000			03171cam a22003255a 4500
001			19577300
005			20180913095908.0
008			180913s2017 njua b 001 0 eng d
010			_a 2017938361
020			_a9780691176888
020			_a0691176884
024	8		_a13512739
035			_a(OCoLC)ocn974676671
040			_aCO-BoUCM _beng _cSaul Niño _dSaul Niño
041	0		_aeng
100	1		_aPage, Scott E. _993606
245	1	4	_aThe diversity bonus _bhow great teams pay off in the knowledge economy _cScott E. Page
260			_aNew Jersey _bPrinceton University Press _c2017
300			_axvii, 302 páginas _bilustraciones
490	0		_aOur compelling interests
505	0		_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			_a"What 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"--Publisher's description.
546			_aTexto en inglés
650		7	_aDiversidad en el lugar del trabajo _913476
650		7	_aAdministración del conocimiento _98585
650		7	_aAdministración de empresas _xAdministración de personal _9435
650		7	_aPlanificación de recursos humanos _921650
942			_2DEWEY _a16 _cLIBRO _e1 _h658.3008 _mP132d
999			_c310496 _d310496