03322nam a22003495i 4500999001700000003000800017005001700025007000300042008004100045020004300086035001300129040001800142041000800160042000800168050002700176100002000203245009400223264005600317300002900373490003800402505042200440520173800862650003802600650002802638650004402666650003802710650003702748830004302785942001202828946000802840952012402848  c97171d97171BJBSDDR20230410143158.0ta170330s2017    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. 09635aDiversity in the workplace.  09636aKnowledge economy. 49638aDiversidad en el lugar de trabajo  0aAdministración de personal9639 0aEconomía del conocimiento9640  9637aOur compelling interests (Series)  2lcccBK  advf  001040708CSaBJBbBJBcCSd2023-04-10l0o HF 5549.5 P133d 2017p00000123148r2019-01-21 00:00:00t1w2019-01-21yBK