NEW YORK - There is an algorithm for the perfect item? Saputelli those of Google, who built an empire by making billions of data in a nanosecond, swear that since they introduced the new golden rule of manager performance is improved up to 75 percent. " Want to see Google News and Google Maps after we all convert to Google Boss? "Project Oxygen" is called the plan for management of the web giant.
On comments received over ten thousand employees for over a year, crossed for about a hundred variables: the performance of the individual at the mercy of employees. The result? More than 400 pages summarized mathematically in the golden rule of the perfect manager, pitted eight points.
Sure. The same New York Times, which first revealed to the research, stressed that the eight golden rules look a bit 'commandments that every good manager should be able to follow: do as "a good coach," can "listen" to the team shows interest in the success of your men. The surprise, however, is the order in which the guidelines were developed.
Only the eighth and last place it appears in the philosophy that quality that Google was considered fundamental to possess technical skills specific to that particular kind of place. In the Googleplex in Mountain View, where employees decide phalanstery even the time of entry and exit, the watchword has always been to follow yourself.
Individual creativity first. Rule that resulted in the manager but wanted to say first of all abilities, the head is more creative then others, and always right. Research has however shown that when it comes to managing a team not being good enough. It is not a recently discovered the giant web in the last few months has to defend itself from attacks by the competition, down from Facebook.
Because there are three main reasons (money aside) for which an employee leaves. First, lack of interest in the mission. Second, problems with colleagues. Third and most important: a terrible boss. The rule of engagement now confirms the findings of other research. A parallel study of the California Brain and Creativity Institute and Peking University has shown, for example, that Chinese and Americans react differently to images of themselves and their leaders: the western light up when they see themselves, in the East when they see the boss.
The secret of the perfect item thus cultural origins, but here in the West if it is the individual within the team, what matters is the real leader who knows how to exploit her individual. Or to put it with the known formula Irene Lynch-Fannon: "Employees are the most important capital of a company." So ends the algorithm resembles the perfect item at that time said that every leader is fond of repeating that command, ie, they are his employees.
Of course it is not true, but the secret of good leader is not left to believe? 
On comments received over ten thousand employees for over a year, crossed for about a hundred variables: the performance of the individual at the mercy of employees. The result? More than 400 pages summarized mathematically in the golden rule of the perfect manager, pitted eight points.
Sure. The same New York Times, which first revealed to the research, stressed that the eight golden rules look a bit 'commandments that every good manager should be able to follow: do as "a good coach," can "listen" to the team shows interest in the success of your men. The surprise, however, is the order in which the guidelines were developed.
Only the eighth and last place it appears in the philosophy that quality that Google was considered fundamental to possess technical skills specific to that particular kind of place. In the Googleplex in Mountain View, where employees decide phalanstery even the time of entry and exit, the watchword has always been to follow yourself.
Individual creativity first. Rule that resulted in the manager but wanted to say first of all abilities, the head is more creative then others, and always right. Research has however shown that when it comes to managing a team not being good enough. It is not a recently discovered the giant web in the last few months has to defend itself from attacks by the competition, down from Facebook.
Because there are three main reasons (money aside) for which an employee leaves. First, lack of interest in the mission. Second, problems with colleagues. Third and most important: a terrible boss. The rule of engagement now confirms the findings of other research. A parallel study of the California Brain and Creativity Institute and Peking University has shown, for example, that Chinese and Americans react differently to images of themselves and their leaders: the western light up when they see themselves, in the East when they see the boss.
The secret of the perfect item thus cultural origins, but here in the West if it is the individual within the team, what matters is the real leader who knows how to exploit her individual. Or to put it with the known formula Irene Lynch-Fannon: "Employees are the most important capital of a company." So ends the algorithm resembles the perfect item at that time said that every leader is fond of repeating that command, ie, they are his employees.
Of course it is not true, but the secret of good leader is not left to believe?
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