If you start out with a population of, say, 20 per cent men and 80 per cent women and then want to create work teams, do not allocate people proportionally, she writes.
她写道:假如你手下员工20%为男性,80%为女性,你想组建几个工作团队,那么不要按男女比例分配人手。
Instead, form a few balanced teams and assign the rest of the women to all-female groups.
组建几个男女搭配平衡的团队,然后将剩下的女员工组建为纯女性团队。
Such design problems are hard to correct in large organisations.
在大公司,这种设计问题很难修正。
The CTI research on 2D diversity and innovation found that even when diverse teams came up with innovative ideas and products, they were often stifled by more homogeneous groups that persisted higher up in the organisation.
上述人才创新中心对二维多样性和创新的研究发现,即便多样化团队提出有创意的构想和产品,也经常会被更同质化的上级团队压制着。
If this were not complicated enough, emerging research suggests that even these established studies of diverse teams may have been skewed by our inability to assess diversity accurately.
如果这还不够复杂的话,最新研究显示,即便是这些有关多样性团队的成熟研究成果也可能因为我们无法准确评估多样性而有失公允。
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