Nancy Cantor – författare

It is clear that in our society today, issues of diversity and social connectedness remain deeply unresolved and can lead to crisis and instability. The major demographic changes taking place in America make discussions about such issues all the more imperative. Our Compelling Interests engages this conversation and demonstrates that diversity is an essential strength that gives nations a competitive edge. This inaugural volume of the Andrew W. Mellon Foundation's Our Compelling Interests series illustrates that a diverse population offers our communities a prescription for thriving now and in the future. This landmark essay collection begins with a powerful introduction situating the demographic transitions reshaping American life, and the contributors present a broad-ranging look at the value of diversity to democracy and civil society. They explore the paradoxes of diversity and inequality in the fifty years following the civil rights legislation of the 1960s, and they review the ideals that have governed our thinking about social cohesion--such as assimilation, integration, and multiculturalism--before delving into the new ideal of social connectedness.The book also examines the demographics of the American labor force and its implications for college enrollment, graduation, the ability to secure a job, business outcomes, and the economy. Contributors include Danielle Allen, Nancy Cantor, Anthony Carnevale, William Frey, Earl Lewis, Nicole Smith, Thomas Sugrue, and Marta Tienda. Commentary is provided by Kwame Anthony Appiah, Patricia Gurin, Ira Katznelson, and Marta Tienda. At a time when American society is swiftly being transformed, Our Compelling Interests sheds light on how our differences will only become more critical to our collective success.

How businesses and other organizations can improve their performance by tapping the power of differences in how people think 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. The result changes the way we think about diversity in the workplace--and far beyond it.

It is clear that in our society today, issues of diversity and social connectedness remain deeply unresolved and can lead to crisis and instability. The major demographic changes taking place in America make discussions about such issues all the more imperative. Our Compelling Interests engages this conversation and demonstrates that diversity is an essential strength that gives nations a competitive edge. This inaugural volume of the Andrew W. Mellon Foundation's Our Compelling Interests series illustrates that a diverse population offers our communities a prescription for thriving now and in the future. This landmark essay collection begins with a powerful introduction situating the demographic transitions reshaping American life, and the contributors present a broad-ranging look at the value of diversity to democracy and civil society. They explore the paradoxes of diversity and inequality in the fifty years following the civil rights legislation of the 1960s, and they review the ideals that have governed our thinking about social cohesion--such as assimilation, integration, and multiculturalism--before delving into the new ideal of social connectedness.The book also examines the demographics of the American labor force and its implications for college enrollment, graduation, the ability to secure a job, business outcomes, and the economy. Contributors include Danielle Allen, Nancy Cantor, Anthony Carnevale, William Frey, Earl Lewis, Nicole Smith, Thomas Sugrue, and Marta Tienda. Commentary is provided by Kwame Anthony Appiah, Patricia Gurin, Ira Katznelson, and Marta Tienda. At a time when American society is swiftly being transformed, Our Compelling Interests sheds light on how our differences will only become more critical to our collective success.

How businesses and other organizations can improve their performance by tapping the power of differences in how people thinkWhat if workforce diversity is more than simply the right thing to do? What if it can also improve the bottom line? It can. 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, makes a clear and compelling practical 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 results. Drawing on research in economics, psychology, computer science, and many other fields, The Diversity Bonus also tells the stories of businesses and organizations that have tapped the power of diversity to solve complex problems. The result changes the way we think about diversity at work—and far beyond.

Originally published in 1981, this volume presents the domain of personality as a fuzzy set that includes features previously identified with cognitive and social psychology. Few of the individual contributions are centrally concerned with individual differences and cross-situational stability, but these traditional themes certainly appear in several of the chapters. The remaining chapters deal with the general processes mediating the interaction between the person and the social environment, filling out the fuzzy set of personality psychology.Part 1 seeks to locate contemporary trends in the cognitive psychology of personality against a backdrop of historical events. The chapters in Part 2 discuss some of the cognitive processes mediating social behaviour. Part 3 contains contributions concerned with the rules by which people make judgments about objects in the social world. The self, a dominant topic in personality theory and research, is treated extensively in Part 4. Although many of the chapters are explicitly concerned with the relations between cognition and action – after all, most human interaction takes the form of judgments and communication – the contributions in Part 5 make the links to overt behaviour. Finally, Part 6 offers two discussions of the previous contributions from the perspective of cognitive psychology.

Originally published in 1981, this volume presents the domain of personality as a fuzzy set that includes features previously identified with cognitive and social psychology. Few of the individual contributions are centrally concerned with individual differences and cross-situational stability, but these traditional themes certainly appear in several of the chapters. The remaining chapters deal with the general processes mediating the interaction between the person and the social environment, filling out the fuzzy set of personality psychology.Part 1 seeks to locate contemporary trends in the cognitive psychology of personality against a backdrop of historical events. The chapters in Part 2 discuss some of the cognitive processes mediating social behaviour. Part 3 contains contributions concerned with the rules by which people make judgments about objects in the social world. The self, a dominant topic in personality theory and research, is treated extensively in Part 4. Although many of the chapters are explicitly concerned with the relations between cognition and action – after all, most human interaction takes the form of judgments and communication – the contributions in Part 5 make the links to overt behaviour. Finally, Part 6 offers two discussions of the previous contributions from the perspective of cognitive psychology.