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Liderando en el nuevo mundo laboral
Notas Finales
1. Lisa Barry, Andrew ERRHHardt-Lewis, 4. David Rock, “SCARF: A brain-based
Stacia Garr, y Andy Liakopoulos, model for collaborating with and
Performance management is broken: influencing others,” NeuroLeadership
Replace “rank and yank” with coaching Journal, 2008, http://www.your- brain-at-
and development, Deloitte University Press, work.com/files/NLJ_SCARFUS.pdf.
Marzo 4, 2014, 5. Josh Bersin, “Becoming irresistible: A
http://dupress.com/articles/hc-trends-2014- new model for employee engagement,”
performance-management/.
Deloitte Review 16,
2. “OKR,” Wikipedia, http://dupress.com/articles/employee-
http://en.wikipedia.org/wiki/ OKR. engagement-strategies/.
3. Stacia Sherman Garr, Reengineering for 6. Para entender por qué la clasificación
agility: How Adobe eliminated performance forzada y la curva normal ya no describe el
appraisals, Bersin by Deloitte, Septiembre patrón de desempeño en la mayoría de las
2013, http://www. bersin.com/library; compañías, lea Josh Bersin, “The myth of
Stacia Sherman Garr, How Juniper moved the bell curve: Look for the hyper-
beyond performance scores to align performers,” Forbes, Febrero 19, 2014,
performance management to organizational http://
values: Part 4 of the Abolishing www.forbes.com/sites/joshbersin/2014/02/1
Performance Scores webinar series, Bersin 9/the-myth-of-the-bell-curve-look-for-the-
by Deloitte, Diciembre 5, 2013, hyper- performers/.
http://www.bersin.com/library; Shira Ovide 7. Ibid.
and Rachel Feintzeig, “Microsoft
abandons ‘stack ranking’ of employees: 8. Barry, ERRHHardt-Lewis, Garr, y
Software giant will end controversial Liakopoulos, Performance management is
practice of forcing managers to designate broken.
stars, underperformers,” Wall Street
Journal, Noviembre 12, 2013,
http://online.wsj.com/news/articles/SB1000
142405270230346000457919395198761657
2?mod=W
SJ_hps_MIDDLENexttoWhatsNewsFifth.
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