Performance Books

Compiled and edited by academician Robin Bernstein (who teaches in the Program of Studies of Women, Gender, and Sexuality at Harvard University), "Cast Out" is a collection drawn from memoirs and interviews by twenty-two leading performers, playwrights, technicians, producers, critics, educators, and influential spectators of theatre over the past half-century. The focus is on the experience and perception of homosexuality in life theatre with the expert and personal contributions of Edward Albee, Kate Bornstein, Richard Bracho, Bree Coven, Terry Galloway, Cherry Jones, Lisa Kron, Craig Lucas, Tim Miller, Cherrie Moraga, Jim Provenzano, Peggy Shaw, George C. Wolfe and so many others. The result is an impressive and seminal contribution to the art, creativity, and social changes of American theatre over the past five decades with respect to the gay community. "Cast Out" is a welcome and impressive contribution to Gay Studies, Theatre History, and America Popular Culture Studies reference collections and supplemental reading lists.

This is a great record-keeping journal for your cat! We have 3 cats & bought one journal per cat. It has 2 pages per year of your cat's life. There's also a page just for recording vaccination history. I bring them to our cats' vet appts & it is very helpful to be knowledgeable about your own cat's history.

Read this book. It's great! The author uses an intelligent, conversational style to tell you how to improve your performance, mood, energy, and lifestyle without sounding like all the predictable, tired motivational books out there. CatchFire offers fantastic advice - new information that one can easily apply to his or her real life, from simple ways to reduce stress to what to chose for a power-lunch on the run, as well as what to avoid...

This is a phenomenal work, beautifully designed, and extremely complete in it's information, if you're interested in Performance Art, studying it, or teaching it this is a must have resource.

For those simply wishing to learn about the women involved in performance art, I think there is no better place to begin.

this book is an absolute must read. my grandmother wrote the book and she has inspired me to do my best. i have been mentioned in the book and i love her for that.

Centrifugal pump design and performanceby David Japikse

Mr. Smith is your corner man for "seven rounds" of trial strategy. This truly is "Championship Law" from the first round bell.

There are many great things to say about this book. It overflows with vital and useful information for the true athlete or any fitness-minded person. It is very easy to read with smartly organized sections and succinct presentation. In addition there are lots of charts with practical data that allows the reader to easily put the author's suggestions to use. Finally, the author makes this book fun to read as he interjects humor and jokes throughout. This humor allows the reader to easily remember the author's suggestions as well.

An important book for helping executives, managers, staff and external consultants work through change. Provides competency-based skills; a structure for the process of change; practical hands on methods. The chapter on ART: Action Research Teaming is essential for bringing about change, gaining ownership with key sponsors and clients, improving participation, and strengthening the overall outcomes of the change initiative. Please note there are three authors: Patricia K. Felkins, B. J. Chakiris, and Kenneth N. Chakiris. Ideal for major corporations who have internal consultants and managers who need to learn about the "intangible assets" of working with and through others. A seminar and simulation is available for change management. Can be used at the graduate level of universities. Especially relevant to personnel who work in the area of organization development, organizational effectiveness, human resources, training and development, instructional design, information systems -- anyone who must work without authority. Gives a "whole systems" perspective of the organization.

As stated by series editor Sheldon Zedek,"the general purpose of this volume is to provide a discussion of the relationship between the changing nature of work and the understanding, measurement, and influence of human performance. More specifically, the volume addresses how seven key changes in the nature of work-changes in technology, job design, type of workforce, training methodology, external control, leadership, and work structure-affect how job performance is viewed and measured. Three HR domains are emphasized: staffing, motivation, and training and development...The goal of the volume is not only to present greater understanding of the changing nature of performance but also to offer concrete ways in which to deal with the change."

In this context, in Chapter Seven - 'Leadership and the Nature of Performance', Robert G. Lord and Wendy Gradwohl Smith argue that the relation between leadership and performance is likely to increase while at the same time exercising effective leadership may become more difficult because of: (1). increased diversity in experience and technical training will reduce the degree to which organizational members share common performance standards, (2). greater ethnic, racial, and gender diversiy will increase the potential tensions among team members due to less homogeneous values and beliefs.Thus, they argue that this increased diversity creates greater need for leaders to define performance and manage group conflict effectively, and hence they construct a leadership model. On the other side, they summarize some of the important trends noted by other authors of this book that will affect the relationship of leadership to performance as follows:

I. In the Past:

1. Work organization: (a). Map job onto employee, (b). Relative ease in identifying KSAOs.

2. Design of jobs: (a). Stable jobs, (b). Common elements of jobs shared among a number of people.

3. Technology: (a). Relative ease in identifying individual and technological contributions to performance, (b). Little performance monitoring using technology.

4. Control of performance: Internal sources used for performance standards.

5. Meaning of performance: Performance defined by past behavior.

6. Leadership and supervision: Traditional leadership and supervision.

7. Part-time and temporary workers: Minimal concern for commitment to organization, learning, and development due to the stability and structure of jobs.

II. Current Trend:

1. Work organization: (a). Map job onto team, (b). More or different KSAOs and greater difficulty identifying KSAOs.

2. Design of jobs: (a). Less stable jobs, (b). Common elements of jobs shared among fewer people.

3. Technology: (a). Confounding individual and technological contributions to performance, (b). Greater performance monitoring using technology.

4. Control of performance: External sources used for performance standards.

5. Meaning of performance: (a). Performance defined by future behavior, continuous learning, (b). Different cultural views of good performance.

6. Leadership and supervision: Leadership that emphasizes skill development, teams, and identities.

7. Part-time and temporary workers: Greater concern for commitment to organization, learning, and development due to the instability and team-based nature of jobs.

I higly recommend this book as a whole for HR professionals.