Mostrando títulos en Comportamiento Organizacional y en el Lugar de Trabajo

The Leadership Contract provides the manual that leaders around the world need. With only seven percent of employees feeling confident in senior leadership, the problem is evident: disappointing, and often disgraceful leaders. Employees deserve better than that; organizations need better than that - and this book provides a robust framework for stepping up and making the decision to lead. If you're not exceptional, step up or step aside - this book helps you toughen up and put your commitment to great leadership in writing for yourself as much as everyone else.

An expert in dignity studies, Donna Hicks contributes a specific, practical guide to achieving a culture of dignity. Most people know very little about dignity, and when leaders fail to respect the dignity of others, conflict and distrust ensue. She highlights three components of leading with dignity: what one must know in order to honor dignity and avoid violating it; what one must do to lead with dignity; and how one can create a culture of dignity in any organization.

If you are a new or young supervisor and have never led a team before. If you are an experienced supervisor but would like to sharpen your tools. This book is a must-read for you. This book will show you how to establish YOUR "tough" reputation before you become yourself. It will also show you the art of "deligation" because a good supervisor can easily delegate what she wants with the appropriate authority and responsibility given to her employees. This book will teach you should not show too much empathy! Empathy is a civilized and humane virtue, and not too many people have it, but as a ...

As Italian political philosopher Niccolo Machiavelli implied, you're either predator or prey, and the animal you most resemble determines your position on the food chain. In The Wolf in CIO's Clothing Gartner analyst and author Tina Nunno expands on Machiavelli's metaphor, examining seven animal types and the leadership attributes of each. Nunno posits the wolf - a social animal with strong predatory instincts - as the ideal example of how a leader can adapt and thrive.

Read by the author. "Her work is a movement. It’s transformative.” - Misty Copeland, American ballet dancer No one told you that becoming a mother would also mean becoming your baby’s lawyer. This book makes sure you’re a damn good one. Give your child the gift of a mother who knows her...

Corporate America continues to struggle with racial equity in a post-George Floyd world. As the United States becomes more diverse and the public consciousness continues to shift, successful racial equity efforts in the workplace are needed now more than ever. Decentering Whiteness in the Workplace exposes the ways that white culture and expectations are centered in the modern American workplace and the fears within corporate spaces about talking candidly, openly, and honestly about whiteness, white supremacy, and anti-Blackness.

The new science of why we quit, whether we should, and how to make the right choices for our work and lives, by the organizational psychologist who predicted the Great Resignation Most of us are just one event away from leaving our job. Conventional wisdom and lists of the “top reasons people...

Read by the author. Mining the best and brightest revelations from FranklinCovey’s global podcast, On Leadership with Scott Miller, Scott personally introduces you to 30 Master Mentors, featuring the single most transformative insight from each of them. Depending on where you are in your...

In this powerful guide to companywide success, the author of Start Finishing reveals how to improve any team’s habits in a way that leads to bottom line results while also boosting belonging, morale, and engagement. We typically work most directly with a small group of no more than 10 people...

Drawing on interviews with executives from Fortune 500 companies, Kathleen Kelley Reardon has compiled essential advice on how to break into the inner circle of power at the top of the corporate ladder. Many books cover practical business knowledge, but few address the issue of interpersonal skills. The ever-changing circle of power within a corporation may not necessarily follow the same guidelines it publicly professes. The most talented employee isn't always the one promoted; there is an intangible quality the upper echelon look for.

What if people could feel confident communicating what they are really thinking without fearing a negative response from their colleagues or boss? Consulting with a diversity of organizations for the past decade, the authors have seen time and again that leaders are failing to draw out ideas and perspectives from their introverts and, at the same time, shutting up their extroverts. Inhibitors in organizations make candid communication unsafe, rendering many things left unsaid.

A short, concise and user-friendly guide to the essential procedures of conducting a meeting, written by the authors of Robert's Rules of Order Newly Revised, the only authorized edition of the classic work on parliamentary procedure Originally published in 1876, General Henry M. Robert's guide...

Employees who take care of themselves have the capacity and energy to be high-performance employees. In turn, they help leaders create high-performance companies and thriving workplace cultures. This audiobook reveals how to design a company that makes it easy and natural for employees to care for themselves and perform at the highest level.

This new edition of this best-selling guide offers an integrated approach to process improvement that delivers quick and substantial results in quality and productivity in diverse settings. The authors explore their Model for Improvement that worked with international improvement efforts at multinational companies as well as in different industries such as healthcare and public agencies. This edition includes new information that shows how to accelerate improvement by spreading changes across multiple sites.

The employer-employee relationship is broken, and managers face a seemingly impossible dilemma: the old model of guaranteed long-term employment no longer works in a business environment defined by continuous change, but neither does a system in which every employee acts like a free agent. The solution? Stop thinking of employees as either family or free agents. Think of them instead as allies.

Drawing on first-hand clinical insight and scientific research, this guide book offers advice on how women of color can be high-performing and successful professionally, without sacrificing their physical, mental, and emotional wellness—a "must-have for Black women" (LaTonya Summers, PhD LMHC...

With this indispensable guide, you'll cultivate a values-driven approach to building a culture of sustained authentic inclusion where everyone can thrive; learn how to improve the interview process to avoid missing game-changing talent; develop a hybrid office protocol that works for everyone and a support infrastructure that aligns with universal design principles; uncover and eliminate the destructive influence of unconscious cognitive biases; understand unique problem-solving abilities such as lateral thinking, visual-spatial thinking, multisensory thinking, and much more.

Are you a manager who struggles to get accountability within your organization? Have you either bulldozed your way through an encounter or talked yourself out of it with excuses like “I’ve already tried that” or “it’s too risky”? If you’ve ever done a poor job of holding others accountable, this audiobook can help you feel more comfortable gaining ownership from employees. Own Up! addresses the big myths, everyday hesitations, and all the other stories we tell ourselves about what it means and how much time and effort it takes to create a culture of responsibility.

In this bold, enlightening book, social psychologist and professor Daniel M. Cable takes leaders into the minds of workers and reveals the surprising secret to restoring their zest for work. Disengagement isn't a motivational problem, it's a biological one. Humans aren't built for routine and repetition. We're designed to crave exploration, experimentation, and learning - in fact, there's a part of our brains, which scientists have coined "the seeking system", that rewards us for taking part in these activities. But the way organizations are run prevents many of us from following our innate impulses. As a result, we shut down.

Human beings have been organizing to accomplish work for as long as we’ve existed. So why is organizational behavior still so elusive and mysterious? In this book, one of the greatest scholars in his field reframes his career’s work around the seven forces that drive all organizations. Mintzberg identifies them as efficiency, proficiency, consolidation, collaboration, culture, division, and conflict.