Book Description

To produce changes that last beyond the classroom, training games must engage restless audiences, keep them interested­­and make learning fun!

The Big Book of Humorous Training Games uses witty, engaging games to create memorable lessons in numerous basic training topics, including customer service, teambuilding, creative problem solving, time management, and more. Step-by-step instructions work with dozens of reproducible handouts and worksheets help trainers and speakers minimize preparation time­­and maximized training success.

Reviews (5)

Lots of ideas
I got this book with Brian Miller's Quick Teambuilding Activities (also from amazon.com). Both are good. This one has more activities, but not necessarily better ones. I like the way this one often has a "suggested funny intro" for introducing the activity because i usually stumble in setting it up. The only problem is that some of the activites are quite long (up to an hour)...that's where Millers book excels, all activities are 15 min or less. The activities here are organized into nice categories, too.

Refreshing and Innovative
This is the best book on training games I have ever read. It gives new insight that I have found lacking in other authors. Sharyn Weiss is a genious in her trade. Thank you for making my job in executive and managerial training easier.

The Big Book of Humorous Training Games
This book is a must for anyone who is involved with training or in giving presentations. I write and design training materials for a large corporation in which there is a constant need for training on many different levels. I have repeatedly used this book to make even the dryest of training materials fun, interesting and interative. The techniques work for all levels of employees from management down to Customer Service Reprensentatives. Now people walk away from training classes retaining far more information than before I found and began using this book. Participation and interest have greatly improved. I highly recommend this book-don't wait another minute longer to buy it!

Fabulous
This book is a great reference for any trainer! Most of the Training Game books I have reviewed have a few games that really apply to your classroom needs. Not this one! There were very few of the games that I won't be using! So far, each one I have used has been received with enthusiasm by my students. I particularly enjoyed "Look Ma, No Hands" while training Delegation Skills.

Humor Opened Doors and Minds
I recently purchased a copy of this book as I was preparing to facilitiate a workshop on respect in the workplace. I had used games in previous training sessions but was pleasantly surprised when I came across this book.

I referred specifically to Chapter 8, dealing with reducing workplace negativity. I found that the games triggered a powerful response from the participants as their concerns became very obvious in a non-threatening way. The real benefit was what happened at the debriefing. Our discussion of issues turned into in-depth problem-solving. One participant said that an issue that had been festering with her for over three years was effectively resolved because the matter was finally discussed openly.

Fifty games set out in a manner that is easy to follow, easy to understand, and clearly focused on the concern being addressed, each game in a group probes deeper into the issues without getting personal. The final game in each group leads workshop participants to make a commitment to change. The structure of the games also permitted enough flexibility to address a group's specific workplace behaviors thereby making the exercise very relevant to the group. Based on the responses from participants in my recent workshop, the point of the games came through clearly and effectively, and will result in real change in their workplace. Very powerful catalysts, your games are.

I must also say that I am thoroughly enjoying this book! As a human resource consultant and trainer, I am always looking for new ways of thinking about change. This book is stimulating my mind to find other ways to present ideas in a fun and creative manner. Doni and Sharyn really helped make my job as a facilitator easier by giving me such powerful tools. I am keeping my eyes open to purchase other books by Doni & Sharyn to add to my library. I can hardly wait for Doni's new book, LAUGH AND LEARN: 95 WAYS PEOPLE WHO TEACH CAN USE HUMOR TO BOOST THE BRAIN. ... Read more

Book Description

Up Your Business! is a wake-up call for any business leader who’s asleep at the wheel. It’s a no-holds-barred manifesto dedicated to one thing and one thing only–making your organization perform at the highest possible level. Straightforward, honest, and in your face, this book doesn’t offer empty buzzwords or mysterious acronyms or questionable cure-alls. It outlines seven no-nonsense steps you can take to fix, build, or stretch your business.

Buy it today! ... Read more

Reviews (18)

Best Thing Since Sliced Bread!!
In a recent Maximum Impact message by John Maxwell on "How to Overcome the Six Temptations of Successful Organizations" he acknowledged the source of his message as coming from Dave Anderson's most recent book, "Up Your Business".

I wanted to see what other pearls of wisdom Dave had to share so I bought his book. I was not disappointed! Congratualtions to Dave on a great leadership book!! It is the best thing since sliced bread!!

I especially enjoyed Dave's direct, no nonsense, no-holds-barred style that identifies the entitlement culture that much of our society has bought into and his get-tough advice on how to replace it with a merit culture.

Dave's insights and pearls of wisdom were huge for me as I have more than 38 references penciled in the front of the book that I am taking to the bank.

It's About Time...and Success
It's about time someone cut through the pablum surrounding sales strategies, tactics, and all the rest and got to the heart of the matter.We have truly met the enemy...and it is US.In 'Up Your Business' Dave Anderson takes the blinders and the gloves off and offers a practical, honest, straightforward guide for effective management in the automotive industry (or any other people/sales/customer endeavor).

In his usual 'tell it like it is' style Anderson has created the BEST management book I've read in over 15 years of directing sales departments in dealerships.Whether your store sells 50 or 1500 cars a month you'll gain some new insights from the book - and you'll walk away with a new and honest appraisal of your own abilities and efforts.

I couldn't recommend the book more. The best part is...Not only will 'Up Your Business' fulfill its title's promise in your business, it's just a flat-out great read!

Powerful and Practical
This is the most helpful business book I have read.It's filled with straigtforward, to the point, practical advice and action items that can be used TODAY.As a business owner I read alot.This one book provides what I need to grow my business the way I want to see it.Read it, do it.

An auto management must read!
A no-nonsense book which lays out the steps for all GSM'S and GM'S to follow.

cringes and flip-flops
If you're looking for "new" information and strategies you can use in real life situations then this book is a must read.I believe this book would benefit any organization even though Mr. Anderson's area of expertise is the automobile business.I plan to make Anderson's strategies and tactics the cornerstone of my 2004 business plan. ... Read more

Amazon.com

The key to building a superior company, an increasing number of observers now agree, is the ongoing ability to recruit and retain superior personnel. In Topgrading, industrial psychologist and global consultant Bradford Smart expands upon this idea by examining in great detail exactly how today's premier organizations have assembled such top-level employees, and then showing precisely how others can do it, too. "Simply put, topgrading is the practice of packing the team with A players and clearing out the C players," Smart writes. "'A players' is defined as the top 10 percent of talent available at all salary levels--best of class. With this radical definition, you are not a topgrader until your team consists of all A players. Period." Essentially a best-practices manual for developing this outstanding personnel pool, the book is based on more than 4,000 interviews and case studies conducted by Smart at major corporations like General Electric as well as fast-growing high-tech companies and small family-owned firms. He further bolsters its effectiveness by including his extensive "Chronological In-Depth Structured Interview Guide," along with other assessment tools and hands-on strategies for assembling an ideal work team. --Howard Rothman ... Read more

Reviews (33)

Manage an Organization as Nature Would ...
... with the neither malice nor pity.That's the gist of this excellent book, and it's not offensive to the concept of human dignity.To the contrary, Dr. Smart notes that "A players" can (and should) exist at every level.Every CEO, every acountant, every sales rep, and every Wal-Mart greeter should be best in class -- and they should be required to stay competitive in their skills.That's not ruthless.That's natural.But this book goes one step farther, making the compelling case that -- left to their own devices -- the "C players" in any organization will destroy value over time, whether they intend to or not.Accordingly, Topgrading is essential.

Very interested, until...
After reading the reviews of this book, I wanted it...but there's one hesitation.

One company the marketers of the book hold up as an example of why the author's work is effective is GE. In my opinion, and in the opinion of many I've spoken with in my world, GE's products are not superior...so this makes me wonder

The Best Book on this Topic in 21 Years
I have been a professional recruiter for over 21 years.Topgrading is the best book that I have read on the topic of selecting impact performers.This book is a valuable read for both hiring managers and candidates.The appendix is worth the price of the book by itself.

I have recommended this book to my clients on my recruiting contracts because many have never been taught how to conduct a structured interview.Consequently, they tend to ask one set of questions to one candidate and another set of questions to another candidate for the same job.How will they be able to compare the two candidates?Brad Smart gives them a nice track to run on.

My only major difficulty with the book is the amount of time between the initial interview and the final interview a month later.In my experience as a professional recruiter, that is too long between interviews.In recruitment, time is your enemy.There are too many companies who are searching for A Players.You could lose an A Player easily within a month to another, more efficient company.As our economy moves from the Baby Boomers as the primary workforce to the Gen X'ers, we are about to experience a shortage of workers.If you wait too long to extend an offer, the Recruiterguy will get them!

On the other hand, Brad's reference checking information is so valuable that I have been teaching my clients to use it.I agree with him that it is important for the hiring manager to conduct the reference checks.It's simple psychology.If I call the manager of a candidate and identify myself as a recruiter, the former manager will give me some information about the candidate.However, their perception is that I am not their peer (unless they know me from a previous relationship).However, if the hiring manager calls the former manager, they are peers and the information given and received will be much more valuable.

The 50 manager competencies listed in the appendix are great tools for developing a structured interview and Job Description.They are also valuable for candidates who need to prepare for interviews by giving examples of their competencies.

Is Topgrading perfect for every interviewing situation?There probably isn't a perfect book.However, this one is easy to read.Take the valuable information that he offers on the interviewing process, the reference checks, and coaching (and protecting) A Players and you will be way ahead of most hiring managers.

If you are a candidate searching for your next job, Topgrading is a must read for you.He asks some tough questions.Some people may be offended.However, I agree with his points.Use the sample competencies in the appendix to strengthen your interviewing skills.

Pick up the book. You will benefit from reading it.

Billy Strayhorn was right: "Take the A Train"
Smart formulated what he calls the Chronological In-Depth Structured (CIDS) interview approach. After studying 4,000 managers in relation to (on average) ten different jobs per manager, he arrived at a number of conclusions. They serve as the core material of this book in which he explains how both companies and individuals can gain and then hold a competitive advantage which Peter Drucker identifies as follows: "The ability to make good decisions regarding people represents one of the last reliable sources of competitive advantage, since very few organizations are very good at it." As Smart carefully explains, topgrading is the practice of packing any team with A players and clearing out the C players. "A player [italics] is defined as the top 10 percent of talent available at all salary levels -- best of class. With this radical definition, you are not a topgrader until your team consists of all A players [last three words in italics]. Period." Those who read this book and then apply the principles, strategies, and tactics which Smart recommends will be well-prepared to (a) hire only A players or those almost certain to become one and (b) those who are or wish to become A players and need expert guidance to achieve that objective.

For me, the most stunning revelations in the book are found on page 50, in Figure 3.2, "Cost of Miss-Hire Study Results." According to the results of Smart's research study of more than 50 corporations, the sum of costs of a mis-hire (on average) are as follows:

Base salary Less than $100,000: 14 times salary

Base Salary $100,000-250,000: 28 times salary

All Salaries: 24 times salary

Now go back and re-read those statistics while keeping in mind that, for various reasons which Smart briefly explains, "the numbers are probably conservative." Organizing his material within two Parts (one for companies, another for individuals), Smart offers a cohesive and comprehensive narrative within which he includes all manner of graphic illustrations as well as a number of exercises and questionnaires which enable both those who hire and those who are candidates to understand what topgrading is, what the CIDS interview approach is and how to derive the greatest benefits from it.

Most important of all), Smart explains how to achieve what Jim Collins describes so well in his most recently published book: the good to companies "...first got the right people on the bus, the wrong people off the bus, and the right people in the right seats -- and then they figured out where to drive it. The old adage 'People are the most important asset' turned out to be wrong. People are not [italics] your most important asset. The right [italics] people are." Presumably Smart would agree that the right people share the same values and, together, sustain their organization's commitment to those values. If involved in their organization's recruiting and interviewing process, as they should be, they will help to ensure that the right people will be hired (i.e. allowed on the "bus"). Obviously it is important to get talent and task in proper alignment. It is equally important to keep an organization's values in proper alignment with its objective(s). Although Collins does not use the term, the good to great companies he discusses are all topgraders.

The reader will especially appreciate having the information provided by Smart in (count `em) seven appendices: CIDS Interview Guide, Career History Form, In-Depth Reference-Check Guide, Interview Feedback Form, Sample Competencies --Management, and Sample Competencies -- Wm. M. Mercer. Here in a single volume is about all anyone needs to know and have inorder to understand what topgrading is, how it works, and why it will probably be essential to those who hire as well as to those whom they consider.

Lest there be any misunderstanding by anyone reading this review, I want to point out that any organization (regardless of size or nature) can be a topgrader and that is even more important to smaller organizations with limited resources. Why? Because the cost of a miss-hire could be catastrophic, not only in terms of total compensation but also in terms of mistakes, failures, alienated customers, lost business, wasted opportunities, and disruption of the workplace. Some may respond, "I cannot afford to hire all A players even if I could find them!" On Smart's behalf, I presume to reply that no organization can afford NOT to hire only A players or those who, with proper development and supervision, can become A players.

The #1 source for world-class hiring and coaching processes
As an HR consultant and executive coach, Topgrading is my bible.It's taught me skills that have really worked to help clients hire nothing but A players and coach their B players to become As.I agree with the review in Recruiting Magazine Online that says, for those that hire people, this is the "most important book ever written."Needless to say, I give the book 5 stars! ... Read more

Book Description

Ken Blanchard and Sheldon Bowles, co-authors of the New York Times business bestseller Raving Fans, are back with Gung Ho! Here is an invaluable management tool that outlines foolproof ways to increase productivity by fostering excellent morale in the workplace. It is a must-read for everyone who wants to stay on top in today's ultra-competitive business world.

Raving Fans taught managers how to turn customers into full-fledged fans. Now, Gung Ho! brings the same magic to employees. Through the inspirational story of business leaders Peggy Sinclair and Andy Longclaw, Blanchard and Bowles reveal the secret of Gung Ho--a revolutionary technique to boost enthusiasm and performance and usher in astonishing results for any organization. The three principles of Gung Ho are:

• The Spirit of the Squirrel
• The Way of the Beaver
• The Gift of the Goose

These three cornerstones of Gung Ho are surprisingly simple and yet amazingly powerful. Whether your organization consists of one or is listed in the Fortune 500, this book ensures Gung Ho employees committed to success.

Gung Ho! also includes a clear game plan with a step-by-step outline for instituting these groundbreaking ideas. Destined to become a classic, Gung Ho! is a rare and wonderful business book that is packed with invaluable information as well as a compelling, page-turning story.

Raving Fans brilliantly schooled managers on how to turn customers into raving fans. Gung Ho! now brings the same magic to employees. Here is the story of how two managers saved a failing company and turned in record profits with record productivity. The three core ideas of Gung Ho! are surprisingly simple: worthwhile work guided by goals and values; putting workers in control of their production; and cheering one another on. Their principles are so powerful that business leaders, reviewing the manuscript for Ken and Sheldon, have written to say, "Sorry. Ignored instructions. Have photocopied for everyone. I promise to buy books, but can't wait. We need now!" Like Raving Fans, Gung Ho! delivers. ... Read more

Reviews (80)

Great Book and Here's Another!
Ken Blanchard and Sheldon Bowles have created another classic. In a highly effective parable, they provide a blueprint any leader can use to create organizational excitement in just about any type of organization. The most positive characteristics of this book, like all Blanchard books, are the underlying values and wholesome philosophies that drive the message home at each juncture along the way. Whether a person is leading a small work group, a department, a division, or an entire company, he or she will find many useful ideas in this easy-to-read book.

Another book, with a foreword by Ken Blanchard, that I have just finished is also destined to be a classic alongside GUNG HO! I highly recommend everyone - not just people in leadership positions - read WINNING WAYS: FOUR SECRETS FOR GETTING GREAT RESULTS BY WORKING WELL WITH PEOPLE, by Dick Lyles. Dr. Lyles is a protégé of Blanchard and Bowles and this book proves that he, also, has mastered the art of parable writing. This book contains tips that will help anyone be more powerful and charismatic in their dealings with other people.

It will make you believe in yourself and your staff
I joined a new company almost two years ago. Many management people over me were required to read "Gung Ho". I asked to read it and found it thought-provoking, but the three concepts exciting. I've lived those three concepts for the past year and just recently was put in charge of a group seven staff-members. As I recalled the book and the basic concepts, I took it down and read it afresh. As I had practiced, I began teaching the three basic concepts without telling my staff what they are doing. Now my next step is to let them in on the secret. I know "people" are watching me and that's okay. My team is succeeding. With these three concepts in my daily plan of action, I know I will pass the test of a new supervisor as well as have helped create a great winning team. The staff themselves are the winners. The book explains in extremely simple but motivating language how to work together, take control of your actions, and praise one another when we "do good". The book "Gung Ho" is a great birthday or Christmas gift.

You may be able to take something from it
Managers may not be able to enact all of the principles of Gung Ho, but they will be able to walk away with some valuable insight in the world of motivation and performance. If your not sure if you really want this book or not I would recommend that you go for it. There is truly nothing to lose and the reading is entertaining and informative. Every person will be able able to take something from this book and be able to apply it to their work environment.

economics class
The book gung Ho by Ken Blanchard and Sheldon Bowles is a great book for managment. It is excellent in the way it simply defines a way to significantly improve your management skills by focusing in the 3 principles. the principles could be used in personal life as well as your profesional life. It is so great that it helps create organization and to use practice using techniques on a daily basis. I recommend this book to anyone who is interested in improving their work style. This book is also easy to read and understand.

Simple But Useful
Gung Ho! is a book related to management. Although the concepts in the book are simple, it is important to everyone, especially those are in the management field. The three underlying principles are The Spirit of the Squirrel, The Way of the Beaver and The Gift of the Goose. They are parables of the importance of making employees understand their roles, the conflict between directing the tasks to employees and empowerment by management, and the importance of appreciation to employees respectively.

In my view of point, I think Gung Ho! is a revolutionary technique to boost enthusiasm and performance and usher in astonishing results for any organization. The principles are the tips to increase productivity by fostering excellent morale in the workplace. For example, employees will be loyal to the company if they gain job satisfaction from their worthwhile work. Positive reinforcements such as appreciation (i.e. say ¡§well done¡¨ when those have good performance) and empowerment can motivate employees to improve and have a better performance.

To conclude, Gung Ho! is easy to read but useful for everyone. The writers convey the important management strategies to the readers by using simple story and parables. I think it is a good time for the company, the management team and the employees to refresh and understand their roles so that they can have a good relationship which can benefit as a whole. ... Read more

Book Description

This best-selling survey of contemporary human resource management offers a balance of practical and applied material as well as underlying Human Resource Management theory.It reflects the latest information, including the impact of global competition and rapid technological advances that have accelerated trends such as shared service centers, outsourcing, and just-in-time training. A wealth of actual company examples demonstrates how concepts are being used in today's leading-edge organizations.For all Human Resources personnel and managers. ... Read more

Reviews (2)

Now this is a good textbook
This was a simply stated book that gave common sense examples.

The chapters were easy to understand without having to have your professor explain everything.

There are a couple of chapters that seem like they should be reorganized, and a couple of chapters that should be put in a different order. Overall though, this is a very good book to help you understand Human Resource Management.

Creative multimedia tie-ins, but getting dated?
I suspect that a new edition will be out shortly.Some of the Internet links sprinkled throughout this book are broken, and the text frequently refers to conditions as they were, "as of mid-1997."Hopefully, the authors will employ a proofreader/style editor, as the sytnax is awkward in a few places.That said, this is a good introductory book.The creative integration of Internet links and video case studies ("On Location at Showtime," and ABC News reports on business trends and issues) add to the value of the text.An Internet site allows instructors to develop an on-line syllabus for students to view and download.Key terms are set on the margins in blue print, repeating their definitions from the text.Summaries at the end of each chapter do the same, and include questions designed to verify reader knowledge of major concepts.The book dwells at length on diversity issues, which is appropriate, given the plethora of Exceutive Orders, Supreme Court decisions, and legislation mandating various EEO/affirmative action practices in the HR field.The chapters on recruitment, selection, and training are the strongest in the book, and cover the topics in a fair amount of depth. The chapter on labor unions reveals a pro-union bias; otherwise, the book is ideology-free.Overall, this is a more than adequate treatment of the subject, and is quite serviceable. ... Read more

Book Description

Human Resource Management: Gaining A Competitive Advantage by Noe/Hollenbeck/Gerhart/Wright is back with a new and improved 4th edition. In this new economy, effective human resource management is all the more necessary to gain true competitive advantage in the marketplace, as competitors strive to win the war for talent. Four challenges companies face are the global challenge, the challenge of meeting stakeholder needs, the high performance work practices challenge, and the challenge of competing in the new economy. The authors bring these challenges to life by highlighting real-world examples pertaining to these 4 issues and relating it to the concepts within the chapter.This best-selling McGraw-Hill Human Resource Management title provides students with the technical background needed to be a knowledgeable consumer of human resource (HR) products and services, to manage HR effectively, or to be a successful HR professional. While clearly strategic in nature, the text also emphasizes how managers can more effectively acquire, develop, compensate, and manage the internal and external environment that relates to the management of human resources. ... Read more

Book Description

Managing employees in today’s rapidly evolving workplace can sometimes feel like negotiating a minefield. Such recent new trends as flextime, telecommting, 360-degree feedback, the flattening of hierarchies, and the increased use of temps and contract workers present tough new challenges for supervisors in every field. This timely, completely revised and updated edition of Ferdinand Fournies’s classic management coaching "bible" shows you proven ways to get workers to perform at the highest level while eliminating the self-destructive kinds of behaviors that have become increasingly prevalent in recent years.
In this book, you’ll be taught specific face-to-face interventions you can use to enhance performance in every kind of workplace situation--from sales to creative brainstorming. There are also interventions uniquely suited to resolving problems ranging from low productivity to absenteeism to conflicts between individuals. You’ll learn precisely what to say and do so that each person you supervise will want to give you his or her best work--even when that person was previously thought to be a "problem employee." Packed with brand-new case studies from Fournies’s latest research into the dynamics of the modern workplace, this classic guide takes all the guesswork out of becoming the kind of inspired, "hands-on" manager that every company today is looking for! ... Read more

Reviews (10)

Coaching for improved work performance
If you are responsible for the day-to-day supervision or management of human resources in your company this book is a must. This book will help you deal with your employees performance and redirect their behavior in ways not taught in a traditional classroom setting. This book, from a legal and humane perspective, outlines the perfect way to manage a group of people, shedding the need to deal with attitudes or personalities and dealing with the behavior-based performance issues that result in measurable improvement. Your employees and your company will greatly appreciate the techniques outlined in this book, and it will keep you out of trouble at the same time. If you are in management of people, this is the most important book you can ever read. More important than any other single managerial aspect, redirecting people's behavior through coaching is your prime respponsibility. You get paid for what your people do, they are your scorecard. You do not have to be an expert in whatever aspect of the business you are engaged, you must get things done through others and help them be successful. Your people are your experts, and when they fail, you fail. This book should be required reading in every college management program, simply because this book encompasses the real nature of what managers will be getting paid to do for the remainder of their careers. Buy it. You won't be sorry.

My success using Coaching.
As a consultant for small companies, I have found using Ferdinand F. Forunies' book,"Coaching for Improved Performance" an outstanding success. It has been very well accepted and an easy read for "Leads". The Coaching Analysis prepares them to then know when to use the Coaching discussion. New people to the supervision field come not knowing what to do. After reading the book and seeing the "Face to Face" video are ready to be trained in working with their employees for improved performance. I have not found any material that comes close to this material as a training vechical. I have used this material for over 15 years.

Coaching for Improved Work Performance
No No No. I have read these reviews and read the book. It's very important to make this distinction clear. If you are a coaching professional or interested in becoming a personal or business coach DO NOT get this book. In this book "coaching" is just another word for "managing." If you are truly interested in learning how to work with someone on THEIR agenda (vs. imposing yours or the company's on to them) and if you are truly interested in helping people achieve progress in areas they want to develop then go to another book (i.e. Coaching: Evoking Excellence in Others by Flaherty). To Fournies defense, he wrote this book before the modern coaching movement (i.e. CoachU, ICF, etc) took hold. But, books tend to stay around and his definition of coaching pollutes the desired meaning of modern coaching professionals.

However, if you are a manager in a traditional hiearchy and you are looking for "tricks" and "techniques" then maybe this book is for you--but I can think of MANY better books for being an effective manager.

A "Must Have" for new and seasoned managers alike!
There are so many challenges in being a manager in today's world and so little time to figure out how to deal with them all. This great little book provides a very pragmatic approach for improving work performance. Too many books provide general guidance that tends to fall apart during implementation. The methods in this book work and don't require months before you see the results. If you have performance problems with even one worker, you need this book!

Ferd shows us how it is done on the line, every day
To me, this one is a classic. I have introduced the "Book of Ferd" to many of the younger managers in my department, with encouraging results. "Coaching" puts the problem of people management where it belongs, in the lap of the manager, but remarkably (and atypically) provides specific direction as to "what to do differently" in order to overcome the unproductive behaviors of either (or both) the manager or the subordinate. The author provides templates and practical examples on how to handle the actual interview situation (a.k.a. the "confrontation")-- one of the most useful aspects of the book. Some of these examples deal with especially surly and insubordinate employees, and the author shows in dialog form how they can be dealt with in real time-- something they don't cover in engineering school. The only criticism I would make is that some of the strategies described in the book are most directly applicable to managers who are dealing with production or sales people; situations where output can be readily measured. In the case of employees such as engineers or R&D personnel, where evaluating performance is not so simple, the author punts by saying that if you have a hard time finding an objective measure of job performance, it means that "you haven't found a way to measure it yet". Not too helpful. Having said this, however, from experience, many of the performance problems we encounter in technical management are not so different from those found on the production line. By applying the techniques described in the "Book of Ferd" any manager can feel much more confident and deal more effectively with problem--and high-performing--employees. ... Read more

Book Description

Analyzing Performance Problems gives you a step-by-step process for solving virtually any performance problem you face. Instead of guessing at solutions that won't work, you can save time, money, and frustration by finding the true cause of the problem and identifying the best and most economical way to solve it. You'll learn to:

- Identify the true causes of performance problems
- Determine if you can use "fast fixes" (solutions that are quick and easy)
- Identify realistic, economically feasible solutions ... Read more

Reviews (5)

Good information, but a bit basic
Mager's book provides some great foundational information on performance problems in the workplace. However, it seems a bit basic and common sensical when compared to the new books being written on the subject. I looked to this third edition thinking it would have more up-to-date information and revisions and was disappointed when I found that it did not.

If you are into carrots and sticks... this is for you
This book has some wonderful ideas contained between its covers. The underlying assumption is that people are either motivated by rewards or punishment. There is a flowchart that helps you understand how to influence (read manipulate) people into behaving as you want them to.

The author gives many examples that make it seem as though his method of dealing with people is the most effective one. There are more aspects to leadership and management than he describes, and I can just picture in my mind's eye a person with no people skills trying to apply these techniques to his work. Then I get scared.

I would suggest reading books by more principle centered authors first - such as the various Covey books or other ones. If you are just looking for a new perspective, buy it. If you are frustrated because nobody seems to listen to you and you want to manipulate them all to do your bidding - please quit your job. This book wont help you.

Not just for trainers
This book will change how you deal with performance problems of all sorts. Mager's step-by-step approach can be used in a broad range of situations, including team environments, manager/employee relationships, production situations, and even with your children! He makes it easy to see the logical solution that may currently be evading you.

Ann Pavkovic / Consulting Technical Writer

Are You Sure That Training Is Your Number One Solution
Before you begin your discussion of performance problems by talking about training, you need to read this common sense book by Robert F. Mager and Peter Pipe. Following a systematic algorithm, you will learn to identify your performance problem, decide how critical the problem is, and identify the underlying reasons for the existence of your problem. Problems can be a result of invisible expectations (you didn't tell me how) or what the book calls "upside-down consequences" (doing it right is not as rewarding as doing it wrong).

Using many common sense examples, this book demonstrates that solutions other than training can solve your performance problems. In fact, you will discover that training may be a useless solution that will not solve your problem. Until you take apart the expected performance, look at the component parts, and identify why the performer chooses the wrong action, you cannot correct the performance deficiency.

Training as a possible solution does not appear until the middle of the book. Training is needed because a person has never performed as required and does not know how to perform as required. Training can also help when skills have decayed over time and training is needed to refresh them.

When you look at human performance, you need to remember that people will usually follow the path of least resistance. They do not choose wrong performance because they want to be wrong. They choose the wrong performance because it is the best solution for them. Mager and Pipe uncover why people make these choices and offer you a way to achieve the correct performance you seek.

Classic in performance analysis by the guru himself.
Bob Mager's lucid and practical book is a joy to read and use. I've required it for some time in my university courses on human performance in the workplace. My students even like the pricetag. No better value on the market! ... Read more

Reviews (2)

An Experiential Approach describes this OB book well.
Osland, Kolb, and Rubin continue to make a fine book better. The buyer is well advised to think about the title before making a purchase. Organizational Behavior: an Experiential Approach makes clear that much of the text will be devoted to things like "Learning Style Inventories," "Thematic Apperception Tests," "Past Experience Inventories", "Active Listening Exercises," Case Studies, Role Plays, and the like. Many of these exercises may be easily completed and scored by the reader. Some, like the Thematic Apperception Test, are difficult for the reader to score accurately, but not impossible. Many of the exercises, such as active listening, require a partner, and some simulations require a larger group to complete the work.

The introductory text to the experiential exercises at the end of each chapter is well written and instructive. In a few words the authors make valuable points about perception, motivation, leadership, decision-making and problem solving, group work, and team development. They have in mind the professional manager who has on-the-job experience; a younger reader might find it difficult to relate to the tone and style of the book, which is aimed at a literate, educated, intelligent audience.

College professors, many of whom are a finicky lot, have adopted this book for their organizational behavior courses for over twenty years. That they continue to select this text is testimony to its enduring appeal and value.

For those readers who want a more conventional approach to the subject of organizational behavior, Stephen Robbins has written a variety of OB books that are comprehensive, readable, and even entertaining. Robbins covers more ground than Osland, but has less room for personal application of the material.

The reader who wants to learn from concrete experience, reflective observation, abstract conceptualization, and active experiementation will find Organizational Behavior: an Experiential Approach an excellent resource for further study and application.

An Excellent Book!
An Excellent Book.. A Must For All The Managers In Any Organistaion. ... Read more

Book Description

If you use training services, especially if you have to pay for them out of your own budget, this book will help you:

- Determine why your employees' performance isn't meeting your expectations, and what to do about it
- Ensure that your employees possess the job-relevant skills they need
- Get training done in the least amount of time and at the least cost, whether training is obtained internally or from vendors
- Leverage training as a true competitive advantage ... Read more

Reviews (2)

Good book. Typical Mager - easy to read, lots of good stuff
Valuable book, well worth the reading time. Good for Managers, Training Managers and developers.

Get results, save money: apply this book.
In his typical clear, jargon-free style, Bob Mager explains what training is, and what it's not. "Training" won't fix a problem unless the problem stems from a lack of skill or knowledge.

Mager explains why you can't train your way out of badly designed jobs, or idiotic incentive systems, or a lack of resources. He also shows ways to deal with those barriers to accomplishment.

And that's the heart of the matter. In the world of training and development, we talk about performance improvement -- focusing first on the results you want to get, and then examining possible reasons why you're not getting those results. Mager's book demystifies that focus and that examination.

Skeptical? I've been in the training business for over 20 years. For people who want a quick, cogent, useful understanding of both training and performance improvement, there's no better place to start than with "What Every Manager Should Know." ... Read more

Reviews (15)

Excellent Read
The management of human resources, says the author, holds the key to an organization's future success. HR people serve as strategic players, administrative experts, employee champions and change agents. Full of illustrations and examples from dozens of companies, this book show how HR professionals can operate in all four areas simultaneously.

This book is highly recommended to all HR people at all levels, and will help non HR professionals understand the importance of HR issues within corporations, and see how HR is really a strategic function.

It's wake up time for Human Resources!!
If there was ever a Bible for HR, this is it! It's about time someone wrote a book on how Human Resources is supposed to be creating value for American business. This book is full of excellent examples on techniques and strategies on what HR can begin doing-right away-to help the business become more competitive. HR can do this by helping the business to create organizational capabilities through it's people resources, to gain and sustain a competitive business advantage. The final chapter entitled HR for HR is a quide map for transforming today's traditional HR ogranization from an administrative, transactional entity to a strategic business partner. If you're an HR professional, this is a must read!

basically good, but no longer cutting edge
I read this book back in grad school (degree in HR). While it was current then, the concepts are no longer cutting edge/benchmark HR. This is a well-written book and is helpful for the HR novice to gain an understanding of the evolution of HR as a profession. However, for those who already work in an organization where HR is not only at the table, but setting the strategic direction hand in hand with the CEO as a valued member of the leadership team, this book could use a few more chapters. In the last 5 years many companies have moved past the "recognizing HR as a player" stage and are firmly in a space where there is a set expectation of HR - to help set the stategic direction for obtaining their revenue and market growth targets. It is in these areas that I would like to see the next ground breaking insights from Ulrich.

Ulrich and Beitler
If you like Ulrich's work, you should also buy "Strategic Organizational Change" by Michael Beitler. The two books together are a great combo for managers.

Not So Good
I am not a human resource champion or guru, but I do have an MBA and my approach is from the IT corner.

I found this book tough going and very academic.

There was so little coming out of it I skipped a few chapters.

Sorry about that ... Read more

Book Description

You're educated and ambitious. Sure, the hours are long and corporate politics are a bane, but you focus on getting the job done, confident that you will be rewarded in the long run. Yet, somehow, your hard work isn't paying off, and you watch from the sidelines as your colleagues get promoted. Those who make it to management positions in this intensely competitive corporate environment seem to understand an unwritten code for marketing and aligning themselves politically. Furthermore, your strong work ethic and raw intelligence were sufficient when you started at the firm, but now they're expecting you to be a rainmaker who can "bring in clients" and "exert influence" on others. The top of the career ladder seems beyond your reach. Perhaps you’ve hit the bamboo ceiling.

For the last decade, Asian Americans have been the fastest growing population in the United States. Asians comprise the largest college graduate population in America, and are often referred to as the "Model Minority" – but they continue to lag in the American workplace. If qualified Asians are entering the workforce with the right credentials, why aren't they making it to the corner offices and corporate boardrooms?

Career coach Jane Hyun explains that Asians have not been able to break the "bamboo ceiling" because many are unable to effectively manage the cultural influences shaping their individual characteristics and workplace behavior -- factors that are often at odds with the competencies needed to succeed at work. Traditional Asian cultural values can conflict with dominant corporate culture on many levels, resulting in a costly gap that individuals and companies need to bridge. The subtle, unconscious behavioral differences exhibited by Asian employees are often misinterpreted by their non-Asian counterparts, resulting in lost career opportunities and untapped talent.

Never before has this dichotomy been so thoroughly explored, and in this insightful book, Hyun uses case studies, interviews and anecdotes to identify the issues and provide strategies for Asian Americans to succeed in corporate America. Managers will learn how to support the Asian members of their teams to realize their full potential and to maintain their competitive edge in today’s multicultural workplace. ... Read more

Reviews (2)

Loudest duck does NOT get shot...
Must read for Asians who work because they have to, not because they want to.As a typical Asian, first-born male, I've been brainwashed to support my family whether they want it or not...of course they're not going to say anything, but their actions speak louder than words.

This book explains that we do not have to change ourselves to succeed.It gives us insights as to how we can utilize our various skill sets to enhance our careers and personal experiences in corporate America.

If you're upbringing has been influenced by your culture and heritage and you're not aware of how it impacts your career, or even if you're aware of how it impacts your career, but you don't know what to do about it...pick up this book.

Squeaky wheel gets the oil ...
However, having grown up in a traditional Asian immigrant family, I was told over and over again by my parents that "empty can makes louder noise".I learned the virtue of being thoughtful (think twice before saying anything needless), which apprently has not helped me much in the ways of advancing my career as a manager.

This book is a MUST read for anyone working in a multi-cultural corporation, especially for those who comes from Asian heritage. It will help you better understand yourself, and provide you with the corrective lense (if you will) to get a better sense of how others really see you (or don't see you) when you keep your thoughts to yourself.

Very well written, and it is easy reading. ... Read more

Book Description

THE SALES COMPENSATION HANDBOOK Second Edition

Now in anupdated and expanded edition, The Sales Compensation Handbook providesthe information and tools needed to design and implement top-notchsales compensation programs.

This authoritative reference fromexperts at Towers Perrin provides guidance on all aspects ofcompensating salespeople, including cash and non-cash incentives * basesalary, bonus, and commission scales * team-selling roles andimplications * linking compensation to company culture, and muchmore.

Sales managers and compensation professionals alike will findthis comprehensive resource a valuable tool for building sales repproductivity.

STOCKTON B. COLT (Los Angeles, CA and Santa Fe, NM)is a principal at Towers Perrin, an internationally known consultingfirm in the compensation field.He is also a frequent speaker on salesproductivity and compensation. ... Read more

Reviews (2)

Avoid thousands in consulting fees!
This book was just what I needed, and much more. I expected a primer on sales compensation design. What I found was a challenge to review the underlying systems of the Sales Department _AND_ state of the art sales incentive compensation plans.

This book is a must-read for every sales manager who is looking to make sure that compensation is not the reason his or her sales force doesn't achieve its goals, or is churning. Putting these tactics to work takes real discipline; but the rewards are tremendous.

I highly recommend this book to anyone who is interested in the art and science of a finely tuned sales machine.

Meeting the challenge of creating incentive plans for sales
As one who does a considerable amount of consulting work in designing sales compensation plans, I was delighted with this publication. Anyone who has had the challenge of creating an incentive compensation plan for salespeople, or of leading and motivating a sales force, will appreciate the scope and depth of this book. Using an abundance of diagrams and tables, the chapters and sections examine a very comprehensive range of topics that is highly helpful in shaping sales compensation. One important point that is clearly made is the enormous range of potential root causes of performance problems, other than the nature of the compensation plan. In this regard, compensation is viewed in the broader context of the sales management system; far too often, this big picture is missed, or glossed over. But most of the book focuses on designing sales incentive compensation plans and provides plenty of solid content and detail. I expect readers will find this work a very worthwhi! le contribution to a complex subject; one with which so many organizations seem to continuously wrestle and, more often than not, fail to fathom and, ultimately, succeed. ... Read more

Book Description

Help your employees to excel in dealing with the public with this stimulating, fun-filled collection of customer service training games.Designed not only to teach important skills but also to spark enthusiasm and a high level of involvement in the participants, these games utilize entertaining and instructive techniques such asrole-playing, charades, brainstorming, and debate. As a result of these exercises, employees will learn how to create a rapport with the customer, how to focus on the unique needs of individual customers, how to maintain a positive attitude, and more. ... Read more

Reviews (9)

Excellent Reference
Looking for ways to spice up a Customer Service Training Workshop and still get the message across? This book can help. I was able to have my CSR's rolling in the aisles with some of these Training Games. Yet in debriefing, the message was passed across. Whether you are seeking to train the CSR's voice or Telephone Manners you'll find a Training Game to do it.

A perfect help to train customer focus
This book contains many easy-to-deliver games that really help a trainer to keep customer service (and sales) reps focussed on those things that really matter in the various phases of customer contact. Me as a fact-oriented consultant have no problem using the exercises and they help me to initiate discussion without having to "feed" the theory to the participants first. My personal favourite is the Tennis Shoe Alien game which is real fun and gives a different view of things we consider so "easy" and "basic" that we do not pay much attention to them anymore.

Must have for trainer!
This book is absolutely wonderful. It has so many fresh, fun ideas to add impact and value to a training session. I am going to get a lot of use out of it.

Customer service is for everyone!
How can you inspire and rejuvenate your workforce? For supervisors who need to motivate their teams to provide excellent customer service, or for trainers in the workplace, this under-$20 book will be welcome.

As a career counselor, I deal with people who are burned out and depressed by their work situations. By feeding clients manageable exercises that they can take back to work, I can see creativity born of empowerment that can make a difference. Even if/when they decide to change jobs, accomplishment in customer service are those which the new employer will want to hear about.

Addressing the dynamics of employees dealing with both internal and external customers, there are many ten-minute exercises, appropriate for new employee orientation, warm-ups for staff meetings, or launches for all-day training times.

Carlaw and Deming have done a fine job of providing practical hints and easy-to-reproduce hand-outs without overloading the reader with theory.

The big book of customer service training games
This book will add an element of fun and education about customer service to any meeting. The games that the book can be applied to any service industry no matter how big or small. As customer service is an emphasis in my organization, this book provided me with a tool to reinforce every aspect of customer service to the people who are directly providing it. The book is simple to follow and allows for quick and easy activities. The objectives are clear and the activities are fun. I have put together 13 quick games that will be done at staff meetings and can be used with all departments. The big book of customer service training games is not just for new employees but can be revitalizing to all employees (no matter how long they have worked for you!). ... Read more

Book Description

CLASSIC READINGS IN ORGANIZATIONAL BEHAVIOR is organized around the field's most discussed themes: leadership, motivation, individuals in teams and groups, effects of the work environment on individuals, power and influence, and organizational change. Within each of these thematic sections, the readings are presented chronologically so students can understand the development of specific theories, as well as the overall development of the field of organizational behavior. Because of this effective organization and a thorough introduction, many instructors use this reader as the sole text for their courses. ... Read more

Reviews (1)

An Excellent Book!
An Excellent Book For All The Managers In Every Organisation....... A Must Read ... Read more

Book Description

Sixty-three stellar academics, consultants, and practitioners look at the future of human resources

The follow-up to the bestselling Tomorrow's HR Management (0-471-19714-9), this book presents an international panel of expert contributors who offer their views on the state of HR and what to expect in the future. Topics covered include HR as a decision science, understanding and managing people, creating and adapting organizational culture, the effects of globalization, collaborative ventures, and investing in the next generation. Like its bestselling predecessor before it, The Future of Human Resource Management offers the very best thinking on the future of HR from the most respected leaders in the field. ... Read more

Reviews (1)

VALUABLE, VALID AND VIVID SNAPSHOT OF THE HR PROFESSION!
To create this collection the editors contacted thought leaders and asked them "What is the future of HR?" They responded with the essays that make up this work. Its 45 brief chapters, contributed by 64 HR gurus, cover a broad spectrum of issues confronting the field. The chapters were clustered into nine parts, with the springboard clause of "In the future, an effective HR professional must..." These nine parts focus on outcomes and results-not actions or activities. This non-tradition (i.e., not based on specialized functions) organization of the book's content captures a dynamic, value-generating spirit. The authors hope they have provided a "road map for the profession," spotlighting how HR practitioners can constantly reinvent themselves to continue being of value people, organizations, and societies.

The books' core value is that it encompasses so many key and leading-edge topics written by so many people who are at the forefront of forging the field's future. But each chapter has its own stand alone merit; quite a few have considerable originality and 'push the envelop.' For example, in Chapter 14, "Changing Mental Models: HR's Most Important Task," Jeffrey Pfeffer argues that aside from being keepers and analysts of organization culture, HR needs to be concerned with the mental models and mindsets of the people of the company, particularly its leaders. Page-forward to chapter 30; there, Jac Fitz-Enz has a slightly different take; he concludes that to be a strategic business partner, HR leaders must become more culture managers than anything else-"there is no better place to start than with the organization's culture." Such thought-provoking views are typical of this book and distinguish it as lively, varied and ambitious collection of substantive thinking. Clearly, this is nota fast-read; given its agenda and scope-that's a virtue.

As an HR consultant and practitioner (HRconsultant.com, Partner, Stern & Associates), as well as a reviewer, I find this book to be a valuable, valid, and vivid snapshot of where the HR field is, where it's likely to be heading, and the many challenges it's confronting. No question about it, there's a lot of rewarding reading in this book. ... Read more

Book Description

This book is a practical reference to effective mentoring in a format that provides quick access to the important concepts and techniques of this unique, powerful, one-to-one learning model. The Manager's Pocket Guide to Mentoring is a convenient and comprehensive reference, offering valuable, pragmatic guidance that mentors can use in assisting mentees to:

Participate in constructive interpersonal dialogues during the mentoring experience
Map out attainable personal and professional goals
Analyze problems, formulate realistic solutions, and make constructive decisions
Plan workable strategies for promoting career, training, and educational development
Initiate positive actions to achieve stated objectives

This guide presents an expanded view of the behavioral expertise required of today's mentors who are faced with the challenge of establishing and sustaining mentoring relationships within more complex workplace, academic, and social environments.

Titles by Dr. Norman Cohen
The Complete Mentoring Program
The Mentoring Program
Becoming a Mentor: A Video-Based Workshop
Becoming a Mentor: A Video-Based Workshop - Additional Workbook
A Step-by-Step Guide to Starting An Effective Mentoring Program
Assessment of Organizational Readiness for Mentoring
Principles of Adult Mentoring Inventory - Assessment
Manager's Pocket Guide to Effective Mentoring
Mentor Critique Form
Mentee's Guide to Mentoring
Guide to Mentee Planning
Leader's Guide for the Principles of Adult Mentoring Inventory ... Read more