Organizational theory and behaviour Books

Book SynopsisTable of ContentsChapter 1: Introduction to Organizational Behavior PART 1: INDIVIDUALS IN ORGANIZATIONS Chapter 2: Individual Differences: Personality and Ability Chapter 3: Values, Attitudes, and Moods and Emotions Chapter 4: Perception, Attribution, and the Management of Diversity Chapter 5: Learning and Creativity Chapter 6: The Nature of Work Motivation Chapter 7: Creating a Motivating Work Setting Chapter 8: Pay, Careers, and Changing Employment Relationships Chapter 9: Managing Stress and Work-Life Balance PART 2: GROUP AND TEAM PROCESSES Chapter 10: The Nature of Work Groups and Teams Chapter 11: Effective Work Groups and Teams Chapter 12: Leaders and Leadership Chapter 13: Power, Politics, Conflict, and Negotiation Chapter 14: Communicating Effectively in Organizations Chapter 15: Decision Making and Organizational Learning PART 3: ORGANIZATIONAL PROCESSES Chapter 16: Organizational Design and Structure Chapter 17: Organizational Culture and Ethical Behavior Chapter 18: Organizational Change and Development

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Book SynopsisUntil the early 1980s, serious academic research on family businesses was sparse, to say the least. The scholarship that did exist was primarily based on anecdotal evidence, and mostly biased toward the negative effects of family involvement, particularly in terms of nepotism and family feuds undermining a firmâs performance and familial relationships. Considered at best an example for how not to manage a business, family business was deemed not worthy of scientific attention. This has changed dramatically over the past three decades and this new Routledge Major Works collection provides users with background knowledge about the foundations of family-business theory and research, as well as a sense of its theoretical and empirical variety. Edited and with a new introduction by a team of leading scholars, the four volumes assemble the very best and most influential works in family business to provide an authoritative research resource.

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Book SynopsisMost people accept the importance of project management as a means of realizing value, enabling change and distinguishing your organization from its competitors. But recognizing and doing are two entirely different things and project management remains something that is difficult to do right; every project brings something new and, whilst learning is about improving things we have done before, becoming good at project management is about getting better and better at doing the things that we are doing for the first time. This brand new collection of activities enables your project managers and team members to improve the performance of their projects by exploring topics such as benefit and value management, stakeholder relations, critical and innovative thinking and much more. The collection is a natural companion volume to Training for Project Management Volumes 1 and 2, by the same author, which seek to develop the basic human and technical skills associated with working in projectsTable of ContentsContents: Introduction; Benefits of project management; Business modelling; Creative concepts; Critical thinking; Customer understanding; Dynamic versus static: Energizers: Estimating and costing: Estimating quiz: Four types of innovation: Functional design: Health check: Life profiles: One page project: Planning by deliverables: Process maturity: Product improvements: Project breakdowns: Quality controversies: Risk diligence: Roles matrix: Self-learning: Situation analysis: Stakeholder analysis; Team brainteasers; Technology roadmap; Testing and prototyping; Time lords; Transversality index; Usability; Use case; Value analysis metrics.

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Book SynopsisDrawing on examples ranging from military history to the business world, a retired four-star general in the U.S. Army offers a battle-tested system for detecting and responding to risk, showing that there are in fact ten dimensions of control we can adjust at any given time.

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Book SynopsisThe Anthropology of Organisations offers a critical overview of the work that for over sixty years anthropologists have been carrying out in and on organisations and of the contribution that this work has made to social theory at large. Moving beyond earlier preoccupations with 'culture' and 'relationality', the volume brings together a selection of classic and contemporary articles that cast new light on the relevance of ethnography for organisational and social theory. It offers an indispensable resource for students and scholars interested in the politics behind the institutionalisation of social life.Trade Review'...it is eminently coherent in what it sets out to do, and would make an excellent course handbook, or overall refresher.' Anthropology in Action .'...provides a very good resource for scholars interested in ethnography and organisational and social theory...places together within easy reach both classic and more contemporary essays.' Social AnthropologyTable of ContentsContents: Series preface; Introduction; Part I Human Relations: Methods for the study of human relations in industry, Burleigh B. Gardner and William Foote Whyte; The perspectives of Elton Mayo, Reinhard Bendix and Lloyd H. Fisher;The social structure of the restaurant, William Foote Whyte. Part II Social and Political Relations: 'Banana time': job satisfaction and informal interaction, Donald F. Roy; The politics of ritual secrecy, Abner Cohen; Beyond account: the personal impact of police shootings, John van Maanan. Part III Productive and Power Relations: Anthropology of the multinational corporation, June Nash;The production of possession: spirits and the multinational corporation in Malaysia, Aihwa Ong; The culture of production: aesthetic choices and constraints in culinary work, Gary Alan Fine; Factory, family and neighbourhood: the political economy of informal labour in Sheffield, Massimiliano Mollona. Part IV Bureaucratic and Administrative Relations: Managing the managers, Melville Dalton; Moral mazes: bureaucracy and managerial work, Robert Jackall; Penetrability of administrative systems: political 'casework' and immigration inspections, Janet A. Gilboy; The anthropology of power-wielding bureaucracies, Josiah McC. Heyman. Part V Organizational Culture: Concepts of culture and organizational analysis, Linda Smircich; A cultural theory of information bias in organizations, Michael Thompson and Aaron Wildavsky. Part VI Anthropological Cultures: Methods: The fact of fiction in organizational ethnography, John van Maanen; Persons and Places: Creating an ideal self: theories of selfhood and pedagogy at a Japanese ethics retreat, Dorinne K. Kondo; The significance of meetings in an American mental health centre, Helen B. Schwartzman; Theories: A classification of occupations and their associated fiddles, Gerald Mars; Terrorism: a positive feedback game, Mary Douglas and Gerald Mars. Part VII Anthropological Institutionalisations: Consuming, science: public knowledge and the dispersed politics of reception among museum visitors, Sharon Macdonald. Part VIII Re-Institutionalisations of the Contemporary: Technological: Reconstructing technologies as social practice, Lucy Suchman, Jeanette Blomberg, Julian E. Orr and Randall Trigg; Political: Is good policy unimplementable? Reflections on the ethnography of aid policy and practice, David Mosse; The tyranny of transparency, Marilyn Strathern; Work: Changing scripts at work: managers and professionals, Gideon Kunda and John van Maanen; Working out personhood: notes on 'labour' and its anthropology, Alberto Corsín Jiménez; Theoretical: On time, space, and action nets, Barbara Czarniawska ; Real time: unwinding technocratic and anthropological knowledge, Annelise Riles; Name index.

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Book SynopsisThis book presents a research project that was carried out to develop leadership and organisational structures in accordance with the requirements created by different professional backgrounds within the aviation industry. The research outcomes open the door to a new and important element of cultural research, complementary to those of organisational and national cultures.Trade Review'Marc-Philippe Lumpé addresses his book not only to scholars but also to a large variety of practitioners, i.e. senior management, Human Resources and experts in organizational change. The research outcomes enrich cultural research and although the results were obtained in aviation, they could also transfer to the large variety of professions taken into account.' HFES Newsletter 2, 2008Table of ContentsPart 1: The Theoretical Bases; 1: Introduction; 2: The Major Leadership Theories; 3: The Major Organization Theories; 4: Professional Cultures; Part 2: The Empirical Survey and its Results; 5: The Development of the Research Methodology; 6: The Results of the Empirical Study I; 7: The Results of the Empirical Survey II; 8: A Cross-Evaluation of the Results Depicted; Part 3: The Further Implications; 9: Summary and Prospects

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Book SynopsisMake the most of your human services training or practice with these electronic tools!Human Services Technology: Innovations in Practice and Education shows how technology can help practitioners, educators, organizations, and agencies to overcome obstacles, develop problem-solving skills in adults and children, and resolve fear/anxiety issues. It also illustrates how the right software can make a profound difference in the learning experience by transforming students from passive consumers to proactive information hunters. The first half of this vital book highlights well-designed, user-friendly, practice-focused software for use with children and youth, including Funny Face, Bruce?s Multimedia Story, Say No With Donny, Talking it Out, and more. These can be used in play therapy, as a child welfare aid, as an educative/preventative intervention for a variety of issues, and for problem solving in school. This half of the book continues with six chapters discussing soTable of Contents Preface Introduction TECHNOLOGY FOR SOCIAL WORK PRACTICE Introduction to Technology for Social Work Practice YOUTH ?Funny Face?: Shareware for Child Counseling and Play Therapy Interactive Media for Child Care and Counseling: New Resources, New Opportunities Computer Integrated Drug Prevention?Combining Multi-Media and Social Group Work Practice to Teach Inner City Israeli 6th Graders How to Say No to Drugs ?Talking It Out?: A Computer-Based Mediation Process for Adolescents Clients as Co-Developers of Multimedia Software: Two HIV/AIDS Training Programs for Kids ADULTS An Online Stress Management Support Group for Social Workers Risk Management in Online Services Practice Computer-Supported Distance Art Therapy: A Focus on Traumatic Illness Electronic Technology for Social Work Education and Practice: The Application of Telephone Technology to Counseling Videoconferencing in Telepsychiatry Applying Group Support Systems in Social Work Education and Practice TECHNOLOGY IN EDUCATION Introduction: Technology in Education WEB-BASED COURSES COW: Conferencing on the Web Facilitating Interactions Among Students and Faculty via Web-Based Conferencing Systems DISTANCE LEARNING Connecting Aboriginal Learners in Remote Communities: An Online Social Work Course High Tech and High Touch: The Human Face of Online Education CD-ROM/VIDEODISC Counseling Simulations: An Interactive CD-ROM Approach Better Listening: Paraphrasing and Perception Checking?A Study of the Effectiveness of a Multimedia Skills Training Program Multimedia Interactive Training Development?Journey: Discovering Social Services CD-ROM The Development of a Multimedia Training Project: Rewards and Challenges of the Multidisciplinary Team Conclusion Bibliography Index Reference Notes Included

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Book SynopsisHow do you get people who work in pig abattoirs to wash their hands? How does painting the walls of a canteen pink make construction workers behave more safely? And how can baby faces spray painted onto shop shutters reduce anti-social behaviour?Ripple is about how small behaviour changes can have wide-reaching effects in the real world. By applying behavioural science in your working life, you can have positive ripple effects on the world around you.While nudging is now commonplace in politics, most of our daily interactions with companies, products, and services have not yet been transformed with behavioural science. Doing so is often a messy process but, armed with this book, you'll have the practical toolkit to get started.Through storytelling and practical tips, Ripple takes you on a journey across the globe which will leave you inspired to start applying behavioural science to improve the world around you.www.ripple-book.com

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Book SynopsisI Don’t Agree is a fascinating exploration of new, powerful and surprising solutions to an ancient problem: why we disagree so much. It shows how to sidestep our animosities and get great things done, despite our differences.

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Book SynopsisEmpathic leadership has become popular across industries including the challenging domain of elite sport. This book draws on the author's relevant research and experience and incorporates the words of leaders of teams to help to explain how empathy can help leaders to be successful in their work.Seven aspects of empathy are described in detail, each illustrated with fascinating stories from male and female head coaches of teams competing at the highest levels of nine different team sports. The result is an authentic portrayal of what it takes to become an empathic leader. Exploring the philosophies and practices of empathic leadership, attention is paid to a range of important factors within leadership, including relationship management, building trust, and establishing a strong line of communication. This book also focuses on the importance of self-empathy as a starting point of empathic leadership, providing readers with the ways to understand their own emotions and deep thTable of ContentsIntroduction1. Self-Empathy2. Empathic Communication3. Empathic Relationships4. Empathic Climates5. Person-Centred Focus6. Empathic Accuracy7. Developing EmpathyConclusionBonus Material

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Book SynopsisThe idea of Utopia springs from a natural desire of transformation, of evolution pertaining to humankind and, therefore, one can find expressions of utopian desire in every civilization. Having to do explicitly with human condition, Utopia accompanies closely cultural evolution, almost as a symbiotic organism. Maintaining its roots deeply attached to ancient myths, utopian expression followed, and sometimes preceded cultural transformation. Through the next almost five hundred pages (virtually one for each year since Utopia was published) researchers in the fields of Architecture and Urbanism, Arts and Humanities present the results of their studies within the different areas of expertise under the umbrella of Utopia. Past, present, and future come together in one book. They do not offer their readers any golden key. Many questions will remain unanswered, as they should. The texts presented in Proportion Harmonies and Identities - UTOPIA(S) WORLDS AND FRONTIERS OF THE Table of ContentsPart 1 - Utopia: Worlds and frontiers of the imaginaryPart 2 - Architecture - Urbanism - DesignPart 3 - ArtsPart 4 - Humanities

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Book SynopsisNow it its second edition, this book is an authoritative and comprehensive review on all aspects of the law that relate to liability insurance contracts. It aims to cover the all the major types of liability insurance, not just professional indemnity insurance, and presents the issues according to the general principles of contract law. Updated to include the impact of the Insurance Act 2015, the book takes a comparative view of the law, tailored to those professionals operating in a global economy, as well as academics and post-graduate students.Table of ContentsChapter One: IntroductionChapter Two: Contract FormationChapter Three: Contract LegalityChapter Four: MisrepresentationChapter Five: NondisclosureChapter Six: Policy InterpretationChapter Seven: Good FaithChapter Eight: Cover: The Insuring ClausesChapter Nine: DefendingChapter Ten: ExclusionsChapter Eleven: ConditionsChapter Twelve: Insurance Claims

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Book SynopsisWritten from the perspective of the Average Adjuster, and updated to include a detailed analysis of the new rules adopted in 2016, this book is an essential read for practitioners in maritime law and marine insurance.The book contains: historical references regarding the establishment of General Average from Roman Law onwards; details of the establishment of International rules to achieve uniformity in the adjustment of General Average and their development: the Glasgow Resolutions of 1860; the York rules of 1864; and the York-Antwerp Rules 1877, 1890, 1924, 1950, 1974, 1994, 2004 and 2016; a detailed analysis of the York-Antwerp Rules 2016; CMI Guidelines relating to General Average; general average security; general average absorption clauses; and new to this edition: iTrade Review'...thanks to its systematic and practical approach, [this book] is and remains an essential read for practitioners in maritime law and marine insurance.' Peter Laurijssen, The Journal of International Maritime Law Table of ContentsForeword by Michael Harvey About the authors Preface to the fourth edition Glossary Bibliography Table of cases Table of materials Part I Background 1 General Average – Ancient and Modern 2 The York-Antwerp Rules – A Vehicle for Uniformity Part II The 2016 Rules 3 Introduction to the York-Antwerp Rules 2016 4 Rule of Interpretation 5 Rule Paramount 6 Rule A 7 Rule B 8 Rule C 9 Rule D 10 Rule E 11 Rule F 12 Rule G 13 Rule I: Jettison of Cargo 14 Rule II: Loss or Damage by Sacrifices for the Common Safety 15 Rule III: Extinguishing Fire on Shipboard 16 Rule IV: Cutting Away Wreck 17 Rule V: Voluntary Stranding 18 Rule VI: Salvage 19 Rule VII: Damage to Machinery and Boilers 20 Rule VIII: Expenses Lightening a Ship when Ashore, and Consequent Damage 21 Rule IX: Cargo, Ship’s Materials and Stores Used For Fuel 22 Rule XX Expenses at Port of Refuge, Etc. 23 Rule XI: Wages and Maintenance of Crew and Other Expenses Bearing Up For and in a Port of Refuge, Etc. 24 Rule XII: Damage to Cargo in Discharging, Etc. 25 Rule XIII: Deductions from Cost of Repairs 26 Rule XIV: Temporary Repairs 27 Rule XV: Loss of Freight 28 Rule XVI: Amount to be Made Good for Cargo Lost or Damaged by Sacrifice 29 Rule XVII: Contributory Values 30 Rule XVIII Damage to Ship 31 Rule XIX: Undeclared or Wrongfully Declared Cargo 32 Rule XX: Provision of Funds 33 Rule XXI: Interest on Losses Made Good in General Average 34 Rule XXII: Treatment of Cash Deposits 35 Rule XXIII: Time Bar for Contributing to General Average 36 CMI Guidelines Relating to General Average Part III Practical Issues 37 General Average and Salvage Security 38 General Average Absorption Clauses 39 The Insurance of Average Disbursements Part IV Appendices Index

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Book SynopsisNow in its third edition, Merchant Shipping Legislation is a useful tool tool for those wishing to refer to the UK and Commonwealth merchant shipping statutes. Organized in subject areas and regularly updated, this complete annotation and commentary on the UK and Commonwealth merchant shipping legislation will be of use to the work of maritime lawyers in the UK and overseas. All the provisions of the various merchant shipping acts are contained in a single easy-to-use volume organized in subject areas. Divided into twenty chapters, the work addresses all the most important areas including: registration; collisions; salvage; pilotage; environmental protection; oil pollution and carriage of goods.Table of Contents1. Introduction 2. Literature on "excellence in construction" 3. Analysis of common characteristics of the contracts used in projects discussed in chapter 2 4. The "Communication Gap" 5. Risk 6. Collaboration 7. Tools 8. Summary

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Book SynopsisHow to Coach for Creativity and Service Excellence: A Lean Coaching Workbook is a self-contained workbook, in which the reader completes twenty-one days of practical exercises and activities focused on creativity, lean and coaching (one set per day). This will enable the reader to develop their capability and confidence to be creative, adapt lean principles, practices and tools to their unique service organization and coach others to do the same. The workbook guides the reader through a structured, systematic, easy-to-understand, habit-building approach, and function as the reader's coach'. As the reader works' their way through the book, they will reclaim their creativity, learn Karyn's tried-and-true 15-minute a day coaching approach and adapt lean principles, practices and tools to their particular service organization.As an internationally acclaimed lean consultant, highly experienced coach and coauthor of The Toyota Way to Service Excellence, Karyn Ross Table of ContentsWelcome Section (Preface) Part 1: Introduction: It takes 21 Days To Make a Habit! Time to Get Started! Day 1: Lean Service Basics Part 2: Time to Practice! Day 2: Always Start with Purpose Day 3: A Vision Gives Us Something to Strive Towards Together! Day 4: Service is About Others Day 5: Service Value Streams Tend to Be Circular Day 6: Creating Peak Services vs Simply Solving Problems Day 7: Start with What Should be Happening (Target) Day 8: Do You REALLY Know What’s Going On?Day 9: The Importance of ‘Making It Visible’: Both Process and Mindsets! Day 10: The Importance of ‘Making it Visible’: Minding the Gap! Day 11: Striving for Single-Piece Flow in Service Processes Day 12: Barriers to Flow in Service Processes: Part 1 Day 13: Barriers to Flow in Service Processes: Part 2Day 14: Barriers to Flow in Services: Part 3 Day 15: Leveling Work in Services: Part 1 Day 16: Leveling Work in Services: Part 2 Day 17: Leveling Work in Services: Part 3 Day 18: Standardized Work in Services: Part 1 Day 19: Standardized Work in Services: Part 2 Day 20: Time to Reflect! Part 3: Conclusion: Where am I - and my learner - now? What’s Next? Day 21: What Did We Learn?

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Table of Contents PART I. THE BASICS OF TEAMWORK 1. Teams in Organizations: Facts and Myths 2. Performance and Productivity: Team Performance Criteria and Threats to Productivity 3. Rewarding Teamwork: Compensation and Performance Appraisals PART II. INTERNAL DYNAMICS 4. Designing the Team: Tasks, People, and Processes 5. Team Identity, Emotion, and Development 6. Sharpening the Team Mind: Communication and Collective Intelligence 7. Team Decision Making: Pitfalls and Solutions 8. Conflict in Teams: Leveraging Differences to Create Opportunity 9. Creativity: Mastering Strategies for High Performance PART III. EXTERNAL DYNAMICS 10. Networking, Social Capital, and Integrating across Teams 11. Leadership: Managing the Paradox 12. Interteam Relations: Competition and Cooperation 13. Teaming Across Distance and Culture APPENDIX 1. Managing Meetings: A Toolkit APPENDIX 2. Tips for Facilitators APPENDIX 3. A Guide for Creating Effective Study Groups APPENDIX 4. Example Items from Peer Evaluations and 360-Degree Performance Evaluations

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Book SynopsisThis brand new textbook has been designed to help your students to acquire or enhance their abilities in leading and developing themselves, others, and organizations. Grounded in the findings of both classic and recent management and leadership research, it translates the theory into rigorous yet practical advice so that students will have the skills to manage effectively and sustainably. The book takes an innovative learner-centric approach, structured around different levels of management from individual effectiveness, through to interpersonal effectiveness, and then team and organizational effectiveness. With a global focus, lively writing style, and an eye on current and future developments, it provides a succinct, accessible, and engaging look at what it means to be a manager. Thanks to its extensive features from thought-provoking questions to global case studies, this textbook will provide you with all the necessary tools to run an introductory management course which preparesTrade ReviewThis highly practical book is relevant to today's dynamic work environment where change, empowerment, leadership, and the entrepreneurial role of managers are core themes. The case studies, insights, and illustrative examples alongside the findings from research make this text a perfect fit for any practice-oriented management course! * Florentin Popescu, Arnhem Business School, The Netherlands *As the world becomes more complex, management becomes increasingly challenging. This heightens the value of effective management. In this easily readable and eminently practical textbook, Sternad demonstrates the necessary tools, knowledge, and skills to succeed in the work environment of the 21st century. * Allan J. Sim, University of Aberdeen, UK *Sternad gets it right with his comprehensive overview and effective structure - one can literally see the line of thought and follow it. The appendix on the history of management alone is worth buying this book! Moreover, the emphasis on the need for self-management as well as the key role of leadership for managing others is commendable. While management has come a long way, it is baffling why so many mistakes are still made. Sternad's book can hopefully fill a gap by stressing the need for consistent excellence in management to achieve organizational goals. * Roland Berberich, Xi’an Jiaotong-Liverpool University, China *This is an extremely valuable text for undergraduate, postgraduate and executive development courses in management. It demonstrates the realities of managerial work through real-life challenges and case studies. * Jennifer Nzonzo, Monash University, South Africa *Sternad has created a most valuable learner-centered resource. It provides well-selected, state-of-the-art examples from around the globe focusing on effective managerial practice and people-oriented leadership. Discussing topics such as appreciating diversity, intercultural collaboration, and virtual teamwork, Sternad emphasizes the opportunities and challenges that emerge in our digitalized and globalized environment. In doing so, he illustrates the importance of values-based and ethical behavior for an organization to be sustainably successful. Based on seminal and current research, this textbook offers the latest insights into practical management that students will appreciate and benefit from. * Alain Neher, Charles Sturt University, Australia *Effective Management helps readers to develop key skills for the workplace. I would definitely recommend this book to my students! * Scott Tuppen, Swansea University, UK *An ambitious and brave undertaking - I am particularly impressed by the emphasis on developing learners' management skills and career readiness. This approach injects life into management study, making it an exciting contribution to the discipline which I applaud enthusiastically. * Henry Shi, University of Adelaide, Australia *Effective Management is a well-researched text that provides thoughtful consideration of the application of management theory in practice. Key themes of relevance to managers today are presented in an interesting and accessible manner. The book provides a useful resource for both students on academic programs and practitioners across all sectors. * Dorothy McKee, Ulster University, UK and Dorothy McKee Consulting. *Table of ContentsPART 1: ENHANCING PERSONAL EFFECTIVENESS 1. The manager’s role and responsibility 2. Managing and developing yourself PART 2: ENHANCING INTERPERSONAL EFFECTIVENESS 3. Leading and developing others 4. Working in teams 5. Managing diversity across cultures PART 3: ENHANCING ORGANIZATIONAL EFFECTIVENESS 6. Effective decision-making 7. Managing strategy 8. The execution challenge PART 4: ENHANCING ORGANIZATIONAL SUCCESS 9. Achieving results 10. The entrepreneurial manager APPENDIX: A very brief history of effective management.

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Book SynopsisWe've all heard that Millennials are smarter than everyone else, unique in every way possible, that they have probably been millionaires since age seven, and that they are poised to take over the world. We've also heard that they are lazy, unmotivated, entitled, and condescending know-it-alls. How can this generation have such opposing characteristics? What is the truth about this generation? The Millennial Mindset offers parents, educators, managers, and co-workers insights and suggestions on how to engage, prepare, and foster the Millennial generation in all aspects of life. Through interviews with millennials and those who work with or otherwise engage them, Regina Luttrell and Karen McGrath offer ways for Millennials to better understand older generations and their peers so they can coexist without animosity in today's fast-paced globalized world. They also offer insight into Millennial characteristics, passions, and goals for those who work with, live with, or otherwise co-exist Trade ReviewThe Millennial Mindset provides a comprehensive perspective on the often mis-understood generation. Luttrell and McGrath's book brought together endless articles, blog posts and Tweets about the Millennial generation. There's no magic bullet to "fix" the generation rather the book provides a framework for multiple generations to successfully co-exist. -- Anne Gaertner, director, Employer Relations and Internships, Cornerstone UniversityThere is plenty of fiction in the air about Millennials—lazy, selfish, and “entitled” among them—so it is refreshing to see a book that highlights the facts: Millennials are an optimistic, energetic, generous-hearted, and idealistic generation. This might be bad news for those who enjoy dumping on them, but it’s good news for the rest of us. This book is an excellent guide to the Millennial generation and the world they will create. -- Jeffrey Jensen Arnett, PhD, author of Emerging Adulthood: The Winding Road from the Late Teens Through the Twenties; Research Professor, Department of Psychology, Clark UniversityTable of ContentsForewords (Tatiana N. Coffinger, Cailin Brown, and Ryan Schram) Preface PART I: MILLENNIALS: WHO ARE THEY? WHERE HAVE THEY BEEN? WHERE ARE THEY GOING? 1: Traditionalists, Baby Boomers, Generation-X 2: Who are Millennials? PART II: MILLENNIALS’ LEADERSHIP & CHARACTERISTICS 3: LEADERSHIP: There is an “I” in TEAM 4: Characteristics 1 and 2: Confident & Cavalier 5: Connected 6: Collaborative 7: Characteristics 5 and 6: Committed Change Agents 8: Contradistinctive PART III: MOVING FORWARD: WHAT’S ON THE HORIZON? 9: Millennial Voices: “Out of the Mouths of Babes” 10: Embracing the Challenges Ahead 11: What’s Next?: “Forgettabout” Millennials, think Neo-Millennials About the Authors

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Book Synopsis**THE SUNDAY TIMES BUSINESS BESTSELLER**Voted the EMBRACING CHANGE BOOK OF THE YEAR at the BUSINESS BOOK AWARDSWhen the winds of change blow, some build a wall and others build a windmillIn a business environment where change is the only constant, the stark reality is that it has never been harder to see what''s happening around us, interpret information efficiently or develop successful strategies. This is down to both the increasing speed of change and the prevalent mindset about change, where change is seen as the enemy.Powered by Change presents a radical new methodology for using change as a fuelling mechanism to generate outstanding business success: the Windmill Theory.Power your businessThe Windmill Theory enables leaders and organisations to think and act in a way that capitalises on a constantly changing environment. Constructed of four blades working in perpetual harmony with one another, iTrade ReviewIn the modern world change is the only constant, but few companies and leaders have any clue how to deal with this reality. This book gives them more than a clue. It gives them an entire route map. -- Mike Butcher MBE, Editor at Large, TechCrunchJonathan brilliantly captures the essence of change and our changing business landscape; leaving us all talking about building windmills! -- Linda Johnson, Chairman Guernsey Branch, Institute of DirectorsPowered by Change is that rare thing. A business book that does something other than take one idea and rework it ad infinitum. Not only is the book stacked with compelling and original insight, there is practical advice on how to put the insight into practice in both a professional and personal context. It's a wonderful book that should stay close to the side of anyone who wants to be a rare thing themselves; someone embracing the furious pace of change in the world and putting it to work for advantage.

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Book SynopsisOffers an integrated overview of just how an organization must be designed to realize the full potential of high-involvement management. Details the types of management and reward systems, leadership behaviors, job design, and training programs that make high-involvement organizations really work at such thriving companies as Hewlett-Packard, General Electric, and Xerox. Shows how to implement such specific practices as work teams, skill-based pay, gainsharing, and improvement groups.Trade Review"One of the strengths of Lawler's book is its readiness to confrontdirectly the sort of questions that really worry most topmanagers." "A valuable reference for human resource specialists, managementconsultants, and managers in search of a compass. It clearly laysout where many organizations are heading and presents the newwisdom on how to get there." "A solid, insightful, and instructive book."Table of ContentsPart One: Searching for Competitive Advantage. 1. Make Management an Advantage. 2. Choose the Right Management Style. Part Two: Designing Organizations, Work, and Rewards. 3. Create a High-Involvement Structure. 4. Identify Work Design Alternatives. 5. Develop Involving Work. 6. Foster Organization-Improvement Groups. 7. Pay the Person, Not the Job. Part Three: Managing Information and Human Resources. 9. Promote Open Information Channels. 10. Establish High-Involvement Management Practices. 11. Support Positive Managerial Behavior. 12. Involve Unions in the Organization. Part Four: Creating High-Involvement Organizations. 13. Develop High-Involvement Business Units. 14. Manage the Change Toward High-Involvement.

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Book SynopsisYou can change your company's culture.Organizational culture often feels like something that has a life of its own. But leaders are the stewards of a company's culture and have the power to shape and even change it.If you read nothing else on building a better organizational culture, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the most important ones to help you identify where your culture can be improved, communicate change, and anticipate and address implementation challenges.This book will inspire you to: See what your company culture is currently like--and what it could be Explore your company's emotional culture Gather input on what needs to be fixed or initiated Improve collaboration Foster a culture of trust Articulate the new culture's mission, values, and expectations Deal with resistance and roadblocks This collection of articles includes "The Leader's Guide to Corporate Culture," by Boris Groysberg, Jeremiah Lee, Jesse Price, and J. Yo-Jud Cheng; "Manage Your Emotional Culture," by Sigal Barsade and Olivia A. O'Neill; "The Neuroscience of Trust," by Paul J. Zak; "Creating a Purpose-Driven Organization," by Robert E. Quinn and Anjan V. Thakor; "Creating the Best Workplace on Earth," by Rob Goffee and Gareth Jones; "Cultural Change That Sticks," by Jon R. Katzenbach, Ilona Steffen, and Caroline Kronley; "How to Build a Culture of Originality," by Adam Grant; "When Culture Doesn't Translate," by Erin Meyer; "Culture Is Not the Culprit," by Jay W. Lorsch and Emily Gandhi; "Conquering a Culture of Indecision," by Ram Charan; and "Radical Change, the Quiet Way," by Debra E. Meyerson.

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Book SynopsisThis book shows how HR can build strategic purpose and value-adding partnerships that drive business success and boost HRâs credibility, influence and reputation.

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Book SynopsisThe success of your organisation depends on the quality of your staff and how quickly you can get new employees up and running happily at full capacity. To achieve this, you need to ensure your new staff understand your organisation and their role within it and are able to integrate smoothly with their new colleagues. Speed Reads: Inductions shows you how to design a reliable, structured, and repeatable induction process that works for both the new starter and for your organisation. It explains what inductions are, why they are important, what makes a good induction, how to plan the process and what types of starter you may need to cater for. There are also tips to help lift your induction standards from good to excellent. The book is for everyone who has the responsibility for organising and carrying out inductions for employees and volunteers as well as for those on the management team who might have a part to play in the process. It will be of value whether you are a manager, an HR officer, a member of your leadership team or the CEO. It covers * Making People welcome *Planning the induction *Early days * Types of starter * Inspirational inductions The book is for everyone who has the responsibility for organising and carrying out inductions for employees and volunteers as well as for those on the management team who might have a part to play in the process. It will be of value whether you are a manager, an HR officer, a member of your leadership team or the CEO.Trade Review‘A brilliant guide for charities on how to welcome and engage their new starters.’ Amy Flitney, People Policy Manager, Alzheimer’s Society *** ‘This is an insightful companion for HR practitioners and managers who aspire to craft an exceptional employee and volunteer experience from day one. A treasure trove of top tips, it will help you create memorable inductions that set the stage for lasting success. I wholeheartedly recommend this engaging and personable guide for anyone committed to making every new starter’s journey remarkable.’ Ruth Homer, People Officer, NCVO

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Book SynopsisThis book seeks to integrate the scholarship on justice and affect. The authors focus on empirical social scientific theories pertaining to fairness, mood and emotion. Most of the literature in this book is drawn from social and organizational psychology. Other areas included are management, personality and evolutionary psychology. The book includes coverage of relevant philosophical positions from Aristotle and Rawls.The goal of this book is to familiarize the reader with the rich tradition of conceptual models explaining the association between justice and emotion. It will be of interest to graduate students, researchers and practitioners in industrial organizational psychology, social psychology, management and business ethics.Trade Review"In my opinion, the authors have done an excellent job of providing the reader an historical account of the origins of justice theory. I also think the authors have certainly been thorough in their description of the organizations justice literature." - Steve M. Jex, Psychology Dept, Bowling Green State University, USA"Justice is a rapidly evolving field that generates a great deal of both empirical and theoretical papers. This book does a nice job of bringing people up to speed on what’s out there without relying on a single perspective. Notably , the volume of publishing in this area also means that it is particularly popular, leading to a greater likelihood that a book such as this one will be read by many." - Daniel Beal, Psychology Dept, Rice University, Texas, USA"I look forward to owning it and will keep it on my desk as a constant reference. This would be an ideal book for a graduate course (in fact, I will likely design a doctoral seminar around it). It will also be critical for graduate students preparing for their qualifying/specialization exams. And of course, it will be a gold standard resource for individuals conducting research in justice and emotion." - Deborah Rupp, Psychology, School of Labor and Employment Relations, University of Illinois, USA"As experts in both domains, the authors are uniquely qualified to craft this comprehensive integration of justice and affect. This volume instantly becomes a must read for scholars interested in justice, injustice, and the feelings that swirl around them." - Jason A. Colquitt, McClatchy Professor of Management, University of Florida, USATable of Contents1. Introduction. 2. Justice-Relevant Cognitions as a Cause of Affect. 3. Justice and the Moral Emotions. 4. Justice, The Self, and Affect. 5. Mood and Emotion as Causes of Justice. 6. Emotional Regulation: Display Rules and Terror Management. 7. Conclusion.

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Book SynopsisInformation overload, a full mailbox, too many balls in the air, on the bounce, heavy workload. There are many ways to describe the chaotic life some of us live in and work. But if we get a better structure for how we work, we get even more time for what is important, for ourselves and for our business. Done! Be super structured in 31 days is a training programme for those who want to create a smoother day at work.A practical and useful book that can turn chaos into structureIn short chapters with useful advice and tips mixed with practical exercises, learning strucktor David Stiernholm teaches you how you can work in a more structured way through organization, automation and focus. The book gives you the tools, mind-set, methods and routines that make you more efficient, more flexible and actually happier.

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Book SynopsisEvery company has its own values and brand which it wants its customers and clients to engage with and develop loyalty to. At the same time, research shows that 70% of customers' brand perception is determined by their experience with the company's employees. Moreover, 41% of customers are loyal because of good employee attitude. This book shows how companies can translate their values and brand into the daily practices and behaviour of their employees, especially those who must deal directly with customers. Drawing its principles from psychology, sociology, philosophy, neuroscience, and leadership, the 31 Practices method has been successfully adopted by large and small companies around the world and has been responsible for significantly enhancing customer satisfaction and loyalty.Trade Review"The 31 Practices is a rare combination of complex conceptual thinking, practical operational examples, robust academic research, and an easy read for time-strapped executives." --Review in HR Grapevine by Jacqueline Moyse, Head of Organization Development, Mandarin Oriental Hotel Group "The 31 Practices is an easy and essential read for everyone in business. The book is structured in easy-to-read bite size chunks, which makes it easy to fit into flight schedules and commute times. With experience, I know 31 Practices works since we used it for Infiniti, our premium car range." --Andy Palmer, Executive Vice President, Nissan Motor Company, and Chairman, Infiniti Motor Company "The 31 Practices approach is simple, clear, at times daring and unconventional to the traditional thinker of today. But this will be the norm and essential in the future. Good job... I really enjoyed it." --Horst Schulze, Chairman/CEO, Capella Hotel Group and ex-President/COO, Ritz-Carlton "This is an important book for anyone who believes in values-based leadership. In the NHS, it is our values that bind us together. Their power will help see us through the toughest times since the creation of the NHS. This book holds lessons that may just help us succeed." --Rob Webster, Chief Executive, NHS Foundation Trust "The 31 Practices is an insightful, practical, and timely resource for organizations trying to solve the conundrum of being competitive, creative, and ethical in complex and challenging times."--Matthew Taylor, Chief Executive, RSA "What stands out for me in 31 Practices is the elegance of the 360 degree facilitated integration -- both vertical (across all levels of the organization) and horizontal (encompassing body, mind, and soul of the individual). This integration is seamlessly promoted, with the approach well-supported by a range of seriously impressive research. --Lesley Kuhn, Senior Lecturer and Professor at the School of Business, University of Western Sydney

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Book SynopsisIf you want your company to thrive, you need to break one of the oldest unwritten rules of leadership. Leaders in nearly every industry have learned to keep a professional "distance" between themselves and the people who report to them—to avoid getting too close or too personal. This unwritten rule of leadership is pervasive and quietly destructive, and, little by little, keeping ourselves at arm's length destroys trust, collaboration, and the very fabric of organizations. When Tom Gartland became president of Avis Budget Group, North America, he wanted the corporate culture to become more "open and connected"—so he started with himself. His message was "business is personal—very personal." As he grew closer and connected more with those he was leading, he became a more effective leader, and those around him were inspired to create unprecedented results. Tom found that when we truly open up and care about the people we work with, we can transform organizations into sanctuaries where people feel a deep connection to one another, a profound sense of being part of an important mission, and extraordinary engagement in their work. The result? Employees who feel valued generate exceptional profits. After applying this business philosophy at Avis, not only did Tom see an increase in employee morale, he also saw a significant increase in the company's bottom line. In Lead with Heart, Tom provides an unconventional approach to business leadership, including advice and strategies on how to open yourself up as a leader, recognize potential in your employees, and increase employees' trust in you and the company. Lead with Heart is the revolutionary leadership book that will help managers and employees at all levels grow their businesses by connecting, honestly and meaningfully, with the people they lead.Trade Review“Lead with Heart offers poignant, heartfelt lessons about being an authentic leader, and doing it with compassion, trust, commitment, care, and warmth. It is a brilliant clarion call—and a must-read!”—Molly Biwer, SVP of public affairs and communications at Hallmark“A handbook for any leader seeking sustained organizational excellence over short-term achievements by capturing people’s hearts rather than commanding their hands.”—Dave Ridley, former CMO at Southwest Airlines“In this inspiring book, Tom brings to life—through compelling personal stories and powerful leadership lessons—When you focus on people, the profits will follow . . . This book is a must-read for all leaders.”—Captain D. Michael Abrashoff, New York Times bestselling author of It’s Your Ship“There is no doubt this book will enlighten any leader and help them transform their business through personal connection. I had a behind-the-scenes look at the positive impact his approach had professionally with his team at Avis, and how family extended well beyond the Gartland name. ”—Steve Stricker, pro golfer and US Captain for the 2017 Presidents Cup“Tom knows that strategy without culture does not exist and culture without committed and engaged team members is meaningless. Lead with Heart is an inspiring reminder to each of us of what it takes to move an organization—and yourself—to accomplish greater things in work and in life.”—Adam Johnson, chairman and CEO of NetJets“Lead with Heart captures the phenomenal power of personal authenticity to effect change on those with whom you interact. But even more important, it gives you the tools to recognize and apply these leadership principles in your own life. You can use them to chart a new course starting now!”—Chris Soder, former CEO and president of Priceline.com, Inc.Table of ContentsForeword Introduction Chapter 1: Learning to Lead with Heart Chapter 2: Knowing the Sound of Your Own Heart Chapter 3: Opening Yourself Up—to Yourself and to Others Chapter 4: Building an Engaged, Trusting Culture Chapter 5: Sometimes It Takes Being Friggin’ Crazy Chapter 6: Recognizing the Potential in People Chapter 7: Delivering Tough News with Your Heart Chapter 8: Creating a Purpose and Strategy That Connects with Your Team Chapter 9: Connecting with the Hearts of Your Customers Chapter 10: Seeing New Possibilities with Your Coach Conclusion My Scorecard Update A Special Lifelong Connection Acknowledgments About the Authors

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Book SynopsisThis quintessential Wallstreet Journal and USA Today bestselling business book from Company Culture expert Dr. Daren Martin has impacted thousands of people in all sorts of companies including PayPal, Verisign, Lockheed Martin, Southwest Airlines, Select Medical, Cox Media and more.Lack of employee engagement is the biggest challenge facing business owners and leaders today. In this fast paced high impact book, Daren Martin delivers proven insights and solutions he uses to create ownership cultures in some of the biggest companies in the world. This quick reading, hard hitting, solution-oriented book is a staple in many top business leader’s libraries.Using insights gleaned from years helping companies and coaching leaders, Dr. Martin teaches company leaders how to turn team members into owners. Areas covered include the difference between an engaged employee and a zombie employee, hiring and firing, why having fun at work is good business, toxic employees, the eight core attitudes and behaviors of an owner, and more.The visually appealing graphic layout easily engages readers and leads them through a dynamic learning process. This book is intense, humorous, challenging, thought provoking and extremely engaging.A Company of Owners was birthed from a hallway conversation between the author and the COO of a 20 Billion dollar company. The author told the COO, “You need to fire all your employees. You don’t want employees, you want people who act like owners.”When business tycoon Mark Cuban was asked how important to the success of a company is company culture he responded, “Culture is everything!”Employee engagement is at an all time low. To make matters worse, only 16% of business leaders say their culture is where it needs to be. Regardless of the size of your company, you will find ideas in this book that will be immediately actionable to improve your company and yourself. One employee at a well known Computer Retail store, quit and started his own rideshare company as a result of reading this book. What if everyone at your company was empowered to... Act like an owner Be fully engaged See the company as a connected silo free enterprise Work effectively together Focus on improving and growing the company Many companies provide this book to all their leadership team and in a number of cases all their employees.Scroll up and get this book today for you and your entire team!

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Book Synopsis“Culture eats strategy for breakfast”. Peter Drucker’s provocative statement points to the importance of culture for organizations. Depending on its characteristics, culture contributes significantly to the success or failure of for-profit and not-for-profit organizations. Hence, managers and leaders need to have an understanding of this important concept for best results. This book provides relevant knowledge about the concept of culture. This includes its major characteristics and dimensions, the way culture functions and influences both the internal life of an organization and the resulting performance. The book describes the emergence and development of culture over time as well as the formation and influence of subcultures. Even though culture is always present, certain situations call for specific attention such as fast growth or stagnation, strategic alliances, M&As or situations of change. The book describes how to go about understanding and assessing an organization’s culture as a basis for culture change interventions as well as culture-sensitive and culture-mindful management and leadership.Table of ContentsChapter 1. Introduction.- Chapter 2. What is Culture in the Context of Organizations?.- Chapter 3. The Development of Culture and its Subcultures.- Chapter 4. The Influences of Culture on Organizations’ Daily-Life.- Chapter 5. Culture and Organizational Performance.- Chapter 6. Situations When an Organization’s Culture Needs Special Attention.- Chapter 7. Understanding and Assessing Organizational Culture.- Chapter 8. Developing and Changing Organizational Culture.- Chapter 9. Characteristics of Culture Sustaining Competitiveness and Viability.- Chapter 10. Culture-Mindful Management, Leadership, and Leaders.

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Book SynopsisPart I: Introduction and Framing.- 1. The Framing of the Book and Why Experience Can Be Both, a Success and a Failure Factor.- 2. A Recap of the Three-Pillar Model and Its Importance for the Books Objective.- 3. General Concept and Proceeding.- Part II: Outcome of the Interviews.- 4. Evaluation Overview of the Interviews.- 5. The Interviews Cluster Executives.- 6. The Interviews Cluster Consultants.- 7. The Interviews Cluster Academics, Diplomats, NGO.- 8. The Interviews Cluster Others.- Part III: Key Take-Aways and Further Reflections.- 9. The Most Important Take-Aways.- 10. A ChatGPT Proposal to Read an Unknown Organization and How to Regard and Use It.- 11. Navigating the Unknown in Organizations and How to Read the Respective Organizational Capabilities.- 12. At the Book's End A Striking Analogy: An International Sommèliere and a Wine and Olive Oil Expert Read Unknown Organizations in Form of Wine and Olive Oil Producers and Relate the Outcomes to the Three Pillar Model.

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Book SynopsisBaker takes on eight dysfunctional people management practices originating from the scientific management and offers practical solutions for changing these practices and increasing organizational agility.Agile is the new black. Every business now has to be adaptive, nimble and ready to pivot – managers have to be comfortable with ambiguity and constantly ready for change. And yet…While agility is regarded as essential for competitive advantage, most organizations are still unthinkingly applying people management practices, rooted in Frederick Taylor’s scientific management philosophy of the early 20th century, designed to ensure consistency and efficiency on production lines but which actively prevent the sort of creativity and flexibility needed in the modern workplace. 100 years of scientific management has led to the creation of eight performance myths. Myths that impede the agility necessary to compete in the age of the knowledge worker but which are so instinctively embedded in management psyche that they go unchallenged despite the fact that the changing world of work has rendered them dysfunctional and counterproductive.Through case studies and examples Baker demonstrates how the right workplace culture for promoting and applying agile decision-making consists of eight values shared by employer and employee – values that are polar opposite of the values and assumptions of traditional management styles. A new psychological contract that enables the collaborative working relationship necessary for agility to flourish. Table of ContentsPart I: The Agile Enterprise.- 1. Profit measures the past – Agility predicts the future.- 2. The characteristics of agility.- 3. Seven dimensions of agile performance.- Part II: Myths Blocking Agile Performance.- 4. Management Myth # 1—Job specification improves performance.- 5. Management Myth # 2—Quality systems and processes guarantee good outcomes.- 6. Management Myth # 3—The job description helps the employee understand their organizational role.- 7. Management Myth # 4—A business is best organized around functions.- 8. Management Myth # 5—A satisfied employee is a productive employee.- 9. Management Myth # 6—A loyal employee is an asset to the business.- 10. Management Myth # 7— A technically superior workforce is a pathway to a high performing business.- 11. Management Myth # 8—Employees can’t be trusted with sensitive information.- Part III: The Right Culture for Agile Performance.- 12. A new psychological contract for managing agile performance

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Book SynopsisWas ist eigentlich Motivation? Kann man sie erzeugen, vervielfältigen und weitergeben? Was muss man tun, um sie zu bewahren, wenn man sie einmal errungen hat? Fragen, mit denen sich viele Führungskräfte immer wieder auseinandersetzen müssen. Jörg Lahmann liefert in seinem Buch die Antworten. Seine Überzeugung: Motivation gedeiht dauerhaft nur in einem richtig strukturierten Umfeld. Mit seinen Tools und Techniken im Buch liefert er nun die Bauanleitung. Das Ziel jeder Führungskraft ist, ein motiviertes Team zu haben. Das funktioniert weder mit einfachen Tricks noch mit charmanten Witzen. Damit es gelingt, erklärt das Buch zunächst die Theorie der Motivation und legt dann ein klar aufgebautes Modell vor, ein Rezept sozusagen, Motivation im Unternehmen entstehen zu lassen. Die Grundlage für Jörg Lahmanns Modell des motivierten Unternehmens liefern neueste Erkenntnisse aus den Bereichen Management, Soziologie, Wirtschaft, Psychologie und Neurowissenschaften. Außerdem finden die Leser im Buch zahlreiche Beispiele und Übungen, mit denen sie die einzelnen Bestandteile des Modells sowie die externen und internen Faktoren, die ins Spiel kommen, identifizieren und herausfinden können, wie es in ihrem Unternehmen oder Team um die Motivation bestellt ist und wo Verbesserungsbedarf besteht. Jörg Lahmann liefert die dafür nötigen Strategien und Tools und erklärt anhand von Fallbeispielen, wie man diese richtig einsetzt. Abgerundet wird das Buch dann durch einen Leitfaden oder Aktionsplan, der aufzeigt, wo Führungskräfte loslegen müssen, Methoden zur Selbstevaluation inklusive, mit denen sie die Fortschritte ihres Unternehmens messen können.Trade Review" ... Ein gut geschriebener und leicht verständlicher Ratgeber, der sich nachvollziehbar seinem schwierigen Thema nähert. Die genannten Werkzeuge und Vorgehensmodelle sind genau beschrieben und daher gut in den Arbeitsalltag von Führungskräften zu integrieren. Eine rundweg empfehlenswerte Lektüre." (Management-Jourtanl am 11. April 2023)Table of ContentsVorwort 7 Einleitung 11 Teil I Was ist eigentlich Motivation? 1 (De-)Motivation 19 2 Motivationspsychologie 33 3 Neurowissenschaftliche Grundlagen der Motivation 59 Teil II Das Modell des motivierten Unternehmens 1 Das Unternehmen braucht ein Warum 75 2 Werte ermitteln und festlegen 81 3 Grenzen Sie Ihr Leistungsspektrum ab 93 4 Folgen Sie Ihrem Polarstern 97 5 Das Organigramm der Verantwortlichkeiten 105 6 Die richtige Person für die richtige Stelle mit der VWK- Regel 113 7 Richtiges Personalrecruiting 117 8 Gute Mitarbeitendenführung 139 9 Prioritäten richtig setzen 153 10 Fortbildung 163 11 Kommunikation 169 12 Gute Leistungen richtig würdigen 179 13 Incentives richtig einsetzen 187 14 Das richtige Arbeitsumfeld 195 Teil III Wo also anfangen? 1 Aktionsplan 205 Ein Wort zum Abschluss 215 Literaturempfehlungen und Quellenverzeichnis 219 Und mein Dankeschön geht an … 223 Über den Autor 225 Stichwortverzeichnis 227

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Book SynopsisWir leben in einer Zeit des Übergangs - das Alte ist noch nicht weg, das Neue schon da. Bisherige Hierarchien, Strukturen, Werte und Handlungsweisen existieren parallel zu New Work und einer Aufbruchstimmung, die Augenhöhe, Achtsamkeit, Nachhaltigkeit und Sinn herbeisehnt. Menschen in Führungsrollen erleben in dieser Situation viel Verunsicherung. Es ist ihr Auftrag, im Außen Transformation zu gestalten und Orientierung zu geben, während sie im Inneren mit ihrer eigenen Transition und der Adaption an neue Bedingungen ringen. Das Buch von Tanja Ineichen vermittelt seine augenöffnende und ermutigende Botschaft anhand von acht Szenarien aus der heutigen Businesswelt. In jedem Kapitel wird ein Case im Rahmen einer Story erzählt. Im Mittelpunkt stehen dabei Führungskräfte, die in einem Dilemma zwischen zeittypischen Polaritäten gefangen sind. Sie wissen in einer sich zuspitzenden Situation nicht mehr weiter. Deshalb wenden sie sich an Loa, die ihnen weise einen Weg zur Lösung zeigt. "Führen mit Loa" - das sind acht abgeschlossene Erzählungen mit unterschiedlichen Protagonisten und Protagonistinnen aus verschiedenen Ländern und aus Unternehmen unterschiedlicher Größen. Jede Erzählung beginnt mit einem spannend erzählten Grundkonflikt, der die jeweilige Hauptfigur an einen Punkt bringt, an dem es scheinbar keine befriedigende Lösung mehr gibt. Durch eine "magisch-realistische" Fügung wird sie auf Loa aufmerksam und trifft sie entweder an einem Ort mitten in der Natur oder in einer Stadt mit besonderem Flair. Im Dialog mit Loa findet sich schließlich die Lösung - mithilfe einer stets gleichen dialogischen Struktur, die die Lesenden lernen, auf ihre eigenen Themen anzuwenden.Trade Review"Eine gut geschriebene Inspirationsquelle für alle Menschen, die in Führungsverantwortung stehen, aber ein anderes und zeitgemäßes Verständnis von Führung suchen. Und viel über sich selbst lernen wollen. Vorweg. Auf das Buch von Tanja Ineichen müssen Sie sich als Leserin und Leser einlassen wollen. Denn es unterscheidet sich an vielen Stellen von der klassischen Management-Literatur, die der Buchhandel sonst für Sie bereithält." (ManagementJournal 31. Mai 2023)Table of ContentsEinleitung: Wer ist Loa? 7 1 Loyalität und Eigenverantwortung: Ich weiß, wofür ich stehe 31 2 Diversifikation und Kernauftrag: Wir alle kennen unseren Purpose 59 3 Idealismus und Pragmatismus: Ich habe den Mut zu etwas Neuem 85 4 Zielfokus und Geduld: Wir machen uns Schritt für Schritt bereit 111 5 Entschiedenheit und Einigkeit: Ich stehe zu mir und zu dir 139 6 Instinkt und Intuition: Erst unsere Verbundenheit macht uns stark 165 7 Details im Griff und Rahmen halten: Meine Energiebilanz, unsere Energiebilanz 193 8 Expertenmacht und Vernetzungskraft: Mit Demut lassen wir alte Muster hinter uns 219 Sitemap zu »Führen mit Loa« 249 Quellennachweise und weiterführende Empfehlungen 255 Altes und Neues verbinden: Making-of Führen mit Loa 259 Danksagung 263 Die Autorin 267 Anmerkungen 269

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Book SynopsisViele Bereich der Chemie bedienen sich neuerdings komplexer, aufwendiger Analyseautomaten, die aus Wirtschaftlichkeitsgrunden haufig in zentralen Dienstleistungsabteilungen angesiedelt sind. Dieser Tendenz zur Zentralisierung kann im wesentlichen durch zwei Massnahmen entgegengewirkt werden: durch eine dezentrale Automatisierung unter Verwendung einer Standardgeratetechnik, durch Bedienungsmoglichkeiten von Automatisierungsfunktionen ohne laborfremdes Fachwissen (Programmierung, Rechnertechnik). In dem vorliegenden Buch werden die Einflussfaktoren fur die Gestaltung eines Laborgeratesystems analysiert. Aus dieser Analyse werden die Eigenschaften und Funktionen des Laborgeratesystems abgeleitet und fortschreitend detailliert. Dabei zeigt es sich, dass sich sowohl die geratetechnischen Funktionen als auch die Bedienfunktionen auf elementare Einzelfunktionen zuruckfuhren lassen. Abschliessend wird eine Realisierungsmoglichkeit dieses Geratesystems vorgestellt, bei der der Modularisierungsgedanke auch innerhalb der Gerate weitergefuhrt wurde. Anhand dieses Beispiels werden in Verbindung mit einem Demonstrationsversuch die Anwendungsbreite und die Funktionalitat des Geratesystems beschrieben.Table of Contents1 Einleitung.- 1.1 Auswahl eines Anwendungsbereiches.- 1.2 Zielsetzung.- 1.3 Vorgehensweise.- 2 Stand der Technik.- 2.1 Theoretische Betrachtungen.- 2.1.1 Energetische Betrachtungen.- 2.1.2 Fehlerbetrachtung.- 2.2 Analyse der Arbeitsinhalte.- 2.3 Stand der Gerätetechnik.- 2.3.1 Standardgeräte und gerätetechnische Versuchskomponenten.- 2.3.2 Analytische Geräte.- 2.3.3 Handhabungseinrichtungen.- 2.3.4 Labordatenerfassung.- 2.3.5 Schnittstellen.- 2.3.6 Anordnung der Geräte.- 3 Anforderungen an das Gesamtsystem.- 3.1 Systemeigenschaften.- 3.2 Funktionsaufteilung.- 3.2.1 Aufteilung in Funktionsgruppen.- 3.2.2 Architektur der Funktionsaufteilung.- 3.3 Definition der Gerätefunktionen.- 3.3.1 Meßgeräte.- 3.3.2 Steuergeräte.- 3.3.3 Regler.- 3.3.4 Ausgabeeinheiten.- 3.3.5 Einheiten mit Sonderfunktionen.- 3.4 Funktionsverkettung und -verknüpfung.- 3.4.1 Abgrenzung von Gerätegruppen.- 3.4.2 Verknüpfung der Geräte.- 3.5 Variabilität.- 3.5.1 Geräteeinstellung.- 3.5.2 Konfigurierung.- 3.5.3 Systemgrenzen.- 3.6 Bedienfunktionen.- 3.6.1 Handhabung der Geräte.- 3.6.2 Gerätebedienung.- 3.6.3 Verknüpfungsaufbau.- 3.6.4 Fernparametrierung.- 3.7 Sicherheit und Zuverlässigkeit.- 4 Konzeption des Laborgerätesystems.- 4.1 Organisationsstruktur.- 4.1.1 Funktionszuordnung.- 4.2 Architektur des Gerätesystems.- 4.2.1 Systemaufbau.- 4.2.2 Kommunikationseinrichtung.- 4.3 Systemfunktionen.- 4.3.1 Kommunikation und Datensicherung.- 4.3.1.1 Physical Layer.- 4.3.1.2 Linkage Layer.- 4.3.1.3 Network Layer.- 4.3.1.4 Transport Layer.- 4.3.1.5 Session Layer.- 4.3.1.6 Datensicherung.- 4.3.2 Konfiguration.- 4.3.3 Fehlerbehebung.- 4.4 Bedienung.- 4.4.1 Gerätekommunikation.- 4.4.2 Gerätefunktionen.- 4.5 Gehäuse.- 5 Entwicklung und Aufbau des Laborgerätesystems.- 5.1 Festlegung beispielhafter Gerätefunktionen.- 5.2 Festlegung beispielhafter Systemfunktionen.- 5.3 Baugruppendefinitionen.- 5.3.1 Geräteinterne Standardbaugruppen.- 5.3.2 Gerätefunktionsapezifische Baugruppen.- 5.3.3 Systembaugruppen.- 5.4 Softwarekonzept.- 5.4.1 Betriebssystem.- 5.4.2 Kommunikation.- 5.4.3 Bedienerführung.- 5.4.4 Systemfunktionen.- 5.4.4.1 Änderung einer Konfiguration.- 5.4.4.2 Fehlerbehebung.- 5.5 Gerätebeschreibungen.- 5.5.1 Busmanager (BM).- 5.5.2 Versuchsmanager (VM).- 5.5.3 Multimeter (MTM).- 5.5.4 Programmierbare Kleinspannungsausgabe (KSA).- 5.5.5 Regler (RGL).- 5.6 Mechanik und Gehäuse.- 6 Erprobung und Anwendung.- 6.1 Anwendungsbeispiel Zwei-Säulen-Mitteldruck-chromatographie.- 6.2 Ablauf des Versuches.- 6.3 Erweiterungsmöglichkeiten.- 6.4 Anpassung an die Bedürfnisse im Ausbildungsbereich.- 7 Bewertung der durchgeführten Arbeiten.- 7.1 Bewertung des Gerätesystems.- 7.1.1 Auswirkungen auf die Arbeitsweise.- 7.1.2 Voraussetzungen in der Laborplanung.- 7.1.3 Qualifikationsanforderungen.- 8 Zusammenfassung.- 9 Ausblick.- Lebenslauf.

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Book SynopsisTraditional Life Cycle Analysis (LCA) methodologies affect the public health and environmental impacts from a material, product, process or activity. The authors of this book suggest that a more holistic approach that incorporates societal and behavioral dimensions will create better results. They discuss how to develop an adaptive framework that would include a wider range of perspectives and disciplines. The book will also include discussions about "Technological Black Swans," trading zones, ethics, behavioral nanotechnology, governance, risk, green design, tools for practitioners, and conclude with a chapter presenting a "strategic outlook."Trade Review"Fact or fiction? This book is a great introduction to social behavior and the science aspects of technology-orientated people like me. The first two chapters present plausible fictional role-playing scenarios of the decisions the public could encounter when nanotechnology comes into their homes.The other chapters provide in-depth novel approaches on how to look at future impacts of nanotechnology that will impact a variety of stakeholders."—Prof. Paul Westerhoff, Arizona State University, USA"The last century has witnessed the evolution of technologies from vacuum tubes to semiconductors to nanomaterials. Unlike previous technologies, the spiral on innovations in nanotechnology has demonstrated unique applications that were previously impossible to attain by other means. Yet, there is growing concern about environmental impacts of nanomaterials, and thus the subject of life cycle analysis of nanomaterials and products employing nanomaterials is extremely engaging. The book by Gorman, Savage, and Street is very timely as it deals with topics as indispensable as water, mining, human health, to name just a few. The various contributions in this edited volume provide a well-balanced view and critical life cycle analysis of nanomaterials, which is useful for technologists, policy makers, and concerned citizens."—Prof. Ashok Vaseashta, Institute for Advanced Sciences Convergence & Int'l Clean Water Institute, NUARI, VA, USA and VTT/AVC, U.S. Department of State, Washington DC, USATable of ContentsUsing Nanotechnology to Filter Water: A Hypothetical Case Study. Nanotechnology for Human Health. Assessing Emerging Technology Systems: Why LCA Fails. Technology Mandates and Socio-Behavioral Life Cycle Assessment. Issues in Life Cycle Risk Assessment: The Way Ahead. Organizational Capability Life Cycles for Responsible Innovation. Socialis Commodis and Life Cycle Analysis: A Critical Examination of Uncertainty. Who Let the "Social Scientists" into the Lab? What Are the Factors Affecting Anthropogenic Phosphorous Loss? A Case Study of Chaohu Watershed in Central China. Life Cycle Assessment and the U.S. Policy-Making Context. Unexpected Appropriations of Technology and Life Cycle Analysis: Reframing Cradle-to-Grave Approaches. Surface-Friendly Urban Mining.

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