The secret to a happy life

Author: (USA) Albert Hubard / Country: Mainland China
Publisher:
Publish Date: 2006-07-01
Features: A seasoned railroading manager is always on the lookout for outstanding talent among his subordinates, promoting and utilizing dedicated employees, while occasionally hiring external candidates to fill leadership roles. This is where the accelerator comes into play! It has almost no impact on capable managers—if a position needs to be filled but no salaried subordinate is qualified, of course, an external hire is the solution. This arrangement is suitable for all parties involved. Many companies' new hires begin the day they are employed. Internally married teams nurture quite a few redundant employees, and commercial companies are no exception. The two largest publishers in America each lost over five million dollars a few years ago, simply because of a persistent policy that had been in place for 50 years. This policy emphasized promoting relatives such as cousins, aunts, uncles, and nieces, who were the company's only contribution—long-term pension benefits. This system was a breeding ground for corruption. If you are a businessman, and a position needs to be filled, you should carefully observe those who have helped you in the past and select one from among them. But if none of your subordinates is capable of handling the position, don’t hesitate to hire someone more suitable from outside—don’t mind the salary—if they are qualified. Pay is always tied to earning potential, and this is the only way you truly qualify for a leadership role. As for administrative rules—rules are made to be broken. With patience, you must deal with the "long-horned bulls" mentioned above, who go to great lengths to make life difficult for new hires. A certain degree of horseplay is a privilege for employees, especially someone who has been with the company for a long time and enjoys many benefits. If things continue to worsen in the end, don’t forget that as a company leader, if the company incurs losses, you should be held accountable. If the "anvil chorus" of clanging continues, it will replace the harmonious melody with discordant notes. From the perspective of a new hire, you should hand the blue envelope to every senior employee. The priority in a company is power control issues. Staying in a position for too long may mean the employee has been there too long and needs to be replaced. Let the west wind of natural law freely blow through your swishing motions. P039