Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/307521 
Authors: 
Year of Publication: 
2021
Citation: 
[Journal:] Journal of Organization Design [ISSN:] 2245-408X [Volume:] 10 [Issue:] 2 [Year:] 2021 [Pages:] 85-91
Publisher: 
Springer, Cham
Abstract: 
Complex tasks often cannot be addressed with expertise, but instead by assembling a diverse cognitive repertoire in teams. In such cases, engaging diversity may enhance performance. Yet various behavioral and social limits often deter organizations from recognizing or integrating valuable diversity. I argue that random selection is an undervalued tool for capturing the diversity bonus because it helps address: (1) the paradox of merit, by avoiding fruitless deliberation; (2) biased reasoning, by deciding on the basis of no reason; and (3) learning traps, by discovering self-confirming false beliefs. More generally, incorporating random selection in organizational design can generate a less-is-more effect: deciding by blind luck means exercising less control over outcomes but achieving more by saving time and resources, as well as detecting and sanitizing biased reasons.
Subjects: 
Random selection
Diversity bonus
Luck
Decision biases
Paradox of merit
Learning traps
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by Logo
Document Type: 
Article

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