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Jingdong book

权力与影响力（珍藏版）

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Jingdong book

权力与影响力（珍藏版）

Name: 权力与影响力（珍藏版）
Brand: Jingdong book
SKU: 3102009701
Price: 41.16 USD
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《权力与影响力（珍藏版）》内容非常实用，尤其适用于中国企业界。作者研究了一个中国企业家十分关注的问题：权力与影响力。
经济和社会的变化使人们的差异性和互赖性达到前所未有的程度，仅仅依靠领导下达命令、员工服从命令已经不能完成工作。在这种情况下，不论是中高层管理人员还是专业人员，想做好工作，就必须处理好上下左右的关系，得到他人的协助。这个过程既需要自身拥有权力，又需要彰显个人的影响力。
《权力与影响力（珍藏版）》中深入探讨了企业内日常需要处理的三大关系：与下属的关系、与上司的关系和与外部人员的关系，帮助人们有效、负责地处理这些关系。《权力与影响力（珍藏版）》还描述了领导者在初期、中期、晚期要面临的重大挑战和问题解决方案。
此外，《权力与影响力（珍藏版）》还就如何提高个人工作成效、企业如何大量培养能够胜任领导工作的人才等提出了切实可行的建议。

Author Description

约翰 P.科特，年仅33岁时即荣任哈佛商学院终身教授。出版了7部最畅销的商业经管类著作：《总经理》《权力与影响力》《变革的力量》《企业文化与经营业绩》《新规则》《变革之心》《变革》。
全球一致公认的领导和变革第1专业。哈佛商学院三大巨头之一，20世纪对世界经济发展具影响力的50位大师之一。科特生于1947年，曾就读于麻省理工学院和哈佛大学，1972年开始任职于哈佛商学院。他因开发课程“自我评估与职业发展”而荣获埃克森奖；他因提出企业领导的新观点而获JSK奖；他因撰写很好《哈佛商业评论》文章而两次获麦肯锡奖，题目分别是《管理你的上司》《权力、依赖与有效管理》。科特还是一名实践者，曾任雅芳、花旗、可口可乐、通用电气、美林、雀巢、飞利浦、摩托罗拉、普华永道等国际知名公司的顾问。

Comments

★约翰·科特在本书中做了两件了不起的事情。首先，他发现不是企业中缺少卓越行为，而是合格的管理人员不够。合格的管理人员能够运用权力去发动各种群体和利益关系，从而使企业中的卓越行为发扬光大。其次，他将我们从传统的“权力”定义中解放出来，为个人提供了一套明确的战略，使我们能够拥有企业中仅有真实有效的权力，即让人们真正做事的能力。
——约翰·墨菲 GTE公司董事、高级管理

★《权力与影响力》一书见解精辟，入木三分。现在我们应该认识到：是“人”（有缺陷和弱点）在经营企业。而全世界的领导者通过本书也会明白：了解人性才是最重要的管理技能。
——亚当·阿伦泛美世界航空公司营销总监

★我们都很清楚权力是什么，但是对于什么是影响力，我们的理解就很有限了。不过，比这两者更重要的是如何运用影响力。这正是《权力与影响力》的主要内容。只要你能认真阅读这本深入细致的著作，就一定会提升这方面的能力。
——阿伦·考克斯阿伦·考克斯公司总裁

★我确实很喜欢这本书！科特把很复杂的问题分析得很清楚，而且没有简化处理。我一定会向同事们推荐《权力与影响力》这本书。
——莱斯利·瓦达斯英特尔公司高级副总裁

★约翰·科特将管理学中一个最难懂、存在很多错误理解的领域进行了归类、界定和分析。对于所有经理来说，《权力与影响力》是一本必读书。
——莱尔·谢弗 NCR公司人力资源副总裁

Catalogue

从书赞誉
出版说明
总序席酉民
译者序
前言
第一篇
管理和专业工作的变化
第1章引言
第2章组织内部的多样性、互赖性和权力运转：超越幼稚与玩世不恭
第3章领导的挑战：成功驾驭工作中的复杂局面

第二篇
工作中的关系
第4章权力管辖范围之外的关系：在没有正式授权的情况下消除抵触，取得合作
第5章下属关系：对复杂人际系统的依赖
第6章上司关系：“管理”你的上司

第三篇
领导周期
第7章职业生涯初期：建立适当的权力基础
第8章职业生涯中期：善用而不滥用权力
第9章职业生涯晚期：大方让权

第四篇
启示录
第10章提高个人工作成效：部分建议
第11章领导即社会资本：未来之路
致谢
注释
参考文献

Book Abstract

《权力与影响力（珍藏版）》：
几年前我遇到了一个极富戏剧性的案例，它说明人们在职业生涯初期的不同努力方向会导致相差甚远的不同结果。我们不妨把案例中所涉及的两个人叫做杰瑞和迪夫，他们都是哈佛商学院的MBA毕业生。
杰瑞是一个非常聪明、很有抱负的青年，从很多方面看他都是MBA中的一个代表性人物。在二年级的第二学期，他参加了20家公司（涉及9个不同行业）30个职位的招聘面试，最终他收到了5份很有吸引力的录用通知。他的选择是到一家大型制造企业去做一个小部门的部门经理。他认为这是最好的选择，因为看起来这是一个很有吸引力的工作机会，而且这份工作的工资也是最高的。
杰瑞满怀热情地投入了工作。第1个月，他把大部分时间用于熟悉部门的业务和诊断部门存在的问题。在这方面，他能够熟练地运用自己的知识和能力。还不到两个月，他就觉得自己已经对本部门的优势和问题诊断清楚了，并很快制定了一套改善部门绩效的行动方案。
就职3个月后，杰瑞宣布了部门的改组方案，解雇了一位雇员，同时要求上司给部门增设一个低级职位。很快，上司就找他去讨论这些行动计划。随后进行的讨论相当艰难，他的上司对该计划非常担心，并且问了许多尖锐的问题，有些问题是杰瑞没想到的。这次会谈的结果是：上司要求杰瑞暂缓任何改革，直到上司真正搞明白他的行动计划为止。之后，杰瑞不得不向员工宣布不会马上实施改革方案，这时，他逐步在下属间建立的威信开始降低。
在随后的四周里，该部门出现了一些新问题。杰瑞认为，这些新问题的出现恰好证明了部门急需改革，但他的上司却不这么想。相反，他认为这些问题的出现说明杰瑞在一些基本的管理能力上有所欠缺。他觉得杰瑞在进行比较复杂的部门重组之前，必须首先掌握这些基本的管理能力。杰瑞并不同意，他与上司就这个问题所进行的谈话都不成功。他坚信必须尽快采取行动，但上司总是阻止他的所有重大行动。
到了第6个月，杰瑞收到了另外一个部门经理严厉的批评信，他的上司同时也收到了一份，信里对杰瑞部下最近的工作表达了不满。这引发了一场小型危机，在其后的两个月里，杰瑞的大部分时间都浪费在一系列相关会议中。他觉得这封信夸大其辞，发信给他的上司是因为“权力”斗争。但是，他的上司对这封信却很重视，他认为这进一步证明了杰瑞还没有掌握基本的管理技能。这次事件之后，杰瑞及其下属进行的一系列事故原因分析工作进一步恶化了他与下属的关系，而且他的部门已经人心涣散了。
在第8个月，杰瑞的两个下属给杰瑞的上司写了一封匿名信，投诉部门管理中的问题。这封信让杰瑞在接下来的两个月中不断地接受谈话。到了第12个月，情况进一步恶化了，部门中每个人似乎都在指责杰瑞或者相互指责。这时候，杰瑞真正意识到他已经没有希望了（“现在，就算是打印一份文件我都找不到人”）。于是，他只好另谋高就了。
迪夫的初期工作经历正好和杰瑞的悲惨经历形成了鲜明对比。在很多方面，迪夫和杰瑞有着相似之处，并且他最后也找了一份很类似的工作。但是他求职和上任之初的做法与杰瑞截然不同。
在MBA二年级的第一学期，迪夫花了大量时间分析自身条件以及各种有可能在第二学期出现的工作机会。他花了很长时间深入思考在自己的第一份工作中他究竟想得到什么，他喜欢和不喜欢的各是哪类人，适合他成长和会造成障碍的各是哪种工作环境。同样，他做了很多关于各种行业、公司以及入门级工作的分析。到了1月份，对于如何找工作他已经基本心中有数了。在2月份和3月份，尽管存在很多能够扩大他求职方向的机会，他还是坚持了自己的既定选择。这样，他参加了12次面试，涉及3个行业中的10家公司，最后得到了4份工作录用通知。经过一番深思熟虑，最终他选择了一份与他的目标、价值观、能力和以往工作经历非常符合的工作。
……

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