Harv Bus Rev. Jun;83(6), Competent jerks, lovable fools, and the formation of social networks. Casciaro T(1), Lobo MS. Author information. To order more copies go to Competent Jerks, Lovable Fools, and the. Formation of Social Networks page 1. The Idea in Brief. The Idea in Practice. Tiziana Casciaro and Miguel Sousa Lobo wrote in “Competent Jerks, Lovable Fools, and the Formation of Social Networks” about how people.
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As for the competent jerks, too often their expertise goes untapped by people who just can’t put up with them.
I liked H M Ross’ comment on the additional personality types. The surprising part is that whilst most people claim to prefer competent jerks to lovable fools as work partners, in practice they choose people they like regardless of their competence.
To get the most out of them, managers need to protect them and put them in positions that don’t waste their bridge-building talents.
They also informally talk about the mechanism that drives people to prefer likable fools over more competent but grating alternatives. Posted by Bruce Hoppe at Ideally, of course, we wouldn’t have to choose between competence and likability. That could contribute to its popularity.
Competent Jerks, Lovable Fools | PDF Flipbook
Next time you find yourself working with a lovablr fool or an incompetent jerk consider this post and remember that we all have a part to play. I think it could perpetuate distorted conceptual models. Email required Address never made public. They also can create situations in which people are more apt to like one another, whatever their individual qualities.
Competent Jerks, Lovable Fools
They mention trust and familiarity, but it would be interesting to see how much correlation there is with the network measure of closure within a group.
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Fill in jreks details below or click an icon to log in: Using an emotion matrix as a measurement device rather than a model for a specific situation is kind of odd. The “jerks comppetent fools” part is also rendolent of conservative cant.
But their networking skills are often developed at the expense of job performance, which can make these employees underappreciated and vulnerable to downsizing.
We’d work exclusively with people who are both. Leave a Reply Cancel reply Enter your comment here Helping people link to results. When looking for help with a task at work, people turn to those best able to do the job.
That has big implications for every organization, as both of these types often represent missed opportunities. By continuing to use this website, you agree to their use. You are commenting using your Facebook account.
They tried to measure two attributes, competence and likableness, and then look at how those measures relate to who you decide to work with. Based on the combinations of likableness and competence, they classify people into incompetent jerks, competent jerks, lovable fools and lovable stars. Email required Address never made public. This is an interesting blog and just wanted to let you know. And finally, the people who don’t know what they’re doing but insist they do.
Lovabld from their study encompassing 10, work relationships in five organizations, the authors have classified work partners into four archetypes: Others may need to display their competence in more isolated settings. A member of my research team and I had a similar discussion a few weeks ago, but our breakdown was different.
Connectedness: Social networks of jerks and fools
Notify me of new comments via email. Hey, you have a great blog here! It pretty much covers fashion article related stuff. Photo by Cemetery Belle. When faced with a real-life choice, most people ignore their stated preference for competence and actually choose likability first.
Researchers have found that the real story is more complicated. Where do you sit in this matrix? Is there a place for each type of person on a team?