Зарегистрируйтесь на getAbstract, чтобы получить доступ к этому краткому изложению.

Manager of Choice

Зарегистрируйтесь на getAbstract, чтобы получить доступ к этому краткому изложению.

Manager of Choice

Five Competencies for Cultivating Top Talent

Davies-Black Publishing,

15 мин на чтение
10 основных идей
Аудио и текст

Что внутри?

To be the manager everyone wants to work for, instill values that show employees you care.

автоматическое преобразование текста в аудио
  • 0.5×
  • 0.75×
  • 1×
  • 1.25×
  • 1.5×
  • 1.75×
1×
автоматическое преобразование текста в аудио

Editorial Rating

5

Qualities

  • Applicable

Recommendation

This book aggregates a plethora of tips and techniques believed - sometimes on the basis of solid research - to boost employee loyalty and organizational productivity. Managers need to learn tactics that will bind employees to them personally and to their companies. Author Nancy S. Ahlrichs earnestly believes in the thesis that it is important to be a manager whom employees would chose to work for, that is, a manager of choice. Her advice ranges from quite helpful to self-evident to sort of impractical. For the greatest utility, be a choosy reader: adapt her counsel to your situation. getAbstract suggests reading this through and then keeping it handy and dipping into it from time to time, as if it were a book of proverbs.

Summary

The Best Managers

Superior managers are "managers of choice," those rare leaders for whom people really want to work. Such managers hire good people, coach them and help them develop in every way possible. Employees then reciprocate by doing their utmost. When managers of choice have openings in their departments, good candidates get in line, hoping for a chance to join up. Managers of choice attract and keep the best people through good times and bad. In part, this is because managers of choice are more open to diversity – in age, gender, skills, background, abilities and ethnicity – and to non-conventional work arrangements than traditional managers. This openness will become even more important in the years ahead because:

  • The workforce is aging.
  • More women work than in the past; almost half of the workforce is female.
  • Spanish is emerging as a very important second language, with Hispanics expected to be the biggest minority group in the United States by 2005.
  • The religious composition of the U.S. is changing, and although Christians remain the biggest religious group, Islam has replaced Judaism as the second biggest.
  • Employees...

About the Author

Nancy S. Ahlrichs is a columnist, guest speaker and consultant. She is the author of Competing for Talent. This book is co-published with the Society for Human Resource Management.

Comment on this summary

More on this topic

By the same author

7
Book
Igniting Gen B and Gen V

    Learners who read this summary also read

    6
    Book
    The Talent Solution
    9
    Book
    Built on Values
    7
    Book
    The Talent Mandate
    7
    Book
    The Truth about Talent
    8
    Book
    Practice What You Preach
    9
    Book
    Irresistible

      Related Channels

      Бизнес
      Менеджмент