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 
  •  
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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.

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每个人都呼吸着不一样的精神氧气,每个人都有着不同的心性、不同的才干 ..... 工作里快乐的源泉却有着相同: 1、领导和下属对工作要求的认知是否一致。 2、对于做好工作所需的资源是否足够,在员工到达工作要求后是否得到了相应的回报。 3、工作中有机会去做擅长和喜欢...  

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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...  

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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...  

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每个人都呼吸着不一样的精神氧气,每个人都有着不同的心性、不同的才干 ..... 工作里快乐的源泉却有着相同: 1、领导和下属对工作要求的认知是否一致。 2、对于做好工作所需的资源是否足够,在员工到达工作要求后是否得到了相应的回报。 3、工作中有机会去做擅长和喜欢...  

用户评价

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为了打破常规而打破常规也算是进步么?

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我已经读两次。

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对管理者来说,改变一个人不如按他的能力给他合适的任务。对一个公司来说,现管直接决定公司的命运。本书不仅仅对管理者有用,对于一个雇员来说,可以用本书来判断他本人在这个经理下是否能有作为。

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有不错和创意的理念,只是实践难。

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改变我们固有的想法是多么重要,特别是对每个人如何去管理的问题,我们的太多想法是愚蠢的!为什么不去读这本书。很高兴看到中文版上市,希望每个人都可以从书中得到启发!

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