Book Description

Bigwig Briefs: The Art of Deal Making includes knowledge excerpts from some of the biggest name lawyers and venture capitalists in the world on ways to master the art of deal making. These highly acclaimed deal makers explain the secrets behind keeping your deal skills sharp, negotiations, working with your team, developing and utilizing your "special" deal skills, meetings schedules and environment, deal parameters and other important topics. A must have for every financial professional, lawyer, business development professional, CEO, entrepreneur and individual involved in deal making in any environment and at every level. This book features content from the book Inside the Minds: Leading Deal Makers and essays specifically authored for this book, all published by Aspatore.

Praise For Content in This Book: "Intensely personal, practical advice from seasoned dealmakers." - Mary Ann Jorgenson, Business Practice Coordinator, Squire Sanders & Dempsey

"Great information for both novices and experts." - Patrick Ennis, Partner, ARCH Venture partners

Bigwig Briefs features condensed business intelligence from industry insiders and are the best way for business professionals to stay on top of the most pressing issues. Each brief is less than 100 pages, can be read in 1.5-3 hours, and represents the best way for executives to comprehend the most important information on a given topic in the most time efficient manner possible, while also having a valuable resource they can put on their bookshelf to refer back to over the years. Bigwig Briefs features knowledge excerpts from best selling business books published by Aspatore, other leading business book publishers, and essays written by leading executives for inclusion in a particular brief. ... Read more

Reviews (1)

First Rate Book on Deal Making
This is one of the best books I have ever read on deal doing. It is short, concise and has very useful advice from lawyers, venture capitalists and other deal doers. This is a must read for any one doing any types of deals or involved in negotations. ... Read more

Book Description

The majority of the exercises, role playing simulations, and cases were developed in and for management training workshops. The cases themselves represent different industries and organizations around the globe with diverse size, product, service, and cultures. The experiential learning approach is used throughout the text, and there are multiple interactive teaching methods for each teaching module. ... Read more

Reviews (1)

Took me by surprise!
I was recently given a copy of this book for my birthday. At first glance I thought oh, great, another book I'll never look at, but then started leafing through it. It's packed with information on things my husband and I have been recently shopping around for, like a digital camcorder and a new lawnmower. There are loads of tips on how to make the most of your money and things to watch out for. But there's also stuff I never thought of: Hire a body guard, buy bonds, sell your body to science, buy a hourse trailer, sell a used bike?-and it's funny! My husband paws through it before he goes to Home Depot to get a good read on just about everything he needs. There'll be a lot of people getting this book for Christmas. ... Read more

Book Description

Learn to negotiate with confidence! Evaluating and Negotiating Your Compensation Arrangements is a comprehensive guide to the fine points and nuances of business negotiation including benefits, compensation and prerequisites from prospective employers. This concise book highlights:

-The questions to ask and the approaches to take to get exactly what you want

-Ways to gather and analyze compensation information

-How to appraise and evaluate offers based on your personal and professional needs

-Techniques on negotiating the most rewarding and equitable compensation package possible ... Read more

Book Description

Take this culture quiz to quickly determine how you will cope in multicultural business situations. Answer Yes or No to each question.

1. Smiling is always a good way to establish rapport.
2. Progress is inevitable and necessary.
3. It is good to be action oriented.
4. People are defined primarily in terms of their work and achievements.
5. Each person is an individual and should seek and achieve independence from others.
6. Competition is a good way of motivating people.
7. There is usually a best way of doing something which should be determined and then followed.
8. We are problem-solvers. There are problems in the world, and we should work to find solutions to them.
9. The use of numbers will increase your credibility.
10. A handshake at the end of a conversation means agreement and acceptance of terms and conditions.

Book Description

How to add negotiation strategies to your present selling skills to win more sales.How to cope with buyers who have been trained to squeeze lower prices and more concessions from salespeople.24 tactics buyers use on salespeople to get concessions and how to cope with each one.How to plan negotiation strategies using checklists and worksheets provided.19 techniques for handling buyer resistance.18 strategies for handling requests for concessions.8 trade-offs to ask for in exchange for a concession.7 ways to save a sale when you cannot lower a price. ... Read more

Book Description

The Smart Women's Guide to Interviewing and Salary Negotiation walks the reader through the resume creating process step by step. It also addresses other key career issues of interest to women, including breaking through the glass ceiling, gender barriers, commanding a fair salary, and more. ... Read more

Reviews (7)

Worked for me
This book worked for me. I read the interview chapters just before an interview and I "rocked"! Then that night I used the salary negotiation techniques and they worked! I just followed her instructions and was able to raise my starting salary by 25%.

Not for seasoned professionals
While this book may be helpful, presenting new information to those new to the job market, I found most of the information to be trite. Also, I found no significant salary negotiation information, which is why I picked this title. A big disappointer, this book is. But luckily I just borrowed it from the local library so I'm not out any precious cash.

Disappointed Job Hunter
After reading such rave reviews, I was quite excited to order this book. Unfortunately, I was sorely disappointed. As I flipped through the pages - I quickly discovered outdated advice. For example, the book warns its women readers of discrimination and sexism and states that women make far less than men in similar positions. Most of its statements are supported by 1995 reports; the same year this book was published.

On the flip side - this book does offer helpful information - although it is somewhat elementary. I bought the book in search of salary negotiation tactics. This book covers advice on interviewing about 90% and 10% on salary negotiating.

Very informative!
Let's face it. Women have a hard time being aggressive. We are raised to be mild-mannered creatures who apologize a lot. To make things worse, we face discrimination in the work force. But, of course, that could change. I marvel at The Smart Woman's Guide to Interviewing and Salary Negotiation's intelligent and useful information on how to be confident and persuasive in a job interview.

There are many valuable steps one can take to land the job one wants and the salary one deserves. Of course, the book discusses dressing properly and speaking clearly and confidently during an interview - I have had plenty of information on how to achieve that. But the book also discusses gender discrimination, sexual harassment, stereotypes in the work force, and describes ways to negotiate the salary you deserve and how to demand a raise.

Job interviews aren't easy - in fact, they are rather fastidious. Which is why I highly recommend this book. Do you need some direction on how to achieve in life? Read the book. Trust me, it is money well spent.

The best buy I've found for interview books
This is an excellent book that I have used several times and have lent to many friends. Buy it! ... Read more

Book Description

This book deals with the dilemma of individual autonomy in an organizational society. It argues that the organizations that we established to work for us have instead imprisoned us. Drawing upon critical social theorists like Habermas, depth psychologists like Jung, and phenomenologists like Husserl, author Robert B. Denhardt shows how the "ethic of organization" inhibits the individual's search for meaning and then discusses strategies for enhancing the individual's role. He champions independence, expressiveness, and creativity over discipline, regulation, and obedience. To this first paperback edition, Denhardt has added a new introduction that focuses on leadership's key role in humanizing organizations, as well as a bibliographical update. ... Read more

Book Description

The Fast Forward MBA in Negotiating and Deal Making brings you the information you need when you need it most—now!

This practical, easy-to-use guide gives you instant access to the cutting-edge ideas and hard-won wisdom of today's leading experts on negotiation and deal making. In short, lively segments using real-world examples, it delivers the facts you need to navigate complex negotiation issues. You'll find brief descriptions of key concepts, tips on real-world applications, compact case studies, advice from respected negotiators, and warnings on how to avoid pitfalls.

Here are all the tools you need to finesse the art of the deal. You'll learn about:

• The four driving forces that you must know in any strategic negotiation
• How to turn your personal qualities into negotiating power
• The best ways to prepare for—and master—all negotiation situations
• When to compete, when to collaborate, and when to compromise
• And much more

From the creators of the bestselling Portable MBA series comes The Fast Forward MBA . . .

• A quick way to brush up on new ideas
• An easy-to-use format that fits in any briefcase
• Real-world information that you can put to use now!

Reviews (1)

You get what you negotiate
Like the ads on in-flight magazines says, you do not get what you deserve -- you get what you negotiate, whether in business or in life.

This book gives concepts and advice on negotiating. It has good examples and description of the "gotchas". ... Read more

Book Description

The 1980s and 1990s have been a time of change for organizations, with a preoccupation for changing ``organizational culture'', a concept attributed to anthropology. These changes have been accompanied by questions about different styles of organizing. In both public and private sector organizations and in the first and third worlds, there is now a concern to understand how practices can be incorporated to maximum effect, and how opportunities can be improved for disadvantaged groups, particularly women.

The Anthropology of Organizations questions ``organizational culture'' as a tool of management and presents and analyzes the latest anthropological work on the management of organizations and their development, demonstrating the use of recent theory and examining the practical problems which anthropology can help to solve. ... Read more

Book Description

"The book is a very sound piece of work defining a set of soft tools that can be applied to organizational situations. It is centered on the concept of the open systems and where this is deficient, it brings in a political model. This reader enjoyed the book and looks forward to a further volume."

--Systems Practice

How can organizations handle the opportunities and threats posed by rapidly changing markets and external conditions? How can they improve their overall effectiveness? The second edition of Diagnosing Organizations contains up-to-date treatments of techniques and models for diagnosing how organizations deal with challenges like these. The book also shows how consultants and applied researchers can help managers find ways to enhance organizational effectiveness. The completely revised edition of this best-selling book presents the latest techniques for gathering and analyzing diagnostic data. It also covers models and methods for diagnosing organizational designs, everyday practices, fits among organizational components, organizational politics, and power relations. Ethical and political dilemmas of consulting and diagnosis are also explored. The book retains its original coverage of the process of working with members of a client organization to plan and administer a diagnostic study and communicate its results. This second edition also continues to focus on group processes and the quality of working life.

Professionals and researchers in management, evaluation, public administration, and sociology will appreciate the practical guidelines this volume offers.

Reviews (1)

Diagnosing Organizations - A step by step approach
Michael Harrison's book Diagnosing Organizations Methods, Models and Processes, is just that, a book that explains and gives a format for consultants to utilize while diagnosing an organization. Harrison's approach is more academic in nature and is very detailed. The methodology used in Harrison's book is meant to equip a consultant with the necessary information, tactics, and tools to best complete an organizational diagnosis accurately. The methodology Harrison puts forth is also designed to aide the consultant to be able to provide the client with clear, objective, valid and reliable data and information regarding (but not limited to) various existing work functions, the working environment and employee morale. Thus, in order to be able to come to a point of understanding of where exactly the organization is at today and to strategize what needs changed. In addition to, how the consultant can effectively create such an organizational change to help the clients get to tomorrow. Throughout his book, Harrison stresses the importance of the role of the consultant. A consultant might be called in for many reasons. The client organization might seek to use the diagnosis as an independent or "outside" resource for evaluating organizational work functions, existing programs, or as a means to carry out organizational change. The consultant's job is very broad, especially in relation to assisting the client with implementing organizational change. It is very important for the consultant and the client to have an open and communicative relationship and to agree upon the terms of the relationship and contract at the very first meeting or initial contract agreement. It must be understood that in order to perform his or her job to their best abilities the client must trust and support the consultant and the consultant reserves the right to end the diagnosis at any time for any reason (withholding information or not collaborating with the consultant are examples). Harrison uses the open systems model of diagnosis as a means for the consultant to evaluate the entire organization. The open systems model is a method that views the organization in an objective manner and attempts to interpret organizational activities without focusing on the political powers that might exist within the organization. This model encourages consultants to examine every aspect of the client's organizational functions and for the consultant to look beyond the problems presented and addressed by the client. The open systems model evaluates the condition of the client's inputs, outputs, goals, strategies, culture and other important facets of the organizational process. By examining every aspect of the organization, the consultant can better understand the origins of the problems and design methods to effectively accommodate change. The diagnostic process itself is broken down into three key steps. The first step in the process is to identify how the study will be conducted and what type of relationship will exist between the client and the consultant. As mentioned previously, it is of utmost importance that the client and the consultant reach an agreement that is amicable for both parties before any work begins. The second phase in the process deals with the how the consultant's view on how the diagnosis should proceed taking into account the client's concerns and timeline. The third step in the process entails the various scientific and analytical methods of data collection and analysis. Harrison explains that these three steps do not necessarily have to be completed in the order listed, but should always be present in any organizational diagnosis to ensure accuracy.

Harrison stresses that the role of a consultant is not to tell the client what they want to hear. At the same time, nor is it the consultant's place to use the client's organizational problems as a platform for his own research ideas or interests. Rather, a good consultant will listen to what the client expresses as their concerns, set those concerns aside and go about the organizational diagnosis to get a true concept of where the organization is and see if it adds up to the client's original statements of concern. Yet, at the same time, the consultant must keep the client's needs in mind throughout the entire diagnostic process and also not let the client's needs compromise the scientific method utilized in the collection and analysis of data. The dynamics of the individual to the group, the group to the organization and the individual to the organization are examined throughout the book. By analyzing these perspectives a description of the working relationship that each group within the organization can be understood in addition to the effects each group has upon the others. The descriptions and various information that the consultant gathers during personal interviews, observation and other methods can then be used as an informational tool to show how and what motivates employees to perform in addition to how various groups and their interactions with each other might be causing organizational dysfunction. Harrison also examines the distribution of power amongst groups in the organization in relation to how that power is used to effectively turn resources into services or products. Often, groups within an organization may not possess the power to fully achieve their objectives or tasks while other groups in the same organization might abuse or neglect their power indicating too much power might have been given to said group. The analysis of power distribution goes much further than just the hierarchy of the organization and can tell the consultant a great deal. However, this is often one of the more "touchy" and difficult areas to assess. It is critical that the client is willing to endure the analysis of the power distribution and to hear the consultant out in relation to his findings. Ultimately, a redistribution of power might be suggested to improve work effectiveness of the divisions and organization to create a more efficient organization. Yet, this very discussion makes many clients nervous for a redistribution of power is much more than shifting power and responsibilities. The client and consultant also must take into account the psychological factors that accompany power and empowerment and the taking away of power from individuals or a group. I found the case nine example on page 99 of the text very easy to identify with in relation to power relationships and it also helped me begin thinking and analyzing my place of employment more. Strengths and Weaknesses of the Book: Harrison's book, Diagnosing Organizations Methods, Models and Processes, provides details and examples for what seems might be every case scenario that a consultant could face. His examples give the reader a better understanding of the open systems model in addition to applicable case scenarios to transfer the theoretical into practice. Harrison's focus on the "macro" organizational elements of environment, organizational structure, technology, goals and strategies, inputs and outputs rather than the traditional low morale, or high turnover was fascinating. By understanding how these macro or "underlying" elements work and effect the organization the consultant is able to derive the reasons for low employee morale or high turnover rates. This new way of looking at organizational problems and organizations as a whole is very enlightening. ... Read more

Book Description

This volume is a readily accessible compilation of current, original research in the area of power and influence in organizations. Power and Influence in Organizations offers a rich exploration of emerging trends and new perspectives. Contributors include leading scholars in organizational behavior and theory and major contemporary intellectual pioneers in research on power and influence, including Samuel B. Bacharach, Robert Cialdini, Edward J. Lawler, and Jeffrey Pfeffer. Each contributor provides insight into his or her own research, an overview of general trends, and thoughts about the direction of future research. Topics examined include manipulation of employee perceptions and values; the links between power and accountability; sharing power; the effects of gender on power and influence; illusions of influence; and impression management. Advanced students and scholars in organizational behavior, social influence, power and politics, conflict management, and institutional politics will find Power and Influence in Organizations stimulating and a useful roadmap to present and future research. ... Read more

Reviews (2)

Why aren't more people reading this book?
College students who are majoring in history, business, sociology, and industrial psychology should read this book. Also, anyone just interested in challenging the status quo will find inspiration within its pages.

Mandatory reading for those interested in large corporations
Wonderful book. Required reading in my sociology course in 1958. Explains how the culture of "robber barons" continued under a new guise after WWII and developed the ultimate corporate planned community and culture. In some places it worked too well and contributed to many social problems of the 60's and 70's. A wonderful companion to " The Stepford Wives", but done as a sociological treatise.Excellent! ... Read more

Book Description

Honored as Swedish Management Book of the Year, this book offers entertaining reading and provides a new attitude to negotiations: not win-lose, but win-win.

Sales managers, business executives, and many professionals negotiate very data, not only with customers and contractors but also with colleagues, managers and union representatives. The author argues strongly that negotiations should not be a fight, but rather a search for added value, aiming for results with more than one winner. ... Read more

Book Description

The new discipline of chaotics will alter our thinking about the real forces of change in our society. As presented here, chaotics emphasizes that the real world cannot be understood in terms of conventional deterministic philosophies or standard chaos theory, but that complexity in itself has a powerful but subtle role to play. How does this apply to business and society? To what degree are our lives governed by misguided notions--or do our businesses succeed by chance--because real societal and business forces and their effects are not really understood? Beginning with the foundations of the discipline, this book applies chaotics to business and wealth creation and to society. On the social side, it examines a sea-change in the philosophy of everyday living, be it the concept of employment or our relationship to the environment. The book examines personal identity and its loss in modern society, as well as the search for new contacts and gratification through technology. The authors look at the stunted growth of philosophy against science but emphasize what philosophy has to tell us in a chaotic world. This is a major new text which will be of interest to professionals and scholars in business, government, and society. ... Read more