Built to Last: Successful Habits of Visionary Companies

• Paperback: 368 pages
• Publisher: HarperBusiness; 3 edition (January 1, 1900)
• Language: English
• ISBN-10: 0060516402
• ISBN-13: 978-0060516406
• Product Dimensions: 8 x 5.3 x 0.9 inches

Celebrity Appraises
In the "evergreen" this is going to sit up and take notice of the works, Collins and Porras made a thorough analysis of the brilliant, formulated the blueprint for creating excellent mechanism. All managers and leaders, corporate, government and non-profit organizations should read this book. -- Warren Bennis School of business University of Southern California distinguished professor of "how to be a leader", "creative life" and "reading" of the author.Built to Last: Successful Habits of Visionary Companies
"Evergreen" is an extraordinary business books, his research conclusion rigorous, well. Well worth a read, especially for those who are committed to the revitalization of large enterprises.
"The Wall Street journal"

Book Description
"This is not a description of outstanding ability, look far ahead from a high plane leaders book. And look far ahead from a high plane product concept, look far ahead from a high plane of the product or look far ahead from a high plane market analysis. Don't talk with some company prospects. This book on the subject is more important, long and true. This is one of the Visionary Companies's book." James C Collins and Jerry I Porras wrote in this creative book. How to build a great and not defeat the company? There are people who had tired of the "annual catchword" as transient management concepts, Built to Last: Successful Habits of Visionary Companies.  they need to stand the test of time management. It breaks the old myth, provides novel insights, and provides practical guidance and for those aspiring to build a great company that will stand the test of time.
The author of the book beyond the professional terms keep on repeating at great length, refused to follow the fashion, found the eternal quality to rise above the common herd of Exceptional Companies. The book has hundreds of specific examples, and are organized into practical concept framework, can be applied to all levels of managers and entrepreneurs. "Evergreen" provides a blueprint for the establishment of long-term prosperity of the organization in twenty-first Century.


Catalog
Author.
Reprint the introduction
Preface
Helpman
The 1 leaders of leaders
 break 12.
 research project
give evidence.
The 2 clocks, not the time
 "great idea" myth
no "great idea"
The company's ultimate creation
charismatic leader.
architects: building clock division operation
 CEO, managers and entrepreneurs important messages
episode: Tai Chi and the queen
3 beyond the pursuit of profit
pragmatic idealism
core philosophy: To explore profit myth
There is a universal "correct" concept:
 CEO, managers and entrepreneurs Guide
4 save core, stimulating progress
The driving force, the pursuit of progress.
Save the core and stimulating progress
 CEO, managers and entrepreneurs must
5 audacious in the extreme goal
Powerful function, stimulating progress
goal, rather than the leader
CEO, managers and entrepreneurs for reference
The 6 sects like culture
"discarded as waste"
IBM to greatness
Disney magic
 Procter & Gamble: devotion
CEO, managers and entrepreneurs notes
Save the core and stimulating progress
control and autonomy
7 choose strong weak evolution
8 home grown managers
The 9 is never good enough
The starting point of 10.
11 construction of vision
Postscript: answering papers
Appendix 1 research issues
Appendix 2 Visionary Companies and comparison company venture
Appendix 3 chart

About the Author
James C Collins runs his own management education and consulting company in California handkerchief Luo Alto, he is author of "beyond" the entrepreneurial spirit. In 1988 he entered the Stanford University business school, the school has received the distinguished teaching award. He previously served in the McKinsey Co and Hewlett-Packard Co. Collins was engaged in teaching and research work in the Business School of Stanford University, and received the distinguished teaching award. In 1996, he returned to his hometown in Boulder Colorado City, started his own laboratory management, and all kinds of enterprises and institutions with the leaders of research on commercial life. A former senior manager and CEO in Merck Co, Starbucks, times mirror group, McKinsey Co and the world famous company. [1] works include "evergreen", "beyond the entrepreneurial spirit", "from good to excellent", every book was a super best-selling, known worldwide, including "from good to excellent" is "Forbes" in twentieth Century as the 20 best business bestseller, entrenched Amazon best-seller list for several years, sells well not to decline. His book is "wealth", Built to Last: Successful Habits of Visionary Companies. "economic person", "business week", "USA Today" magazine reported widely, cause tremendous echo.
Jerry I Porras is Stanford University business school as organizational behavior and change of the Fred H Merrill Professor, he is the "flow" of author of the book, is used to find one of the flow structure change analysis computer software inventor. He also led the Stanford University in organizational change management project. He previously served in the Ge Corp and Lockheed Company.


Blogger Review
The company's most important of course is profit, besides gain can maintain the century-old shop, enduring in addition to each session manager, the most important of course is a system created can be enduring, system expressed as fixed part and the constant part. Like a person, a fixed part of a person is his honesty and diligence and care for others, a person change part is he see the new turn to try and change. Core values should be the same, a person's character is the same part, his experience, his growth, is he becomes part of.
　　This book uses a yin-yang theory to explain, good explanation.
　　The century-old shop start at the beginning, perhaps no dream, just want to do something, make some money, such as HP, first tried flushing some golf setting and toilet, for example IBM, started out as a timer and pork scales, such as Procter & Gamble, began to make soap and candles. These companies, from small workshops to the Empire, step by step, up from many failures, from no vision, only know that to work hard, to learn, create their own corporate culture, the majority of staff get the feeling of community in the enterprise, so that employees feel that the enterprise is a big family, as long as you work hard, you may have increased the space inside,.
Specific reference to Procter & Gamble, basically all the higher positions are internal promotion up, and allow employees to buy shares.
　To staff up opportunities, employees will naturally have more power to your company staff efforts, natural feel to return there, also feel very proud of myself, in a positive, fair company work.
The control before job Steve's biography, for example invite Pepsi CEO John Sculley to be responsible for the market is wrong.
　　1 Pepsi culture and apple culture is not the same. Pepsi formulation is certain, so it is important to market and marketing diversification, product improvement is not important. The computer that things change rapidly, science and technology, the user experience is the most important. Apple's emphasis on innovation, emphasizing science and technology leading, emphasize the user experience, and as a food and consumer goods Pepsi, more emphasis on the quality of marketing, customer experience, product sales. Take the way of selling selling soda apple, finally can only become a common product.
2 Pepsi people responsible for the market, employees do not really understand the power, apple did not reuse, their internal employees get no training, training system of internal problems that.
Therefore, to open a small company. It is important, to establish a system, let everyone in the company knew the company is what to do, what is the prospect, can provide to the human is what. The highest human requirements is self - sacrifice. To meet the most basic food, the basic requirements for food and clothing, and then is self satisfaction, others a sense of identity. The last step is to give oneself.
So a company can work well, let each staff to meet the needs of a few, feel not only can get enough basic necessities of life, can be recognized by society, as long as the efforts will be able to play to their talent.
Then can feel my work here is the realization of their own and the human dream, to help others, to help society.
　A system, seek truth from facts, not by the charismatic CEO to the firm's strengths. Core values, such as general electric, "Imagination at work" and before "We Bring Good Things to Life. A true to life of the company, a their own corporate values, an encouraging innovation, encourage change company, to pass the time.Built to Last: Successful Habits of Visionary Companies
Such a company can jiyechangqing.