First, Break All the Rules

First, Break All the Rules pdf epub mobi txt 电子书 下载 2025

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。

出版者:Simon & Schuster Ltd
作者:Marcus Buckingham
出品人:
页数:270
译者:
出版时间:1999-5-5
价格:GBP 18.99
装帧:Hardcover
isbn号码:9780684852867
丛书系列:
图书标签:
  • 管理 
  • 商业 
  • 人力管理 
  • 个人提升 
  • 创新 
  • 创业 
  • 英语 
  • 职业 
  •  
承接 住宅 自建房 室内改造 装修设计 免费咨询 QQ:624617358 一级注册建筑师 亲自为您回答、经验丰富,价格亲民。无论项目大小,都全力服务。期待合作,欢迎咨询!QQ:624617358
想要找书就要到 小哈图书下载中心
立刻按 ctrl+D收藏本页
你会得到大惊喜!!

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.

具体描述

读后感

评分

来自盖洛普的众多调查数据,使这本书血肉丰满,且立意高远。三年后的今天,尽管外版经管书不断引进,包括德鲁克等大师之作,但这本书依然有顽强的市场生命力--虽然在普通书店里,它早已难觅踪影。 而事实上,它的后续之作〈现在,确定你的优势〉,同样精彩: 以下是我当年...  

评分

整本书可以说都是围绕这样的一个理论展开的:“人是不会改变的,不要为了填补空缺而枉费心机,而应多多发挥现有优势。做到这一点已经不容易了。“这种观点与传统的木桶短板理论相违背,但正如书名,就是要打破常规。 全书是从职业经理人的角度,阐述如何对下属的管...  

评分

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

在球类比赛中一个队如果成绩不好,首先炒掉的一般都是教练。所以顶级的球队教练都挖空心思说服球队老板找全世界最顶级的球员,顶级球队派球探去全世界各地寻找未来的球星。篮球乔丹成就了菲尔杰克逊,110米栏刘翔成就了孙海平教练。 作为普通管理者的我们,刚走上管理岗位一般...  

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...  

用户评价

评分

美国导师在研讨会课推荐的 还有关于此书的作业 挑选随意的一章写5页感想 我选的是 select talent. 还没有读完,断断续续挑着读,感觉浅显易懂,基本上全是大白话。

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

如何做好一个中层,注重人的天性,注重结果

评分

本来没有想看,看后觉得比预想好些的xx书之二。又是送的,差点可以签名版。最有效的是关于个体差异和本性难移的阐述。后期难免xx书的翻来覆去啰里八嗦不过还是略有些信息含量的

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)

本站所有内容均为互联网搜索引擎提供的公开搜索信息,本站不存储任何数据与内容,任何内容与数据均与本站无关,如有需要请联系相关搜索引擎包括但不限于百度google,bing,sogou

© 2025 qciss.net All Rights Reserved. 小哈图书下载中心 版权所有