Cognitive Diversity

Strengths

The article Teams Solve Problems Faster When they're more cognitively diverse by Reynolds and Lewis (2017) presents well-articulated and detailed information about business management in various environments. The authors introduce the concept diverse in the workplace and explain various factors that might influence the performance of an organization. Cognitive diversity is essential in any organization, especially in decision-making. It is presumed to have an impact on the way individuals process information. Diversity is crucial since different people use unique approaches to engage with new, uncertain, and complex situations. People tend to have different paces of processing knowledge and perspective, that is, the extent to which they prefer to deploy their expertise.

The author uses an analysis method to assess the performance of different teams concerning diversity to get valid and reliable findings. The AEM cube measures the cognitive diversity level in various teams. The analysis focused on the performance measured in minutes used to complete a task, knowledge processing, and perspective, measured in standard deviation. Cognitive diversity seems outdone by gender and ethnic diversity since it is the most common in management. Cognitive diversity cannot be observed from the outside and is not easily predictable. It is not based on education level or age but on the ability to approach a task effectively.

The article reveals the importance of teamwork in an organization and encourages leaders to promote healthy recruitment. Cognitive diversity depends on teamwork because of individual differences in human force in workplaces. Leaders should be cautious of cultural barriers that hinder cognitive diversity, like bias in the recruitment process and functional bias. Strategies to use include; identifying differences and recruiting for cognitive diversity. Leaders should be encouraged to reveal and apply their several modes of thinking. Cognitive diversity in an organization is a competitive advantage thus crucial tool in business.

Weaknesses

The article fails to give detailed information about how leaders can adapt their behaviors and styles to influence cognitively diverse followers in their organization. Leaders might fail to influence human resources to share the organizational goals and bring about adjustment to adapt to the changing environment. The author mentions authentic leadership, where leaders are encouraged to be themselves. It is also necessary for leaders to focus on enabling others to identify their own identities rather than try to fit in a team. However, the article lacks specific strategies that leaders can use authentic leadership styles to influence their followers into cognitive diversity. 

Work Cited

Reynolds A & Lewis D “Teams Solve Problems Faster When They'reThey're More Cognitively Diverse” (2017) Available: https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse