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Jingdong book

读懂MBTI再工作/职业性格助您提高团队绩效

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Jingdong book

读懂MBTI再工作/职业性格助您提高团队绩效

Name: 读懂MBTI再工作/职业性格助您提高团队绩效
Brand: Jingdong book
SKU: 3102006531
Price: 41.03 USD
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Content Description

本书基于MBTI性格测试，可以作为MBTI图书的补充。本书介绍了几十种实践活动，描述了干预过程，研究了很多具体案例，为经理、咨询师、企业领导人或者人力资源部的专业人士提供了团队建设和指导的策略，致力于促进交流、减少压力、鼓励持久的改变，以及创建强大的、高效的团队。

Author Description

桑德拉·克里布·赫希,国际咨询师，她的客户包括霍尼韦尔和明尼苏达矿务及制造业公司。她与他人合著了很多畅销书，例如《生活方式》、《生活秘诀》（与凯斯合著）、《机构内部的类型》，其中，《机构内部的类型》的销售量已经过百万册。

简·A·G·凯斯, 教育学博士，是一位著名的管理咨询师。她与他人合著的书籍超过了12本，包括《类型与指导教程》、《灵魂类型》（与赫什合著）。她是心理类型协会的成员，还在美国心理类型应用中心任职。

李娜，北京联合大学师范学院教授。

赵雪，北京联合大学师范学院英语副教授，语言文化系党总支副书记，毕业于北京航空航天大学英语系，英语语言文学硕士。研究方向为英美文学，近年来发表相关研究论文近20篇，专著1部，编写教材5部，译著10部，主持北京市人才强教项目1项，作为主要成员参与校级课题4项，获北京联合大学教学成果奖。曾被评为北京联合大学4131教学质量建设工程课堂教学质量示范教师、获北京联合大学青年基本功大赛三等奖，获北京联合大学优秀德育工作者、北京联合大学优秀暑期社会实践指导教师。

Catalogue

第1章利用性格类型提高团队绩效
对你来说有什么差别吗 1
职业性格类型理论 3
哪一种类型更好 10
职业性格类型量表 11
类型描述 13
对智者的忠告 20
这本书如何提供帮助 21
第2章外向型与内向型
交流困难案例 23
出现的问题：性格类型之间存在的误解 25
性格类型干预 32
利用职业性格推动该团队绩效取得的成果 39

第3章实感型与直觉型
提高还是拓展 45
出现的问题：性格类型之间存在的误解 49
性格类型干预 53
利用职业性格推动该团队绩效取得的成果 59
第4章理性型与感性型
管理风格 66
出现的问题：性格类型之间存在的误解 70
性格类型干预 74
利用性格类型推动团队绩效取得的成果 83
第5章系统型与弹性型
最后期限带来的困惑 90
出现的问题：性格类型之间产生的误解 93
性格类型干预 97
利用类型理论推动团队绩效取得的成果 103
第6章功能组合
职场中的实感理性型，实感感性型，直觉感性型和直觉理性型 111
性格类型干预 122
利用类型理论来推动团队绩效取得的成果 128
评价四种功能组成的框架 129
第7章风格变化带来的压力
劣势功能――阴影 135
类型与压力 136
性格类型干预 151
利用类型理论推动团队绩效取得的成果 159
第8章影响上级领导
问题在于老板――是不是？ 163
解开谜团，让别人倾听你的想法主导功能是实感型的
（ISTJ，ISFJ，ESTP，ESFP） 165
公司收集令大家困惑的信息主导功能是直觉型的（INTJ，
ENTP，INFJ，ENFP） 166
解决谁应该去这一谜团主导功能是理性型的（ISTP，INTP，
ESTJ，ENTJ） 169
寻找合适的地点主导类型是感性型（ISFP，INFP，ESFJ，
ENFJ） 172
第9章教练自己，教练他人
将类型理论用于实际工作中 178
教练自己 180
自己当教练 181
ISTJ 182
ISTP 184
ESTP 186
ESTJ 188
ISFJ 190
ISFP 192
ESFP 194
ESFJ 196
INFJ 198
INFP 200
ENFP 202
ENFJ 203
INTJ 205
INTP 207
ENTP 209
ENTJ 211
第10章将类型理论付诸实践的领导
利用类型理论改进管理风格 214
附录A团队建设过程 223
初期干预 224
签订合同 224
合作团队的形成 225
访谈问题 226
访谈与数据分析 227
一对一咨询 228
规划会议 228
团队建设会议 229
典型的团队建设会议 230
后续会议 232
附录B教练过程 233
教练的职责 234
客户的职责 235
机构的职责 236
用于收集信息的问题 236
指导计划 238
指导过程所需的其他资源 239

Introduction

译者序
人的性格千差万别，或热情外向、或羞怯内向、或沉着冷静、或火暴急躁。职业心理学的研究表明，不同的职业有着不同的性格要求。虽然每个人的性格都不能百分之百地适合某项职业，但可以根据自己的职业倾向来培养、发展相应的职业性格，以便有效地推动团队绩效。职业性格是指人们在长期特定的职业生活中所形成的，与职业相联系的、稳定的心理特征。
对于企业而言，不同的性格特征一定程度上决定了每个员工的工作岗位设置和工作业绩表现。既然性格对职业的选择以及团队绩效如此重要，就应该充分了解相关的信息。就是在这种情况下，桑德拉·克雷布斯·赫什和珍妮·A·G·凯斯出版了本书。作者在本书中详细介绍了几种不同的性格类型：外向型与内向型、实感型与直觉型、理性型与感性型、系统型与弹性型。书中还介绍了几种常见的功能组合和风格的变化，以及如何提供教练。每种性格类型都辅以实例，这样的安排便于读者理解。
本书主要由李娜（北京联合大学师范学院，负责第1～8章的翻译）、赵雪（北京联合大学师范学院，负责第9、10章的翻译）合作完成，赵玉秀老师担任顾问，并由王震和冯德男对文字进行了审校。他们之前翻译了多部与商务管理相关的书籍，这将使本书的翻译更加贴近作者的原意，同时兼顾了本书的商业和文化价值。
李娜
前言
该书的第一版发行于1996年，那是在安然公司破产之前。网络沟通方式逐渐兴起，互联网泡沫消亡，加之发生了其他重大事件，这些因素促进了工作领域的变化。例如，人们组成各种团队，很快又纷纷解散，成员不断变化，经理们也换了一拨又一拨，因此要想在工作领域提高团队绩效就变得难上加难了。
然而，人与人之间的基本冲突仍然没有发生变化——我们从来不愿意花点时间去想一想：“我们之间的差别在哪儿？从他的风格，我能了解到什么？”而是仓促地做出判断，埋怨道：“那个人到底是怎么回事啊？”在第二版中，我们尽量把职业性格类型的相关概念及其解决办法解释得更浅显易懂，为商业领袖们提供信息和观点，帮助他们组建高效的团队。
本书为致力于改善职场关系的人提供了以下方面的内容。
（1）案例分析：研究真实的职场问题，例如，变化、拓展、授权政策、行政指导、压力、沟通、最后期限问题，等等。
（2）深入剖析：不同类型偏好的人如何评价对方，出现常见的、正常的个人差异问题时，如何解决差异产生的冲突。
（3）更多的实战练习：管理者可以运用案例分析中提到的团队建设技巧。
（4）更丰富的资料：实施指导的方式与原因，举例说明如何将指导计划和调整战略结合起来，迎合客户的喜好。
这些案例为我们呈现了存在冲突的团队如何有效地利用职业性格类型。相信本书也会帮助您高团队绩效。

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