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The Greatest Management Principle in the World, by Michael Leboeuf
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Pages clean and unmarked. Slight wear from time on shelf like you would see on a major chain. Immediate shipping.
- Sales Rank: #119572 in Books
- Published on: 1985-04
- Original language: English
- Number of items: 1
- Binding: Hardcover
- 143 pages
Most helpful customer reviews
6 of 6 people found the following review helpful.
The BEST ever ... how did this go out of print?
By A Customer
Read this book years ago. It IS the greatest management book ever.
You get what you reward. Seems simple enough. But, LeBouef will walk you through why this principle is so easily missed and misused.
The book is short and well written. A simple principle presented simply.
I lost (lent out?) my copy and now I find that it is out of print. Just ordered a collectible condition hard bound copy (Thank you Amazon for the ability to do so).
5 of 5 people found the following review helpful.
Things That Get Rewarded Get Done
By Randy Given
The "greatest management principle in the world" is that "the things that get rewarded get done". This may sound simplistic, but only a small percentage of people apply it.
This has been one of the best business books that I have read, and I have read hundreds. In many ways, it seems so obvious that many people do not bother to understand it. As a result, we keep re-inventing the wheel and wondering why our resources are being wasted.
There are many guidelines of how to spot the ways we are indirectly rewarding the opposite of what we desire. You will soon find yourself often saying to yourself, and hopefully others, "well, the things that get rewarded get done".
This should be required reading for MBA programs, but it was not for the one I was in and it appears it is not in most others. Alas, the things that get rewarded get done.
1 of 1 people found the following review helpful.
Short, succinct, and so true
By Mehri Kaufman
principle: That gets done which gets rewarded.
Then the book goes on to show how often we do the opposite. For instance, someone is good at doing task A so we give them lots of task A. Maybe they churn through them because they hate task A. You'll end up losing this person w/ this type "reward".
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