The Risky business of hiring stars
Contenido multimedia no disponible por derechos de autor o por acceso restringido. Contacte con la institución para más información.
| Tag | 1 | 2 | Valor |
|---|---|---|---|
| LDR | 00000nab a2200000 i 4500 | ||
| 001 | MAP20071505324 | ||
| 003 | MAP | ||
| 005 | 20080418124606.0 | ||
| 007 | hzruuu---uuuu | ||
| 008 | 040521e20040501usa|||| | |00010|eng d | ||
| 040 | $aMAP$bspa | ||
| 084 | $a922.111 | ||
| 100 | 1 | $0MAPA20080164829$aGroysberg, Boris | |
| 245 | 1 | 4 | $aThe Risky business of hiring stars$cBoris Groysberg, Ashish Nanda, Nitin Nohria |
| 520 | 8 | $aWhen a company hires a star, the star's performance plunges, there is a sharp decline in the functioning of the group or team the person works with, and the company's market value falls. Moreover, stars don't stay with organizations for long, despite the astronomical salaries firms pay to lure them away from rivals. For all that reasons , companies cannot gain a competitive advantage by hiring stars from outside the business. Instead, they should focus on growing talent within the organization and do everything possible to retain the stars they create | |
| 650 | 1 | 1 | $0MAPA20080546991$aEmpresas |
| 650 | 1 | 1 | $0MAPA20080606091$aEstrategia empresarial |
| 650 | 1 | 1 | $0MAPA20080564445$aTrabajadores |
| 650 | 1 | 1 | $0MAPA20080610180$aDesarrollo organizativo |
| 700 | 1 | $0MAPA20080079161$aNanda, Ashish | |
| 700 | 1 | $0MAPA20080079505$aNohria, Nitin | |
| 740 | 0 | $aHarvard business review | |
| 773 | 0 | $wMAP20077100345$tHarvard business review$dBoston$gMay 2004 ; p. 92-100 |