4.7
用户推荐指数
管理学 类型
不可朗读 语音朗读
501千字 字数
2019-03-26 发行日期
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主编推荐语

本书是《多样性红利：让知识团队涌现红利的复杂性科学》的英文版，是一本复杂性科学专家写给管理者的书。

内容简介

作者斯科特·佩奇与《规模》作者韦斯特是在圣塔菲研究所研究“复杂性科学”的同侪，韦斯特偏向于研究自然界与城市增长中的复杂现象，佩奇则研究组织中的复杂现象。

复杂性科学讨论了很多“非线性”问题，简而言之，10个人的工作成果不等于10个人工作量的总和，事物规模的扩大不可能用一个公式来表述。

现代社会中的大量工作都不是简单重复的叠加，比如设计师、文案、律师、医生、投资专家、科研人员做的工作。这些团队的成果不是“1+1=2”。

佩奇发现，解决复杂性问题的团队的成就，往往取决于团队成员的多样性，特别是在知识结构与认知层面的多样性，而这种多样性如果配合得当，可以带来远远超过“1+1=2”的效益，这部分超出的效益被他称为多样性红利。

为了解释这些效益，并评估、衡量这些效益，作者在书中使用了一些思维模型，并引入了大量企业的成功案例。包括奈飞、苹果、国际货币基金组织、NASA、谷歌在内的组织，实际上也以多样性为旗帜，并且在一定程度上使用了佩奇的方法。

目录

  • COPYRIGHT
  • THE DIVERSITY BONUS
  • INTRODUCTION
  • DIVERSITY AND INCLUSION: CONTESTED OR VALUED?
  • A DIVERSITY BONUS
  • PROLOGUE THE CONTRARY ASSUMPTION
  • A KNOWLEDGE ECONOMY PHENOMENON
  • THE MIDDLE OF TOWN
  • CHAPTER ONE DIVERSITY BONUSES: THE IDEA
  • DIVERSITY BONUSES ON COMPLEX TASKS
  • Complexity and Bonuses
  • Aside: John Milton and TMI & TMK
  • IDENTITY AND COGNITIVE DIVERSITY
  • LESSONS FROM THE TOOLBOX MODEL
  • THE (INAPT) PORTFOLIO ANALOGY
  • THE NETFLIX PRIZE
  • THE CONDITIONS FOR DIVERSITY BONUSES
  • No Bonus Tasks
  • Tasks with Diversity Bonuses
  • DAILY BONUSES
  • DIVERSITY IS THE WORD
  • CHAPTER TWO COGNITIVE REPERTOIRES
  • INFORMATION
  • KNOWLEDGE
  • HEURISTICS OR TOOLS
  • REPRESENTATIONS: PERSPECTIVES AND CATEGORIZATIONS
  • MENTAL MODELS AND FRAMEWORKS
  • THE GROUP AS THE UNION OF REPERTOIRES
  • CHAPTER THREE DIVERSITY BONUSES: THE LOGIC
  • PREDICTIVE TASKS
  • The Diversity Prediction Theorem
  • Information, Categories, and Mental Models
  • Artificial Intelligence: Boosting Diversity
  • Prediction Markets
  • CREATIVE TASKS
  • Measuring Creativity
  • Diversity Bonuses on Creative Tasks
  • The Alphabet of the Famous
  • The Medici Effect
  • No Test Exists
  • PROBLEM SOLVING
  • The Toolbox Model
  • Iterative Improvements
  • Combining Heuristics
  • SCIENTIFIC RESEARCH: REPRESENTATIONS + MODELS
  • INNOVATION: {CREATING, PROBLEM SOLVING} + PREDICTION
  • KNOWLEDGE INTEGRATION
  • STRATEGIC PLAY
  • THE BUSINESS CASE AS MULTIPLE TASKS
  • DOMAIN-SPECIFIC BONUSES
  • Analytic Tradecraft
  • Selecting Candidates
  • Venture Capital
  • Drug Discovery
  • Design
  • Selecting a Panel
  • Admitting Students
  • The White Whale, Politics, and the Middle East
  • SUMMARY
  • CHAPTER FOUR IDENTITY DIVERSITY
  • AN IDENTITY PRIMER
  • THE ICEBERGS
  • THE TIMBER-FRAMED HOUSE
  • THE CLOUD
  • CONNECTING IDENTITY DIVERSITY TO COGNITIVE DIVERSITY
  • How Identity Might Matter
  • Stereotypical Identity-Based Cognitive Differences
  • Can't a Homogeneous Group Be Diverse?
  • IDENTITY-BASED COGNITIVE DIFFERENCES BY TASK
  • Can Identity Diversity Matter for Science?
  • Identity-Based Opportunity Bonuses
  • Interactions and Identity Diversity
  • Full Inclusion
  • CHAPTER FIVE THE EMPIRICAL EVIDENCE
  • THE VIEW FROM TEN THOUSAND FEET
  • THE CAUSALITY CONUNDRUM
  • FIFTY YEARS OF EMPIRICAL RESEARCH
  • THE TEAM, THE TEAM, THE TEAM
  • Teams Win
  • Diversity and Team Performance
  • SUMMARY
  • CHAPTER SIX DIVERSITY BONUSES AND THE BUSINESS CASE
  • THE GROWING BELIEF IN DIVERSITY BONUSES
  • ORGANIZATIONS AND IDENTITY DIVERSITY BONUSES
  • IDENTITY AND REPERTOIRES
  • NORMATIVE AND DEMOGRAPHIC ARGUMENTS
  • THE SPECIAL POWER OF DIVERSITY BONUSES
  • Bottom-Line Thinking
  • People and Profits
  • THE BUSINESS CASE IN FULL
  • DIVERSITY AND INCLUSION ON WALL STREET
  • SUMMARY
  • CHAPTER SEVEN PRACTICE: D&T + D&I
  • WE ARE TALKING ABOUT PRACTICE
  • BIAS REDUCTION
  • The Accumulation of Bias
  • INCLUSIVE CULTURES
  • PEOPLE OR TEAM ANALYTICS
  • CONCLUSION
  • COMMENTARY WHAT IS THE REAL VALUE OF DIVERSITY IN ORGANIZATIONS? QUESTIONING OUR ASSUMPTIONS
  • DEFINING DIVERSITY
  • THE BENEFITS OF IDENTITY DIVERSITY
  • SITUATIONAL FACTORS IMPORTANT FOR CAPTURING DIVERSITY BONUSES: THE EXAMPLE OF CROSS-FUNCTIONAL TEAMS
  • The Congruence Effect
  • Common and Clear Goals
  • Diminishing Status Differences
  • Leadership Support
  • CLOSING QUESTIONS AND ASSUMPTIONS
  • APPENDIX THE DIVERSITY PREDICTION THEOREM
  • BIBLIOGRAPHY
  • INDEX
  • DISCUSSION QUESTIONS
  • CONCEPT AND CONTENT QUESTIONS
  • INTERPRETATION AND APPLICATION QUESTIONS
  • OUR COMPELLING INTERESTS
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评分及书评

4.7
3个评分
  • 用户头像
    给这本书评了
    4.0
    Bonus or chaos, it depends

    Facing the complex, identity/cognitive diversity helps facilitate innovative solutions. On the contrary, when simple process works well, diversity might cause unnecessary chaos.

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      用户头像
      给这本书评了
      5.0

      一本关于多样性红利的书，也是第一本从都到尾阅读的英文原版书，继续努力

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      出版方

      普林斯顿大学出版社

      普林斯顿大学出版社成立于1905年，是一家与普林斯顿大学有着紧密合作关系的非营利出版机构。出版经过严格同行评议的书籍，致力于联结不同领域的作者和读者，以促进和丰富全球范围内跨文化的对话与交流。出版社在出版方面奉行最高的学术标准、包容性以及多样性。 普林斯顿大学出版社的书籍获奖无数，包括六次普利策奖，五次班克罗夫特奖，三次美国国家图书奖，以及数百个学术机构颁发的重量级奖项。数十位普林斯顿大学出版社的作者曾荣获各类世界上最负盛名的学术奖项，包括诺贝尔奖、菲尔兹奖和霍尔伯格奖。