List 3 reasons management should show more interest in the B players. In your own words
explain the thought process behind those reasons.
Commonly employees are classified into three as A, B, and C players (Gimbel, 2016). This is an
informal classification that is based on talent, skills, performance, and temperament. The A
players are highly motivated and high-performing employees while the C players are least
motivated and low performing employees. The B players are in the middle comprising the
majority of the employees in any given organization (Gimbel, 2016).
Most of the time managers give attention to A players and C players while B players get
overlooked. A players are groomed to be the future executives of the company and C players are
supervised to improve their performance (Gimbel, 2016). However, many pieces of research
show that the success and growth of companies are greatly dependent on the performance of B
players since they account for the vast majority of the staff.
There are several reasons why managers should give more attention to B players. One of the
reasons is that B players are truth-seekers and truth-tellers (DeLong & Vijayaraghavan, 2015).
This is born from the curiosity to understand how their work impacts the firm and clients. They
are not only interested in their career advancement but in the company's future as well. This will
push them to ask questions and dig deeper to find the truth. Their inquisitive nature will help the
company minimize unnecessary spending increasing company's profit. Additionally, they follow
accepted industry practices that will prevent unethical activities.
Another importance of B players is their desire to improve and succeed (Gimbel, 2016). They
may not have as many skills or qualities as the A players. This will push them to work on their
limited skill or qualities to reach a higher performance. Eventually, they will specialize in a few
areas and provide unique support for the organization. Since they don't boast about their
performance they continuously improve their performance.
Finally, B players provide stability to companies especially when they face difficult times
(DeLong & Vijayaraghavan, 2015). Commonly B players stay in the same company longer
enabling them to experience easier times and tougher times. Their experience will help them to
become more stable during bad times. Furthermore, they share their experience with newer
explain the thought process behind those reasons.
Commonly employees are classified into three as A, B, and C players (Gimbel, 2016). This is an
informal classification that is based on talent, skills, performance, and temperament. The A
players are highly motivated and high-performing employees while the C players are least
motivated and low performing employees. The B players are in the middle comprising the
majority of the employees in any given organization (Gimbel, 2016).
Most of the time managers give attention to A players and C players while B players get
overlooked. A players are groomed to be the future executives of the company and C players are
supervised to improve their performance (Gimbel, 2016). However, many pieces of research
show that the success and growth of companies are greatly dependent on the performance of B
players since they account for the vast majority of the staff.
There are several reasons why managers should give more attention to B players. One of the
reasons is that B players are truth-seekers and truth-tellers (DeLong & Vijayaraghavan, 2015).
This is born from the curiosity to understand how their work impacts the firm and clients. They
are not only interested in their career advancement but in the company's future as well. This will
push them to ask questions and dig deeper to find the truth. Their inquisitive nature will help the
company minimize unnecessary spending increasing company's profit. Additionally, they follow
accepted industry practices that will prevent unethical activities.
Another importance of B players is their desire to improve and succeed (Gimbel, 2016). They
may not have as many skills or qualities as the A players. This will push them to work on their
limited skill or qualities to reach a higher performance. Eventually, they will specialize in a few
areas and provide unique support for the organization. Since they don't boast about their
performance they continuously improve their performance.
Finally, B players provide stability to companies especially when they face difficult times
(DeLong & Vijayaraghavan, 2015). Commonly B players stay in the same company longer
enabling them to experience easier times and tougher times. Their experience will help them to
become more stable during bad times. Furthermore, they share their experience with newer
