Book Description
Trust. Speed. Change. They may seem like disparate goals, circling in separate galaxies. And plenty of companies certainly treat them as such, destroying the trust and morale of employees in the name of brief bursts of speed and short-term change initiatives.
But trust, speed, and change are not disparate. In fact, they're inextricably entwined and absolutely essential for survival, says Dr. Edward M. Marshall, an early and active proponent of the collaborative workplace and the author of the landmark Transforming the Way We Work. "In business," assures Marshall, "you do not get speed by going faster. You create speed by breaking through the barriers of distrust in our work relationships."
In his latest book, Marshall offers a breakthrough model for building organizations that can swiftly and effectively respond to rapidly changing business needs. It's a model that values principle over power and people over processes--and that focuses on integrity, trust, and collaboration. His approach treats the workforce NOT as a cost or liability, but as an intellectual asset and irreplaceable resource.
While other books and business thinkers recognize that trust is a crucial ingredient to achieving success, BUILDING TRUST AT THE SPEED OF CHANGE is the first to explain HOW to tap into the power and flexibility of this "relationship-based" corporation. Complete with step-by-step instructions, benchmarks and guideposts for tracking your way, ready-to-use tools and techniques, illuminating vignettes, and a running case study, the book shows you how to: * Strip away the old fear-and-compliance management style * Cultivate the full commitment and loyalty of employees * Re-engage the knowledge, energy, and potential of your workplace * Infuse the element of trust into your organization's culture, leadership, work processes, structure, systems, and outcomes * Understand how the principles of character, will, and discipline affect leadership, the workforce, and the organization as a whole * Overcome obstacles that can stand in the way of creating a fully functioning, trust-based corporation.
Marshall's "Collaborative Method" has been tested and fine-tuned in hundreds of companies, both small and large. It's worked to mend strategic alliances, facilitate business process redesign, mediate solutions between entrepreneurial partners, jump start cross-functional teams, push forward cultural transformations...it's worked in any situation where companies needed a new, better way to achieve greater quality and faster speed.
In fact, in today's relentlessly competitive marketplace, speed is of the essence. New information technologies and simplified processes won't help you outstrip the competition. The old command-and-control style of leadership definitely won't do it. Only re-engaged people can create fast, flexible organizations--and only trust will motivate your workforce to meet the challenge. Let this inspiring, deeply felt, yet pragmatic book help you mobilize the extraordinary power of the trust-based relationship.
Customer Reviews:
Excellent "Why" Book.......2002-11-07
If you are looking for a "how" book, look elsewhere. However, if you are looking for a "why" book this is the one. Why is trust important? Why are relationships essential? Why follow the relationship-based approach? The answers lie here. It is a well documented and, I believe, important book to read.
no valuable content.......2002-05-13
I was looking for a book on how to create trust. The title of the book, and the idea that fundamental change only happens in a culture of trust, seemed to be exactly, what I was looking for. The book contains chapter after chapter just a description of a dream world. The plenty of examples are simply narrative stories that are full of fairy tale. The examples to show, what doesn't work are simply fiction by the author. Anybody can make any point and invent a story to proove that point.
I couldn't read the book entirely. Reading a few chapters and picking interesting spots didn't show a single concrete step on creating trust, or concept on how trust is created.
Read the title, that's about the only valuable part of the book and save the money.
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Employment and Employee Rights (Fundamentals of Business Ethics)
Patricia H. Werhane ,
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Tara Radin
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The Disposable American: Layoffs and Their Consequences
ASIN: 0631214291 |
Book Description
Of interest to anyone who wishes to understand more about employee rights and the revolutionizing of employment models, Employment and Employee Rights addresses the issue of rights in the workplace from the perspective of both employees and employers.In the process of exploring arguments for guaranteeing rights, the book examines the relational, developmental, and economic bases upon which they are founded. New dimensions of employment are also considered, including a model that incorporates growing workplace diversity, builds upon our understanding of the legal landscape, and expands upon our justifications for recognizing and protecting rights.Employment and Employee Rights defends employee rights as economic value added for employers and companies, and it suggests a model where employees engage in meaningful work, maintain their autonomy, and exercise a level of control over their employment.
Book Description
WorldCom. Enron. Tyco. Shocking accusations of dishonesty and silent complicity have dominated headlines recently, and cost the American economy trillions of dollars. Clearly, dishonesty doesn't pay.
Drawing from these stories, as well as from more positive ones, Absolute Honesty shows how to establish and maintain a culture where honest communication is the norm, and employees can speak openly without fear of retribution. The book illustrates the impact that truthfulness and accountability can have on organizations, attacking the sort of passivity that allows little lies to grow into giant disasters.
Structured around the Six Laws of Absolute Honesty, this insightful book goes beyond simply extolling the virtues of ethics to provide a template managers can use to maintain an environment of healthy debate. It also contains a toolbox of techniques anyone can apply to improve his or her ability to confront and resolve difficult issues.
Companies can reap huge benefits from cultivating an atmosphere of trust. Absolute Honesty is an important, timely book that provides readers with the tools and strategies to establish a culture in which communication thrives and results speak for themselves.
Customer Reviews:
This is a topic that we should all get our teeth into.......2006-10-21
This book is outstanding. Bob has extensive experience in Intel, Tektronix and other technology companies as a senior HR executive and has captured the power of honest communication. There are so many things that get in the way of honest commination and working towards this end can be discouraging if your culture does not support it. However, using the principles that Bob outlines will provide a powerful bottom line impact and should not be ignored. Very powerful book. Now if only every one followed it.
Absolute Advice.......2006-05-24
This book sets out and reasserts the moral compass that all companies - and individuals - need to be successful, not only in business but as humans and partners. It's beautifully written, compelling and should be required reading for all executives and managers of companies. It may seem basic but the more sophisticated we are - or think ourselves to be - the more likely we are to neglect these lessons. A book to remind us of our essential fallibility - and our essential goodness, if only we care to care.
The best current work on honesty and leadership.......2006-03-08
This is the best current work on honesty and leadership. It is well-written and enjoyable to read. Johnson is a consultant and speaker. Phillips was in human resources for 30 years with several known companies. Their ideas come from their work and consulting observations. Their six laws are good points we all could inculcate in our lives and leadership.
A Plan That Could Work.......2005-03-22
Given today's moral relativism this is a tall order, but it is also exactly what is needed. It's time we return to the days when a handshake sealed a business deal. OK, I admit we can't get there, but this book outlines a reasonable alternative.
Johnson and Phillips create a plan of action based on establishing values and obtaining honest feedback from employees. They do this by first challenging the reader in the first two chapters, and then outlining the "Six Laws of Absolute Honesty." They spend the rest of the book explaining to the reader how an environment of absolute honesty can be achieved.
Such a program will face many transitional difficulties, and from what I can see Johnson and Phillips cover them all. They provide thorough explanations and step by step instructions to overcome the most difficult problems (e.g. the six steps of constructive confrontation, The Manager's Code of Conduct, or the Five Tenets of Ethical Behavior).
As expected, the authors do not shy away from controversy. For example, they do not advocate the conventional wisdom of pushing a win/win approach to problem solving. They recognize that on occasion right must prevail and doing what is right may not result in a win/win. Finally!
For the busy reader, this is an easy book to read with lots of titled breaks, a good index, and a few fun terms like "lipotage" - giving lip service to an agreement then later sabotaging it.
Insightful!.......2004-03-02
This handy guide endeavors to reduce the complex challenge of ethical leadership - with which great minds have struggled for thousands of years - to six simple and absolute rules of honesty. The authors, Larry Johnson and Bob Phillips, clearly explain each rule of absolute honesty they have derived and provide many illustrative anecdotes and examples drawn from daily life. There is a fascinating, moving story of one co-author's unforgettable experience as a high school track star, and another account about a couple whose marriage ended in divorce after the wife insisted on acting dishonestly. Perhaps the authors believed that this volume would move even the greatest crooks to resolute and unswerving honesty. Alas, that is beyond their scope. However We find that ordinary businesspeople seeking general guidelines might find useful counsel here. Hey, at least it's a start.
Book Description
Layoffs have become a fact of life in today’s economy; initiated in the mid 1970s, they are now widely expected, and even accepted. It doesn’t have to be that way.
In The Disposable American, award-winning reporter Louis Uchitelle offers an eye-opening account of layoffs in America–how they started, their questionable necessity, and their devastating psychological impact on individuals at all income levels. Through portraits of both executives and workers at companies such as Stanley Works, United Airlines, and Citigroup, Uchitelle shows how layoffs are in fact counterproductive, rarely promoting efficiency or profitability in the long term. Recognizing that a global competitive economy makes tightening necessary, Uchitelle offers specific recommendations for government policies that would encourage companies to avoid layoffs and help create jobs, benefiting workers, corporations, and the nation as a whole.
Customer Reviews:
We Are Contractors.......2007-08-01
"The Disposable American" appropriately touches on many areas outside of, but directly related to lay-offs: sociology, culture, media, politics, public policy, and the psychological condition of those involved.
Lay-offs are an important topic but the way it's presented seems too subtly poignant and explicitly tragic. Within the first couple pages of "The Disposable American" author Uchitelle sets the tone with a term for these millions of layed-off American workers: "victim." The word "victim" is used all-over the spectrum in modern-day America and frankly, it gets tiring. So, layed-off workers are victims? Quite a strong term. I wouldn't refer to them as this. (But I do believe working and middle-class blue and white-collar employees are no longer winners in today's society.) And conditions won't be changing for the better in the short and long-term future. Employees need to adapt and psychologically view themselves as contractors. Contractors, is what we were today. And it's not entirely negative. It can be positive. "You....are not your job." Your self-worth should not be associated with your job title nor tenure in today's work-world.
Economic reality + social engineering. This is they way things are because it's expedient for investors and it's *planned* to be that way. 37 states have At-Will employment laws. U.S. labor laws are the worst in the industrialized world.
One of the many examples in "The Disposable American" is IBM. IBM publicly stated in 1994 that workers who are efficient, loyal, and productive cannot be guaranteed job security at IBM. When thousands were layed-off from IBM they were rehired to work for....IBM....as contractors. The company concluded that workers who fear lay-offs can provide more "adequate" results (page 145). Employees that were retained (not let go) were "shell-shocked" and still afraid of losing their jobs afterward. Even though a Harvard Business School Study specifically concluded the wrong workers were layed-off and the ones retained often weren't (and still aren't today) trained to deal with the new responsibilities and additional workload (page 194).
Increasing immigration is also welcomed. Immigrants are less likely statistically to complain about conditions or labor codes, and provide employers with a large pool or workers at the low end of the pay scale.
Uchitelle's personal sob stories of working stiffs having to leave one mundane dead-end job for another is really nothing new. Staying in the same industry is Old School. Dinosaurs. Do Defined Benefit Pension Programs enslave employees and tie them to a company and industry? Are these workers too lazy or stupid to invest on their own for their future? 401Ks for most are a scam: limited investment choices that especially hurt older contributors and hidden fees that significantly eat into returns the longer a worker stays at the same company, and doesn't roll it over into their own IRA that often have lower expense ratios of their choosing. People don't stay in the same industry and/or with the same company for a long time, and those that do risk having to transition into new gigs unexpectedly in their twenties, 30s, 50s, and beyond.
In this book there are many individual and family stories of personal circumstances. Many personal stories using a person's first name, hometown, and former "career" are elucidated. Then descriptions of the financial and emotional difficulties faced by those who get layed-off/down-sized/riffed are noted. The politically correct corporate euphemism is "Involuntarily separated."
<---I like this one.
The Lay-Off Routine Is Well Refined:
Airplane mechanics are important. Their work assures planes fly safely. But their jobs can be contracted (outsourced) inside the U.S. When these mechanics were layed-off en masse they were invited to a hotel and given a seminar to be "counseled out." The speaker told them that credit card and mortgage companies gave "special consideration" to layed-off workers. The counselor held up a sample form letter to creditors, for all to see. The layed-off worker can request a reduction in monthly payments for these debts temporarily. They were instructed to ask for the reduction before they get "60 days behind on a debt." And they were also given the book "Who Moved My Cheese."
Lay-Off expansion and political opportunism of the 1990s:
In the mid-1990s lay-offs transcended from not only the blue collar industries but to the white collar and professional industries. At this time, more media attention was given not only to the lay-offs themselves but *how* people were being let go. CEOs were going public giving news conferences to publicize lay-offs in the hope that their company stock would go up. Political Translation: too many voters were losing their jobs and the Presidential, Congressional, and State elections were only months away in 1996. Pat Buchanan was very successful in tapping into voter anxiety and angst by his protectionist "save-the-jobs" policies.
Factual truths from this book:
1. Lay-offs and lack of job security will continue for several decades or longer.
2. If a layed-off worker gets more training and education they will maintain or increase their current market value. This is statistically false.
3. The savings of laying-off workers will help companies and in the long-run workers will be better off.
The solutions give the layed-off the right to sue, and Uchitelle even advocates taxing people with higher incomes. Like this money will be redirected to the layed-off or pay for retraining, and such? It won't be re-directed, and it should not be. Furthermore, it won't happen and it's not fair.
The index is large, and there are many book titles author Louis
Uchitelle cited and noted throughout the book. This book is about us. And it's also about you, even if you think you are safe.
AMERICAN DISPOSABLE .......2007-05-30
I have just finished re-reading David Halberstam's The Fifties as part of an attempt to better understand that period as the foundation of many social, political and economic and cultural post-war trends that continue, or have been expanded on, today. The book under review, to its credit, puts forth an analysis that undermines one critical part of the `myth' of the Fifties. That is the proposition that `a rising tide lifts all ships'. Given the tremendous advantage the American capitalist economy had after its World War II victory combined with certain ameliorative changes in corporate and labor culture there was a seeming feeling that things would keep getting better and better. That based, of course, on an assumption that one did not challenge the capitalist basis on which this system was built. Today, after the victory of that unchallenged assumption, the chickens have come home to roost. The classic case for what amounted to class collaboration was the `partnership' between the Walter Reuther-led United Auto Workers and Detroit's Big Three automakers in the immediate post-World War II period. The result was the closest that this country has ever come to a Europeon social-democratic arrangement between business and labor. The recent purchase of one of the Big Three, Chrysler, by a private equity company that will inevitably entail another massive round of layoffs in the already devastated American auto industry was greeted without a peep by the Auto Workers Union. Times have changed, and not for the better.
Thus, clearly those days of so-called `social contract' derived capitalism, whether illusionary at the time or not, are over and have been for a while. The most compelling data centers on the seemingly never-ending fact that while those who manage the capitalist empire has vastly increased their wealth and position the mass of Americans has either been spinning their wheels or going under. This book is an `up close and personal' look at those who did not make it for one reason or another but mainly because they were caught up in the vise of a dramatic changeover in corporate culture which can be paraphrased bluntly as the `survival of the fittest'. One thing that is clear from all the interviews, unfortunately, is that few working people, and this book is really about working people, have a political clue about what has happened to them and why. Or, moreover, what to do about it. The amount of self-doubt, personal guilt and bafflement expressed in the book shows more clearly than any current theoretical Marxist treatise that I have read why this runaway capitalist system is still in place. Still, if these interviews emphasize that the task to change things may be daunting it nevertheless needs to be done. While the author offers no particular remedy for this growing economic inequality he does perform a service by laying out the problem. It is our task to break the logjam. And given the dominant corporate culture and its ruthless workings the fight will not be pretty.
Masterful, Thought-Provoking View of Downsizing.......2007-05-07
Louis Uchitelle has penned a masterful and thought-provoking look at the history of layoffs in the U.S. economy over the past 60 years, including their hidden costs. This book deserves to be read by all who have been laid off, who fear they might be, or who are interested in the future of the American workforce.
Uchitelle challenges the conventional wisdom that mass layoffs are an effective way to preserve American competitiveness. He provides a survey of how the employment paradigm has changed over the past 60 years-- from a belief that jobs should be preserved and that downsizings should be used as a last resort, to the current belief that periodic layoffs are required to maintain America's competitive posture. Uchitelle's thesis is that most workers do not recover readily from a layoff. Relatively few find employment at their previous salary levels and the layoff typically exacts a debilitating psychological toll. Even worse, America's continued endorsement of global free trade has allowed other nations unfettered entry into the American economy while eliminating American jobs. Uchitelle provides estimates that NAFTA-- sold to the American public as a job creation tool-- has in fact created net American job losses estimated at 450,000- 1,000,000 positions.
Think you're safe by virtue of education, high pay, or length of tenure in the workplace? Uchitelle offers case studies that indicate that layoffs are increasingly affecting all socioeconomic levels, including senior executives and the holders of Ivy League college and graduate degrees. In short, job insecurity is becoming pervasive throughout the U.S. economy.
Sadly, the reality of job insecurity is generally unacknowledged. Uchitelle reports that the political consensus has retreated to that of the early decades of the 20th century: that employability is the sole responsibility of the employee and that the employer can and should hire and fire at will. Sadly, the unions have acquiesced to this trend and white collar employees have been slow to recognize their vulnerability. As a result, there has been little pressure to address the matter of layoffs through government policy.
Free market enthusiasts will no doubt believe that Uchitelle's narrative reflects an efficient market response to globalization: goods are being produced where labor costs are cheapest. But the fabric of American society is being torn by growing employment insecurity. Perhaps it is time to re-examine the responsibility of both business and government in creating and maintaining employment and American competitiveness. While I did not agree with many of Uchitelle's policy prescriptions, I fully endorse his conclusion that it is high time to re-address current thinking on this subject.
Too much sympathy.......2007-02-21
There is a good section on the history of the workforce industry and decent research, but I didn't care for the author's slant and the solutions chapter. Solutions just weren't realistic, inviting more government regulations and policies which rarely trickle down to the people in the event of a mass layoff. I was waiting for workable solutions for the financially devastated family with the college educated bread-winner in the $45K-$70K/year range. You know, the ones that keep getting caught in the major layoffs every 4-6 years with little pension in their 401K's, while getting heavily taxed for dipping into their own money to make it through the unemployment period, or the ones fending off debt from credit card companies. Don't kid yourself. None of the current government agencies will help this group in any manner. And credit card companies are indifferent to understanding a moment of financial crisis, despite what the author suggests in one scant paragraph. Some raise your interest rates, others will go straight to your credit agency on the first late payment. Most are in the business of making money off the high risk group. The author gave no real solutions for the worker in the event of a layoff.
The author spent too much time on the emotional sympathy factor, even contriving that one man, who's wife is an attorney making more than the average income, is in the dumps, but doesn't know it. The author and the man's wife are going to help him. Maybe he's perfectly happy being a house daddy with a wife with more earning power? They obviously weren't hurting too badly. They bought a second house while he was unemployed. The author also followed a few workers over the years some of who had a larger income and/or nice retirement packages ($1 mil). I had trouble sympathizing with those folks as well. How about those many folks from American Airlines who had tenure but were forced to leave without their pension packages - a little policy written by American allowed them to not offer it. Right now, some of them too young to retire and too old to ever see that kind of pay again. It's no surprise that the psychology professionals won't publish a paper of the mental health hazards of being laid off. Most of those they deal with can afford to still see a psychiatrist and their "devastation" is more self-inflicted than financial. I just can't agree with the author's emphasis on the sympathy approach.
Simple solution: Make corporate raiding illegal or make companies accountable to show a detailed report that mass layoffs are in the best interest of all involved. Since when can and does government actually make real workable solutions for those who most need it? Most of the time the paperwork and qualifications are so cumbersome; most people in the college level average income don't even qualify for benefits to supplement during a real hardship; or there are so many loopholes only a few lower end income people qualify.
Bottom line is that government won't do much to change the situation so it's best to have solutions for the workers. The author didn't address those solutions. He wrote this book mostly for policy makers. Most people are aware of mass corporate take-overs, then the lay-offs, and what it means for job security. We lost faith in corporate security years ago and accept the current trend. What can we do? We need to feed our families. Also, people need to understand that although statistics show that a college education might yield one a better job and better pay, that isn't always the case. I know plenty of college educated people not working in their field and struggling to move up the ladder in another unrelated field of work while paying unforgivable college debts. Being college educated can also make it difficult to find another job when too many of the same are vying for the same position(s). It's become a game of who's the youngest and will take the least amount of money. Again, the average American is on his own. Make the best of it.
Right now, statistics show there are plenty of jobs, in spite of mass corporate lay offs, so we should be happy, right? Let's see our policymakers, government officials, and CEO's live on those jobs.
The author's proposals lack full discussion.......2006-11-07
Anyone who has been laid off or knows someone who has will undoubtedly sympathize with the goals of Louis Uchitelle. In his book "The Disposable American", he succeeds in describing the pain of economic dislocation but unfortunately his discussion of the history of employment security is weak in parts and when he recommends solutions, he ignores some of the obvious trade offs his solutions would entail. Thus anyone looking for real discussion of policy options is going to be disappointed by this book.
To capture the human side of job loss, Uchitelle follows the paths of a group of laid off workers. Many of his case studies where former airline mechanics employed by United but he also speaks with several dislocated workers from the white-collar world. It is hard not to empathize with the individuals discussed.
His description of employment security in the United States is a bit selective. According to Uchitelle, the country was an oasis of job security until the 1970s. While he admits that security was not stellar up through the end of the Great Depression, he devotes a fair amount of time to extolling the virtues of the period from the 1930s to the 1970s. It is true that the probability of being laid off from one's job was lower during this period than the three decades since the mid-1970s, however, he glosses over some of complications to the story. Unemployment spiked at various times during this era (most notably in 1958 and 1961 when the seasonally adjusted rate of unemployment was higher than it has been anytime since 1993) and I am sure people in those periods felt a sense of insecurity. One more important complication is labor force participation, it was much lower in the period in Uchitelle extols than it is today (mainly from fewer women in the workforce). Yes, it is true the chance of being laid off is higher today but so is the chance of having a job. Had he tried to measure the percentage of the population who has a secure job (defined by tenure), the picture might not have looked as grim.
Uchitelle also gets a bit sloppy at times, when discussing the impact of the North American Free Trade Agreement he misrepresents job loss figures reported by publication "NAFTA Revisited: Achievements and Challenges". The footnote on page 262 suggests the publication reported a net loss of 425,000 jobs from NAFTA. However, on page 41 of the publication cited, it suggests 525,000 lost jobs (and the authors even question this figure) or 58,000 per year between 1993 and 2002. They also suggest 100,000 were created each year between 1993 and 2003 as result of increased North American trade (although not necessarily attributable to NAFTA). Broader employment numbers also show explosive growth in the number of jobs and declining unemployment. Two points are in order here; whatever the reasons, labor market trends after NAFTA were overwhelmingly positive and secondly, there is no way to verify the figure of 425,000 lost jobs with the source Uchitelle provides.
Finally, Uchitelle adopts the role of mere advocate when proposing solutions and as such, he does a disservice to the reader. His ideas may be worthy, but policymakers will not adopt them without considering the trade offs involved. If one takes Uchitelle's rhetoric at face value the government could simply mandate better working conditions and more job security and workers collectively would be better off. Many of Uchitelle's ideas are already in practice elsewhere in the world and he ignores a glaring problem in some of those areas, much higher structural unemployment. The lay off arbitration scheme he recommends is already law in continental Europe as is the higher minimum wage. The rate of unemployment in much of Western Europe is much higher than the U.S. rate and the types of laws Uchitelle recommends are often cited as reasons.
He thinks the minimum wage should be $12 an hour and suggests the proposal would "eliminate low wage work as a form of lay off". He simply ignores the certainty that less labor will be demanded. A fairer presentation might suggest trading fewer job opportunities is worth greater job security for the remaining jobs. Of course, this would require substituting one social ill for another, as those who are chronically unemployed are also subject to emotional strain.
Some of his ideas are good, such as taking steps to prohibit states and localities from enacting massive tax giveaways to lure employers to their areas. However, he seems to have an almost divine faith in the ability of the government to create full employment by fiat but real world examples of this ability are lacking.
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- Delving into the REALITIES of gainsharing.
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Gainsharing and Power: Lessons from Six Scanlon Plans (ILR Press Books)
Denis Collins
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The Gainsharing Design Manual
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Gainsharing: Creating and Sharing Success (Crisp Management Library, 26)
ASIN: 0801434904 |
Book Description
Denis Collins believes that participatory management systems are inevitable in democratic societies because they are ethically superior to authoritarian management systems. Managers must begin to share decision making and economic outcomes with their employees if they want to obtain long-term efficiency and effectiveness in a competitive business environment. Changes in power relationships are bound to occur in the transitional period, Collins reports, and will challenge the flexibility of management.
Scanlon Plans were developed in the 1930s as a way to link improvements in productivity to employee wages. Popular because of the large amount of employee involvement in their design, Scanlon Plans are in place at 260 Fortune 1000 companies, as well as many smaller firms. To understand the considerable variation in the success of gainsharing plans and participatory management more generally, Collins studied six companies that used Scanlon Programs, explaining the nuts and bolts of each plan. He addresses the concerns of workers, managers, and unions when they were present, highlighting political games employees must address to enhance success. Collins then offers a new theory of gainsharing based on conflicts of interest at work.
Customer Reviews:
Delving into the REALITIES of gainsharing........1999-02-28
The purposes of this study of six companies that use the Scanlon programs (a way to link improvements in productivity with pay) are to understand how they work and explore the concerns of employees, management and unions. The research and discussion also highlight political games relating to sharing power and economic gains. This book stands out from others we have reviewed on this subject because it is a truly in-depth exploration of the REALITIES of gainsharing. This is an insightful and informative work that is solidly based on empirical findings. Read this book before you plunge into implementing a gainsharing program. Too many management books toss out some trend data, cherry-pick a few happy examples, and then propose that you implement the 'great idea.' Collins' book illustrates the vital importance of careful research. If management is going to make informed decisions about approaches to motivating employees (and other organizational and human resource management initiatives), research of the type this book is based upon, is desperately needed. Unfortunately, it is the quick-read, fad fostering, pop-management books that tend to get the spotlight. Includes references. Excellent-highly recommended.
Book Description
Taking its name from the infamous basement party room of a major brokerage branch near New York City, Tales from the Boom-Boom Room combines three spellbinding stories -- extreme, widespread sexual harassment and sex discrimination; legal maneuvering by Wall Street firms to deter or quietly settle sensational complaints; and multimillion-dollar class action lawsuits begun by a handful of female whistle-blowers against the two biggest brokerages in the nation.
The author, whose disclosures in the press became a rallying cry against sexual hazing at branch offices across America, takes the reader directly into a red-hot tangle of shocking allegations -- unprintable here -- and strenuous, across-the-board denials by firms and men accused. This drama's repercussions continue today, as new accusations are brought and longstanding complaints move toward the first-ever public hearings that the Boom-Boom Room case brought about.
Customer Reviews:
A Black Eye for Wall Street.......2004-11-10
I found it difficult to put this book down, and I would have given it 5 stars if the ending wasn't so weak. The end left me hanging and was a little confusing with all of the names and trials.
That said, I heard of some of the cast of characters in this book. I even worked for the same firm as one of them, and he was an arrogant guy who thinks his you know what doesn't stink.
Some of the stories in here were bizzare and almost all were well documented. Men and women should read this book to learn about Wall Street's dirty little secret. However, I am not convinced that this is a problem unique to Wall Street. I am positive that discrimination is in all industries, and it is not limited to sexual harrassment.
Packed With Knowledge!.......2004-06-16
Susan Antilla presents a powerful and startling indictment of the sexist behavior of stock brokers working for Wall Street and its offshoots, specifically Smith Barney's Shearson/American Express office in Garden City, Long Island. Women struggled to be hired, and then found that the men in charge of their careers practiced all sorts of sexual harassment and intimidation, from jokes to displays of sexual prowess, physical contact and threats of rape. As she describes, the bosses sought to bar women or trap them in low positions. While painting the broader picture, Antilla focuses on whistle blower, Pam Martens, who revealed the situation when she sued for damages. This skillfully written book reads like a fascinating novel, so graphic and dramatic that it is more like a screenplay than a report. We believe it will draw intense interest from everyone affected by this issue: female executives who face glass ceilings and harassment, male executives who must determine their own philosophies toward their female colleagues and human resource professionals who are charged with watching out for them both.
Kind of Relieving but sad.......2004-01-17
I read this book as I'm very familiar with the Brokerage Industry. I must say, while some of this is appalling, and people should never be treated poorly, it's relieving to know that there is a place where men are (were) still men. Men call each other disparaging remarks, call each other names, basically joke around and take it one step further. Unfortunately, women always want in, and it ends up ruining it for everyone. Any fun or solace we had is gone. It's a shame too, because those same women could have fun too and be "One of the guys" though fear of their lawsuits has now caused even the last bastion of men to fall. Why couldn't you just stick with Dr. Phil and leave us alone. Where can we hide from women and still be ourselves? Is there no place to go?? Even better, why can't those women just join us, rather than fight us! It would seem the last place men can work and have fun, and at the same time have women having fun with them is the Man Show, or the Howard Stern show. I'm sorry that sounds so sad, but it's our truth. Time's have changed, and while our son's will never know it, it's our own fault for caving to their whims, little by little by little. It's a women's world!
Very accurate.......2003-11-09
I was a successful broker for many years in one of Smith Barney's largest offices in the nation, and I can personally attest that the events depicted in this book, while shocking, are not exaggerations.
I would have appreciated if Antilla had consulted with some Constitutional law experts. She should have noted that the U.S. Supreme Court upheld mandatory arbitration shortly after Judge Motley upheld it in this particular lawsuit.
Antilla captures the culture of Shearson Lehman Bros. and Smith Barney with uncanny accuracy. Any investor -- male or female -- should read this book to understand some of the ways that the Wall Street good old boys network circles the wagons to protect their own.
A Case with a Twist.......2003-03-17
I'm a principal at an investment-banking firm although not a stockbroker so reading this book was a good exercise in reviewing the risks at our firm. The coverage in this book is exceptional. As discussed, investment-banking firms are ripe with potential for sexual discrimination. Partly because so many areas work on trading floors which breed a fraternity type atmosphere, partly because stock brokers tend to be fraternity/salesmen type guys, and partly because this environment has assistants, many who are women, working in close contact with these who sometimes consider themselves "masters of the universe." Confidence/cockiness is never in short supply at an investment banking firm's trading floor.
The first part of the book lays out the environment where sexual discrimination was prevalent. It's so clearly offensive that it's amazing there wasn't a larger settlement in this case. But this is where the book greatly details the unique twist in the case. The protagonist goes through two lawyers and watches as her lawyer and the opposing lawyer seem to become more in agreement than her and her lawyer. Eventually she's dropped from the settlement even though her name still appears on the class action suit. So while I thought I was a reading a sexual discrimination, the book turned into attorney/client relationships and attorney greed in class action cases.
Do I think the attorneys became more concerned about their large fee than their client? Yes. Do I think the original client could be difficult to deal with? Yes. But the outcome is tragic and no one got what he or she deserved. Justice was not monetarily served for the defendants in my opinion. I strongly recommend this book if you have interest in investment banking, law or women's issues.
Customer Reviews:
Good Service.......2007-02-24
Received Book in about 2 weeks after purchase. Book was in excellent condition. Good Service.
Exceeded Expectations.......2005-09-30
My textbook came sooner than expected and it was in great condition! The savings were unbelievable and I actually recommended using this seller to everyone in my class.
Book Description
"In the business and economic spheres, many of the most pressing ethical issues involve the employment relationship, such as the rights of employees versus shareholders, employee privacy and monitoring, whistleblowing, pay equity, discrimination, employee safety, anti-union campaigns, and minimum labor standards. Since the field of human resources and industrial relations is ultimately about people and quality of life, there is a pressing need to develop applications of business ethics for the employment relationship in the context of research, practice, and teaching."—From the Preface
In recent years, by following media coverage of many scandals of accounting and accountability, the public has gained a greater understanding of what can happen when businesses do not adhere to ethical practices. It is now time for the human resources and industrial relations communities to explore the application of ethics to the employment relationship and to discover the importance of treating employees, not just numbers, properly.
Book Description
Employers need to protect themselves from workers whose behavior damages the company. Does that give them the right to conduct random drug tests, read employees' e-mail, search desk drawers, and monitor off-the-job activities?
Workplace privacy issues are complex -- many employers are confused about their legal and ethical rights. The New Battle Over Workplace Privacy provides critical information to help companies create appropriate policies and practices. Through case examples, highlights of state and federal laws, checklists, and sample policies, this book shows a company how to:
* protect itself from employee theft, substance abuse, and other misconduct
* stay within legal bounds by learning what laws are (and aren't) in place
* avoid litigation -- and win the cases that do go to court.
Customer Reviews:
Be prepared!.......2006-02-16
Employers and managers today face an increasing number of threats to the organization. Theft of business assets costs U.S. companies an estimated $40 billion a year. More than one million employees a year are victims of workplace violence. Employees who download games from the internet increase the risk of introducing viruses to company computer systems and expose their employers to charges of software piracy. However, measures that employer's have taken to address these issues, like workplace surveillance and performance monitoring, have sparked a violent debate, and several lawsuits claiming invasion of privacy, sexual harassment and discrimination. Your best defense, says William S. Hubbartt, is to be prepared. He presents guidelines for helping you to avoid battles over workplace privacy and examines some of the laws that protect employees' rights.
· Develop policies that will stand up in court. The best way to avoid lawsuits is to clearly spell out the policies that the company will use to handle privacy issues like testing, conduct and performance monitoring. Before you draft your policies, make sure you are aware of federal and state laws that apply.
· When screening job applicants, relate all questions and checks to the job.
· Protect computerized records containing information about employees.
· Develop tests that fairly evaluate employee's work attributes.
· If you use drug testing, notify applicants and employees that they will be tested. Utilize procedures that allow them as much privacy and dignity as possible.
· Have a clear business justification for formal dress codes, such as public image, security or safety. Apply dress codes equally to men and women. Communicate the purpose of the dress code to employees.
· Banning solicitation at the workplace must apply to everyone, from girl scout cookies to distributing religious literature.
· Respect your employees lifestyle choices.
· Investigate if the problem is serious.
· Use monitoring to check routine issues.
Book Description
Affirmative action has been a divisive issue in the United States for close to thirty years. The controversy is alive today and the debate has intensified. This newly updated, highly readable collection provides an essential guide to the full range of arguments surrounding contemporary discussion of affirmative action making it a useful tool for students and general readers alike. Comprising nearly three decades of writing on the subject, the book follows the debate from early foundational articles to the most up-to-date opinions, and covers all the important stops in between.
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- Business Continuity: Best Practices--World-Class Business Continuity Management, Second Edition
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- Co-Active Coaching, 2nd Edition: New Skills for Coaching People Toward Success in Work and, Life
- Communicating Change: Winning Employee Support for New Business Goals
- Designing Organizations: An Executive Guide to Strategy, Structure, and Process Revised
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- Ethical Theory and Business, Seventh Edition
- Evidence Based Coaching Handbook: Putting Best Practices to Work for Your Clients
- Execution: The Discipline of Getting Things Done
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