First, Break All the Rules 在线电子书 图书标签: 管理 商业 人力管理 个人提升 创新 创业 英语 职业
发表于2025-04-02
First, Break All the Rules 在线电子书 pdf 下载 txt下载 epub 下载 mobi 下载 2025
美国搬家几次 一直留着这一本
评分据说是管理入门经典。conventional wisdom有四条做法,however,great managers却有另外的对应四条做法。12个最重要的管理测评问题。一个核心:将每个员工区别对待(人尽其才,而不是试图改进缺点)
评分有不错和创意的理念,只是实践难。
评分我已经读两次。
评分为了打破常规而打破常规也算是进步么?
马库斯·白金汉领导了盖洛普公司长达20年的研究,旨在识别优秀经理和良好工作环境的核心特征。他是盖洛普领导术学院的高级讲师。
柯特·科夫曼在全球范围领导盖洛普工作环境评测和管理项目。他经常就如何建立高效率和顾客至上的工作环境为客户公司提供咨询。
The greatest managers in the world seem to have little in common. They differ in sex, age, and race. They employ vastly different styles and focus on different goals. Yet despite their differences, great managers share one common trait: They do not hesitate to break virtually every rule held sacred by conventional wisdom. They do not believe that, with enough training, a person can achieve anything he sets his mind to. They do not try to help people overcome their weaknesses. They consistently disregard the golden rule. And, yes, they even play favorites. This amazing book explains why. Marcus Buckingham and Curt Coffman of the Gallup Organization present the remarkable findings of their massive in-depth study of great managers across a wide variety of situations. Some were in leadership positions. Others were front-line supervisors. Some were in Fortune 500 companies; others were key players in small, entrepreneurial companies. Whatever their situations, the managers who ultimately became the focus of Gallup's research were invariably those who excelled at turning each employee's talent into performance. In today's tight labor markets, companies compete to find and keep the best employees, using pay, benefits, promotions, and training. But these well-intentioned efforts often miss the mark. The front-line manager is the key to attracting and retaining talented employees. No matter how generous its pay or how renowned its training, the company that lacks great front-line managers will suffer. Buckingham and Coffman explain how the best managers select an employee for talent rather than for skills or experience; how they set expectations for him or her -- they define the right outcomes rather than the right steps; how they motivate people -- they build on each person's unique strengths rather than trying to fix his weaknesses; and, finally, how great managers develop people -- they find the right fit for each person, not the next rung on the ladder. And perhaps most important, this research -- which initially generated thousands of different survey questions on the subject of employee opinion -- finally produced the twelve simple questions that work to distinguish the strongest departments of a company from all the rest. This book is the first to present this essential measuring stick and to prove the link between employee opinions and productivity, profit, customer satisfaction, and the rate of turnover. There are vital performance and career lessons here for managers at every level, and, best of all, the book shows you how to apply them to your own situation.
从小所学到的就是:克服弱点,人是可以不断改正的。 但实际上,改变可能会有,但真正的本质是不会改的,改的只是表面,实质是不会变的。 书中翻译的“才干”,我个人更愿意理解为“天分”,人人都有天分,即使是做清洁的阿姨也一样,不同的人做的效果也是不一样的。怎样在工作...
评分有很多人,误以为心理学是玄学,仿佛学过心理学的人就是很厉害的。 其实,心理学的应用来源于社会实践。 这本书,堪称为盖洛普公司的系列丛书中的第一本书,也是接触盖洛普公司的理论体系的第一步。 说句实话,引入这一本书,应该归功于盖洛普(中国)的董事长方晓光,也就是...
评分 评分这本书对我来说至少有两点启发,在工作岗位选择时,通过哪些因素和指标判断出公司的『好坏』,以及,在考虑个人发展时,如何发挥个人独特的优势获得更快的成长。 在对很多复杂问题进行分析的时候,很容易混淆哪些是现象,哪些是根本和原因。 拿最近工作上遇到的问题来举例,某...
评分一定要搞清楚十二个问题和四个步骤(发现才干,界定结果,发挥优势,因才适用)。这是本书的核心。其他不多说,因为更多地在于实践。当然这本书也适于自我管理,发现自己的才干。据说还有本《发现自己的优势》,准备一口气读完。
First, Break All the Rules 在线电子书 pdf 下载 txt下载 epub 下载 mobi 下载 2025