedents, consequences, and perceptions of diversity, with a focus on managerial and organizational settings.
Link with up-to-date conference information:
https://lnkd.in/gBkTAP-T
DMO 2024 will be a one-day hybrid conference on June 22, 2024. It will be held simultaneously in two formats: in-person in Singapore at NUS Business School (the day before the IACM 2024 conference in Singapore) and also online via Zoom (for those who cannot attend in-person). Registration will be free.
Physical Location: NUS Business School (BIZ1 #2-3), 15 Kent Ridge Dr, Singapore 119245
Online Location: Register to receive the Zoom link/password by filling out this form: https://lnkd.in/gzG9aWzT
Out today in PNAS -- our new paper on the "streak-end rule"!
https://lnkd.in/gUJwgEDq
Decisions about future behaviors are clearly shaped by the content of past experiences, but whether the order of past experiences matters remains controversial. By analyzing the largest field experiment about prosocial behavior to date, a natural field experiment involving 14,383 volunteer crisis counselors over five years, we examine how the content and order of past experiences causally influence decisions about future behaviors – whether individuals continue volunteering or quit. Volunteers were repeatedly and randomly assigned to perform 1,976,649 prosocial behaviors that were either harder (suicide conversations) or easier (non-suicide conversations). We found that the content of past experiences mattered: Harder (versus easier) behaviors encouraged quitting. However, the order of past experiences mattered far beyond their content alone: Harder behaviors caused disproportionately more quitting if they came in long “streaks” or at the “end.” These “streak”/“end” effects reveal important practical insights for leaders and policymakers seeking to boost prosocial behavior. For instance, a reordering intervention – assigning behaviors so as to avoid creating hard “streaks” – would reduce volunteer quitting rates by at least 22%, boosting prosocial behavior and likely saving lives.
#organizations #management #leadership #prosocialbehavior #streaks #ends #behavioralinsights #decisionmaking #fieldexperiment #bigdata
