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- Even 4-year-olds dislike freeloaders
Children from ages 4 to 10 were presented with scenarios in which they had to give up chocolates in order to get a cake or plant seeds in a garden to get tomatoes. All children expressed dislike for those who did not contribute and were even willing to give up stickers to punish them. The youngest subjects exhibited a stronger aversion to free-riders than 9- and 10-year-olds.
However, when a freeloader has a good excuse for not contributing — e.g. her pet ate her chocolate — the aversion was greatly reduced, the researchers report.
“Even young children expect cooperation and are willing to work to sustain it even at cost to themselves,” Dunham said. “I find this very positive. The seeds that sustain cooperation seem to emerge early on, and while as a society we need to sustain and nurture these values, we may not need to instill them in the first place.”
https://news.yale.edu/2018/07/23/even-4-year-olds-dislike-freeloaders
- Hiring hack: How to better evaluate your candidates | Simon Sinek
- This Japanese Company Charges Its Staff $100 an Hour to Use Conference Rooms
At the heart of the program is a compensation system that meticulously tracks how much every person and team contributes to earnings. Workers receive a base salary, which they augment by earning Will for completing tasks. Quarterly bonuses can rival a year’s pay for top performers, says Naito. “It’s enough to buy a foreign-brand car every year,” he says. “We call it the ‘Will Dream.’ ”
Earning virtual currency begins at the team level, where bosses allocate a portion of the group’s Will budget to each task they must complete. Team members then use an app to bid in an auction for those jobs. Assignments that don’t attract any bids often turn out to be unnecessary, Naito says. And managers who’ve misused or abused the system have been abandoned by their workers, who are free to move to other teams.
- How to write the best résumé for 2020
Whether it’s accounts won, servers maintained, leads gained, or warehouses managed, all of our activities in our professional careers can be quantified. By sharing your specific high scores rather than vague duties, you give your future boss the ability to understand how far you can run, how high you can jump, in your career.
When you start to think in high scores, you’ll banish boring phrases such as “seasoned executive,” “responsible for,” and “managed.” And you’ll recast your experiences to include the most exciting and impressive outcomes you’ve achieved in each area of your job. Share your high scores attained, achievements unlocked, and badges won to attract your future boss’s attention in 2020.
https://www.fastcompany.com/90446884/how-to-write-the-best-resume-for-2020