Highly-skilled employees - good or bad?

Human resource plays a very important role in the success of businesses, especially highly-skilled employees who are ambitious, self-motivated, and self-sufficient.
High-qualified people, who have been well trained in both theory and practice can adapt very quickly to the work as they have experience in how to operate the work in the most efficient way. These people can make the work runs smoothly with high productivity. Moreover, ambitious workers may push a competition among staff that can make everybody tries their best to get promotion or they will be left behind.
Besides, all the bosses wish to have self-motivated and self-sufficient employees who can work independently without needing anybody push them. Their well-educated and hard-working will help to improve the quality of work as well as to save the time of supervisor keeping an eye on them.
However, these people also bring a lot of headache to employers as they are too outstanding, it will be very costly to keep them for your company and they are even not loyal to any boss because every company needs them. On the other hand, their knowledge is so grounded; they may not listen to others’ opinion even their supervisor’s advices. These people are able to work by themselves and don’t need support from anyone else which is very good, but in some cases, team working is required, for example, in a surgery or in some big projects that one person cannot handle all.
In general, although there are still some shortcomings remained, these employees are valuable resources for the company. To some extent, their talent and their motivation to work can make up for what are seemed to be shortcomings.

Crisis management

Issues and crisis management are two different kinds of management methods; however, people often cannot distinguish these two methods. So what is issues management and what is crisis management, and how they are different from each other? Well, issues are the public disputes that affect the operation; they are any trends, conditions either internal or external with continuous and significant effect on operation. And issues management is the management of these changes as well as discontinuous things. The difference between issues management and crisis management is that issues management tries to manage the issues and get them go your own way before they spread out and become crisis; whereas crisis management tries to deal with the issues after they have already expanded. The job of issues managers is to collect, and evaluate information in order to anticipate any implicit issues and response to them in a quick and proper manner before they get out of hand. In other words, we can say that issue management is proactive management while crisis management is reactive management. Once issue management fails to handle the issues, the issues will go out of control and become crisis. At that time, the job of crisis management is to cope with the crisis and solve all the problems arising due to the crisis. These problems are totally avoidable with a successful issues management. That’s why it is said that crisis management is failed issues management or crisis management is the consequence of a failed issues management.