A person with good character but low talent may not make much contribution to society. He may be mediocre or unknown, but at least he can get social recognition and respect. However, a person with high talent and poor character, with talent, does not have to be in the right place. If he goes astray, he will endanger society. This "gift" is not worth mentioning. This is what people often say: "poor talent is inferior, poor character is waste, even drugs."
"Talent can be cultivated the day after tomorrow, but if talent lacks character, the disaster is even greater than mediocrity. Therefore, companies choose talents, and talents are higher. Without character, they would rather not. " Yan Taisheng, vice president of human resources at Citibank District, said.
Many experts have participated in the recruitment of a multinational company and are full of confidence and hope for the future; But in the end, the only place was won by a laid-off worker, because the company's written test questions were asked last. The last question is actually very simple: "Please tell me the secret of your previous company?" Everyone gushed, only he answered four words: "No comment." As a result, he was admitted. Perhaps his talent is not the best of all, but he has a good character of company trust.
Confucius said, "A horse is not called strength, but virtue." The ancients also regarded "talent wins virtue and virtue wins talent" as the standard to distinguish "villain" from "gentleman". In history, the standard for any ruler to select talents is "morality is the highest, meritocracy is the best", that is, "character is the first, meritocracy is the best". It can be seen that character is more important than talent, which is an existing fact.
Fred Bush, former president and CEO of Texas Instruments, pointed out in the article "How Do We Choose Executives" that Texas Instruments has ten necessary conditions when selecting executives, such as adventurous spirit, profitability and innovation ability, but "integrity" definitely ranks first.
No matter how strict the enterprise management system is, once a person with moral defects is hired, it is like a deep-water bomb in an organization, which may detonate at any time.
1995, Li Sen, a 28-year-old futures trader in Baring Bank Singapore Branch, made improper transactions in less than three years, which led to the closure of Baring Bank in the UK with a history of 232 years, and was finally acquired by ing Group in the Netherlands at a symbolic price of 1 pound.
As the western proverb says, "Good morality is the way of management". Enterprise competition is not only the competition of strategy, technology and innovation, but also the key to the ultimate winner is often in the hands of morality.
After the multinational company IBM transformed into a service-oriented high-tech company, it was found that, especially in the commercial competition of providing intangible services, the factors that affect customers' final decisions are often word of mouth and trust, and the brand image accumulated by IBM people for a long time has become the key point.
Of the nine standards for employing people formulated by IBM, five are related to ethics, and they have the ability of "being responsible, enthusiastic, self-driven, trustworthy and teamwork". There is an unwritten rule in IBM's human resources department that you will never hire a supervisor who "leads troops to jump ship" because of "moral defects" and never hire a talent who uses the resources of the former company to take refuge, because "you stole from your old boss today, and it is difficult to guarantee that you will not steal from IBM tomorrow."
In the book Responsible Manager, McClane pointed out that enterprises that attach importance to morality can not only avoid the crisis of litigation, but also help to improve their performance, because customers identify with the corporate image, become more loyal and employees improve their productivity.
Established for more than half a century, Jing Rui Company is a company that produces crude oil development tools. Even though Taiwan Province Province and Chinese mainland have the technology to produce this tool at present, and the production cost has been rising continuously in the past two decades, Jing Rui Company still insists on not raising the price to improve the production efficiency and maintain sufficient profits, so the market share of its products can reach more than 50% of the global market.
The secret of Jing Rui Company's success lies in the corporate character training plan implemented by Chairman He Ting 'ao since 1992.
At first, in order to find out why the production efficiency could not be improved, he recorded the operation of the whole factory and found that many employees disappeared under the camera. It turns out that some people spend a lot of time looking around for tools, while others secretly have a coffee break. Later, he decided to emphasize the importance of order, initiative and responsibility to employees through character education and training. The morale of employees has been greatly boosted in a subtle way, and the time for installing machines has been shortened from six to eight hours to only 27 minutes, greatly improving their competitiveness.
Moreover, Jing Rui Company also emphasizes corporate social responsibility.
When the oil industry was depressed, Jing Rui introduced employees to other companies temporarily, or encouraged them to volunteer in the municipal government, and then the difference in wages was paid by the fund set up by employees' salaries to replace laid-off employees. In this way, employees' loyalty to the enterprise has improved, and they have won the reputation of "character enterprise".
"If the enterprise is compared to a big tree, its character is like a root. If the roots begin to rot, then no matter how many trees are flourishing, it is foreseeable that the trees will eventually wither. " Yong Guang Chemical Chairman Chen Dingchuan, who just celebrated his seventieth birthday, took the lead in introducing character education from the United States seven years ago, laying the foundation of "family management". "Even if the salary conditions of recruiting talents can't be compared with big companies such as TSMC, excellent talents are willing to come in."