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�깭援� 49媛쒖썡 |
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| 저자 | �쑄�젙 |
| 출판사 | 遺곷낫�옄湲� |
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����봽荑좎븘泥섎읆 泥댄뿕�쓣 �뙏�븘�씪! |
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| 저자 | �젅�씠 �뜲�씠鍮꾩뒪 �쇅(�뿭�옄: �쑀�쁺�씗) |
| 출판사 | �뙆�씤�듃由� |
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21�꽭湲� �뵒吏��꽭 �넄猷⑥뀡�쓣 �룊媛��븯�떎 |
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| �뵒吏��꽭 �떆����씪怨� �븯吏�留� �떎�젣 �슦由щ뒗 �씠�윭�븳 �뵒吏��꽭�쓣 鍮꾩쫰�땲�뒪�뿉 �뼱�뼸寃� �쟻�슜�븯怨� �엳�쓣源�? �뵒吏��꽭�쓣 �쟻�슜�븯怨� �솢�슜�븯�뿬 �뜑 �겙 媛�移섎�� 李쎌텧�븯怨� �엳�뒗 �궗濡�瑜� �넻�빐 �뵒吏��꽭�솕�쓽 �삙�깮�씠 臾댁뾿�씤吏�, �븵�쑝濡� �뼱�뼡 諛⑺뼢�쑝濡� ���吏곸뿬�빞 �븷吏� �븣�븘蹂댁옄. |
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Tracking the Experts |
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| Regardless of whether we��셱e talking about open or closed innovation, building open source or proprietary systems, or discussing operating under a product-centered business model, a customer-centered model, or a co-creation model, companies can��셳 effectively compete unless they can locate and organize the available expertise. But, expertise can be surprisingly difficult to find, even in businesses that have spent millions to attract and retain world-class experts. The problem isn��셳 that the company doesn��셳 have the expertise; it��셲 that no one knows who has it or how to find it. |
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Meaning and Values A |
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| Until the middle of the 20th century, money was the primary motivator for a substantial majority of employees, worldwide. Employers did not demonstrate that they really wanted anything more than do-what-you-are-told-labor in return for money paid in wages and salaries. And workers were satisfied to do the work and then periodically demand more money. |
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[1109]권 
