创建一部“机器”时，设计先于人，因为你需要的哪类人要由设计来决定。设计时，对于每个人要做好相应工作所需的特质，你要有清晰的设想。将责任赋予那些不具备职位所需特质的人是徒劳的。那只会使各方烦躁、愤怒，破坏工作环境。
为使人与设计相匹配，先制定一个规格表，形成一套一致的标准，用于从招募到考核的全过程。桥水的规格表中所涵盖的特质与我们的棒球卡是一样的。
不要因人设职。长期来看，这一举动几乎总是错的。你不想辞退的人表现不佳，你却仍倾向于为他另外再找一个差事，这种情况很常见。管理者常常不能客观对待自己的优缺点，使自己置于不当之位。
When building a “machine,” design precedes people because the type of people you will need will depend on the design. As you design, create a clear mental image of the attributes required for each person to do their job well. It is futile to give responsibilities to people who do not have the qualities required to succeed. It frustrates, and inevitably angers, all parties, which is damaging to the environment.
In order to match a person to the design, start by creating a spec sheet so that there will be a consistent set of criteria that can be applied from recruiting through performance reviews. Bridgewater’s spec sheets use the same bank of qualities as our Baseball Cards.
Don’t design jobs to fit people; over time, this almost always turns out to be a mistake. This often happens when someone you are reluctant to let go doesn’t work out, and there is an inclination to try to find out what else that person can do. Frequently managers fail to be objective about their own strengths and weaknesses, and put them-selves into roles that they’re not a click for.
