No matter if you come from the person or business perspective, the results and conclusions are the same. All the authors listed below agree that the best way to maximize productivity is to match people's gifts, abilities and interests to the work we ask them to do. An employee who is a good match for her role will be more productive, more money for themselves and for the company, and stay longer than one that is not a good match for her role. This sounds simple – like good common sense, but we all know that common sense is not so common. לאחרונה מצאתי אצל אבי קושניר אוזן קשבת . In 1999, Marcus Buckingham and Curt Coffman wrote First, Break All the Rules.

The book is based on data collected by the Gallup Organization from more than one million employees and 80,000 managers. Some of the conclusions drawn from this research were:? The managers do not believe that with sufficient training, a person can accomplish anything he puts his mind? Human behavior can be divided into three categories: skills (skills that can be transferred, or teach a person to another), things of knowledge (a person is aware of, and be taught) and talents ( recurring patterns of thought, feeling, or behavior). לענייננו, קרן מיכאלי הוא הכתובת בשבילך. The latter category? talents – are gifts granted at birth or developed before reaching adulthood, and rarely can be changed significantly after a mature person? To better understand the talents that are most important in the occupation-specific roles in your company, you should begin by looking at the current artists in the roles Jim Collins, Good to Great wrote in 2001, explaining through another research project Why some companies wide was truly great, while other companies facing similar circumstances, did not. .