彼得森和施瓦茨曼的人才评分标准 得8分的人是任务执行者,得9分的人非常擅长执行和制定一流策略。如果公司都是9分人才,就可以获得成功。但10分人才,无须得到指令,就能主动发现问题、设计解决方案,并将业务推向新的方向。 People who score an 8 are task performers, and people who score a 9 are very good at executing and developing top-notch strategies. If a company is full of 9-point people, it can be successful. But 10-point people, without being instructed to do so, can take the initiative to identify problems, design solutions, and take the business in new directions.
我读过价值投资策略之父菲利普·费雪(Philip A. Fisher)的《如何选择成长股》和一点本杰明·格雷厄姆(Benjamin Graham)的《证券分析》。一个主张在公司财报和各种经济数据中抽丝剥茧,洞见真相,若要分析一只股票脑细胞要死上几回,一个注重研究公司本身所在行业的趋势,管理层是否足够明智,颇有点马太效应的说法,“贫者越贫,富者越富”,大白话,教你做股票市场里的伯乐。
引用: Ray Dalio. (2017, September 23). The Key to Bridgewater’s Success: A Real Idea Meritocracy. Linkedin. Retrieved November 30, 2019, from https://www.linkedin.com/pulse/key-bridgewaters-success-real-idea-meritocracy-ray-dalio/