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La plupart des entreprises allouent des ressources à un projet en fonction de ce qu'elles pensent être nécessaire pour que le projet arriver à son terme.
Chez Alan, au lieu de nous demander combien de temps nous estimons qu'il faudra pour le projet, nous allons plutôt nous demander combien de temps nous "voulons" y passer.
la question devient ainsi: combien de vaut cette idée? et la réponse déterminera notre appétit.
Healthy Business
Jean-Charles Samuelian-Werve
The first experiment I know of concerning this phenomenon was done by the psychologist P. C. Wason. He presented subjects with the three-number sequence 2, 4, 6, and asked them to try to guess the rule generating it. Their method of guessing was to produce other three-number sequences, to which the experimenter would respond “yes” or “no” depending on whether the new sequences were consistent with the rule. Once confident with their answers, the subjects would formulate the rule. (Note the similarity of this experiment to the discussion in Chapter 1 of the way history presents itself to us: assuming history is generated according to some logic, we see only the events, never the rules, but need to guess how it works.) The correct rule was “numbers in ascending order,” nothing more. Very few subjects discovered it because in order to do so they had to offer a series in descending order (that the experimenter would say “no” to). Wason noticed that the subjects had a rule in mind, but gave him examples aimed at confirming it instead of trying to supply series that were inconsistent with their hypothesis. Subjects tenaciously kept trying to confirm the rules that they had made up.
The Black Swan
Nassim Nicholas Taleb
Another common reason why bosses are reluctant to fire a poor performer is that they don’t want a “hole” on the team. If you fire “Jeffrey,” who will do the work he was doing? How long will it take you to find a replacement? The fact is that poor performers often create as much extra work for others as they accomplish themselves, because they leave parts of their job undone or do other parts sloppily or behave unprofessionally in ways that others must compensate for. Steve Jobs put it succinctly, if harshly, when he said, “It’s better to have a hole than an asshole.”
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