Saturday, February 15, 2020


LET'S HEAR IT FOR THE B PLAYERS - REVIEW - Article Example This group does not outshine everyone in the company’s line of duty but packs tremendous knowledge, experience, and ability for saving a company’s future from crises and other performance-based issues. The B Players are not made and neither can they be destroyed. These Players exist in three levels: former A Players, Truth Tellers, and Go-to-Managers. As former A Players, these have the experience and toughness to outshine all the players within the company but they choose to move from the spotlight. As truth tellers, they identify the number of issues that face the company and project it to the authorities capable of strategizing factors to pull the company from financial or performance deficits. As Go-to-Manages, B Players are faced with consultation duties related to the company’s operations and norms. When a company finds itself in performance or financial turmoil, the B Players structure the entity for consultation as their knowledge and experience with comp any process makes them an asset to the company. Managers are provided with a manual-style approach on how to nurture B Players. In a company, most employees are faced with the urge to become top players but their ambitions may pay off or fail, therefore, breaking their morale. However, for B Players, management is urged to accept differences, give the gift of time, hand out the prizes, and give choices. Data Analysis and Opinion: Different players within a company have different goals and mission about their careers and purposes at the company. The business world functions on a 24/7 basis and incorporates players with varying ambitions. A Players are more concerned on how to work their way to the top – their mission is to find out what is good for ‘brand me’. B Players on the other hand, focus their potential for what is good for the company. With this variance, it has been noted that, companies do not, in most cases recognize the efforts or the role of B Players . For example, a company will always give incentives and bonuses to those employees that perform beyond the expectations of many. This is the reason some companies have the employee-of-the-year awards. This awarding system is a way of recognizing talent or skill but also a way of isolating other important players within the company. In this case, if it were the will of every employee to work towards nourishing individual talent and skills, companies would have no one concerned about their long term performances. Various people work for varying reasons; some work to be promoted, some need good pay, and others need to be managers. However, when it comes to the myth that everyone is equal or similar to the other, a line is drawn. Leaders within a company always assume that all people want the same things – money, power, and status – out of their organizations. However, evidence shows that some people are more focused on influencing others in their jobs. For those not worr ied about individual performance or excellence are considered B players – their duty is to influence change on a company-wide scope. However, while this is the fact, management in different companies tends to overlook the importance and purpose of being a B Player. B Players are not different from A Players because they possess the same or even higher level of intelligence. Achievement has been identified as a blend of personality, intelligence, and

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