000			03184nam a22003375i 4500
999			_c97171 _d97171
003			BJBSDDR
005			20230410143158.0
007			ta
008			170330s2017 nju 000 0 eng
020			_a9780691176888 (hardcover : alk. paper)
035			_a19577300
040			_aDLC _beng _cDLC
041			_aEng
042			_apcc
050	1	4	_aHF 5549.5 _bP133d 2017
100	1		_aPage, Scott E.
245	1	4	_aThe diversity bonus : _bhow great teams pay off in the knowledge economy / _cScott E. Page.
264		1	_aPrinceton, NJ : _bPrinceton University Press, _c2017.
300			_axvii, 302 pages ; _c24 cm
490	1		_aOur compelling interests (Series)
505			_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.
520			_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.
650		0	_9635 _aDiversity in the workplace.
650		0	_9636 _aKnowledge economy.
650		4	_9638 _aDiversidad en el lugar de trabajo
650		0	_aAdministración de personal _9639
650		0	_aEconomía del conocimiento _9640
830			_9637 _aOur compelling interests (Series)
942			_2lcc _cBK
946			_advf