To calculate the overall star rating and percentage breakdown by star, we don’t use a simple average. Instead, our system considers things like how recent a review is and if the reviewer bought the item on Amazon. It also analyses reviews to verify trustworthiness.
This book is not to be confused with the book " Confidence " published in 2004 by Harvard Business School professor Rosebeth Moss Kanter. The Kanter book outlines a theory of success and failure in organizations; provides an in-depth analysis of winning and losing streaks; and argues that winning streaks results in confidence attainment. This book advances a simple and elegant counter-intuitive perspective that what is of paramount importance for success is not confidence, but rather competence. The fundamental message of the book is that what is required for overall success then, is not confidence, but rather competence. The central argument is that leaders, and indeed all organizational members, should be selected and retained onthe basis of their competence not their confidence. The author challenges conventional human resources management and talent management wisdom by arguing for selecting and keeping employees that lack confidence ; and that this will spur employees to become more competent which, in turn, leads to higher levels of confidence. Chamorro-Premuzic asserts in his reasonably easy to read and well researched 221-page analysis, plus 24-pages of bibliographic references or Notes, that to build lasting competence, the best way to do this is through maintaining low--rather than high--levels of employee confidence. His main argument here is that high levels of confidence essentially blocks opportunities for self-improvement. Further, ample reseach and much anacdotal evidence suggests that low confidence is a major driver of change. And correspondingly, change precipitates competence enhancement. In addition to the core message or theme of the book--competence trumps confidence--the author chronicles how to take advantage of low self-confidence ; manage ruputations ; boost careers and a sence of security ; enhance inter-personal skills and self-esteem ; and lead a healthy life. This inciting and though provoking book will be of interest to readers attracted to the convergent notions of competence, confidence, self-esteem, and insecurity. The book should attract professionals whose work includes leadership, management, careerism, and interpersonal transactions tied to success outcomes.