Wenn Menschen größere Geldbeträge erhalten, ändern sie ihr Routineverhalten. Das scheint die Erklärung für die überraschende Überschrift zu sein, aber lesen Sie selbst:

You have a slightly higher chance of dying in the days after you get a paycheck, bonus, or Social Security payment, say William N. Evans of the University of Notre Dame and Timothy J. Moore of the University of Maryland. For example, during the week when the 2001 U.S. tax rebate checks arrived, mortality among 25-to-64 year olds increased by 2,5% and during the week when dividends are paid to Alaskans from the state´s Permanent Fund, mortality increases by 13%. Higher levels of activity such as driving and recreation after money rolls in are the likely causes of the effect, the authors say.

Professional ambition is extraordinarily high among women in the emerging markets of Brazil, Russia, India, and China, as well as in the United Arab Emirates, say Sylvia Ann Hewlett and Ripa Rashid, authors of Winning the War for Talent in Emerging Markets.

The proportion of educated women in those countries who reported in a survey that they are „very ambitious“ is 59%, 63%, 85%, 65%, and 92%, respectively, compared with 36% in the United States. The numbers of women who aspire to the top jobs in companies is similarly high in those countries, the authors say.

Performance reviews tell you whether someone is doing an adequate job, but they fail to reveal whether people are doing the right jobs. This is especially problematic for average performers—those not good enough to be high potentials, but not bad enough to be fired.

Don’t let these folks limp along in roles that are not right for them. Instead, perform „fit tests“ at regular intervals that compare people’s strengths and interests with their current job descriptions. For example, is someone in product development, but better suited for a position as an industry researcher? Trust your instinct if you sense there’s a mismatch, and be honest. You might help average employees become stars.

Changes in productivity and wages over the past decade mean that it is now cheaper for companies to hire workers in Germany than in Spain, says Morten Olsen of IESE Business School.

Between 2000 and 2008, productivity rates in Germany increased 13%, while in Spain they rose just 5%. At the same time, Spanish workers‘ pay climbed 38%, while German workers‘ compensation increased only 14%. Olsen questions the wisdom of Spain’s recently proposed austerity measures, saying structural issues in the country’s economy are more worrisome than the public deficit.

Managers love to reorganize, but few employees like being reorganized. Structural changes provoke anxiety and confusion. Before you decide to redraw the org chart, consider these two things:

1. What problem are you trying to solve? Are you trying to focus more on customers? Do you want to reduce costs? Has structure become overly complex? There might be good reasons, but before you leap into a reorganization, be clear on the goal.

2. Is reorganization the only solution? Reorganization might solve many problems but it’s rarely the only solution. Consider alternatives first, especially ones that entail less cost and risk.