Book Description
It's not more money, bigger offices, better benefits, or flextime. Recent
surveys reveal that the number one reason employees quit their jobs
is that they don't feel valued on a human level. Growing employment
opportunities and the lure of Internet companies have brought this prob-
lem to near crisis level. Now, Dottie Gandy, a former regional director with the Franklin Covey Company, provides a simple, principle-based solution that will work to solve the problem in any business. In this clear, straight-foward book, she gives us a step-by-step plan that managers can implement immediately and which yields compelling results, including:
-
A strong sense of loyalty and commitment among employees
- A new corporate culture built on a foundation of trust and designed to weather storms
- A renewed sense of mission that can have a substantial impact on the bottom line
Customer Reviews:
Awful and not very useful.......2006-08-15
Here is the summary
"Say one nice thing/day to an employee for 30 days and magically they will be happier and more productive". That's it really. The entire book is just endless examples of how companies have used that advice to find harmony in the work place.
The author sells seminars that cover the principles of this book so the book feels like a plug for those services. Kinda like the E-Myth which is another very overrated book.
This book was useless and not very realistic. It takes more to keep employees happy. Work environment, pay, opportunity for advancement, training, and etc are all critical elements. Sure acknowledgment is important but you don't need to read 150 pages just to point that out. I gave up after 90 pages.
The advice in this book is also somewhat geeky. Difficult employee or unmotivated employees aren't going to easily accept a formal 30 day period of compliments (geeeeeky!) I expected to hear about how to handle difficult employees to make them more productive or make happy employees of people that aren't that well educated or how to keep people happy when you can't afford to pay them that much. There is nothing in this book that helped me. The book is also geared towards office environments.
Do yourself a favor and pass on this.
Pick up a simple habit, and promote trust and harmony.......2001-07-12
Trust and acceptance are the most important tenets of human relations and teamwork. Most self-help books suggest ways to build trust and learn to accept others despite their faults and weaknesses. However, most require you to change, and shed some of your negativity. I know how gruesome that is! To trust another requires fully accepting the other, transcending your own tendencies to criticize, judge, and inadvertently notice others' faults. How can we really help ourselves and others change and improve? This book provides the answer.
Another gospel for building trust and acceptance is to extend and express love unconditionally! Is it easy to overlook others' faults and weaknesses in order to let our love flow to them? How can we transcend our judgments to support their endeavor unhindered? This book has paved a way for us.
In the corporate setting, where performance assessment (even 360 degree evaluation) is the norm, and `employee development' an important goal, we often resort to `constructive criticism' -- identify weaknesses (guised as areas for improvement) and create training and developmental plans. How well does the process work? Wouldn't the employees perform far better if we were to highlight their strengths, and give them credit for, and the freedom to exploit, their own capabilities, dreams and desires? This book confirms that notion, and has suggested a practical approach.
A 30 year corporate veteran, Dottie Gandy in her book "30 Days to a Happy Employee" has given a simple and practical, yet profound formula to overcome our interpersonal barriers, to transcend our tendencies to be critical and judgmental, in fact to build a habit of seeing goodness in others. Deliberate and sincere acknowledgement of goodness in those we deal with easily builds trust, acceptance and human rapport, as well as inspires others to perform par excellence, promotes harmony and loyalty, which in turn result in higher productivity, lower turnover, and healthy team environment.
This book has laid out a step-by-step process of acknowledgment for 30 days in order to develop the `habit of acknowledgment'. Knowing the challenge involved and anticipating inevitable psychological barriers, the author has offered strategies to overcome any tendency to give up half way through, and complete the 30-day process. I call this 30-day acknowledgment process a magic formula for human development. If I form the habit of looking for, and acknowledging on purpose, goodness in others, the very act will breed goodness in myself. This is a proactive and constructive approach as opposed to negative-elimination approaches that require shedding a bad habit, or ignoring faults, or making an improvement, and the like.
You can apply the 30-day acknowledgment process to yourself, to your family members and friends, to your colleagues at work, to your subordinates and superiors. As you acknowledge traits of goodness in your `subject', this reinforces their own belief in themselves, and because the spark came from a significant other, it generates trust and loyalty. And, finally, your `habit of acknowledgment' will easily connect you with others.
I strongly recommend this book as a practical treatise on developing human relations and on letting the human potential bloom at work, at home, and in society at large.
Required reading for corporate leaders........2001-06-17
As the President of a new technology consulting company, I am excited to have this method for enhancing and strengthening relationships through the process of acknowledgement! The information, examples, and step-by-step approach contained in this book make it required reading for anyone in corporate leadership and anyone that would like to strengthen personal relationships at work, at home, or in community service. "30 Days To A Happy Employee" will go on my bookshelf between "7 Habits" and "Who Moved My Cheese." I purchased a copy of "30 Days" for each of my customer's Presidents, and for all the partners in my company!
Many thanks to Dottie Gandy!
Inspiring!.......2001-06-02
I picked up Ms. Gandy's book last night on my way home from work and read it from cover to cover before I ever made it to bed. Once I started, I was hooked. As a new manager for a nonprofit agency, I am concerned with starting off on the right foot. Our agency recently lost several employees and I know that morale was a factor for at least one of them. I want to do what I can to retain the employees we do have and to attract good candidates for our open positions. I believe Ms. Gandy hit the nail on the head when she identified acknowledgment as the key factor in job satisfaction. I know that is true for myself and I am sure it is for my employees, as well. In fact I accepted this position because the director, during my interview, did such a wonderful job of acknowledging my own skills. It's one thing to know something and another thing alltogether to put it into practice. While I've always known the power of acknowledgement, I've never been quite sure how to practice it on a regular basis to improve my work relationships. Ms. Gandy's book gives a simple formula for making ascknowledgment a habit. I can't wait to using it on Monday!
The Power of Acknowledgement.......2001-05-31
Few books have come long that inspire employers to go beyond expensive incentive and reward programs to give employees what they really want...simple appreciation and acknowledgement.
This book takes care of this omission in short fashion. It is direct, clear, simple, and powerful in its ability to bring new tools to the everyday employer looking to improve his/her powers of perception as well as his/her bottom line.
A gem among the many options available, not only to employers, but those seeking to improve relationships in family and in marriage. This book covers it all!
Book Description
This action-oriented book presents the revolutionary J Curve model, which tracks people's performance, thoughts, and emotions at each of the five stages of the change process, from resistance through positive acceptance-key knowledge you need to lead your team and speed implementation. Used by leading companies such as IBM, Chevron, Toyota-Lexus, and 3M, the J Curve gives you proven tactics and tools for quickly getting employees to a positive stage on the curve.
In this groundbreaking book, Jellison introduces a new approach to change-Activation. Communication and persuasion aren't enough to help people overcome their doubts and anxieties. You'll put these Activation techniques to work immediately as you learn how to
- Communicate at ground level-breaking change down into doable steps so people can achieve the goal
- Front-load rewards-motivating people to persist through the most difficult phases of change
- Create accountability-linking performance to larger organizational goals
- Personalize praise-tailoring approval to individuals to motivate higher levels of performance
Managing the Dynamics of Change presents an innovative method for getting employees to quickly commit to change efforts and simultaneously ramp up their performance.
Drawing upon his extensive field research and consulting experience with Fortune 500 companies, Jerald Jellison, Ph.D. reveals how effective change occurs and shows you how to manage your employees' reaction to change, engage your team's emotions and actions, and move employees up the curve as fast as possible.
Customer Reviews:
Jellison's J Curve Model for Change - A Good Read for Leaders, Managers and HR Professionals!.......2007-01-16
As an HR/OD consultant I am always on the lookout for good, practical resources for my Clients. Jellison's "J" curve model, his practical steps to activating a workforce or team, and sustaining change in an organization for the longer haul, touches all key managing organizational change. This is going to go on my list of recommended leads for clients looking to improve their change management capabilities!
Jim Newman
President
HRIZONS
creating HR solutions for new horizons!
Jerry is the best.......2006-07-21
Having had the pleasue to meet Jerry and read his book (cover to cover) I can say that nobody gets this better than he does. Change is about simple steps (isnt everything that is worth doing) and Jerry explains this as well in his book as he does in person. A must, even if you just want to focus on communicating with people, regardless of the change element. Be like Bamboo!!
Your the best Dr J!
Book Description
"Just Add Management marries solid, up-to-date productivity techniques with a mature, commonsense message refreshing to any manager."
--Maynard Webb, chief operating officer, eBay
After more than a decade of experimentation, hands-off management has proven to be unreliable. When managers don't know what their people are doing all day, budgets soar and profits plummet. Just Add Management offers managers a practical program for getting employees back on track.
Download Description
A manager's tough-love guide to rebuilding corporate value After more than a decade of experimentation, hands-off managment has proven to be a bust. When managers don't know what their people are doing all day, budgets soar and profits plummet. Just Add Management offers managers a clear, practical program for getting employees back on track by: Refocusing corporate culture on getting work done Setting priorities and align projects with those priorities Creating and enforcing processes and tracking progress Farzad and Rhonda Dibachi, a seasoned Silicon Valley husband-and-wife management team, bring unique technical and business backgrounds to the book, including expertise in helping companies focus on doing what matters and a mature, hardnosed approach to business.
Customer Reviews:
Great Guidelines for Running a Knowledge Organization.......2003-01-25
This book gives a basic outline of what a person needs to do in order to run a knowledge organization. This outline is called the "Accountability Management System", and it describes a set of seven principles that allow managers to gain visibility into their organization. These principles start off fairly broad and philosophical, the first one is: "Your job exists to make this company a success". These first three principles are quickly detailed, they describe the type of culture that is necessary upon which can be built a successful knowledge organization. The remaining four principles are more tactical, and therein lies the real meat and real value of the book. These last four principles include commonly used management tools, but the authors go into a great amount of detail discussing why and how
they should be applied to the knowledge organization. These four principles are portfolio management, program management, time tracking and knowledge management. Many, many books have been written on each one of these topics, but Just Add Management focuses on how to use these tools in a knowledge organization. They are all described with many examples and succinct descriptions on how to implement these concepts. Using these principles, the book ties them all together, and shows how all of these tools, working together, can bring visibility to management. They reinforce each other, and ensure that the organization is using the knowledge of all of its people.
A Knowledge Management How To.......2003-01-21
The authors discuss their ideas about knowledge management. It is a field that I have been interested in for over 10 years. How can you encode and re-use knowledge in an organization? Can you package knowledge? Can you catalog it? Or does the act of writing down knowledge succeed only in capturing a shadow of its true worth? The authors describe the type of organization that is most likely to be able to foster the creation and re-use of knowledge. They argue that knowledge can be stored for re-use, but this is only possible if there is a predefined context for that knowledge. Like a Library?s Dewey Decimal system, the authors describe a system that gives everyone in an organization the context for storing and re-using knowledge. This system, which they coin the Accountability Management System, can give everyone a common reference for knowledge work. They include portfolio management to provide everyone with a prioritized framework for important activities, process management to provide everyone with a set of suggested guidelines for common activities and how to report progress, time tracking (which the authors call progress tracking) to measure progress, and finally, knowledge management to determine how to treat the bits of knowledge that are encountered. Here the authors go into a bit a detail, since this is the centerpiece of the book. They note the two types of knowledge, tacit and explicit, and they emphasize that they must be handled differently. Explicit knowledge can be stored, and so you should do so in process descriptions or guidelines or work templates. Tacit knowledge is much more valuable but it cannot be stored, and so you must work to spark its creation. This, the authors say, you can only do through getting people together to share and collaborate.
They give many examples and case studies to show how to do this. This book clearly shows how to use an organization?s most precious asset: its knowledge. It describes what knowledge is, how to use it and how to create more of it.
Great advice.......2003-01-21
This is a great book. It talks about how to really manage people. The authors seem to know what they are talking about; they talk about their backgrounds and experiences with managing difficult people. Some of these experiences weren't so good, so you can tell they speak from experience.
Great Advice.......2003-01-17
This is great advice for any manager, how to keep people in line, but still let them be creative and do their thing.
Great information for managers.......2003-01-17
I have been managed by many people, some good, some not so good. The best managers were the ones who knew when to guide me and when to shut up and leave me alone. The worst managers were the ones who regulated my day down to the tiniest little detail. Almost as bad were the ones who gave me so much freedom that I had no idea what they wanted.
Now that I am a manager, I am trying to understand what is too much freedom and what is too much control. Countless management books exist on this subject - some simple, some complex. Many management consultants talk a lot about this. But this little book seems to explain this important concept to the average person with more humor and grace then I have seen before.
This book takes pride of place on my bookshelf.
Customer Reviews:
A valuable resource for gay employees and their bosses........1996-05-30
Research shows that organizations committed to a diverse workforce experience better customer satisfaction, profitability and competitiveness. This book describes strategies for creating a productive, creative, inclusive organization (like those described in "The 100 Best Places for Gay Men and Lesbians"). It focuses on four areas: non-discrimination policies that include sexual orientation; domestic partnership benefits; employee education about sexual orientation, and AIDS education. The authors point out that while employers can't control employee beliefs about gays and lesbians, they can control employee workplace behavior toward gay and lesbian coworkers. A important resource for managers, and for gay men and lesbians who want to nudge their employers in the right direction
Average customer rating:
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Creating the Productive Workplace
Manufacturer: Taylor & Francis
ProductGroup: Book
Binding: Paperback
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ASIN: 0415351383 |
Book Description
A new edition of a classic title, featuring updated and additional material to reflect todays competitive work environments, contributed by a team of international experts. Essential for anyone involved in the design, management and use of work places, this is a critical multidisciplinary review of the factors affecting productivity, as well a practical solutions manual for common problems and issues.
Average customer rating:
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Creating the Productive Workplace
Derek Croome
Manufacturer: CRC
ProductGroup: Book
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ASIN: 0419236902 |
Book Description
In an increasingly competitive environment, companies are being forced to think harder than ever about the way they work and how they can improve profitability. Creating the Productive Workplace provides a critical, multidisciplinary review of the factors affecting workplace productivity. Productivity is a key issue for individual companies as well as the national economy as a whole. With 70-90 per cent of the costs of running an organisation consisting of the salaries of the workforce, small increases in worker productivity can reap high financial returns. Many studies have shown that productivity at work bears a close relationship to the work environment. This book sets out the most important factors and evidence behind this phenomenon, and offers solutions to providing a work environment inducive to productivity. This book is essential reading for facilities and estates office managers, interior designers, architects and building environmental engineers. It is also a text for undergraduates and postgraduates studying these disciplines and related subjects.
Download Description
This book takes evidence from both US and European companies to show the elements of an efficient work environment. Essential reading for facilities and estate managers, architects and building environmental engineers.
Book Description
This digital document is an article from The Journal of Employee Assistance, published by Thomson Gale on April 1, 2004. The length of the article is 2161 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.
Citation Details
Title: Creating healthy, productive organizations: underlying workplace conditions have a much greater impact on employees' productivity and health than individual behaviors. EA professionals can help redefine workplace health as a strategic issue that affects corporate costs and organizational results.(Employee assistance professionals,their services)
Author: Graham S. Lowe
Publication:
The Journal of Employee Assistance (Magazine/Journal)
Date: April 1, 2004
Publisher: Thomson Gale
Volume: 34
Issue: 2
Page: 7(3)
Distributed by Thomson Gale
Average customer rating:
- Excellent Book!
- Five S simplifies and organizes not only in the Workplace
|
Five S: Creating the Productive Workplace
Deltapoint Corporation
Manufacturer: Deltapoint Corporation
ProductGroup: Book
Binding: Paperback
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ASIN: 0966313305 |
Customer Reviews:
Excellent Book!.......2001-03-08
Deltapoint has presented the 5S system in a simple, logical way to allow it to be easily implemented in the workplace. As the last reviewer noted we could all use the 5S system to help simplify our lives at work and at home. I highly recommend it.
Five S simplifies and organizes not only in the Workplace.......1998-04-29
When will we non-corporate types learn that some of the best advice for our personal and family lives comes from corporate "how to" books? Deltapoint's "Five S: Creating the Productive Workplace" is a case in point.
The author(s) (Deltapoint is a consulting firm specializing in change management and organization) go through the 5S system of workplace organization (The English translation of the original Japanese 5S's stands for "Sort, Simplify, Systematic Cleaning, Standardizing, and Sustaining") in a step-by-step, how-to manual. It not only explains 5S, but also tells how to implement it.
The Five S book focuses on the manufacturing workplace, using photos of actual factories, as well as the workers who organize their workplace, and the methods they use. The case study and "how to" step-by-step instructions are excellent ... and are something that manufacturing companies pay big bucks for to reduce waste and increase productivity.
But Deltapoint is quick to point out that the same principle of "A place for everything and everything in its place, clean and ready for use" can be used in white collar processes as well... and they explain how.
I don't think they go far enough! After reading this book -- and using it to sort, organize and clean my work desk -- I began thinking about ... the garage! The garden! And if only I could get my teenagers to read it and to practice it!
Most surprizingly, I can recommend it as a marital help book to all the sloppy spouses out there. As my wife told me: "After all the other corporate books you've read, I wish you would have read this one a long time ago!"
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