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差异的力量
书籍

差异的力量

成功的企业如何通过多元化促进创新

AMACOM, 2016 more...

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关键特征

  • 实用性

导读荐语

企业文化专家大卫·利弗莫尔在本书中提出了不寻常的实用建议。他认为,只有当多元化有利于企业的使命时,它才真正重要。他还讲述了在多元化的团队中如何表达尊重、倾听、追求清晰透明以及达成共识。只有当多元化的团队提出不同的视角和想法时,企业才能从诸多观点中获益。利弗莫尔对政治正确性不屑一顾,他建议人们接受差异性而非寻找共性,这种观点令人耳目一新。没有企业能够把利弗莫尔的所有想法都付诸实践,但getAbstract还是把他的实用建议推荐给多元化和包容方面的专业人士及其人力资源部门的同事。

浓缩书

单有多元化并不奏效

很多领导者和团队都受够了多元化。他们开展各种多元化项目和培训,聘用多元化的员工,却看不到什么成效,可能唯一的变化就是问题和内讧增加了。不管你是否有意建立多元化,当今职场中员工的多元化现象随处可见。但是仅仅有多元化的员工并不能保证一定会有创新、创造力或者其他一些人们通常认为多元化能够带来的好处。

高效的多元化团队比同质性的团队表现更好,但是多元化本身并不能促成企业的成功。除非领导者可以利用好多元化的潜力,否则多元化只会使企业的表现和生产力大打折扣。仅仅雇用具有多元化背景和技能的员工并且对此盲目乐观,最终的结局只能是出现争执和僵局。

如果不能细心地管理好多元化的团队,并且恰当地利用好每位成员的独特视角,那么还不如雇用同种族、同年龄、同性别以及同文化的团队成员——但这是不可能实现的。

有用的多样化

高效的多元化团队比高效的同质性团队表现要好。为了避免多元化团队成员之间的摩擦,需要培养员工的“文化智能”(CQ)。仅仅开展讲述礼仪的“跨文化”培训是不够的——比如,如何从亚洲人手里接过名片。相反,应该培养员工保持好奇心,认真倾听,欣赏不同的观点并且彼此尊重。文化智能包括以下元素:

关于作者

大卫·利弗莫尔(David Livermore)博士是美国文化智能研究中心主任、新加坡南洋理工大学访问学者。他走遍世界各地举办有关文化、身份和包容的讲座。


恭喜你又学完了一篇干货!复述、评论及做笔记是对知识最大的致敬↓

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  • Avatar
    6 年 前
    本书讲述了当多元化有利于企业的使命时,它才真正重要。同时说明了在多元化的团队中如何表达尊重、倾听、追求清晰透明以及达成共识。只有当多元化的团队提出不同的视角和想法时,企业才能从诸多观点中获益。我们应该接受差异性而非寻找共性,这种观点很新颖,也的确在实际中很难完全做到,但的确给我打开了新思路。(QA王影)

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