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"Enthusiastic employees outproduce and outperform. They step up to do the impossible. They rally each other in tough times. Most people are enthusiastic when they're hired: hopeful, ready to work hard, eager to contribute. What happens to dampen their enthusiasm? Management, that's what.
The Enthusiastic Employee draws on 30 years of research and experience to show you exactly what managers do wrong¿and what they should do instead.
Drawing on detailed case studies and employee attitude surveys in hundreds of companies, the authors offer research-proven solutions¿not fads, nostrums, or phony shortcuts. Along the way, you'll identify the dollars-and-cents business case for high employee morale, learn exactly what employee morale means, and discover the specific management practices that offer the greatest positive performance impact.
The definitive guide to encouraging, sustaining, and profiting from employee enthusiasm!
- Techniques shown to increase employee performance 30-40%¿and increase stock performance, too!
- Proven solutions, real data, not fads! Based on research with 2,500,000+ employees in 237 companies
- Fairness, achievement, camaraderie: delivering the three core elements of a healthy workplace
- Stop your organization's managers from demotivating your employees
- Build a real partnership culture for the long term
"
Customer Reviews:
Follow It.......2007-07-15
"The Enthusiastic Employee" by Louis Mischkind, Michael Irwin Metzer, and David Sirota is a quality book for employers and employees. From entry-level workers, to lower, mid, and upper-level managers. All parties can benefit by just being aware of the points in this book even if they don't even implement some of or all of the concepts. (Awareness.)
The "Enthusiastic Employee" contains numerous important points. There is quality. But, will these ideas and concepts be followed and implemented? I don't think this question is cynical; in today's world many workers are realistic. The contemporary studies and polling reflect this phenomena.
And herein lies the rub: One of the positive points advocated in this book is that the concepts in it can help increase a company's stock performance, too. Investors will be happy. As for the research, the authors studied 4 million workers in over 89 countries around the world. Domestically, American labor laws are the worst in the industrialized world.
Three styles of management noted are: Autocratic, Laissez-Faire, and Participative. The latter involving communication that is sent and received up and down organizational and communication channels. A two way flow. This is theoretical. Idealistic but not followed for many, and implemented by some. The organizations that implement this according to the book, are listed.
The Window Dressing:
There are 4 parts. The chapters:
Chapter 1: What Workers Want - The Big Picture
Chapter 2: Employee Enthusiasm and Business Success
Chapter 3: Job Security
chapter 4: Compensation
Chapter 5: Respect
Chapter 6: Organization Purpose and Principles
Chapter 7: Job Enablement
Chapter 8: Job Challenge
Chapter 9: Feedback, Recognition, and Reward
Chapter 10 Teamwork
Chapter 11 The Partnership Organization
Chapter 12 Translating Partnership Theory in Partnership Practice
Part IV: Appendices
The quotes in the "Enthusiastic Employee" seem well chosen.
Books such as this can be helpful - if followed. However, the statistical surveys on U.S. management practices and about how employees feel about their jobs shows a distinct dichotomy.
This is a refreshingly optimistic book with positive ideas.
A Real Understanding of People.......2007-01-12
A scholarly but very practical book on how to help the people of a company maximize their performance and contribution. The three writers obviously understand the key motivating elements necessary for superior company results. Following the suggestions will inevitably improve operations.
Many similar concepts to those in the book "In the Best Companies - People Are Everything.
The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want.......2006-11-10
Great book! As a long time manager and executive, I kept saying, yes, yes! Looking at the quantitative research findings validated much of my thinking about people, organizations and leadership.
It helps sort out what is important for leadership of an organization. A great read for anyone in leadership.
I couldn't put it down once I got started.
What Does it Take to Motivate Employees?.......2006-07-04
"The Enthusiastic Employee" was written to extend the knowledge of what works and what doesn't to managers at all levels. What sets this book apart from most management books is the fact that it is based on official research. The authors do not merely present their own ideas on what sound management is all about. They actually back up everything they recommend using years of official research. Case studies and official employee attitude surveys spanning a period of about thirty years form the basis of the advice given in this book. This adds to the book's overall usefulness because it illustrates, in black and white, exactly what employees want in their jobs and what management needs to do in order to facilitate change and improve working conditions and performance.
I manage a few employees and my own experience at management was one of the key reasons why I wanted to read this book. I never considered myself a superior manager. I always assumed I had plenty to learn and this book, with its optimistic title and statistical nature, seemed like a good place to start. I opened the pages and started to read. Much of what I read was common sense but there are a few facts about employee/management relations that surprised me. For example, everyone knows that employees are more motivated to perform when they feel they are being properly compensated for their work but what many managers do not realize is that there is a limit to the added morale and added productivity that a pay raise will bring. If pay is lower than the industry norm, employees will rightfully feel disrespected and this will be reflected in their work performance. But if pay is raised too high, it can lead to a feeling of suspiciousness among employees and it often will not result in enough increase in productivity to justify the extra expense that comes with higher pay. Most of us don't think about this at all. We assume that higher pay will always lead to a more satisfied and more productive workforce.
Other surprises abound in this book and they help to keep it interesting. One thing I did not realize is that the majority of employees like their jobs. Based on official survey data, the majority of employees responded that they either love their job or they at least have good feelings about it. Dissatisfied workers are in the minority and this is probably due to the fact that an unhappy employee usually doesn't last in a particular organization for very long. Those who answered that they don't like their jobs are also the most likely to leave voluntarily or be forced out of an organization, helping to keep the numbers who don't like their occupation at a low level. I was surprised by these findings because I always assumed that the majority of workers do not like what they do for a living. The negative reports you read in newspapers and listen to on television about low employee morale are the primary reason I felt the way I did. The official research presented in this book, however, proves that this is false- the majority of workers have at least an average or better level of job satisfaction.
This book is intended for it to be used as an official blueprint for change and it even includes a management questionnaire at the end of the book that asks some of the key questions regarding employee relations. The answers to these questions are then evaluated so that a management team will then know whether or not the time is right to proceed to the next step and revamp its existing approach to management. Including employees in important decisions, making them feel like they are part of the team, and other changes need to be made in order to bring an organization into the twenty- first century. This book provides the guidance necessary to make these crucial changes. The old, authoritarian approach to management is a thing of the past and managers need to realize that it is time to change and move toward a more employee- centered work environment where everyone is treated like a partner in the success of the company.
The statistical emphasis of this book might make it seem more mechanical in nature and less personal but I think it adds an important component of credibility. So many management books are written each year and most of them are based solely on one person's theories or opinions. The Enthusiastic Employee relies on concrete facts to back its claims, allowing management to see the actual concerns stated directly by employees along with the remedies to the problems employees experience each day. Many pages in this book drive home important points by including the actual complaints or praise that employees stated when asked different questions on official surveys. These examples serve to prove the importance of the key components to sound management and what needs to be done at the management level to make employees more responsive, more enthused, and more satisfied.
To sum up this book, employee enthusiasm and the greater productivity that comes with it can be accomplished by doing one thing: giving employees what they want. Employees are very specific in what they feel are important components in their workplace and while it is unrealistic to think that every desire of every individual employee can be implemented, the bulk of employee needs and wants can be satisfied. The results of moving an organization in an `employee satisfaction' direction are almost always positive, with employees showing up to work motivated and ready to achieve. The necessary steps to reach this goal aren't always easy but it is important to get started quickly and The Enthusiastic Employee is a very helpful guide for achieving these goals. It offers a fresh perspective on management that doesn't rely solely on opinions to back its claims but instead provides official research that shows what employees want in their place of employment and what needs to be done to get there. It is a very useful book for management at all levels.
Why is this great book at ranked at 21,463 in today's Amazon Sales Rank?.......2006-05-28
When I scan through the impressive comments here, I am amazed that this book isn't purchased by everyone who wants to motivate employee performance to the highest levels. The authors refer to it as The Three Factor Theory, but it hasn't been a theory for me since I first learned how to give employees what they want over thirty years ago in the J.C. Penney Company.
In addition to the equity, achievement, and camaraderie factors, I also enjoyed their explanation of why participatory management is far superior to autocratic or laisez faire management styles when it comes to motivating top performance.
With the current focus on the many benefits of employee engagement, I would think this book would a primary source of information for learning how to involve employees in the success of a business or a business team. Does anyone doubt that equity, achievement, and camaraderie should be primary goals for organizational excellence?
It may be a little more academic for some readers, but that's what research is all about. A little dry, but they nailed what will motivate people to perform with energy, excitement, and enthusiasm.
Customer Reviews:
One of my top 10 favorite business books.......2005-03-16
Almost all business communication guides give us the "how" of speaking and writing. This book gives us the "what," by portraying forty-four types of bosses, employees, coworkers, and customers, and advising us on what to say to each. It's on the short list of recommended resources in my book The McGraw-Hill 36-Hour Course in Business Writing and Communication.
Just spent [price]to be told to "play nice.".......2001-07-26
I have read (and re-read) this book and only find more contradictions the more I read. For example, the authors say that behaviors come from our attitudes and that while attitudes look like "the best target" to alter they aren't because it's really the offensive behavior that you are out to alter. They go on to say on the next page that "we identify people rather than behavior as the problem" - "there are no problem performers only problem performances." Hmmmm. Didn't we just say on the last page that our behavior (hence our performance) is based on our attitudes? I guess the performance > behaviors > attitudes thing is not a two-way street! This book is really about changing YOUR behaviors around the "44" challenging types. I walked away from this book feeling like I had been given a huge laundry list of things not to do or say to these 44 types (as it might offend them or stress them out) and only a short list of weak options, at best, that had any impact on really changing their behavior. The sum of this book: be considerate of others and play nice -eventually they will treat you like a human being....
Very helpful IF you can face your own quirks too.......2001-06-02
I needed a book to help me with my supervisor, whom after 11 years working together successfully, was not responding to any communication attempts by me. (She is an Ostrich...according to the book)
I did not like the title of the book since it sounded manipulative, however, I was very glad I picked it up to see the contents. I used the "plan" on her and finally felt I had control. You can't change another person, but you can change your approach with that person. The outlines are easy to read and quickly tell you what won't work, what to try, and what to do if that doesn't work. It is not exhaustive, however, it offers a excellent starting point...which was all I really needed.
Suggestion: Buy the book, Scan through the second half of the book first to find the most relevant personality/traits. Read about that personality and go back to the front of the book to continue reading about that personality. (footnote type numbers lead you to the proper place in the front of the book)
I finally read the entire book and had some flattering and not so flattering realizations of myself which I have been addressing.
I think this book helped me get a promotion (away from that supervisor). My director saw the way I handled a no-win situation successfully. (I never told him or anyone else about the book.)
ljs
Helpful for anyone in a corporate setting.......1999-09-16
Although the title is somewhat misleading, this is a pretty good book for anyone working in a corporate environment. A more accurate title for this book would have been "How to communicate effectively with different types of people in your organization", because that's exactly what this book may help you to do. Anyone experiencing "communication problems" in their organization could benefit from the examples and suggestions provided by Deep and Sussman. I especially recommend this book for anyone working in the Human Resource department and anyone else with coaching or counseling responsibilities. If you have any questions, please feel free to email me - adamleft@webspan.net.
What a disappointment!.......1999-07-23
I really wanted to like this book and tried chapter after chapter to offer the benefit of the doubt. But, as pages turned, I found more contradictory statements and words of advice than anything else. For example, the authors teach that managers should not use the word "you" when confronting fellow workers. Then, on page 85, the authors suggest handling "snake" personalities by saying: "I know what YOU did." Similarly, the authors state that managers should shift their verbage from "what do you want" to "why do you want it?" However, on page 84, the authors suggest asking difficult colleagues the question of "what is it you would like me to do?" To end positively, I will say that the book offers very good examples of well-recognized office behaviors. The text would be so much more effective if the authors had consisently reinforced their positions on subjects, which they suggest in chapter five as a professional behavior we all should practice religiously.
Book Description
How would a typical American workplace be structured if the employees could design it? According to Richard B. Freeman and Joel Rogers, it would be an organization run jointly by employees and their supervisors, one where disputes between labor and management would be resolved through independent arbitration. Their groundbreaking book--based on the most extensive workplace survey of the last twenty years--provides a comprehensive account of employees' attitudes about participation, representation, and regulation on the job. More than anything, the authors find, workers want their voices to be heard. They desire a greater role in the workplace (but doubt management's willingness to share power), and have strong ideas about how their involvement could improve not just their lot but also their companies' fortunes. Many nonunion workers favor the formation of unions, and virtually all union workers strongly support their union. Most employees support the creation of labor-management committees--to which workers would elect their representatives--to run the organization and settle conflicts. And, contrary to commonly held assumptions, workers (including those in unions and those wishing to be) do not like dissension with their supervisors; they overwhelmingly prefer cooperative relations. The authors also report on the views of the supervisors, who confirm their wish to retain exclusive authority to make decisions, but demonstrate a willingness to listen more actively to labor's concerns by giving employees a more substantial voice on advisory committees. Freeman and Rogers present their findings within a broader picture of the evolving structure of labor and management in the United States. Their detailed description of their survey--how it was constructed and conducted--provides a model for workplace research in our time. And the results allow the voices of employees to be heard on matters profoundly affecting their jobs, their lives, and, ultimately, the state of the American economy.
Customer Reviews:
What Workers Want.......2000-03-14
Finally a book that ask's workers what they want, rather than some pontification of a organizational theory or anecdotal information by a Ivory Tower Guru. The authors used a multi-part survey that ask workers about what they wanted - participation in the organizations is what the workers seeked. Workers voiced their opinion in that they believe that greater participation in their jobs and organizations would both benefit the organization and the employee. The authors, Richard Freeman, Ascherman Professor of Economics at Harvard and Joel Rogers MacArthur Professor of Law, Political Science, and Sociology at the Univesity of Wisconsin believe representation and participation of the workers at their jobs would benefit both the employee and employer, who would gain a more engaged and committed workforce. A interesting section in the book covers, "Why Care about What Workers Want? The authors answer these questions with some thoughtful discussion. Compelling and honest! I thoroughly recommend it to Executives, Administrators, Managers and Human Resources professionals! I
Average customer rating:
- Fun chick lit read
- Not that entertaining
- Dreadful!!
- Clever, cynical and sweet
- Don't let the cute cover fool you.....
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What A Girl Wants
Liz Maverick
Manufacturer: NAL Trade
ProductGroup: Book
Binding: Paperback
 Comic
| General
| Literature & Fiction
| Subjects
| Books
Contemporary
| General
| Literature & Fiction
| Subjects
| Books
Friendship
| Women's Fiction
| Literature & Fiction
| Subjects
| Books
General
| Romance
| Subjects
| Books
General
| Contemporary
| Romance
| Subjects
| Books
ASIN: 0451211146
Release Date: 2004-03-02 |
Book Description
Debut novelist Liz Maverick takes readers on a hilarious ride through the ups and downs of twenty-something love and life...
Hayley Jane Smith doesn't want much. Well, she does want a job, ever since she asked for a raise...and promptly got fired. And she wants a certain rugged, handsome detective, who seems to be interested in her too...although it might be because she's a suspect in a murder he's investigating. Fortunately, Hayley has her three best pals to help her out-Diane the brainiac, Audra the career wiz, and Suz the sexpot-who are, unfortunately, brimming with bad advice.
From a bold new voice in fiction, this is a laugh-filled look at life, love, and the pursuit of shoes, and a dead-on story about going for what you want...once you figure out what it is.
A debut novelist takes readers on a romantic romp through the ups and downs of twenty-something love and life...From a bold new voice in fiction, this is a laugh-filled look at life, love, and the pursuit of shoes, and a touching story about going for what you want...once you figure out what it is.
Download Description
"Hayley Jane Smith doesn't want much. Well, she does want a job, ever since she asked for a raise...and promptly got fired. And she wants a certain rugged, handsome detective, who seems to be interested in her too...although it might be because she's a suspect in a murder he's investigating. Fortunately, Hayley has her three best pals to help her out-Diane the brainiac, Audra the career wiz, and Suz the sexpot-who are, unfortunately, brimming with bad advice. From a bold new voice in fiction, this is a laugh-filled look at life, love, and the pursuit of shoes, and a dead-on story about going for what you want...once you figure out what it is."
Customer Reviews:
Fun chick lit read.......2005-04-11
I loved this book. It was a fun chick lit read from the get go. Fast-paced and page-turning. Hayley was adorable and soooo identifiable. Loved the opening of the book how she completely lost control at her office with the dead body...and everything went crazy from there. Liz Maverick has a fun, fresh voice and I can't wait to read more stories from her. Quick read and very satisfying. Kudos!
Not that entertaining.......2004-10-25
The cover was cute, the description on the back looked good, and the beginning of the book was promising when I read it. So, needless to say, I was expecting a good read. Sadly, I was disappointed.
The plot of this book was this - Hayley loses her job and wants a guy so her friends try to give her advice on how to get what she wants - but a thin plot is fine if it's written properly. THis book, however, was not. It was definitely predictable and not that entertaining, although I did find one or two parts funny. Her friends aren't that interesting and you kinda wonder why she's friends with them at all since they don't seem to have much in common. Moreover, the writing style is good but not great, and it seemed like a lot of the book as just comprised of "filler material," even though the book is pretty short to begin with. The worst part of it was that the ending was beyond lame. You don't find out what's going to happen, and it's almost like the author just didn't know how else to end it and wanted to get it published asap. There are plenty of better books out there to read and I wish I hadn't bothered with this one.
I would not recommend this book to anyone (although I'd love someone to buy my copy of me, haha) and instead would recommend that if you want a good chick lit book tor ead about a girl losing her job and looking for romance, instead buy "Pink Slip Party" by Cara Lockwood.
Dreadful!!.......2004-10-12
This book is just that - dreadful! The worst book I've read in years. I can find nothing complimentary to say about it. The characters are one dimensional and self-absorbed. The writing is sophomoric. The story line is formulaic and quite frankly boring. I didn't care one bit about anyone in this story. What a waste of my money. Who ever edited this one should be fired. Bookstores are full of entertaining chick-lit. If that's your prefered genre look else where.
Clever, cynical and sweet.......2004-06-08
I thoroughly enjoyed this read; plowed through it in two days like a box of chocolates.
While there's just the right amount of over-the top silliness (the german beer maid chapter was a riot), I think Ms. Maverick has a real talent for getting to the heart of the most important ideas in the book. The author's voice throughout is engagingly funny in a smart, cynical way that keeps the book from ever getting girlie-sweet or slow.
Her take on the dot-com world is right on (been there!). Harley's inner dialogue on her first date and the love the four women have for one another (in spite of vastly different approaches to life) were charming in their honesty. My husband read the chapter about the first date and was shocked, "Do women really worry like that on first dates?" I thought Ms. Maverick was right on--in fact I felt like I was reading about myself. I was just shocked that he was shocked! What does he think we think about?
She doesn't shy away from real issues women need to balance: their own dreams and whether it is realistic to pursue them, the importance of supporting themselves, the desire to develop a career and be taken seriously, dealing with and making decisions about sexuality while maintaining their own strength as independent women who can take care of themselves in a (post?) feminist age, developing and maintaining strong friendships with other women...
I look forward to Ms. Maverick's next book eagerly, and would highly recommend it; a great summer read. (And try that date chapter out on your boys -- it sparked quite a conversation.)
Don't let the cute cover fool you............2004-05-23
I found the main character, Hayley so self-absorbed despite having 3 somewhat loyal girlfriends. The first half of the book deals with her getting fired and looking for another job at a .com. The second half deals with her having a one night stand & the guy not calling her back. Hayley views her life aas being "endless & murky" and that is exactly how I would describe this book.
I must remember the next time I have a couple cocktails with dinner to stay OUT of the bookstore.
Average customer rating:
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Construction Worker (This Is What I Want to Be)
Heather Miller
Manufacturer: Heinemann Library
ProductGroup: Book
Binding: Paperback
Careers
| People & Places
| Children's Books
| Subjects
| Books
Business & Money
| Reference & Nonfiction
| Children's Books
| Subjects
| Books
General
| Baby-3
| Children's Books
| Subjects
| Books
ASIN: 1403405875 |
Average customer rating:
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What Employers Want: Job Prospects for Less-Educated Workers
Harry J. Holzer
Manufacturer: Russell Sage Foundation Publications
ProductGroup: Book
Binding: Hardcover
Labor Policy
| Popular Economics
| Business & Investing
| Subjects
| Books
General
| Popular Economics
| Business & Investing
| Subjects
| Books
General
| Job Hunting & Careers
| Business & Investing
| Subjects
| Books
Labor & Industrial Relations
| Economics
| Business & Investing
| Subjects
| Books
ASIN: 0871543915 |
Average customer rating:
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What The Workers Want - A Study Of British Labour
Arthur Gleason
Manufacturer: Obscure Press
ProductGroup: Book
Binding: Paperback
General
| Social Sciences
| Nonfiction
| Subjects
| Books
Reference
| Social Sciences
| Nonfiction
| Subjects
| Books
General
| Sociology
| Social Sciences
| Nonfiction
| Subjects
| Books
ASIN: 1846644666 |
Book Description
Originally published in 1920. Author: Arthur Gleason Language: English Keywords: Workers / Social Science Many of the earliest books, particularly those dating back to the 1900s and before, are now extremely scarce and increasingly expensive. Obscure Press are republishing these classic works in affordable, high quality, modern editions, using the original text and artwork.
Product Description
Labor; England; Industry.
Books:
- The Human Side of Enterprise, Annotated Edition
- The Leadership Practices Inventory (LPI): Self Participant's Workbook with Self Insert (Package), One 120 page Participant's Workbook plus a 4 page Self Insert (The Leadership Practices Inventory)
- The Next Level: What Insiders Know About Executive Success
- The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't
- The Official Guide for GMAT Review, 11th Edition
- The PDMA Handbook of New Product Development, Second Edition
- The Personality Puzzle, Third Edition
- The Pfeiffer Book of Successful Team-Building Tools: Best of the Annuals
- The Rental Property Manager's Toolbox: A Complete Guide Including Pre-Written Forms, Agreements, Letters, And Legal Notices: With Companion CD-ROM
- The Trainer's Handbook: The Ama Guide to Effective Training
Books Index
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