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Sunday, February 27, 2011

Mom's Needs, Dad's Needs by Willard F. Harley, Jr.


  • Paperback: 256 pages
  • Publisher: Revell (September 1, 2005)
  • Language: English
  • ISBN-10: 0800731018
  • ISBN-13: 978-0800731014
  • Product Dimensions: 8.4 x 5.3 x 0.7 inches
  • Shipping Weight: 13.6 ounces


Product Description

It isn't easy to keep a marriage passionate. Every parent knows how quiet dinners and romantic evenings seem to disappear in the wake of school projects, potty training, and middle-of-the-night feedings. In fact, with children underfoot, it can seem downright impossible. Mom's Needs, Dad's Needs guides both new and seasoned parents through specific, practical steps to help them sustain a great marriage while raising happy and successful children. Dr. Harley, best-selling author of His Needs, Her Needs, gives expert advice on everything from romance and values to emotional needs and time constraints. How should parents approach child-training methods? How can household tasks be divided fairly? How can you maintain a romantic marriage after kids? It's all here. Dr. Harley's insightful and practical advice shows parents what it takes to stay in love with each other and raise happy and successful children at the same time. Previously published as His Needs, Her Needs for Parents

From the Back Cover

Passion after kids? It's not impossible! Finding time to laugh together, talk with each other, and enjoy each other's company came easily when it was just the two of you. But then you had children. Suddenly, quiet dinners and romantic evenings disappeared in the wake of school projects, potty training, and middle-of-the-night feedings. In Mom's Needs, Dad's Needs, Willard F. Harley Jr. will show you how to restore the passion in your marriage, keep your marriage healthy, and keep your children happy, by making your relationship with your spouse your top priority. With everything from dividing household tasks fairly to meeting intimate emotional needs, the advice in this book will help you do what it takes to build a love that lasts a lifetime. If marriage and parenting leave you feeling overwhelmed, know that you're not alone. The truth is, it isn't easy to keep a marriage passionate. And with children underfoot, it can seem downright impossible. But if you take Dr. Harley's advice, you can have it all-a terrific marriage and happy children.


About the Author

Willard F. Harley Jr. is a nationally acclaimed clinical psychologist, marriage counselor, and best-selling author. His popular web site, www.marriagebuilders.com, offers practical solutions to almost any marital problem. Dr. Harley leads Marriage Builders Weekends across the country and lives in White Bear Lake, Minnesota, with Joyce, his wife of forty years.

Thursday, February 17, 2011

The Carrot Principle by Adrian Gostick & Chester Elton



The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance [Updated & Revised] by Adrian Gostick and Chester Elton (Apr 7, 2009)


  • Paperback: 256 pages
  • Language: English
  • ISBN-10: 1847398782
  • ISBN-13: 978-1847398789
  • Product Dimensions: 7.7 x 5.1 x 0.8 inches
  • Shipping Weight: 5.6 ounces


Amazon.com Review

Book Description
Got carrotphobia? Do you think that recognizing your employees will distract you and your team from more serious business, create jealousy, or make you look soft? Think again.The Carrot Principle reveals the groundbreaking results of one of the most in-depth management studies ever undertaken, showing definitively that the central characteristic of the most successful managers is that they provide their employees with frequent and effective recognition. With independent research from The Jackson Organization and analysis by bestselling leadership experts Adrian Gostick and Chester Elton, this breakthrough study of 200,000 people over ten years found dramatically greater business results when managers offered constructive praise and meaningful rewards in ways that powerfully motivated employees to excel.Drawing on case studies from leading companies including Disney, DHL, KPMG, and Pepsi Bottling Group, bestselling authors Gostick and Elton show how the transformative power of purpose-based recognition produces astonishing increases in operating results--whether measured by return on equity, return on assets, or operating margin. And they show how great managers lead with carrots, not sticks, and in doing so achieve higher
* Productivity
* Engagement
* Retention
* Customer satisfaction
The Carrot Principle illustrates that the relationship between recognition and improved business results is highly predictable--it's proven to work. But it's not the employee recognition some of us have been using for years. It is recognition done right, recognition combined with four other core traits of effective leadership.

Gostick and Elton explain the remarkably simple but powerful methods great managers use to provide their employees with effective recognition, which all managers can easily learn and begin practicing for immediate results. Great recognition doesn't take time--it can be done in a matter of moments--and it doesn't take budget-busting amounts of money. This exceptional book presents the simple steps to becoming a Carrot Principle manager and to building a recognition culture in your organization; it offers a wealth of specific examples, culled from real-life cases, of the ways to do recognition right. Following these simple steps will make you a high-performance leader and take your team to a new level of achievement.


From Publishers Weekly

Gostick and Elton, consultants with the O.C. Tanner Recognition Company, have made a career out of promoting the idea of employee recognition as a corporate cure-all. (Their previous books include Managing with CarrotsThe 24-Carrot Manager and A Carrot a Day). Here, they cover familiar ground, showing how many managers fail to acknowledge the special achievements of their employees and risk alienating their best workers or losing them to competing firms. They advocate creating a "carrot culture" in which successes are continually celebrated and reinforced. Dozens of recognition techniques include the obvious ("When a top performer is going on a particularly long business trip, upgrade her ticket to business class") to the offbeat ("Hire a celebrity impersonator to leave a congratulatory voice-mail message on an employee's phone"). But the authors pad the pages with unsurprising survey results, the umpteenth recapitulation of Abraham Maslow's hierarchy of needs and long anecdotes of questionable relevance (e.g., three pages about Charles Goodyear's rubber-vulcanizing technique in order to introduce the notion that a transforming force—like employee recognition!—can produce surprising results). Gostick and Elton's philosophy is appealing, but could have been explained in a long magazine article. (Jan.)
Copyright © Reed Business Information, a division of Reed Elsevier Inc. All rights reserved.

About the Author

Adrian Gostick is the leader of O. C. Tanner Company's recognition training and publishing practice. His books The 24-Carrot Manager and A Carrot A Day are sold in more than fifty countries around the world. Learn more at adriangostick.com.

Chester Elton is coauthor of the bestselling Carrot books, a popular lecturer on motivation, and an influential voice in global workplace trends. He is O.C. Tanner's lead recognition consultant and researcher and works with numerous Fortune 100 clients. Subscribe to his weekly podcasts at chesterelton.com.

Man's Search for Meaning by Viktor E. Frankl

Mass Market Paperback: 224 pages
  • Publisher: Pocket; Rev Upd edition (December 1, 1997)
  • Language: English
  • ISBN-10: 0671023373
  • ISBN-13: 978-0671023379
  • Product Dimensions: 6.6 x 4.1 x 0.7 inches
  • Shipping Weight: 12 ounces







Amazon.com Review

Man's Search for Meaning by Viktor E. Frankl is among the most influential works of psychiatric literature since Freud. The book begins with a lengthy, austere, and deeply moving personal essay about Frankl's imprisonment in Auschwitz and other concentration camps for five years, and his struggle during this time to find reasons to live. The second part of the book, called "Logotherapy in a Nutshell," describes the psychotherapeutic method that Frankl pioneered as a result of his experiences in the concentration camps. Freud believed that sexual instincts and urges were the driving force of humanity's life; Frankl, by contrast, believes that man's deepest desire is to search for meaning and purpose. Frankl's logotherapy, therefore, is much more compatible with Western religions than Freudian psychotherapy. This is a fascinating, sophisticated, and very human book. At times, Frankl's personal and professional discourses merge into a style of tremendous power. "Our generation is realistic, for we have come to know man as he really is," Frankl writes. "After all, man is that being who invented the gas chambers of Auschwitz; however, he is also that being who entered those gas chambers upright, with the Lord's Prayer or the Shema Yisrael on his lips."

Review

"Unconditional faith in an unconditional meaning is Dr. Frankl's message to the reader." -- The American Journal of Psychiatry

"Perhaps the most significant thinking since Freud and Adler." -- The American Journal of Psychiatry

Product Description

Now in its 60th year -- the landmark bestseller by the great Viennese psychiatrist remembered for his tremendous impact on humanityInternationally renowned psychiatrist Viktor E. Frankl endured years of unspeakable horror in Nazi death camps. During, and partly because of, his suffering, Dr. Frankl developed a revolutionary approach to psychotherapy known as logotherapy. At the core of his theory is the belief that man's primary motivational force is his search for meaning.
Cited in Dr. Frankl's New York Times obituary in 1997 as "an enduring work of survival literature," Man's Search for Meaning is more than the story of Viktor E. Frankl's triumph: It is a remarkable blend of science and humanism and "a compelling introduction to the most significant psychological movement of our day" (Gordon W. Allport).

Language Notes

Text: English, German (translation) 

Firnando Chau's Review

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From the Back Cover
Internationally renowned psychiatrist Viktor E. Frankl endured years of unspeakable horror in Nazi death camps. During, and partly because of, his suffering, Dr. Frankl developed a revolutionary approach to psychotherapy known as logotherapy. At the core of his theory is the belief that man's primary motivational force is his search for meaning.Cited in Dr. Frankl's New York Times obituary in 1997 as "an enduring work of survival literature," Man's Search for Meaning is more than the story of Viktor E. Frankl's triumph: it is a remarkable blend of science and humanism and "an introduction to the most significant psychological movement of our day" (Gordon W. Allport).


About the Author
Viktor E. Frankl is Professor of Neurology and Psychiatry at the University of Vienna Medical School and Distinguished Professor of Logotherapy at the U.S. International University. He is the founder of what has come to be called the Third Viennese School of Psychotherapy (after Freud's psychoanalysis and Adler's individual psychology) -- the school of logotherapy.Born in 1905, Dr. Frankl received the degrees of Doctor of Medicine and Doctor of Philosophy from the University of Vienna. During World War II he spent three years at Auschwitz, Dachau and other concentration camps.
Dr. Frankl first published in 1924 in the International Journal of Psychoanalysis and has since published twenty-six books, which have been translated into nineteen languages, including Japanese and Chinese. He has been a visiting professor at Harvard, Duquesne and Southern Methodist Universities. Honorary Degrees have been conferred upon him by Loyola University in Chicago, Edgecliff College, Rockford College and Mount Mary College, as well as by universities in Brazil and Venezuela. He has been a guest lecturer at universities throughout the world and has made fifty-one lecture tours throughout the United States alone. He is President of the Austrian Medical Society of Psychotherapy.


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Excerpt. © Reprinted by permission. All rights reserved.
Preface
DR. FRANKL, AUTHOR-PSYCHIATRIST, SOMETIMES asks his patients who suffer from a multitude of torments great and small, "Why do you not commit suicide?" From their answers he can often find the guide-line for his psychotherapy: in one life there is love for one's children to tie to; in another life, a talent to be used; in a third, perhaps only lingering memories worth preserving. To weave these slender threads of a broken life into a firm pattern of meaning and responsibility is the object and challenge of logotherapy, which is Dr. Frankl's own version of modern existential analysis.
In this book, Dr. Frankl explains the experience which led to his discovery of logotherapy. As a longtime prisoner in bestial concentration camps he found himself stripped to naked existence. His father, mother, brother, and his wife died in camps or were sent to the gas ovens, so that, excepting for his sister,his entire family perished in these camps. How could he -- every possession lost, every value destroyed, suffering from hunger, cold and brutality, hourly expecting extermination -- how could he find life worth preserving? A psychiatrist who personally has faced such extremity is a psychiatrist worth listening to. He, if anyone, should be able to view our human condition wisely and with compassion. Dr. Frankl's words have a profoundly honest ring, for they rest on experiences too deep for deception. What he has to say gains in prestige because of his present position on the Medical Faculty of the University in Vienna and because of the renown of the logotherapy clinics that today -are springing up in many lands, patterned on his own famous Neurological Policlinic in Vienna.
One cannot help but compare Viktor Frankl's approach to theory and therapy with the work of his predecessor, Sigmund Freud. Both physicians concern themselves primarily with the nature and cure of neuroses. Freud finds the root of these distressing disorders in the anxiety caused by conflicting and unconscious motives. Frankl distinguishes several forms of neurosis, and traces some of them (the noogenic neuroses) to the failure of the sufferer to find meaning and a sense of responsibility in his existence. Freud stresses frustration in the sexual life; Frankl, frustration in the "will-to-rneamng." In Europe today there is a marked turning away from Freud and a widespread embracing of existential analysis, which takes several related forms -- the school of logotherapy being one. It is characteristic of Frankl's tolerant outlook that he does not repudiate Freud, but builds gladly on his contributions; nor does he quarrel with other forms of existential therapy, but welcomes kinship with them.
The present narrative, brief though it is, is artfully constructed and gripping. On two occasions I have read it through at a single sitting, unable to break away from its spell. Somewhere beyond the midpoint of the story Dr. Frankl introduces his own philosophy of logotherapy. He introduces it so gently into the continuing narrative that only after finishing the book does the reader realize that here is an essay of profound depth, and not just one more brutal tale of concentration camps. From this autobiographical fragment the reader learns much. He learns what a human being does when he suddenly realizes he has "nothing to lose except his so ridiculously naked life." Frankl's description of the mixed flow of emotion and apathy is arresting. First to the rescue comes a cold detached curiosity concerning one's fate. Swiftly, too, come strategies to preserve the remnants of one's life, though the chances of surviving are slight. Hunger, humiliation, fear and deep anger at injustice are rendered tolerable by closely guarded images of beloved persons, by religion, by a grim sense of humor, and even by glimpses of the healing beauties of nature -- a tree or a sunset. But these moments of comfort do not establish the will to live unless they help the prisoner make larger sense out of his apparently senseless suffering. It is here that we encounter the central theme of existentialism: to live is to suffer, to survive is to find meaning in the suffering. If there is a purpose in life at all, there must be a purpose in suffering and in dying. But no man can tell another what this purpose is. Each must find out for himself, and must accept the responsibility that his answer prescribes. If he succeeds he will continue to grow in spite of all indignities. Frankl is fond of quoting Nietzsche, "He who has a whyto live can bear with almost any how."
In the concentration camp every circumstance conspires to make the prisoner lose his hold. All the familiar goals in life are snatched away. What alone remains is "the last of human freedoms" -- the ability to "choose one's attitude in a given set of circumstances." This ultimate freedom, recognized by the ancient Stoics as well as by modern existentialists, takes on vivid significance in Frankl's story. The prisoners were only average men, but some, at least, by choosing to be "worthy of their suffering" proved man's capacity to rise above his outward fate.
As a psychotherapist, the author, of course, wants to know how men can be helped to achieve this distinctively human capacity. How can one awaken in a patient the feeling that he is responsible to life for something, however grim his circumstances may be? Frankl gives us a moving account of one collective therapeutic session he held with his fellow prisoners.
At the publisher's request Dr. Frankl has added a statement of the basic tenets of logotherapy as well as a bibliography. Up to now most of the publications of this "Third Viennese School of Psychotherapy" (the predecessors being the Freudian and Adlerian Schools) have been chiefly in German. The reader will therefore welcome Dr. Frankl's supplement to his personal narrative.
Unlike many European existentialists, Frankl is neither pessimistic nor antireligious. On the contrary, for a writer who faces fully the ubiquity of suffering and the forces of evil, he takes a surprisingly hopeful view of man's capacity to transcend his predicament and discover an adequate guiding truth.
I recommend this little book heartily, for it is a gem of dramatic narrative, focused upon the deepest of human problems. It has literary and philosophical merit and provides a compelling introduction to the most significant psychological movement of our day.


GORDON W. ALLPORT

Gordon W. Allport, formerly a professor of psychology at HarvardUniversity, was one of the foremost writers and teachers in thefield in this hemisphere. He was author of a large number of originalworks on psychology and was the editor of the Journal of Abnormal and Social Psychology. It is chiefly through the pioneering work ofProfessor Allport that Dr. Frankl's momentous theory was introducedto this country; moreover, it is to his credit that the interestshown here in logotherapy is growing by leaps and bounds.
Copyright © 1959, 1962, 1984 by Victor E. Frankl


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Saturday, February 12, 2011

168 Hours: You Have More Time Than You Think - Hardcover (May 27, 2010) by Laura Vanderkam

168 Hours: You Have More Time Than You Think - Hardcover (May 27, 2010) by Laura Vanderkam



  • Hardcover: 272 pages
  • Publisher: Portfolio Hardcover (May 27, 2010)
  • Language: English
  • ISBN-10: 1591843316
  • ISBN-13: 978-1591843313

From Publishers Weekly

Vanderkam (Grindhopping) offers a new system of time management: if readers want to make more time to spend with their children, get fit, or write that novel, they must slash nonessential time wasters and minimize tasks that are not core competencies, a business term for what a company does best and must prioritize. She offers solid and even excellent career advice, about both how to make the most of time at a current job and how to manage time to get ahead. And there is something curiously fascinating about her bizarrely brutal approach to time management (There's little point... in spending much time on activities in which you can't excel). But given that the author seems to be targeting a very rarefied echelon of upper-middle-class working moms (like herself), the book might have very limited appeal. More alienating, though, is her insistence on pummeling the life out of life. Vanderkam's vision may yield plenty of time to pursue worthy activities, but it's a life leached of color or spontaneity. (May)
Copyright © Reed Business Information, a division of Reed Elsevier Inc. All rights reserved.

Review

"24/7 adds up to 168 hours-one week-and, according to Laura Vanderkam, author of 168 Hours, it is the ideal unit by which to examine our lives. Most of us complain about not having enough time to do what it takes to feel successful at home or at work. 168 Hours posits that if we look at the data objectively-how we really spend each hour in an average week-we all have 'enough.'"
-Bookpage

"Having it all is hard work; it's a process of evaluating the present and setting future goals. New York City-based author Vanderkam (Grindhopping) uses time surveys and relates countless stories of friends and clients who have achieved breakthroughs in creating time to enjoy life. Some of her suggestions include focusing, making the most of downtime, and committing enough time, energy, and resources to make activities meaningful. The best chapters offer parents ideas for building quality time with their children. Checklists and charts break up this rather hefty book and offer a new context for thinking about time. Worthwhile."
-Deborah Bigelow, Library Journal

"Within a few pages, Laura Vanderkam's crisp, entertaining book convinced me I had time to read it. Then it convinced me I had time to reread War and Peace. In the original Russian. Thank you, Laura, for freeing up my schedule."
-Martha Beck, bestselling author of Steering by Starlight

"We so often live our lives day by day. Laura wants us to think about doing it hour by hour. Living this mantra by example, she gets more done in a day than most of us do in a week."
-Seth Godin, author of Linchpin

"168 Hours is filled with tips and tricks on how you can be more efficient every day. By being more productive at work and home, you'll create more free time to focus on the truly fulfilling activities in your life, rather than the simply mundane."
-Laura Stack, author of Find More Time

"In 168 Hours, Vanderkam packs mounds of real-world case studies and experience to substantiate her system-and I fully agree. You can improve your mastery of time with this invaluable book."
-Dave Crenshaw, author of Invaluable and founder of Invaluable, Inc.

"168 Hours should be an eye-opener for every one of us who leads a busy, hectic life. Reading it made me appreciate how much 'true' amount of time I really have and how to use it wisely and optimally to boost productivity, efficiency, and joy."
-Sonja Lyubomirsky, author of The How of Happiness

"Laura Vanderkam shows us how to use our only real wealth-our 168 hours a week- to make our lives richer, not busier. That's a wonderful gift, because it's what genuine success is all about."
-Geoff Colvin, author of Talent Is Overrated

"Laura Vanderkam's fluid style and perceptive eye are just the right tools to help create the life of your intentions. 168 Hours is the antidote to 'living for the weekend.'"
-Marc and Amy Vachon, authors of Equally Shared Parenting

"This book is a reality check that leads any reader to say, 'I do have time for what is important to me.' Full of real life examples, Laura Vanderkam teaches how to pack what matters most into both your work and home life. A must read if you are looking for life-changing strategies to make your next minute, hour or 168 Hours more meaningful."
-Jones Loflin and Todd Musig, Co-authors of Juggling Elephants

"We predict that 168 Hours will fly off the shelves and into the hands of anyone who has ever uttered the words: 'I'm SO busy!' or 'If only I had more time!' Vanderkam's approach is incredibly powerful and resonant given the average American watches 4 hours of television. A day!"
-Cali Ressler and Jody Thompson, Co-Creators of Results-Only Work Environment (ROWE) and Co-Authors of Why Work Sucks and How to Fix It

Product Description

There are 168 hours in a week. This book is about where the time really goes, and how we can all use it better. 

It's an unquestioned truth of modern life: we are starved for time. With the rise of two-income families, extreme jobs, and 24/7 connectivity, life is so frenzied we can barely find time to breathe. We tell ourselves we'd like to read more, get to the gym regularly, try new hobbies, and accomplish all kinds of goals. But then we give up because there just aren't enough hours to do it all. Or else, if we don't make excuses, we make sacrifices. To get ahead at work we spend less time with our spouses. To carve out more family time, we put off getting in shape. To train for a marathon, we cut back on sleep. There has to be a better way-and Laura Vanderkam has found one.

After interviewing dozens of successful, happy people, she realized that they allocate their time differently than most of us. Instead of letting the daily grind crowd out the important stuff, they start by making sure there's time for the important stuff. They focus on what they do best and what only they can do. When plans go wrong and they run out of time, only their lesser priorities suffer.

It's not always easy, but the payoff is enormous. Vanderkam shows that it really is possible to sleep eight hours a night, exercise five days a week, take piano lessons, and write a novel without giving up quality time for work, family, and other things that really matter. The key is to start with a blank slate and to fill up your 168 hours only with things that deserve your time.

Of course, you probably won't read to your children at 2:00 am, or skip a Wednesday morning meeting to go hiking, but you can cut back on how much you watch TV, do laundry, or spend time on other less fulfilling activities. Vanderkam shares creative ways to rearrange your schedule to make room for the things that matter most.

168 Hours is a fun, inspiring, practical guide that will help men and women of any age, lifestyle, or career get the most out of their time and their lives.

About the Author

Laura Vanderkam is the author of Grindhopping: Build a Rewarding Career Without Paying Your Dues. Her journalism has appeared in The Huffington Post, USA Today, The Wall Street Journal, Scientific American, and Reader's Digest among other publications. She lives in New York City with her husband and their two young children.


Thursday, February 10, 2011

The Secrets of Successful Sales Management by Tony Adams

  • Paperback: 172 pages
  • Publisher: Management Books 2000 Ltd; 2nd Revised edition edition (26 Feb 1999)
  • Language English
  • ISBN-10: 1852522836
  • ISBN-13: 978-1852522834
  • Product Dimensions: 20.6 x 14.8 x 1.4 cm



The Secrets of Successful Sales Management (July 15, 2006) 

Product Description

This guide to what it takes to become a successful manager lays down Adamsian principles for sales philosophy, man-management and business development. Areas covered include: achieving success in sales; how to work territories; the ins and outs of recruitment; developing the sales force; the secrets of man management; and the fundamentals of sales force motivation.

About the Author

Tony Adams is a full-time salesman and a part-time author. A member of the Chartered Institute of Marketing and author of several other books including the classic Secrets of Successful Selling and the recently published Selling - Everything You Always Wanted to Know But Were Afraid to Ask, his experience spans virtually every sales environment. He has sold encyclopedias to households, capital equipment and concepts to retailers and businesses, export through agents and subsidiaries, technical products to technicians, and consultancy to captains of industry.

Wednesday, February 9, 2011

Anything Goes!: What I've Learned from Pundits, Politicians, and Presidents by Larry King and Pat Piper

  • Hardcover: 316 pages
  • Publisher: Grand Central Publishing (Nov 2000)
  • Language English
  • ISBN-10: 0446525286
  • ISBN-13: 978-0446525282
  • Product Dimensions: 16.2 x 2.9 x 23.5 cm



Anything Goes!: What I've Learned from Pundits, Politicians, and Presidents - Hardcover (Nov. 2000) by Larry King and Pat Piper

Synopsis

The world's most famous chat show host shares his reflections on the last ten years of American culture, disclosing his personal and professional experiences with clarity and insight. Larry King has asked the questions we all want to ask of the world's most public figures, including President Bill Clinton before, during and after his near impeachment. Having placed a cast of major players under the spotlight, including even the most private icons, King has gained a fascinating insight into a merry-go-round of controversial events. In Anything Goes! he takes an in-depth look at how America - through the prism of the electronic and print media - has arrived at where it is today.
As host of Larry King Live, one of the most popular daily forums for political news and commentary, Larry King has asked probing questions of North Americas movers and shakers: the major world leaders, politicians, pundits, spin doctors, and reporters who are directly involved with the North American scene. Now, in Anything Goes!, King takes an in-depth look at how North Americathrough the prism of the electronic and print mediahas gotten to the point where it is today. Bipartisan politics, bimbo eruptions, grandstanding in Congress, backstabbing tactics, and more are covered in this fascinating and revealing memoir of the last decade. Its Larry King at his bestincluding inside political stories and anecdotes never before reported anywhere. Since its 1985 debut, Larry King Live has consistently been CNNs highest-rated program. Viewers in more than 170 million households from 210 countries and territories worldwide tune in regularly. Larry King has been named Broadcaster of the Year by the International Radio and Television Society and has won numerous Cable Ace Awards. His coverage of the 1992 presidential elections won him the prestigious George Foster Peabody Award. Timed to coincide with the presidential elections of 2000, Anything Goes! should receive considerable attention from both the media and public.

About the Author

Larry King, host of Larry King Live show, was born in Brooklyn, New York. His show is broadcast live throughout the world on CNN and is their highest-rated show - viewers in more than 230 million households from 212 countries and territories tune in regularly. Larry King Live has become renowned as a forum for political candidates, as well as being enjoyed for its refreshing mix of celebrity interviews. King lives in Washington DC where he enjoys almost instantaneous access to political leaders. In over forty years of broadcasting he has conducted more than thirty thousand interviews, making him the world's most famous chat show host. Co-author, Pat Piper, has produced Larry King's award-winning late-night radio show for 10 years. This is the third book he has written with Larry. --

Sunday, February 6, 2011

As Iron Sharpens Iron by Howard Hendricks and William Hendricks

Hardcover: 272 pages
  • Publisher: Moody Pr (April 1995)
  • Language: English
  • ISBN-10: 080245626X
  • ISBN-13: 978-0802456267





  • As Iron Sharpens Iron by Howard Hendricks and William Hendricks (Feb 16, 1999)


Product Description

Howard Hendricks has written a primer on the process of mentoring, hoping to encourage men to enter into mentoring relationships with a view to sharing what is best in themselves with one another.





About the Author

HOWARD HENDRICKS - a faculty member since 1951, Dr. Hendricks sees the adult children of former students now attending his classes. He is also the former Bible teacher and chaplain for the Dallas Cowboys football team.WILLIAM D. HENDRICKS is president of The Giftedness Center, a Dallas-based consulting firm specializing in organizational design and strategic people management (www.thegiftednesscenter.com). Bill is the author or coauthor of a dozen books, including the classic Your Work Matters to God, Living By the Book, and most recently, The Power of Uniqueness. He is the proud father of three daughters by his late wife, Nancy.

1001 Ways to Reward Employees by Bob Nelson

  • Paperback: 352 pages
  • Publisher: Workman Publishing Company; 2nd edition (June 13, 2005)
  • Language: English
  • ISBN-10: 0761136819
  • ISBN-13: 978-0761136811
  • Product Dimensions: 7.9 x 6 x 0.9 inches
  • Shipping Weight: 12 ounces




1001 Ways to Reward Employees by Bob Nelson Ph.D. (Jun 13, 2005)

Review

“The most interesting and inventive business book on the market today . . .a publishing phenomenon.”
Training magazine (Training magazine )

“Welcome to Bob’s World: A place of above-average managers and workers, all committed to personal excellence, good will and, of course, company profits. [This book] details how a little praise goes a long way.”
The Philadelphia Inquirer (Philadelphia Inquirer )

“There’s a difference between having someone show up for work and bringing out the best thinking and initiative in each person. To do that requires treating employees more as partners, not as subordinates. Being nice isn’t just the right thing to do, it’s also the economical thing to do.”
Seattle Post-Intelligencer (Seattle Post-Intelligencer )

Product Description

Why is 1001 Ways to Reward Employees, with over 1.4 million copies in print, such an extraordinary bestseller? Because a little over ten years ago Bob Nelson took the seeds of an idea and turned it into something indispensable for business. The idea? That it’s not a raise that motivates an employee, and it’s not a promotion—what really sparks a person to perform are those intangible, unexpected gestures that signify real appreciation for a job well done.

Now, after having worked with thousands of organizations in the years since 11001 Ways to Reward. . . was first published, Bob Nelson presents a second edition packed with hundreds of new ideas and examples of how companies are using rewards and recognitions to boost productivity and keep their valued employees happy. Airplane mechanics are rewarded with balloons and pinwheels. Another manager calls his employees’ mothers and thanks them for raising such industrious children. There are ideas from the offbeat (The Margarita Award) to the company-wide (a quiet room) to the embarrassingly simple (a hand-written thank you note) to the wacky (the Laugh-a-Day challenge) to the formal (a two-week promotion to special assistant to the president). Each section includes no-cost rewards and low-cost rewards, both public and private, making this new edition an indispensable resource for making the person/achievement/reward equation work.

From the Publisher

Empowerment. Self-Directed Teams. Continuos Improvement. Achievement Awards. Case Studies. It would be impossible to do justice to the enormous wealth of ideas that Bob Nelson, in his remarkable 1001 WAYS series, has elucidated for both employers and employees. This bestselling series points to a new way of looking at employee-employer relations, offering practical advice and evidence along side indispensable and clear business theory. Also in the series: 1001 WAYS TO ENERGIZE EMPLOYEES, a practical handbook chock full of ideas for increasing employee involvement and enthusiasm; 1001 WAYS EMPLOYEES CAN TAKE INITIATIVE, turning its voice towards the ambitious employee who wants to develop self-leadership, set goals, and build a team; and the 365 WAYS TO MANAGE BETTER Page-a-Day Perpetual Calendar, with daily advice for the consciencious manager. --This text refers to an alternate Paperback edition.

From the Back Cover

"You get the best effort from others not by lighting a fire beneath them, but by building a fire within them." So sums up Bob Nelson about the philosophy of motivation that makes1001 Ways to Reward Employees the million-copy bestseller that is indispensable for business. Now completely revised and updated, with hundreds of new, real-world examples, 1001 Ways to Reward Employees is a chock-full guide to rewards of every conceivable type for every conceivable situation.

About the Author

Bob Nelson, Ph.D., is president of Nelson Motivation, Inc., a founding board member of the National Association for Employee Recognition (NAER), and bestselling author, including the 1001 Ways series and Managing for Dummies. Dr. Nelson lives and works in San Diego, California.

-- Excerpt --

Excerpt. © Reprinted by permission. All rights reserved.

DAY-TO-DAY RECOGNITION

In my doctoral research on why managers use or don’t use recognition with their employees, I found the top variable distinguishing those managers who use recognition was that they felt it was their responsibility—not corporate’s or human resources’—to create the motivational environment for their people. They truly believed that recognizing their deserving employees played an integral part in how those workers felt about their jobs.

This finding coincides with what my research shows are the most important ways that employees prefer to be recognized when they do good work—that is, simple day-to-day behaviors that any manager can express with their employees, the most important of which is praise. The best praise is done soon, specifically, sincerely, personally, positively, and proactively. In a matter of seconds, a simple praise conveys, “I saw what you did, I appreciate it, here’s why it’s important, and here’s how it makes me feel”—a lot of punch in a small package!

Four out of the top ten categories of motivators reported by employees in my research are forms of praise, and these categories make up the four chapters in Part I: personal praise, written praise, electronic praise, and public praise. Now, you might say, “Are these really different types of praise? Don’t they all have the same effect?” This was my initial thought, too, but I learned that these types of praise are in fact distinct from one another. Praising someone in person means something different to that person than writing him or her a note, and these forms of praise are both different from praising the person in public. To get the maximum impact out of this simple behavior, vary the forms you use, and use them all frequently.

Research by Dr. Gerald Graham of Wichita State University supports these observations. In multiple studies, he found that employees preferred personalized, instant recognition from their direct supervisors more than any other kind of motivation. In fact, in another survey of American workers, 63 percent of the respondents ranked “a pat on the back” as a meaningful incentive.

In Graham’s studies, employees perceived that manager-initiated rewards for performance were done least often, and that company-initiated rewards for presence (that is, rewards based simply on being in the organization) occurred most often. Dr. Graham concluded, “It appears that the techniques that have the greatest motivational impact are practiced the least, even though they are easier and less expensive to use.” Graham’s study determined the top five motivating techniques reported by employees to be:

1. The manager personally congratulates employees who do a good job.
2. The manager writes personal notes about good performance.
3. The organization uses performance as the basis for promotion.
4. The manager publicly recognizes employees for good performance.
5. The manager holds morale-building meetings to celebrate success.

Ideally, you should vary the ways you recognize your staff while still trying to do things on a day-to-day basis. For example, Robin Horder-Koop, manager of programs and services at Amway Corporation, the distributor of house and personal-care products and other goods in Ada, MI, uses these inexpensive ways to recognize the 200 people who work for her on a day-to-day basis:
  • On days when some workloads are light, the department’s employees help out workers in other departments. After accumulating eight hours of such work, employees get a thank-you note from Horder-Koop. Additional time earns a luncheon with company officials in the executive dining room.
  • All workers are recognized on a rotating basis. Each month, photos of different employees are displayed on a bulletin board along with comments from their coworkers about why they are good colleagues.
  • Horder-Koop sends thank-you notes to employees’ homes when they do outstanding work. When someone works a lot of overtime or travels extensively, she sends a note to the family thanking them for their support.
  • At corporate meetings, employees play games such as Win, Lose, or Draw and The Price Is Right, using questions about the company’s products. Winners get prizes such as tote bags and T-shirts.
Other inexpensive ideas Horder-Koop uses to recognize employees include giving flowers to employees who are commended in customers’ letters, having supervisors park employees’ cars one day a month, and designating days when workers can come in late or wear casual clothes to the office.

According to author and management consultant Rosabeth Moss Kanter, “Recognition—saying thank you in public and perhaps giving a tangible gift along with the words—has multiple functions beyond simple human courtesy. To the employee, recognition signifies that someone noticed and someone cares. To the rest of the organization, recognition creates role models—heroes—and communicates the standards, saying: ‘These are the kinds of things that constitute great performance around here.’” Following are some guidelines Kanter offers for successfully recognizing employees:

Principle 1: Emphasize success rather than failure. You tend to miss the positives if you are busily searching for the negatives.

Principle 2: Deliver recognition and reward in an open and publicized way. If not made public, recognition loses much of its impact and much of the purpose for which it is provided.

Principle 3: Deliver recognition in a personal and honest manner. Avoid providing recognition that is too “slick” or overproduced.

Principle 4: Tailor your recognition and reward to the unique needs of the people involved. Having many recognition and reward options will enable management to acknowledge accomplishment in ways appropriate to the particulars of a given situation.

Principle 5: Timing is crucial. Recognize contribution throughout a project. Reward contribution close to the time an achievement is realized. Time delays weaken the impact of most rewards.

Principle 6: Strive for a clear, unambiguous, and well-communicated connection between accomplishments and rewards. Be sure people understand why they receive awards and the criteria used to determine awards.

Principle 7: Recognize recognition. That is, recognize people who recognize others for doing what is best for the company.