Cognitive diversity is the aspect of identifying and including people with different thinking habits and problem-solving methods in the workplace environment. Teams that embody cognitive diversity can solve problems better and faster as compared to groups that do not. Cognitive diversity is an essential pillar for any organizations hiring policy because it creates unique teams. Companies that have people who solve problems differently are more adaptable to changing market conditions and gain a competitive edge over other companies (Suzue, 2020). The author of the article in the review suggests that there doesn't exist a direct link between team cognitive diversity and team outcomes because there is simply no empirical evidence to support this hypothesis. Organizations, however, are looking to incorporate cognitive diversity within their teams. The idea is that by having employees that are cognitively different will help in using the various knowledge bases and perspectives in complex problem-solving constraints. Groups that are cognitively diverse combine the minds of the members and are better equipped to solve collective action dilemmas (Baggio, 2019).
Cognitive diversity helps organizations to attain sustained growth because there is a continually changing adaptive, dynamic, and unique workforce. Aggarwal (2019) states that cognitive diversity provides the building blocks to good teams since it improves team learning and collective team efforts. The study of cognitive diversity has brought value to the study of human behavior because it helps us to appreciate the different perspectives and thought processes of different people. Attention to detail is an example of one of the many aspects of cognitive diversity. It helps in bringing out different interpretations of a particular problem and how team members solve the problem (Bender, 2016). This study sheds light on how people are different in the way they think and approach various problems. Cognitive uniqueness is simply a psychological dimension that helps visualize how different people acquire, organize, and process information (Aggarwal, 2019). The study of human behavior has also significantly benefitted from the study of cognitive diversity because it helps us appreciate the different methods of problem-solving using more than one technique.
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In conclusion, cognitive diversity is a crucial aspect of organizations. It helps to broaden the problem-solving ideas of a company. Companies that have favorable cognitive diversity policies achieve the highest possible level of team collective intelligence and experience sustained growth.
References
Aggarwal, I., Woolley, A. W., Chabris, C. F., & Malone, T. W. (2019). The impact of cognitive style diversity on implicit learning in teams. Frontiers in psychology , 10 , 112.
Baggio, J. A., Freeman, J., Coyle, T. R., Nguyen, T. T., Hancock, D., Elpers, K. E., & Pillow, D. (2019). The importance of cognitive diversity for sustaining the commons. Nature communications , 10 (1), 1-11.
Bender, A., & Beller, S. (2016). Current perspectives on cognitive diversity. Frontiers in psychology , 7 , 509.
Suzue, K. (2020). The Cognitive Diversity-creative Performance Relationship and the Mediating Effect of Power-distance Orientation: A Study of Japan-based Organizations in the US (Doctoral dissertation, The Chicago School of Professional Psychology).
