Instead of submitting promotion recommendations to upper. I management individually supervisors from several departments are evaluating their promotion recommendations . Itogether as well as submitting the recommendations jointly. Bohnet has also present the working paper at the World Economic Forum on Capitol Hill and at the Harvard Faculty Club. It s a paper that s very close to my heart she says.
This paper has potential in academics
The world of practice cause it has insights that could implement. I by organizations tomorrow if they so choose. The researchers encourage businesses to consider the nefits of joint evaluation not only to close the gender gap but also cause of the potential positive effects on a . Icompany s bottom line. By basing decisions on performance rather than uninformative stereotypes Bohnet says instead of hiring India Mobile Database who you think is the most productive person you ll hire who actually is . Ithe most productive person. For Bazerman the paper is a great illustration of the collaborative process among . Ithe various schools at Harvard. van Geen is a good example of this he says. Iris is a well recogniz scholar on the role of gender in . Idecision making and public policy and Alexandra is a spectacular doctoral student. Like HBS . I HKS and WAPPP care deeply about how to improve decision making and find solutions to our bound ethicality.
Readers The researchers have a question
How does your organization hire and promote people and how are jobs assign—by explicitly comparing potential candidates or by simply going with the obvious ones We would love to hear from you. Share your thoughts in the comment section of this story or get in touch with Bahamas Phone Number them directly at iris bohnet harvard mbazerman hbs or alexandra van geen hksphd.harvard. POST A COMMENT In order to publish comments must on topic and civil in tone with no name calling or personal attacks. Your comment may it for clarity and length.
