Blog Post 5

The author, Rupert Scofield, gives advice on hiring workers for an organization. He explains the different types of people that are important to a company. He classifies them into builders, maintainers, fixers and destroyers.
A builder will help you build the company up and take it to the next level. There are three important traits for a builder. The first is a vision of what they want to accomplish in the future. The second is their impatience with the status quo, they want to create something new and different. They want to own a new accomplishment for the organizations. The final trait is that they have a "almost inhuman work ethic," they are willing to work non-stop to try and fix a problem.
A maintainer are people who are doing what is needed to be done but not expanding on their work further then needed. They are still important to keep the organization going.
The fixers are people who are people who like to "clean up other people's messes." They basically fix the problems that other people have made in the company. They need to create a sense of urgency within the staff. The staff need to know that the fixer is their to fix the problems otherwise the company is going to collapse and they will be out of the job. He also mentions that there will be three type of staff, 1. the people who know that things need to change in order to get back on track, 2. the people who are on the fence and need a little bit encouragement to help out and finally 3. the people who just don't want to help out and will undermine the fixers efforts. He suggests firing the people who are categorize in group 3. Even though this seems harsh, I believe that this needs to be done. In a company you need your staff to be motivated to work and not try to interfere or undermine your efforts. He says to fire the fixer after his/her work has been done because they will get bored quickly. This tends to lead to bad things.
Finally a destroyer is a person you don't want to hire but might still weasel their way into the company. There are two types of destroyers, one that just neglects his or her work and eventually everything falls apart. The other one is a good talker and says that they are doing something but they aren't making progress. He suggests to fire these people immediately.

All these people are important to a company.

Blog post 2

In The Social Entrepreneurship Handbook the author talks about how it is important to hire the right people for a non profit. He explains how current employees are important to bringing people into the company. If the employee has good experiences they will tell their friends and try to recruit them. Also to have a recruiting bonus will be a good incentive.

Also a good website is important at targeting people. He says that many people he has interviewed have talked about what they saw on the website. He also says to put video of the beneficiaries and have them talk about how the organization has directly helped them.

He also gives a forewarning about people who have an impressive resume and talks about wanting to switch from a for-profit job to a non-profit. When they get the job they bail on the company because they either got a raise from their boss or got another offer that was too good to turn down. This makes me think of people who act interested in something and just don’t show up or do the work that they are suppose to do. From my experience working in groups I think that it is vital to find people who are willing to work with you and be efficient and effective. Sometimes it is hard to get people like this, either they stray away from the project at hand which is something that the author continues to talk about in this chapter. He says that keeping your employees motivated and make sure that they know the mission of the company is important and to do this he suggests to get people are working in the offices to go out and see how their work actually helps people. When they gain experience and see things hands on they will be more motivated and work harder.