03083nam a22003015i 4500003000800000005001700008007000300025008004100028020004300069035001300112040001800125041000800143042000800151050002700159100002000186245009400206264005600300300002900356490003800385505042200423520173800845650003302583650002302616650003902639650003302678650003202711830003802743BJBSDDR20230410143158.0ta170330s2017    nju           000 0 eng    a9780691176888 (hardcover : alk. paper)  a19577300  aDLCbengcDLC  aEng  apcc14aHF 5549.5 bP133d 20171 aPage, Scott E. 14aThe diversity bonus :bhow great teams pay off in the knowledge economy /cScott E. Page. 1aPrinceton, NJ :bPrinceton University Press,c2017.  axvii, 302 pages ;c24 cm1 aOur compelling interests (Series)  aIntroduction / Earl Lewis and Nancy Cantor -- The contrary assumption -- Diversity bonuses: the idea -- Cognitive repertoires -- Diversity bonuses: the logic -- Identity diversity -- The empirical evidence -- Diversity bonuses and the business case -- Practice: D&T + D&I -- What Is the real value of diversity in organizations? Questioning our assumptions / Katherine W. Phillips -- The diversity prediction theorem.  aWhat if workforce diversity is more than simply the right thing to do in order to make society more integrated and just? What if diversity can also improve the bottom line of businesses and other organizations facing complex challenges in the knowledge economy? It can. And The Diversity Bonus shows how and why.

Scott Page, a leading thinker, writer, and speaker whose ideas and advice are sought after by corporations, nonprofits, universities, and governments around the world, makes a clear and compellingly pragmatic case for diversity and inclusion. He presents overwhelming evidence that teams that include different kinds of thinkers outperform homogenous groups on complex tasks, producing what he calls “diversity bonuses.” These bonuses include improved problem solving, increased innovation, and more accurate predictions―all of which lead to better performance and results.

Page shows that various types of cognitive diversity―differences in how people perceive, encode, analyze, and organize the same information and experiences―are linked to better outcomes. He then describes how these cognitive differences are influenced by other kinds of diversity, including racial and gender differences―in other words, identity diversity. Identity diversity, therefore, can also produce bonuses.

Drawing on research in economics, psychology, computer science, and many other fields, The Diversity Bonus also tells the stories of people and organizations that have tapped the power of diversity to solve complex problems. And the book includes a challenging response from Katherine Phillips of the Columbia Business School.

The result changes the way we think about diversity in the workplace―and far beyond it. 0aDiversity in the workplace.  0aKnowledge economy. 4aDiversidad en el lugar de trabajo  0aAdministración de personal 0aEconomía del conocimiento  aOur compelling interests (Series)