The Diversity Bonus¶
Page, S. E. (2017). The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy. Princeton University Press.
Cited by¶
1 citation across 1 artifact.
Primes¶
- Diversity
- Organizational management & sociology: Cognitive diversity in teams (different expertise, problem-solving approaches, mental models), demographic diversity (gender, age, ethnicity, socioeconomic background), and their documented effects on decision quality, innovation, and blind-spot mitigation in organizations and groups, as Page (2017) synthesizes in The Diversity Bonus.
Supported in partVerified against the publisher's abstract
The publisher's blurb for Page's book supports cognitive and identity diversity yielding better problem solving, innovation, and prediction, but is silent on age, socioeconomic background, and blind-spot mitigation.
“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, …”
- Organizational management & sociology: Cognitive diversity in teams (different expertise, problem-solving approaches, mental models), demographic diversity (gender, age, ethnicity, socioeconomic background), and their documented effects on decision quality, innovation, and blind-spot mitigation in organizations and groups, as Page (2017) synthesizes in The Diversity Bonus.
Verification¶
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