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The Jedi Manager Chapter 2 -The Jedi selection/Hiring the right people

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The Jedi select their students with great care, likewise employee selection is key for any organizations success. The first thing the Jedi do when scouting is look for people that have  what they call a high midiclorian count, much like looking for a applicant that has a key trait to fit the company’s needs and corporate culture. The reason for this is that successful organizations desire to build a strong skillful culture, which in turn establishes informal standards. In order to build a strong environment the employees must share certain key skills. One might not realize that traits such as attitude and appearance have a significant impact (know as soft-skills). Verbal and no-verbal cues affect a company in many ways. A positive attitude will help a company grow and a negative attitude will break even the most successful companies down.

The Jedi select candidates that present a certain level of skill and posses a high level for growth.  This is also essential for any company when selecting candidates for a position. An organization wants an employee that will fill the need, fit the culture, bring new skills and show potential for growth. Every time an employee learns a new skill the company gains a new benefit. This is one concept that most companies are starting to catch onto. People are a company’s most valuable asset and they need to be treated as such, I will cover that in a later chapter (Jedi Training).

It has become common for companies to include an employment examination, this test helps measure many variables such as attitude, skills, and long term commitment. The Jedi commonly selected candidates and watched them to see what they do as they grow up, if the candidate possessed the right traits such as attitude then they may be selected for training.

A Jedi candidate would usually be selected by their first three to five years of life since they are the most impressionable years for development. This holds true for employees, the first few years (or even days) of an employee’s tenure with a company will have a significant impact on the future of their development. During this time an employee will make judgements on the organization, gather social ties and develop their role within the organization. After the employee has established their role within the company it becomes much harder to re-train them which is why the early development period is detrimental.

Not every Jedi adheres to their training doctrine, which can be easily compared to organizational ethics or a corporation’s philosophy on the work and family life balance of their employees. The Jedi are removed from their parents, much like the employees removal from their family. The workplace becomes a second home where an employee spends a large portion of their life. The work family time balance is a very important element to consider. Does the company expect a 50+ hour work week, for many people that may be acceptable but for a family man or woman that may seem to be too much of a strain on their family. With this in mind business need to consider the employee’s needs and decide if they will fit the organization while not infringing on any employment laws.  Those chosen by the Jedi have to give up their birthright and a temple becomes their home, some companies have a high level of demand (though generally not as high as the Jedi) and the applicant may not want to make that sacrifice.

Organizations much like the Jedi are very particular on whom to train. An organization also needs to monitor how the employees are trained because much like the Force knowledge is power. Knowledge can also be expensive so an organization needs to find the best candidate for the training in order to boost their human capital. Preparing a system for training is essential; it takes more than sending an employee to a class. In order to produce beneficial strides a company should set up a training system and evaluate it regularly. The best starting point is usually company basics such as business ethics “right and wrong”, honesty and accountability, all of which are also essential for the Jedi. Morale codes should be established throughout the company culture and strengthened throughout the years. A company’s employees are vital for establishing a well regarded company image.

An employee should have a solid commitment to the organization; much like the Jedi loyalties cannot become divided or exploited in any way. Employees need to feel that the company has a commitment to them in order for them to establish a commitment to the company. If the Jedi was an un-established disrespectful rag tag group would they gain a high level of skilled followers? No. The same theory applies to a business. A company must show respect and care for their employees or else they will not respect the organization.

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2 comments on “The Jedi Manager Chapter 2 -The Jedi selection/Hiring the right people

  1. Hello Truth Will win: I was wondering if I could ask you a question.

  2. Sure, I will try my best to give you a good answer!

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