Office and workplace Books

Book SynopsisTrade Review‘This volume provides a comprehensive, contemporary and readable mapping of HRM’s emergence as a field of study, its theoretical foundations, and future directions for scholars and practice. Taking a unique approach to HRM, the editors skilfully present two integrative early chapters capturing the role of theory followed by a thoughtful selection of 41 entries written by well-known authors laying out each theory and its application to HRM. Key target audiences include Master’s students, PhD candidates and early career researchers; but seasoned scholars will also benefit from the detailed but short reviews in each chapter and the range of perspectives in the collection. To provide just a taster, these include perspectives embedded in principles of organisation behaviour/theory, Critical Theory, labour process theory, sensemaking, stakeholder theory, institutional theory, paradox theory, post-colonial theory, and intersectionality. The impressive range of theories included reminds us that HRM’s conceptual foundations are broad, and draw on diverse disciplinary perspectives. As a reference volume, this collection will undoubtedly not only help those wishing to learn about alternative theories, but also help researchers move beyond traditional boundaries to explore new directions in HRM research.’ -- Dora Scholarios, University of Strathclyde, UK'Since the advent of the field of human resource management critics have accused the field of lacking theory. Significant strides have been made in building and applying theory in HRM and A Guide to Key Theories for Human Resource Management Research brings together all of the progress in this area.' -- Patrick M. Wright, University of South Carolina, US‘This guide is highly valuable for human resource (HR) researchers and practitioners. Written by experts in the field it illuminates how HR theories are not only key to our academic understanding but also indispensable for practice. Few things are as practical as good theory and the authors manage to condense key ideas in a highly readable, useful book.’ -- Michael Dickmann, Cranfield University, UKTable of ContentsContents: Foreword xxiv Elaine Farndale Acknowledgements xxvii List of abbreviations xxviii PART I INTRODUCTION CHAPTERS Chapter I Theory for the HRM discipline: where have we been and where are we going? 2 Kate Hutchings, Adrian Wilkinson and Snejina Michailova Chapter II Theory as a tool in the craft of conducting research 18 Snejina Michailova PART II THEORY ENTRIES 1 Attribution theory 45 Karin Sanders 2 Commitment system theory 52 David Cross and Yvonne G. T. van Rossenberg 3 Conservation of resources theory 59 Katrina Radford 4 Contingency theory 67 Thomas Garavan and Fergal O’Brien 5 Critical theory 73 Richard Longman and Catherine Mackintosh 6 Equity theory 80 Shuisheng Shi and Jason D. Shaw 7 Gender theory 86 Janne Tienari 8 Human capital theory 93 Irena Grugulis 9 Identity theory 100 Dan V. Caprar and Benjamin W. Walker 10 Institutional theory – comparative 107 Pauline Dibben and Geoffrey Wood 11 Institutional theory – organisational 113 Pauline Dibben and Geoffrey Wood 12 Intersectionality theory 119 Susan Shortland and Stephen J. Perkins 13 Job demands-resources (JD-R) theory 126 Steve Granger, Madelynn R. D. Stackhouse and Brianna Barker Caza 14 Labour process theory 133 Andrew Smith and Jo McBride 15 Leadership substitutes theory 139 Wilhelm Barner-Rasmussen, Mats Ehrnrooth and Jennie Sumelius 16 Leadership theory – moral 146 Giles Hirst, Damien Hughes, Li Kaiwen and Yingnan Shi 17 Learning theory – organisational 157 Yusuf M. Sidani 18 Learning theory – social 164 Dana L. Ott 19 Motivation theory 171 Ryan Gould 20 Paradox theory 185 Charmine E. J. Härtel and Anna Krzeminska 21 Postcolonial theory 191 Snehanjali Chrispal 22 Power theory 197 Emma Hughes and Tony Dundon 23 Psychological capital theory 204 Jian-Min (James) Sun 24 Psychological contract theory 211 David Guest and Ricardo Rodrigues 25 Psychological safety theory 218 Jie Shen 26 (Re)socialisation theory 224 Miriam Moeller 27 Resource based theory 231 Jaap Paauwe 28 Self-determination theory 238 Elena Shulzhenko 29 Sensemaking theory 247 Kelly Fisher 30 Signalling theory 254 Ricardo Rodrigues and David Guest 31 Social capital theory 261 Marian van Bakel and Sven Horak 32 Social cognition theory 268 Angelo S. DeNisi 33 Social exchange theory 274 Sachiko Yamao 34 Social network theory 280 David Weir and Sa’ad Ali 35 Sociotechnical systems theory 287 Angela Knox 36 Stakeholder theory 294 Anabella Davila 37 Stereotype theory 301 Jan Selmer 38 Strategic choice theory 306 Thomas Garavan and Fergal O’Brien 39 Systems theory 312 Brian Harney 40 Transaction cost economics theory 319 Paul Willman 41 Upper echelon theory 325 Stephen J. Perkins and Susan Shortland Index

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Book SynopsisA HILARIOUS SATIRE THAT SHOWS OFFICE DYNAMICS AT THEIR MOST PETTY AND PROFOUND FROM THE BOOKER PRIZE-SHORTLISTED AUTHOR, JOSHUA FERRISThey spend their days - and too many of their nights - at work. Away from friends and family, they share a stretch of stained carpet with a group of strangers they call colleagues.There''s Chris, clinging to his ergonomic chair; Lynn, the boss, whose breast cancer everyone pretends not to talk about; Carl, secretly taking someone else''s medication; Marcia, whose hair is stuck in the eighties; and Benny, who''s just - well, just Benny. Amidst the boredom, redundancies, water cooler moments, meetings, flirtations and pure rage, life is happening, to their great surprise, all around them.Then We Came to the End is about sitting all morning next to someone you cross the road to avoid at lunch. It''s the story of your life and mine.*Joshua Ferris'' mind-blowing new book, A Calling for Charlie BarnTrade ReviewOutstanding, hugely satisfying, exceptionally well-executed . . . An incisive, urgent, funny and snappily written novel * Sunday Times Magazine *As impressively confident as Donna Tartt's The Secret History and as technically dazzling as Jonathan Franzen's The Corrections . . . Exceptional, funny, radical * Telegraph *Brilliant, funny, stomach-turningly accurate * Observer *As impressively confident as Donna Tartt's The Secret History and as technically dazzling as Jonathan Franzen's The Corrections . . . Exceptional, funny, radical * Telegraph *

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Book Synopsis''An adventure into the very human science of making breakthroughs together.'' - Charles Duhigg, Pulitzer Prize-winning journalist and author of The Power of HabitThe best groups are more than the sum of their parts - but why does teamwork so often fail to fulfill this promise? Award-winning entrepreneur and journalist Shane Snow takes us on an extraordinary tour of the hidden science of team dynamics, revealing the counterintuitive reasons that some groups break out while far too many break down.Examining history-making groups like the Wu Tang Clan and the Russian national hockey side alongside teams whose failures have had lasting impact, Snow reveals the answers, and what the rest of us can learn from the rare teams that do the impossible together. In this stimulating, pacey adventure through history, neuroscience, psychology, sports and business, Snow explores the secrets of the best teams the world has to offer. You''ll discover: Trade ReviewPerfectly describes and prescribes the crucial traits of the ultimate teams -- Shane Battier, NBA champion and head of analytics for the Miami HeatUnlocks the secret sauce to create the highest performing teams. I couldn't put it down -- Dan Schawbel, New York Times bestselling author of Now, Discover Your Strengths and Fortune 500 consultantAn adventure into the very human science of making breakthroughs together -- Charles Duhigg, Pulitzer Prize–winning journalist and author of The Power of HabitPirates, rappers, buddy cops AND changing the world?! Dream Teams isn't just a ton of fun; it's a force of nature - and an important message -- Jane Chen, TED fellow and founder of Embrace InnovationsPushes beyond business-book bromides. A great storyteller! -- Anne-Marie Slaughter, president and CEO of New AmericaOne of the easiest and most enjoyable business books - by a sharp-witted journalist and brilliant entrepreneur -- Josh Golden, publisher and president of Ad AgeChallenging, vivid, and pragmatic -- Keith Yamashita, founder of SYPartnersWonderful! -- Kelly Leonard, executive director of The Second CityNot just a book that every leader should read. It's a message the world itself needs right now -- Adam Braun, founder of Pencils of Promise and MissionUA mesmerizing read for anyone looking to up-level their team building and leadership skills -- Kathryn Minshew, CEO of The Muse

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Book SynopsisImprove the way you work—and feel—by forming better habits.We all have habits. Some of them we've carefully established; others we may have simply fallen into. Some help us get our work done; others hold us back.This book explores how to change your behavior to break counterproductive tendencies, combat everyday stressors, and ultimately reach your goals at work and in life.This volume includes the work of: James Clear Rasmus Hougaard Jacqueline Carter Whitney Johnson How to be human at work. The HBR Emotional Intelligence Series features smart, essential reading on the human side of professional life from the pages of Harvard Business Review. Each book in the series offers proven research showing how our emotions impact our work lives, practical advice for managing difficult people and situations, and inspiring essays on what it means to tend to our emotional well-being at work. Uplifting and practical, these books describe the social skills that are critical for ambitious professionals to master.

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Book SynopsisDr. Roy H. Lubit trained in psychiatry at Yale, wrote a Ph.D. dissertation on organizational learning at Harvard, researched organizational behavior at Columbia Business School, and taught organizational behavior at the City University of New York's Zicklin School of Business. He is a senior consultant to the Center for Social and Emotional Education and a member of the Consortium for Research on Emotional Intelligence in Organizations. His professional training and extensive experience in both psychotherapy and organizational dynamics are very unusual. Many people are trained in one of these areas and do some work in the other. Deep involvement in both provides a foundation for unique insights. Dr. Lubit coaches executives; runs leadership workshops; consults to corporations, governmental agencies, and law firms on a variety of organizational issues; and conducts research on fostering emotional intelligence. Dr. Lubit has appeared widely on TV and radio and presented Table of Contents Introduction. 1. An Emotional Intelligence Approach to Coping with Toxic Managers and Subordinates. Informed Consent for Those Who Read This Book. Emotional Intelligence Approach. Developing Your Emotional Intelligence. Roots of Toxic Behavior. Why Understand Difficult People? Myths Rationalizing Destructive Behavior. Further Reading. NARCISSISTIC MANAGERS. Definition of Narcissism. Origins of Destructive Narcissism. Healthy Self-Esteem Versus Destructive Narcissism. Types of Narcissistic Managers. Factors Worsening Narcissism. Overview. Additional Material. 2. Grandiose Managers. Organizational Impact of Grandiose Managers. Origins of Grandiosity. Emotional Intelligence Approach to Grandiose Managers. Conclusion. Your Turn. Further Reading. Endnotes. 3. Control Freaks. Emotional Intelligence Approach to Control Freaks. Conclusion. Your Turn. 4. Paranoid Managers. Origins of Paranoia. Impact of Paranoid Managers. Emotional Intelligence Approach to Paranoid Managers. Conclusion. Your Turn. Further Reading. UNETHICAL MANAGERS. 5. Antisocial Managers. Emotional Intelligence Approach to Antisocial Managers. Conclusion. Your Turn. Further Reading. 6. Unethical Opportunists. Organizational Impact. Emotional Intelligence Approach to Unethical Managers. Conclusion. Your Turn. Further Reading. Aggressive Managers.T The Many Faces of Aggression. Overview. 7. Ruthless Managers. Emotional Intelligence Approach to Ruthless Managers. Conclusion. Your Turn. Further Reading. 8. Bullying Managers. Impact of Bullies. Emotional Intelligence Approach to Bullying Managers. Conclusion. Your Turn. Further Reading. 9. Homicidal Managers. Conclusion. Your Turn. Further Reading. 10. Sexual Harassment. Judging if It Is Sexual Harassment. Emotional Intelligence Approach to Dealing with Sexual Harassment. Dating and Flirting at Work. Conclusion. Your Turn. Further Reading. 11. Chauvinists Needing Diversity Training. Why Do People Harass and Discriminate Against Others? Emotional Intelligence Approach to Chauvinistic Behavior. Conclusion. Your Turn. Endnote. 12. Volatile Managers. Origins of Volatile Behavior. Factors Fostering Volatility. Organizational Impact of Volatile Managers. Emotional Intelligence Approach to Dealing with Volatile Managers. Diffusing the Situation. Dealing with Your Own Feelings. For HR and Senior Managers. Conclusion. Your Turn. Further Reading. 13. Frantic Colleagues. Emotional Intelligence Approach to Frantic Managers. Conclusion. Your Turn. Further Reading. 14. Underpinnings of Aggression. Three Theories on Aggression. Factors Modulating Our Aggression. Psychiatric/Emotional Problems. Culture and Aggression. Group Dynamics. Why We Let Ourselves Become Aggressive. Conclusion. Further Reading. 15. Surviving Aggression. Organizations and Aggressive Managers. Aggression Versus Assertiveness. Coping with Aggressive People. Containing Our Aggression: Avoiding Self-Sabotage. Conclusion. Further Reading. RIGID MANAGERS. The Many Flavors of Rigid Managers. Rigid Managers and Aggression. Overview. Further Reading. 16. Compulsive Managers. Underlying Psychodynamics. Origins of Obsessive-Compulsive Personality Style. Emotional Intelligence Approach to Compulsive Managers. Conclusion. Your Turn. Further Reading. 17. Authoritarian Managers. Emotional Intelligence Approach to Authoritarian Managers. Conclusion. Your Turn. Further Reading. 18. Dictatorial Managers. Emotional Intelligence Approach to Dictatorial Managers. Conclusion. Your Turn. 19. Oppositional Coworkers. Emotional Intelligence Approach to Oppositional Coworkers. Conclusion. Your Turn. 20. Passive-Aggressive Managers. Emotional Intelligence Approach to Passive-Aggresive Managers. Conclusion. Your Turn. 21. Organizational Impact of Rigid Managers. How Rigid Managers Impact Companies. How Rigid Managers Can Rise in Organizations. Organizational Factors Promoting Rigidity in Managers. Ameliorating the Problem. Conclusion. IMPAIRED MANAGERS. Overview. Further Reading. 22. ADHD. Impact of ADHD on Managers. Managing ADHD. Dealing with Managers with ADHD. Conclusion. Further Reading. 23. Anxiety. Generalized Anxiety Disorder. Social Phobia. Panic Disorder. Simple Phobia. Obsessive-Compulsive Disorder. Treatment of Anxiety Disorders. Conclusion. Further Reading. 24. Depression. A Common Problem Often Ignored. Impact of Depression. Origins of Depression. Bereavement. Dealing with Depression. Dealing with Depressed Colleagues. Conclusion. Your Turn. Further Reading. 25. Posttraumatic Stress Disorder. Treatment. Dealing with Traumatized Colleagues. Conclusion. Further Reading. 26. Burnout. Dealing with the Risk of Burnout. Conclusion. Your Turn. Further Readings. 27. Bipolar Disorder. Dealing with Managers with Bipolar Disorder. Conclusion. Further Reading. 28. Alcohol and Drug Abuse. Organizational Factors Affecting Substance Abuse. Primer on the Treatment of Alcohol and Drug Abuse. Conclusion. Further Reading. VI. DEVELOPING AND HARNESSING EMOTIONAL INTELLIGENCE. Overview. Further Reading. 29. Developing Your Emotional Intelligence. Personal Responses to Toxic Behavior: Growing Your Emotional Intelligence. Controlling Our Interpretation of Events. Dealing with Your Own Feelings. Conclusion. Your Turn. 30. Using Emotional Intelligence to Develop Your Company. Organizational Responses to Toxic Managers. The Many Faces of Narcissism. Weighing the Pros and Cons of Narcissistic Managers. Keeping the Barbarians Outside the Gates. Conclusion. Your Turn. Endnote. Addendum. Index.

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Book SynopsisThese developments call for agile leadership, ethical decision-making and commitment to continuous innovation in an ever-shifting landscape.

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Book SynopsisJurgen Wolff is the author of Your Writing Coach (Nicholas Brealey Publishing), Do Something Different (Virgin Books), and Successful Scriptwriting (Writers Digest Press, with Kerry Cox). He's also written many articles, including a personal development column for the Times Educational Supplement.  He teaches workshops on personal development, time management, creativity, and writing around the world. Jurgen has lectured at the University of Southern California, for the Skyros Institute, the Academy for Chief Executives, and for Fremantle Media, the London School of Journalism, the European Media programme, and at private workshops in the United States, England, Spain, Germany, Denmark, France, South Africa, Belgium, and the U.S. Virgin Islands. Jurgen is a Neuro Linguistic Programming practitioner and a certified hypnotherapist and Time Line therapist. He is the author of our upcoming title, Creativity Now as well as, Series Editor for the For Entrepreneurs seriTable of ContentsContents Foreword by Bob Cochran, co-creator of 24 vii About the author ix Introduction How creating focus will change your life xi Part 1 Finding your focus 1 How to focus on your vital 20% 2 How to focus on your first goals Part 2 Your focus strategies 35 3 How to focus your time patterns for success 4 How to overcome the obstacles to focus 5 How to focus on what already works 6 How to (finally) beat procrastination Part 3 Your focus tools 93 7 How to use the Alter Ego strategy 8 How to manage other people 9 How to focus your language for extraordinary results 10 How to create information focus 11 How to conquer the paper mountain 12 How to tame the email monster 13 How to master meetings and networking Part 4 Putting it all together 181 14 How to deal with deadlines and multiple projects 15 How to maintain your new found focus 16 The goals breakthrough experience 17 How to put it all together to reach all your goals

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Book SynopsisOver the past decade a small number of companies have changed every aspect of how we live, work and play. These Outpacers have become enormous global businesses with companies like Google, Amazon, Netflix, Salesforce, Meta, Tesla and Apple all totally redefining what a successful organization looks and feels like.Each chapter in Outpacer focusses on an Outpacer characteristic required for organisational greatness and features examples of what it is and how to achieve it, including; how to structure your company's mission and vision, foster the right entrepreneurial culture, innovate, collaborate and utilise agile technology and data driven insights to drive continuous progress, deliver an exceptional customer experience and achieve outstanding results.Each Outpacer characteristic is illustrated by fascinating profiles of business leaders from companies such as Google, Amazon, Apple and Tesla who have driven phenomenal success, alongside profiles of the stars of film, tv, music and sport who share the same winning characteristic such as Reese Witherspoon, Jay Z and Sir Lewis Hamilton. The combination of business leaders and popular icons illustrate and inspire the reader helping them to learn how they too can lead an Outpacer business. This is not business as usual.

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Book SynopsisIt is very common to hear that human resources is the most valuable asset of an organisation. This means employees are indispensable workplace components of resources for achieving organisational success. However, the same resources can become a very expensive form of inventory to keep; expensive because they become counter-productive due to their undesirable behaviours, which could reflect job performance, absenteeism, or most significantly, misconduct. Disciplinary policy and procedures are therefore necessary tools to deal with employees who may act contrary to the behavioural (and performance) expectations of the organisation and, therefore, attempt to derail the objectives of the organisation. The book comes in handy for all those who perform human resource management. It is a companion to boost the confidence in handling not only the interview, but also to recommend the appropriate actions and effectively prepare related documents. The book is divided into eight parts, each part dealing with a unique aspect of the disciplinary process. Part One introduces the book and outlines the need for the book to help deal with conflicts that may arise as part of the employee-employer working relationship. Part Two outlines and explains the grounds for discipline, emphasising three main areas: incapacity or under-performance, misconduct, and absence. Part Three opens with the main object of the book the disciplinary interview and considers the preparation stage (discussing the various steps and requirements), while Part Four advances the process further how the disciplinary interview is conducted on the day of the hearing. Part Five looks at the possible actions (corrective measures or punishments) that could be taken based on the disciplinary panel/committees findings, with Part Six focusing on the after the interview period by communicating the decision (in writing) to the employee. Part Seven provides important guidelines for handling redundancies and pronouncing actions that will not degenerate into court claims. Part Eight concludes the book by providing important sources of advice for both employers and employees on industrial relations, especially with regard to disputes and perceived unfair and/or wrongful dismissals. Fourteen appendices provide documents relating to the various aspects of the subject to offer hassle-free production of each document.

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Book SynopsisAre there things you'd like to change at your company? Have you found yourself wishing your boss would change? Or your peers? What about the team you lead? Everyone in the corporate world, from the CEO to the security guard out front, wants to change something about their company. That is the human condition at work. Where you can get stuck, however, is thinking that things will improve when the "other guy" changes -- and waiting for that to happen first. In this book author, speaker, and CEO advisor Mindy Mackenzie shows us that the conventional approach is wrong. You can't wait for the "other guy" to change. For true change to occur and for companies to perform better, we must all embrace one simple truth: The only thing you can reliably change or control is yourself. With truth telling the commodity in shortest supply in corporate America today, this book challenges business professionals of any level to take actions that are deceptively simple yet require vulnerability and courage. The result? Improved impact on the job, and increased happiness and fulfillment. Drawing on 20 years of demanding executive roles at global corporations, Mindy Mackenzie reveals sharply focused, quick-read strategies in four key areas: Part 1 -- You First: Taking ownership and accountability to create a career and life you love; Part 2 -- Lead Your Boss: Transforming your relationship with your boss; Part 3 -- Lead Your Peers: Accelerating positive peer relationships to improve business results; Part 4 -- Lead Your Team: Building the most effective teams and having fun while doing it. Whether you are a seasoned leader or just starting out in your career, this book will help you to create instant, lasting change and achieve the success you desire at work.Trade Review"Original and wise, this masterful book shows you how to build the honesty and authenticity today's leaders need, and positions you for success." -- Marshall Goldsmith, author of #1 New York Times bestseller, Triggers

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Book SynopsisEmployee engagement has an enormous impact on organisational outcomes. Extensive research consistently demonstrates a strong positive relationship between high levels of employee engagement and desired organisational outcomes such as customer satisfaction, safety, low turnover, productivity, and profitability. Engagement refers to a high level of motivation to perform well at work combined with passion for the work. Engaged employees are absorbed intellectually and emotionally in their work and vigorously invest their best efforts in producing the outcomes needed for the organisation to achieve its goals. This book discusses managing employee engagement as well as managing public employees in public interest.

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Book SynopsisFederal agencies'' ability to address poor performance has been a long-standing issue. Employees and agency leaders share a perception that more needs to be done to address poor performance, as even a small number of poor performers can affect agencies'' capacity to meet their missions. This book describes and compares avenues for addressing poor performance; describes issues that can affect an agency''s response to poor performance; determines trends in how agencies have resolved cases of poor performance since 2004; and assesses the extent to which OPM provides guidance that agencies need to address poor performance.

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Book SynopsisResearch on both private- and public-sector organisations has found that increased levels of engagement -- generally defined as the sense of purpose and commitment employees feel toward their employer and its mission -- can lead to better organisational performance. Employee engagement is particularly important within federal agencies, where employees influence the well-being and safety of the public in myriad ways, such as by conducting advanced scientific research, verifying and administering benefits, or ensuring the safety of our workplaces, airports, and national borders. This book describes trends in employee engagement from 2006 through 2014; identifies practices in improving employee engagement; and evaluates the Office of Personnel Management''s (OPM) tools and resources to support employee engagement. The book also examines what engages Federal employees -- that is, what contributes to a heightened connection between Federal employees and their work or their organisation.

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Book SynopsisWorldwide labor migration has transformed and reshaped various fields of government policy and professional practices. Labor migration is associated with the non-economic social phenomena that scholars have increasingly paid attention to in both sending and receiving destinations. For practitioners in the field of education, medicine, nursing, social work, mental health, public health, and other professional practices, the human face of labor migration migrant workers and their families daily challenges often reveals the human cost of migration behind the image of economic gain and benefits. Migrant workers and their families are facing vexing challenges ranging from basic needs to psychosocial well-being, despite who they are and where they come from. Traditional ways of thinking and knowing cannot address these challenges adequately; rather, established divisions of professions, systems, disciplines, and/or areas of practice might just be the factor that constrains the ability to clearly articulate compelling problems and adds an additional layer of complexity to problem solving. This book focuses on country policies and practices, and draws on theoretical ideas that provide the intellectual basis. In addition, it offers vivid examples of how migrant workers manage to work, pursue economic security, strive and adjust in new communities, define and negotiate self and identity, and seek health and well-being. While the book illuminates shared challenges and experiences for each group of migrant workers (i.e. low-skilled workers, internal migrants and other types of migrating laborers), it also synthesises the intersectionality across all migrant workers, as they remain committed to bettering the lives of their families and communities in their origin countries as well as new host countries and communities. This volume reflects the efforts of interdisciplinary research and collaboration. Based on empirical studies and policy analysis, the researchers draw broader implications for evidence-based practice and policy in migration studies, and offer practical suggestions for policy and service delivery design, including formal and informal mechanisms of support which can inform the professional reader.

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Book SynopsisExplore the psychology behind what really motivates and influences your clients, colleagues and customers. Discover what makes people tick, how they perceive and react to different situations and why they behave the way they do. In this fast, focused guide, emotional intelligence expert Robin Hills reveals insights into motivation and how people perceive situations in business. As he unlocks the secrets of human nature you''ll learn how to inspire top performance, gain trust, win confidence and build lasting relationships - more effectively and with great results!

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Book SynopsisAre the rules that define women leaders in Asia different from those in the West? How are women leaders perceived across Asia? What are the cultural barriers and biases that they grapple with? How is ambition displayed and aspiration cloaked?These are some of the questions addressed in How Women Work: Fitting In and Standing Out in Asia.From China to India, Singapore to the Philippines and Japan to Thailand, this book observes working women through a pan-Asian lens, using their triumphs and tribulations to present readers with lessons and learnings on leadership and success.''Fitting in'' and ''standing out'' are seemingly contrarian ideas, but, from all accounts, Asian women don''t view them as ''either/or''. Successful Asian women leaders do both on their own terms.

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Book SynopsisWhat made the Sopranos finale one of the most-talked-about events in television history?Why is sudoku so addictive and the iPhone so darn irresistible?What do Jackson Pollock and Lance Armstrong have in common with theoretical physicists and Buddhist monks?Elegance.In this thought-provoking exploration of why certain events, products, and people capture our attention and imaginations, Matthew E. May examines the elusive element behind so many innovative breakthroughs in fields ranging from physics and marketing to design and popular culture. Combining unusual simplicity and surprising power, elegance is characterized by four key elements—seduction, subtraction, symmetry, and sustainability. In a compelling, story-driven narrative that sheds light on the need for elegance in design, engineering, art, urban planning, sports, and work, May offers surprising evidence that what’s “not there” often trumps what is.In the b

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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Book Synopsis In this constantly-connected, do-more-with-less world, being able to increase your productivity is a real advantage. Certified Professional Organizer (CPO®) and productivity expert Tamara Myles has developed a simple model—the Productivity Pyramid—which provides an actionable framework for anyone to achieve better results. Based on a sequence of steps leading to peak performance, the author’s easily adapt able system consists of five levels: • Physical Organization: from decluttering to filing—fool-proof strategies for handling incoming papers and ensuring information remains accessible • Electronic Organization: from dealing with email to electronic file management options such as cloud computing • Time Management: mastering the three P’s—PTable of Contents CONTENTS Acknowledgments xv 1. Steps to Productivity 3 Maslow’s Pyramid 5 The Peak Productivity Pyramid 6 The Challenge of Change 9 Climbing the Peak Productivity Pyramid Levels 10 Productivity Pointers 13 2. Where to Start 15 Peak Productivity Pyramid Assessment 16 Scoring Your Assessment 16 Level 1: Physical Organization 22 Level 2: Electronic Organization 24 Level 3: Time Management 25 Level 4: Activity-Goal Alignment 27 Level 5: Possibility 28 Productivity Pointers 29 3. Level 1 : Physical Organization 31 Why Clearing the Clutter Matters 32 Getting Rid of Clutter 34 To Toss 36 To Do 37 To Keep 37 April’s Story 39 Using the Three To’s of Sorting 42 Filing Options 42 Adam’s Story 45 More on Filing 46 John’s Story 48 Advanced Techniques 49 Grace’s Story 52 Margaret’s Story 52 Productivity Pointers 56 4. Level 2 : Electronic Organization 57 Seven Warning Signs 58 Electronic Files 61 A, B, C’s of E-Mail Processing 62 Access 64 Batch 65 Check 66 Delete 67 Execute 67 File 68 Backing Up Your Files 69 The Future of Electronic Management 70 Productivity Pointers 72 5. Level 3: Time Management 73 Three P’s of Time Management 74 Defining Time Management 75 Importance 75 Choice Management 76 Productivity Pointers 77 6. Plan 79 Write Down Everything 80 Four Decision Categories 81 Beth’s Story 82 Using Calendars 84 One Life, One System 85 Paper Planner 87 Tracking Tasks Your Way 88 Productivity Pointers 88 7. Prioritize 91 Prioritizing with Urgent and Important 91 Box 1: Important and Urgent 93 Box 2: Important and Not Urgent 93 Box 3: Not Important and Urgent 94 Box 4: Not Important and Not Urgent 95 Productivity Pointers 96 8. Perform 97 Perfectionism 97 Overcoming Procrastination 98 Time Wasters 102 Multitasking 103 Interruptions 105 Stealing Time 108 Productivity Pointers 109 9. Level 4: Activity-Goal Al ignment 111 Life-Changing Skills 114 Why Goals Are Important 115 Reacting Rather Than Planning 116 Developing Your Vision 119 SMART Goals 120 Six Steps to Goal Setting 123 Step 1: Commit 123 Step 2: Understand 123 Step 3: Create Goals 123 Step 4: Break Down into Tasks 123 Step 5: Schedule 124 Step 6: Assess and Reassess 124 Productivity Pointers 125 10. Paving the Way to Possibility 127 Discipline 128 Resources 130 Attitude 130 Resources 131 Health 132 Resources 133 Holistic Time Management 133 Resources 135 Productivity Pointers 135 11. Level 5: Possibility 137 Maslow and Self-Actualization 140 Early Influences 142 Alternate Reality 143 The Five E’s of Possibility 145 Enjoy 146 Engage 147 Enable 148 Evolve 149 Explore 149 Possibility Goals in Mind 150 Productivity Pointers 152 12. Power Office 153 Organize Your Work Areas 157 Uncluttered Surfaces 157 Designated Areas 158 Backup Systems and Storage 158 Work Area Efficiency 159 Folder Systems and Files 160 Streamline Processes and Systems 162 Plan and Align Goals and Activities 162 Plan Tasks 163 Schedule Activities 165 Manage E-Mail 166 Operate from the Power Position 166 Possibility for the Power Office 168 Productivity Pointers 170 13. Hiring a Productivity Consultant 171 Hiring Attributes 172 Attribute 1: Empathy 173 Attribute 2: Honesty 173 Attribute 3: Assessing 174 Attribute 4: Questioning 174 Attribute 5: A Good Listener 174 Attribute 6: Experienced 175 Attribute 7: Specific to Your Needs 176 Attribute 8: Well Versed in Different Systems 176 Attribute 9: Flexible 176 Attribute 10: Simplifying 177 Attribute 11: Clear Business Policies 177 Attribute 12: Professional 178 Interview Questions to Ask 178 Certified Professional Organizers (CPOs) 180 References and Referrals 182 Resources to Find Consultants 184 Productivity Pointers 184 14. Case Study: John Allaire 185 When the Bubble Burst 187 Stepping Up the Peak Productivity Pyramid 189 Afterword 193 About the Author 195 Notes 197 Index 201

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