Work Rules! pdf epub mobi txt 电子书 下载 2025
Laszlo Bock leads Google's people function, responsible for attracting, developing, retaining, and delighting "Googlers." Bock's earlier experience spans executive roles at the General Electric Company, management consulting at McKinsey & Company, start-ups, non-profits, and acting.
During Bock's tenure, Google has been named the Best Company to Work For more than 30 times around the world and received over 100 awards as an employer of choice. In 2010, he was named "Human Resources Executive of the Year" by Human Resources Executive magazine.
- 管理
- 人力资源管理
- 商业
- HR
- 互联网
- 工作法则
- 经管
"We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing." So says Laszlo Bock, head of People Operations at the company that transformed how the world interacts with knowledge. This insight is the heart of WORK RULES!, a compelling and surprisingly playful manifesto with the potential to change how we work and live.
Drawing on the latest research in behavioral economics and with a profound grasp of human psychology, Bock also provides teaching examples from a range of industries--including companies that are household names but hideous places to work, and little-known companies that achieve spectacular results by valuing and listening to their employees. Bock takes us inside one of history's most explosively successful businesses to reveal why Google is consistently rated one of the best places to work in the world, distilling 15 years of intensive worker R&D into delightfully counterintuitive principles that are easy to put into action, whether you're a team of one or a team of thousands.
Cleaving the knot of conventional management, some lessons from WORK RULES! include:
Take away managers' power over employees
Learn from your best employees--and your worst
Only hire people who are smarter than you are, no matter how long it takes to find them
Pay unfairly (it's more fair!)
Don't trust your gut: use data to predict and shape the future
Default to open: be transparent, and welcome feedback
If you're comfortable with the amount of freedom you've given your employees, you haven't gone far enough
WORK RULES! shows how to strike a balance between creativity and structure, leading to success you can measure in quality of life as well as market share. Read it to build a better company from within rather than from above; read it to reawaken your joy in what you do.
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读后感
1.面试失败是能力问题吗？ 来北京这么多年，也经历过大大小小很多次面试，有成功的有失败的。做一下个人总结的话，那就是：先面试后笔试的，百分百被淘汰；先笔试后面试的，有一定的机会幸存。痛定思痛，排除掉本人打...
评分在一个团队中，等级特权会慢慢形成并且强化。原因有两个：一是有权力的人会因为贪图便利或者自我满足不自觉滥用权力；另一方面人总是倾向于遵循权威，寻求等级划分，下面的人会不自觉地给领导特权。 我们都经历过这样的事，领导突然命令你去帮他办一些个人事务，如下楼去拿个...
评分一、结构 二、原文 1、这不禁让人思索，到底哪一种公司的薪酬体系不公平：是那些最优秀员工收入远高于平均水平员工的公司，还是那些所有人都同等薪酬的公司。 2、埃里克森这种方式称作刻意练习：有意重复类似的小任务，即时反馈、修正和实验。 3、恰如心里学家亚伯拉罕·马斯洛...
评分只说少给的一星的原因：当把整个书粗读了一次了解了基本框架之后觉得这书写的太牛了。作者不但详细的描述了如何搭建顶级组织还把为什么这样的组织才是最具生命力说的掷地有声。但随着进入详细阅读就有一种无处不在的救世主精神浮出来了。给我的感觉似乎谷歌今天的成就主要就是...
评分用户评价
自费喝corporate kool aid。买的Audible，车轱辘话来回转的书还是挺合适在开车时听听的。听这个的主要目的是亟需一套新的cliché来替换一下的原先move fast阿impact阿那一套。对我狗完全不了解又有好奇心的或许也还值得一听吧。
评分Data driven
评分就像民主一样，explicit的制度是很容易抄袭的，implicit的规范是很难模仿的。因此，本书第一章就是讲文化，没有文化就只能南橘北枳。
评分Started well but degraded to information-cramming in the last few chapters.
评分看完发现主要是写给HR和管理者的书，洋洋洒洒废话很多四百多页。里面大部分心理学实验在其他书中都读到过类似的概念。就是吹嘘大google多么开放多么人性化多么讲理你们也可以学你们公司也能做到。诸如此类。前阵子thoughtworks给公司做完咨询，现在所有team处于完全chaos自管理状态，一个发现：管人的manager真不是个好活，管项目本质上还是要管人，也真是呵呵呵。
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