Book Description
This book provides readers with basic information about human beings and their behavior within the context of a business environment. It includes such issues as how to motivate people, how to give them feedback on their performance, how to influence them, and how to help them cope with stress. By examining the factors that contribute to an ever-changing business world, it will teach readers to develop, train, and motivate high-performance employees in a world of constant change. The Field of Organizational Behavior. Perception and Learning. Individual Work Differences. Motivation in Organizations. Managing Your Own Behavior. Group Dynamics and Teamwork. Decision Making in Organizations. Social and Deviant Behaviors in Organizations. Leading and Coaching Others. Culture, Creativity, and Innovation. Organizational Structure and Design. Technology in Organizations. For managers, or anyone else, who are interested in organizational behavior.
Customer Reviews:
Alright.......1999-11-21
I used this book at Cornell's school of Industrial and Labor Relations in an OB course. It was ok, but I have seen better. The examples are mostly revelant, but sometimes it strays from the covered material. A good book to use to review for the final exam, but if your teacher draws tests from their own lectures, make sure you utilize the index in the back!
Poor theory, good applications.......1999-06-11
This text was used at the University of Wisconsin-Madison for an honors OB course. It served the class well by providing relevant and often humorous applications of theory. However, the descriptions of the actual theories themselves were weak and vague often referring to other concepts not yet learned.
Average customer rating:
- An excellent read
- new era-Dr. Ken Rabac, Phd-PsyD
- A Much-Needed Warning
- Necessary self-defense for organizations & employees
- Advice for when they leave home
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Snakes in Suits: When Psychopaths Go to Work
Paul Babiak , and
Robert D. Hare
Manufacturer: Collins
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Similar Items:
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Without Conscience: The Disturbing World of the Psychopaths Among Us
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In Sheep's Clothing: Understanding and Dealing with Manipulative People
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The Sociopath Next Door
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Emotional Vampires: Dealing With People Who Drain You Dry
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The Sociopath Next Door
ASIN: 0060837721
Release Date: 2006-05-09 |
Book Description
Let's say you're about to hire somebody for a position in your company. Your corporation wants someone who's fearless, charismatic, and full of new ideas. Candidate X is charming, smart, and has all the right answers to your questions. Problem solved, right? Maybe not.
We'd like to think that if we met someone who was completely without conscience -- someone who was capable of doing anything at all if it served his or her purposes -- we would recognize it. In popular culture, the image of the psychopath is of someone like Hannibal Lecter or the BTK Killer. But in reality, many psychopaths just want money, or power, or fame, or simply a nice car. Where do these psychopaths go? Often, it's to the corporate world.
Researchers Paul Babiak and Robert Hare have long studied psychopaths. Hare, the author of Without Conscience, is a world-renowned expert on psychopathy, and Babiak is an industrial-organizational psychologist. Recently the two came together to study how psychopaths operate in corporations, and the results were surprising. They found that it's exactly the modern, open, more flexible corporate world, in which high risks can equal high profits, that attracts psychopaths. They may enter as rising stars and corporate saviors, but all too soon they're abusing the trust of colleagues, manipulating supervisors, and leaving the workplace in shambles.
Snakes in Suits is a compelling, frightening, and scientifically sound look at exactly how psychopaths work in the corporate environment: what kind of companies attract them, how they negotiate the hiring process, and how they function day by day. You'll learn how they apply their "instinctive" manipulation techniques -- assessing potential targets, controlling influential victims, and abandoning those no longer useful -- to business processes such as hiring, political command and control, and executive succession, all while hiding within the corporate culture. It's a must read for anyone in the business world, because whatever level you're at, you'll learn the subtle warning signs of psychopathic behavior and be able to protect yourself and your company -- before it's too late.
Customer Reviews:
An excellent read.......2007-10-02
This is an outstanding book. One of the pieces of advice, however, is not to engage. This is easy if they do not suspect that you are 'on to them'. If they do, then they will up the ante while they try to woo you with a whole lot of sweetners that you dont need. If you ignore these they will then come after you with their friends and continue to harass you. Ignore them again and they will start to bad mouth you in a big way.
new era-Dr. Ken Rabac, Phd-PsyD.......2007-09-10
Robert Hare has introduced a new era in our study of psychopaths by coauthoring a recent book dealing with these malevolent manipulators in daily life. Until this publication, Hare had regarded psychopaths mainly from a criminology perspective. In deference to Hare, recognized by consensus as the foremost authority on the disorder, books like Babiak's had to go out on a limb, or use the term sociopath. We are in a new era with Hare's expanded scope, and a new series of books like Babiak's can be expected. However, his will be regarded as a "ground breaker" and will set the tone for subsequent work. It is brilliantly conceived, written and realized.
A Much-Needed Warning.......2007-06-22
Psychopaths are ruthless, cunning, and conscienceless egotists. They will sell out their own mother in their quest for power. And yet they are loved and admired by many. How can we reconcile this contradiction?
Babiak and Hare demonstrate that psychopaths are masters of adopting a "mask of sanity" (a term coined by Hervey Cleckley in his masterpiece, "The Mask of Sanity"); that is they are extremely effective at impression management. They are con artists who can fool even the experts, donning whatever persona is needed to manipulate their victims.
If you can be of value to the social striving of a subclinical psychopath, you can bet that he will convince you of his good intentions, his honour, his kind nature, etc. But it is a lie. He is simply using you.
"Snakes in Suits" examines psychopaths in the corporate workplace: how to spot them and how to deal with them. But its lessons are applicable to a bigger picture. The moral relativism inherent in our Capitalist system is the perfect opening for opportunistic psychopaths to rise to the top.
And as the authors show, this can never be a good thing. Psychopaths are untalented narcissists who profit only on the work of others. And in a political environment, this can be disastrous. Witness, for example, the historical phenomena of Nazism and Stalinism, systems of government in which psychopaths occupied all positions of authority.
Without a general understanding of the reality of psychopathy, they will continue to operate freely, causing misery and suffering for their victims (more numerous by the day). "Snakes in Suits" should be read along with Lobaczewski's "Political Ponerology" (Political Ponerology (A Science on the Nature of Evil Adjusted for Political Purposes)), an analysis of systems of government in which psychopaths rule. Both books contain information urgently needed not only by ordinary citizens, but by anyone in a leadership position.
Necessary self-defense for organizations & employees.......2007-03-07
I don't usually recommend books that fall into the "Business," "Popular Psychology" or "Self-help" categories, but I believe this book is a must-read for anyone in business. (Read it before you start any new job, and remember its lessons.)
I'm not a mental health professional or scholar, so I can't say whether the characterization of "psychopath" is accurate; in my understanding, the more accurate term is "sociopath," unless actual physical violence or criminality is involved, but the definition is for those in the field to dispute or determine. Besides, in the absence of conscience, I would guess it's a slippery slope from the one to the other.
What I like most about this book is that it isn't merely focused on case studies, or on the havoc these personalities can wreak on their individual victims. Yes, the Ah-ha! moments when you finally recognize the manipulator and his/her tactics can be comforting, and it's great to finally see through these snakes' distortions of reality. However, the real contribution of this book, I contend, is that it addresses the collateral damage these monsters can do within an organization: crushing overall employee morale, eroding confidence in the company's internal ethics, and ultimately diminishing employee performance and retention of good "talent." (HR professionals, take note.)
I also appreciated that the authors don't give "band-aid" solutions to the victims. In my own case, after reading this book and assessing the damage done me by a snake in my sphere at a corporation I had loved working for, I sadly realized that the time had come to cut my losses and reinvent my professional life elsewhere. If I had read the book earlier on, I might not have fallen prey to his/her reptile tactics in the first place, but at least this book prevented me from rationalizing and deluding myself that goodness would prevail and that I could reverse the damage.
So yes, this book is a useful reference for those in contact with corporate snakes, but it is thankfully not a clichéd working manual. I appreciate that it is able to raise the profound ramifications of allowing these manipulators to spawn in an organization, and that it is analytical enough to go beyond the individual anecdotes to show the broader damage that ignoring or sheltering these creatures can effect.
Lastly, it's a fascinating read.... highly recommended.
Advice for when they leave home.......2007-03-06
Until you have had a working or personal relationship with a pyschopath you can not fully appreciate this material in this book. Any form of personal involvement with these types of people is unique and an unforgettable experience. Imagine what it may be like to encounter someone with no forthought of anyone but their own benefit, this person will act so without any regard of how their actions may impact anyone else. A psychopath is incapable of considering anyone else in life. Learning how to cope, and deal with their actions will aide you greatly in surviving your encounter with this type of person.
Babiak does an excellent job of describing different types of psychopaths and their different actions. He does a wonderful job chapter after chapter describing scenarios in which a psychopath destroys the organization they work within, taking out other employees, and sometimes even the business itself. Seeing these different examples is key in understanding the motivation of this type of person. Before you can formulate a plan of action, you need to know the type of person you are dealing with.
Babiak starts the book with describing the characteristics of a psychopath. It is very important to identify this type of person, and to seperate it out from someone who has a few bad characteristics. I like that he spends time in checklists, and going over how this type of person may look like. It is important to remember this person above all is generally very charismatic, and will tend to win others over.
Paul Babiak then gives example after example of how actions of this type of person can destroy an organization and/or business. He gives warning signs to look for, and suggests your plan of action is to eliminate this person from your team, or to make sure they are moved to ineffective roles where they can do little or no damage.
This book is invaluable in additional information about psychopaths. Other books about psychopaths tend to range in personal relationships, where your with that person one on one. Unforunately, many of these people also work, and they do not change their personality when they leave the home to earn their living. If you think you may be involved a working relationship with one of these people, read this book, and decide what you should do next.
Book Description
Bosses, friends, family members, they've made your life hell -- until now! Based on fourteen years of research and observation, Dr. Robert Bramson's proven-effective techniques are guaranteed to help you right the balance and take charge of your life. Learn how to:
Stand up to anyone -- without fighting.
Blunt a sniper's attack.
Get a clam to talk.
Cut off a Sherman tank at the pass.
Manage bulldozers.
Get stallers off the dime.
Move a complainer into a problem-solving mode.
Learn the six basic steps that allow you to cope with just about anyone. Reclaim the power the rightfully belongs to you in any relationship!
Customer Reviews:
Useful.......2007-08-12
There are some other books out there on the same subject. Some, like "Toxic Coworkers," may do the job even better. But this is still a useful volume. As the Introduction notes (page 1): "This is a book about impossible people and how to cope with them." Coping is the center of this work--how to deal with workers who are difficult to work with. The idea? (Page 7): "Coping enables you and the Difficult Person to get on with the business at hand." "Win-win" is the goal. Is the advice useful? Each reader will have to decide for him/herself?
The book describes a variety of difficult types: hostile-aggressive, the complainer, unresponsive ones, wonderfully nice people who don't perform, the negativist, know-it-alls, and indecisive stallers. For each, the author describes the malady and then suggests how one might work with them to get the best out of them. The book closes, also, with ideas as to how one can manage one's own "defensive behavior" around such problem workers. The author concludes (page 214): ". . .many people just like you have found that coping effectively with difficult people is possible."
Final question: How well does the book succeed? Not bad, but the solutions will not convince all readers.
Dealing With Difficult People.......2007-05-09
Read about the different types of people in the world today, and find out ways to deal with difficult personalities.
Good coping strategies .......2007-04-13
I thought the parts of this book that described some of the different, difficult personalities was very good. I actually really thought it had something to offer and the strategies were practical. The insights though didn't stick and I think that you have to read this regularly to keep reminding yourself that all these people exist in the world (including you) and you are going to see them every day. Thats kind of a depressing thought actually. With all the other books I need to keep reading to remind myself about various insights I want to stay home.
I liked the concept of this book.......2007-02-05
The concept of this book is good. You can't change other people, and you can't always avoid them. The most realistic option is to have some coping strategies. I think the author outlined them well. I gave the book three stars, though, because the reading got to be tedious and boring. I've read similar books that are more enjoyable, either because you can identify the different personality type with humor, or because they explained the personalities more realistically with better situational examples. This book seemed a little dry.
Helpful advice .......2007-01-19
Bramson wisely uses the word 'coping'. That is he is not suggesting that one can really overcome or transform difficult people. He is speaking primarily about difficult people in the working place. The domineering aggressive abusive type should according to Bramson not be reacted to with anger and rage. One should also refused to be intimidated, and instead asset one's own views. The sniper who by little satirical remarks, and efforts at humor tries to hurt and diminish should be confronted and questioned as to his true intentions. The complainer should be opposed with positive ideas on the same project that the complainer is negative about. The know-it-alls, the silent- negative types, the indecisive also can in some way countered and dealt with.
Above all the aim must be to prevent these negative types from dominating one's own mindscape and action.
All of us confront in one way or another difficult people. And each of us is perhaps in a certain way a difficult person himself. This book is addressing a subject we all in some way know, and have connection with.
One other point. I have known and loved in my life very very difficult people perhaps beyond in a way described in this book.The fact is it is often what is difficult in them which somehow more strongly binds them to us.
This is a complicated subject about which there are worlds to be said.
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.
Average customer rating:
- 6,000 Team Members! 6,000 Team Members! 6,000 Team Members!
- Not bad, but not great.
- The best book on teams
- Comprehensive, Practical
- A guide to the harnessing the power of cooperation
|
When Teams Work Best : 6,000 Team Members and Leaders Tell What It Takes to Succeed
Frank M. J. LaFasto , and
Carl Larson
Manufacturer: Sage Publications, Inc
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Group Dynamics for Teams
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Team Players and Teamwork (Jossey-Bass Business & Management Series)
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ASIN: 0761923667 |
Book Description
"Highly readable. . .convincing. . .a must for academic collections and required reading for professionals seeking to maximize human performance and team productivity."
--Choice Magazine, Feb. 2002
What makes some teams achieve extraordinary outcomes, while other fall disappointingly short of the mark?
Frank LaFasto and Carl Larson have systematically explored that question for more than 20 years. In 1989, they published the best-selling book TeamWork; What Must Go Right/What Can Go Wrong, which reported the results of an in-depth study of some of the most successful teams in recent history and identified the eight characteristics of high performance teams.
When Teams Work Best
advances this groundbreaking research by probing more deeply inside the workings of hundred of teams—some effective and some faltering. For over a decade, the authors collected and analyzed responses from more than 6,000 team members and leaders across a variety of industries, in both public and private sectors, to find out exactly what conditions help or hinder teams in achieving their goals. The voices of these team members—often eloquent, always enlightening—are heard through the quotations that appear throughout the book.
With extensive experience coaching and consulting with teams, LaFasto and Larson bring a valuable real-life perspective to their examination of the rich and often intriguing complexity behind effective teamwork. This book goes far beyond the theoretical to offer proven, practical advice that team members and leaders can easily apply to bring out the very best in their own teams.
When teams work best, the work is rewarding, outcomes inspiring and accomplishments abounds.
Order your copy today!
Customer Reviews:
6,000 Team Members! 6,000 Team Members! 6,000 Team Members!.......2007-01-11
I had this as a text book for an organizational leadership class at the master's degree level. The material is repetitive in its chapter presentations, but the core elements are still good. I just didn't find it to be reader-friendly. For some reason the authors feel compelled to remind the reader every few paragraphs that the responses of more than "6,000 team members" form the basis of their conclusions. I understood that point based on the title and didn't need to be reminded on each page. The book reads as if someone went straight to print with their research paper, rather than making it an engaging read. By chapter 3 I no longer cared about the value of the content, I just hated the book. Seriously. You've been warned.
Not bad, but not great........2006-05-01
This book was O.K. but not great. The information could fit in ten to twenty pages - as in a pamphlet.
The best book on teams.......2005-12-27
This is the best book on teams! If I could have given it more stars I would. A definite MUST read. This will be your reference bible on teams from now onward.
Comprehensive, Practical.......2002-09-16
Teams are everywhere-in all kinds of organizations. Some work beautifully to produce wonderful successes; others are miserable failures. Why? The authors conducted research with over 6,000 team members and discovered five factors that determine a team's success: collaboration, relationships, group processes, leadership, and the organizational environment. This book is a report of what they learned, loaded with plenty of advice for increasing team effectiveness.
After an introductory prologue, the book delivers five well-organized chapters that correspond to the factors of success. The first chapter explores what makes a good team member--abilities and behaviors that matter. What determines how collaborative someone will be in a team setting? The second chapter examines relationships among members of teams: what's most important, where are the greatest challenges, and how can you make it all work?
In the third chapter, the authors look into team problem solving. Included are the distinguishing factors of good problem-solving teams, dynamics and processes of solving problems and making decisions, and building systems that support results. Chapter four really digs into the team leader, reviewing six key dimensions of the role. This chapter alone is worth buying this book. Following the research-based model, the last chapter zeros in on the organizational environment. The authors evaluate management practices, structure and processes, and systems in an insightful look at how the environment affects team performance.
Each chapter is preceded by a one-page Snapshot that offers a valuable overview of the chapter. Two indexes and a half-dozen pages of notes add more value to this volume. Good flow, readable, and useful. Recommended as a good tool for team leaders, members, and encouragers in any organization.
A guide to the harnessing the power of cooperation.......2002-04-11
When Teams Work Best: 6,000 Team Members And Leaders Tell What It Takes To Succeed by Frank LaFasto (Senior Vice President of Organization Effectiveness for Cardinal health, Inc.) and Carl Larson (Professor of Human Communication, University of Denver) is a practical, "user friendly" guide to the harnessing the power of cooperation and teamwork for increased productivity and effectiveness. Individual chapters address what makes a good team member, what makes a good leader, problem solving methodologies, and how to best promote confidence and trust. When Teams Work Best is very highly recommended for anyone charged with the corporate responsibility for cultivating business group work skills!
Book Description
How does emotional intelligence as a competency go beyond the individual to become something a group or entire organization can build and utilize collectively? Written primarily by members of the Consortium for Research on Emotional Intelligence in Organizations, founded by recognized EI experts Daniel Goleman and Cary Cherniss, this groundbreaking compendium examines the conceptual and strategic issues involved in defining, measuring and promoting emotional intelligence in organizations. The book's contributing authors share fifteen models that have been field-tested and empirically validated in existing organizations. They also detail twenty-two guidelines for promoting emotional intelligence and outline a variety of measurement strategies for assessing emotional and social competence in organizations.
Customer Reviews:
Valid Scientific Writing - misses detailed "How To" answers.......2001-10-17
After being disappointed by Cary Cherniss' book on "promoting" emotional intelligence, I was rather reluctant to spend money on this one, so I ordered a used copy through Amazon (very satisfactory: the copy I got was as good as new). I must say that I find my money well spent. In fact, the only reason why this book doesn't get 5 stars is that it's too scientific for practical application.
For instance, chapter 5 is correct to point out that most tests don't measure emotional intelligence, BUT emotional competence, and then goes on to warn us that a test as Bar-on's EQi test certainly has disadvantages, given it is a self-administered test (In my experience, self-administration of EQ-like tests is particularly dangerous for recruiting and other forms of evaluation). Of course, then the question becomes: BUT I want to test EQ in the context of work, how can I do this in a reliable fashion? You'll find the answer halfway chapter 6, which indicates that Behavior Event Interviews will do the trick (I agree with this, since that's what I experienced as well). Unfortunately, you won't find what kind of questions to ask during such an interview, let alone examples of how to do it.
Also, I was glad that the author of chapter 8 pointed out the same pitfalls of hiring senior executives I have been warning companies for. The suggestions that were outline come close to what we have been doing for several customers, but again the real, practical how to's are missing.
The chapters on training emotional intelligence in part three of the book were more useful than the book "Promoting E.I.", so there is no need at all to buy that other book anymore. Once again, these 4 chapters contain many of the messages one should have when working to develop EQ.
My critique: Except the scientific parts, I found that many of the more practical things this book covers, are "old messages" that can be found in works of Boyatzis, McClelland, Prochaska, Spencer and Spencer, ...
Conclusion? Buy this book if you need a solid scientific basis for your knowledge of emotional intelligence. As far as the how-to's are concerned, this book will serve very well as an outline and a checklist by which one can evaluate the quality of work delivered by a consultant - however, it's not enough to really go out there and "just do it". On the other hand, if you are a consultant recruiting or training for emotional intelligence, this is a MUST READ. Don't get caught not knowing what's in here!...
Book Description
Human interaction is never flawless. Even the best relationships produce tension and at times, unpleasant emotions. Since organizations are comprised of people, all organizations generate emotional pain as part of the process of doing business: producing new products on tight deadlines, setting benchmarks for performance, creating budgets, crafting company policies, and so on. Getting the job done is rarely painless. But when emotional pain goes unmanaged or is poorly handled, it can negatively affect both employees and the bottom line—in essence, it becomes toxic. In Toxic Emotions at Work and What to Do About Them, Peter J. Frost argues that the way an organization responds to pain determines whether it remains toxic or becomes generative, whether it endures as a debilitating poison or is transformed into a force for healthy organizations.
According to Frost, when ignored, toxic emotions betray employees’ hopes, bruise their egos, reduce their enthusiasm for work, and diminish their sense of connectedness to their company’s community and goals. Compassionate responses to pain, on the other hand, encourage those who are suffering to effect constructive changes in their work lives. Despite their powerful role in employee performance, toxic emotions are rarely addressed by organizations. Instead, most companies respond to pain informally and unconsciously through self-selected individuals whom Frost calls “toxin handlers.” Typically a senior manager or someone with a high emotional intelligence capacity, toxin handlers soften the blow of emotional pain for others, but over the course of time, absorb much of the pain they handle to their own detriment. They are often unrecognized, unrewarded, and poorly supported by their organizations. And, while they often provide a temporary relief from the symptoms of toxic organizational pain, toxin handlers alone are unable to eradicate toxic emotions for the long-term.
Toxic Emotions at Work and What to Do About Them suggebeststhat handling toxic emotions effectively is an important, though unrecognized set of competencies that must be understood and embraced—not only by toxin handlers, but by leaders, managers, and the organization as a whole. Through rich examples of how individuals and organizations have managed emotional pain successfully, Frost describes the key skills necessary to cope with emotional pain and to manage it effectively, and offers concrete courses of action for organizations to institutionalize compassion in the face of emotional pain.
Customer Reviews:
Excellent look at "toxic handlers"..........2007-07-01
Have you ever read a book that caused you to view your work environment in a whole new light? This book did it for me... Toxic Emotions at Work and What You Can Do About Them by Peter J. Frost. I now understand a bit more about the role I play, as well as how to support others who play that role to a far greater degree than I do...
Contents: Emotional Pain in Organizations; Sources of Toxicity in Organizations; The Work of the Toxic Handler; The Toll on Toxin Handlers; Healing the Healers; At the Interface - What Handlers and Their Organizations Can Do; Leaders Handling Pain; The Compassionate Company - Architecting Responses to Pain; Looking through the Lens of Pain; Notes; Index; About the Author
The premise of this book is that every organization has toxicity in it when it comes to emotions and interactions between employees and management. While that's to be expected, the real problem comes in with the people who unofficially deal with that toxicity. Frost calls them "toxic handlers", and they are critical to the functioning of a company. These people are the ones that soak up the irrational and emotional behavior of those above them, and then filter out the toxins in order to pass along the message to those who need to do the work. Likewise, they are also the "go-to" people when others are having emotional difficulties and need someone to talk to. The problem lies in how the handlers deal with the constant barrage of garbage that comes at them. If they internalize and take on the pain of others, there's a very good chance that they will end up frustrated and burnt-out. Then when they leave, everything crumbles down as there's no one to absorb that pain any longer, as their function was not recognized. But by following many of the steps and suggestions offered here, it's possible to successfully play that role and still not end up as a victim yourself. Frost also covers how organizations need to recognize the people who play these roles, understand the stress and pressure they're under, and give them the assistance they need to not become a casualty.
Having worked at Enron nearly up to the end, I can readily identify with everything in this book. And in a number of areas, I tend to be a minor toxic handler, in that I'm concerned about the well-being of others in any particular structure I'm part of. I also can now see a number of people who I've worked for who are major toxic handlers, and I think I have a better idea on how best to help them do their job better...
An excellent read, and one that could change the way you view your official (and unofficial) org chart...
Book Description
Master human relations concepts with MODERN HUMAN RELATIONS AT WORK! With examples about real people and real companies, this management text examines the most interesting human relations developments of the early millennium. Appropriate for readers who are novices in the area of human relations or for practitioners with little formal training in the subject, the authors reinforce concepts and theories by making them easily understandable and applicable.
Customer Reviews:
Human Relations...........2003-04-16
This book is a good way of learning how to learn about what goes on in the office or business.
Book Description
Morale is down--spirits are low--the workload is mounting. Today's hard-working employees need a break! And nothing feels better than Care Packages for the Workplace from internationally known, lift-your-spirits author Barbara Glanz. This timely gift-book format provides the hard at work with dozens of simple ``brighten-your-day'' ideas such as: beautifying the work space in order to do what Tom Peters recommends--``Fight Bland Dullness!''; putting a personal signature on all work; sharing a joke-a-day, one month at a time; holding grapevine meetings where rumors are openly discussed; partaking in good news hours where positive news is shared; creating special awards for a job well done; scheduling lunches with management.
Customer Reviews:
Regenerate with Humor; Read WorkLaughs.......2007-01-17
This delightful small book skillfully shows you how not to stress out at work. Another way to get a perspective of your job situation is to learn to laugh at things that stress you out. WorkLaughs:Quips, Quotes, and Anecdotes about Making a Buck can provide you with the laughs to do just that-- from job interviews to meetings to dealing with the boss, WorkLaughs will show you that all aspects of the job can be a laughing matter. (WorkLaughs is also available on Amazon).
Very Pleased Customer from Chicago.......2006-02-26
I am so please to be able to say that product was shipped early and great condition!!!!!!!!!
Great IDEAS.......2003-09-14
This book provided a great deal of information and ideas to draw from. I enjoyed that I could read it quickly. I was able to apply some of the ideas or variations of them at work !
Changing the way you look at work.......2001-12-29
Barbara Glantz has written a life altering book--at least a life at the workplace altering book. It is easy to read and filled with hundreds of big and little things that can change the way you spend 40 hours a week. Very positive, super ideas.
There are better books on the topic..........2001-01-07
This book is just okay. There are a lot of examples of how to improve morale at work, but the writing isn't that great, and the book isn't very well organized. There are much better books on the topic...try Managing to Have Fun by Matt Weinstein or 1001 Ways to Energize Employees by Bob Nelson.
Book Description
Headhunters--third-party agents paid a fee by companies for locating job candidates--perform a unique sales role. The product they sell is people, matching candidates with jobs and companies with candidates. Headhunters affect the professional lives of thousands of employees every day, and their work has a profound, though hidden, effect on the employment picture in the United States. William Finlay and James E. Coverdill draw on interviews with and observations of headhunters and on analysis of headhunting training seminars, lectures, industry newsletters, and a mail survey of headhunting firms. The result is a frank and sometimes unsettling portrait of the aims, attitudes, and tactics of practitioners.
The payment of fees has shifted from candidates to employers, and recruiters now find people to fit jobs rather than the other way around. Finlay and Coverdill address what they feel is a serious lack of research about the work headhunters do and how they do it. Their book is built around three major questions: What advantages do employers derive from using third-party agents to handle candidate search and recruitment? How are headhunters able to accomplish the double sale ("selling" candidates to employers and employers to candidates)? What criteria do headhunters use for selecting candidates? In the process, Finlay and Coverdill link their findings to larger issues of institutional and historical context, revealing the economic and political reasons clients use headhunters, demonstrating how headhunters manipulate clients and candidates, and assessing the impact of headhunters' actions on hiring decisions.
Customer Reviews:
Very interesting read, even if repetetive on the main theme.......2007-05-13
I found the book to be full of useful material. Although sometimes one has climb around the author's ego, this will be one of the books that I re-read every few months.
For Contingency Recruiters only.......2005-07-24
Not a bad academic study of the contingency recruiter world. It lays out the basic recruiting process for the low to mid level staffing world.
Best comprehensive headhunting book for headhunters.......2005-05-13
I have been working in this field for 25 years, and read most of the major books. Although I am a big fan of Bill Radin, this
book blew me away. Perhaps it's social science orientation rather than "war stories" that you find in other books of this ilk. True, as another reviewer says it does not have a major web focus, but the web is a tool and more for HR than headhunters. Companies don't pay 5, and occasionally, 6 figure fees for what they can get off of a $500 ad on Careerbuilder or Monster.com. The data doesn't lie. Anyone that wants to start, improve, or reach their peak in this often misunderstood profession should definitely read this book. It's a fairly quick read, but it tells you what you need to do to be a successful headhunter via in depth surveys of successful practitioners.
Excellent overview of how headhunters work, but in mind 90's.......2002-10-01
As a novice in the recruiting/headhunting industry doing research for a business plan, I found this book to be very informative. It has input from a lot of real time headhunters, so you get to understand how they work on an industry level and on a day to day basis. However, in spite of vast research the authors have put into this book, most of the research was carried out in mid nineties (although the book was published in 2002) so the word "internet" comes up only twice (or a few times) in the book. One gets an impression that the resume/candidate database is one of the most important assets for a headhunter, but I wonder to what extent that is relevant given that a few resume databases such as monster, careerbuilder, hotjobs (some of these sites are mentioned only once or not at all) will give anyone access to a greater number of resumes' than someone who has been in this business for a long time and relies on the resume's in their own database.
But, is in any industry, certain things always remain the same, even with the influence of the internet, and this book does a great job of shedding light on how headhunters work in the marketplace.
A Must Read For All Headhunters.......2002-03-08
This book is really excellent. The authors have captured the essence of what it is to be a headhunter. Absolutely accurate. A must read for all headhunters, corporate recruiters, employers and employment professionals. This book is filled with perceptive insights, analysis and conclusions that accurately portray how and why headhunters do what they do. Headhunters, as well as people who use headhunters, will benefit greatly from this information. After reading this book you will know more about headhunting than many headhunters themselves.
Books:
- Beyond Teams: Building the Collaborative Organization (Collaborative Work Systems Series)
- Black Rose: In the Garden Trilogy (In the Garden)
- Bohemian Modern: Living in Silver Lake
- Bringing Out the Best in People
- Bringing Out the Best in People
- Building the Learning Organization: Mastering the 5 Elements for Corporate Learning
- Coaching for Improved Work Performance, Revised Edition
- Creating, Implementing, & Managing Effective Training & Development: State-of-the-Art Lessons for Practice
- Designing Interfaces: Patterns for Effective Interaction Design
- Developing Talents: Careers for Individuals with Asperger Syndrome and High-Functioning Autism
Books Index
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