马绍壮的课程博客

I’m now well aware of that the problem or difficulty is not from the “scary person”, but from our own fear, from our own stereotypes of ourselves & others.

Bing occurred to me immediately after Dr. Ma announced our 2^nd assignment about “Approaching a scary person”. Bing was my classmate in senior high school, and my best friend in those days. We always did things together, and visited each other during Summer & Winter vacation. We shared everything. I once believed that he would be my best friend forever.

Start with the résumés. You learn a lot about candidates—not only from what they tell you, but what they exclude—their effectiveness as a communicator and the overall presentation. The devil is in the details, so watch the details. Review each résumé for specific skills, experience and quantifiable attributes that align with the position you wish to fill. Check employment dates, being mindful of large gaps in employment—why might that be? Note also basic fundamentals such as grammar, spelling, font choices and the general layout. Lack of professionalism/attention to detail in a résumé is a sure warning sign that you can expect the same from their work.

Skill assessments are another good way to objectively qualify desirable candidates. If you have assessments, send them out before phone screenings and use them as proof of the skills required. Candidates who pass the résumé review and skill-assessment phase are worth a

壬辰清明。皇历这样写道：宜祭祀、作灶、掘井，忌嫁娶、安葬。对于故乡不在上海的人来说，要么回家扫墓，要么亲朋聚会。张君邀请在沪高中同学聚会，为另一个高中同学陈君送行。

陈君即将离开上海，移民加拿大卡尔加里市。卡尔加里是加拿大的第三大城市，因为石油而繁荣，是加拿大的能源之都。陈君申请的是技术移民，他本科读的是暖通专业，而卡尔加里市是一个能源城市，需要这样的专业人士。陈君说他要去那里做一个工程师，顺便开一家中餐馆，那里有一个“中国城”，有2000多个中国人。

其实，虽然他读的是暖通专业，但做技术方面的工作是很久以前的事了。他毕业之后的第一份工作是在湖北武汉一家规模庞大的央企。他是被作为干部储备人才招进去的，然而他在那里待了不到半年，就选择离开了。上司很器重他，但800块钱的月薪入不敷出，央企文化也让他感到颇为压抑。他选择去西门子做销售，他很聪明，又能说会道，很快就站稳了脚跟，但有更大的雄心，于是在那里待了不到一年就离开了。

2000年，陈君来到上海创业，创业领域是当时

What screening and assessment process does Southwest Airlines use? We are trying to screen for people who fit into that type of culture and are having a difficult time.

—Hope to Take Flight, recruiter, wholesale trade, Houston

A Southwest Airlines executive answers:

We look for individuals who seek to make a career here. We encourage individuals to explore opportunities that allow them to grow and seek challenging positions within the company once they get here.

We like to say that, except for a few technically oriented positions such as pilots, we hire for attitude and train for skill. Successful candidates should embrace teamwork, demonstrate altruism, possess a self- deprecating demeanor, take their work — but not themselves — seriously, and do what is necessary to help the company reach its goals.

Our screening process varies depending on the job. We

    其实，制造业企业极容易在政策刺激或是概念炒作中大规模扩充产能，大肆招揽人马提升销售业绩。美的是典型的以营销式为主导的企业，在2007年年底，美的空调便开始推行销售公司模式且进展顺利。随后，各地销售公司将冰箱、洗衣机的销售业务也整合跟进。统一平台、共享资源之后，美的冰洗业务增长迅猛。随后，美的小家电业务借鉴大家电的经验，也推行销售公司模式。但与一些同行操作模式迥异的是，美的掌控着销售公司的运营大权，加强对终端的控制。为了提升业绩，不少销售公司采取“人海战术”大肆招聘销售人员。从一览英才网HR发展研究院的数据显示，热衷

　　随着市场化的深入，“励志”的书籍也热门了起来。人们发觉在一个高速流动的社会里，怎样与人相处，如何调适工作环境，要比你原来是什么，原本有多大能耐，比如学识或学历之类的，要管用得多。

　　励志书籍的一大门类是讨论如何获得“领导力”(Leadership)。成为领袖人物，无论在政界、商界、学界、文体娱乐界，都是人们所向往和渴求的，“领导力”书籍因而热销起来。这类书籍常常以成功人士的生平事迹和逸闻为脉络，讨论领袖之所以为领袖的种种因素和秘诀，比如家庭背景、本身禀赋、童年遭遇、风云际会等等，这不奇怪，英国史学家卡莱尔早已指出，对英雄的崇拜乃是人类的天然倾向。

　　然而，这些书至少有两方面的缺失。

　　其一，对领导力尽管有各种模型和理论，大多是事后的追认，并不能分析出什么样的人才能成为日后的领袖人物，甚至连怎样的行为才能够被界定为“领导艺术”，都莫衷一是。读者对挖掘自己身上的领导潜力所寄予的厚望，于是大打折扣。难怪管理大师德鲁克就痛痛快快地指出，所谓有“领导力”者，就是吸引追随者的能力。

　　其二，这些书的取向专注于领袖本人，而没能从

Everyone has their leaders and followers as they play various roles in life and thus they need to influence others in their own way. The common ways I adopted are expertising, persuasion, selectively release appropriate information and treat people friendly, and what I have learnt and will try from the last session of Leadership Development course are building alliance, bargaining, obtaining support from higher authority and developing relationship with people who have high credibility. 

In my working area I always referred to various standards of products, service and require my suppliers and team to stick to them. Of course I also need to spend huge time to study them to be an expertise on those fields. In many cases some standards and regulations were conflicted themselves, or different from this region to other region. Such as in some area the law