Resources Books

very efficient delivery.
product in very good state.

This is the standard by which most other Cardiology board review texts are measured. This new version is not as readable in my opinion as its previous version. The whole reason I bought it was to avoid the Brunwauld-esque style, but alas I think this text book is becoming like the Braunwald text which certainly is not a review book. On the other hand, the ECG section in outline format was too bare bones. All in all, not the greatest review book in the world but not too many viable alternatives when trying to review for Cardiology Boards. I guess it's the only game in town.

I bought this book as a resident transitioning into a cardiology fellowship. The content is between a board review book and a more comprehensive text, i.e. Braunwald. It is an excellent resource for a focused, yet thorough, review of most cardiology topics.

Strenghts are that it is very readable, has key points emphasized in outline format throughout text, is sufficiently detailed to learn a topic relatively well, has pertinent cardiology trials integrated into the text, and a nice very focused key point review at the end for last minute board prep.

One con is that there are no references to journal articles for more detailed reading.

I would recommend this book to any resident wanting a good cardiogy text or for fellows in training. Also a nice review for practicing cardiologists.

Excellent resource book that is written clearly enough for people who are not necessarily medically trained. Reading the chapter on my own heart condition allowed me to have a great conversation with my cardiologist that went beyond the usual "this is what you have, take these pills, see me again in 6 months....". This book is great!

Very good review for Cardiology Boards. Not necessarily an easy read but the review books which are as such tend to be too simple. This is probably a good happy medium between the quickie review books and a Braunwald's

I've been a virtual assistant for the last two years and had no help or info available to me to get started. This book will save others from the daily struggle I faced then. People will no longer look at you as if you don't want a "real" job with the popularity that this book will bring to the VA field. It's jam-packed with helpful advice for both sides, employer and VA. It contains real life stories of successful VA's and employers who are now more willing to give us a chance!

It took me 3 months to read this book. Oh, it wasn't because it was difficult to read or understand. It was because I was too busy dealing with the very issues this book addresses. As I made more money and became more productive my employees seemed to be entitled to a piece of MY pie even though I was already giving them their own piece. They knew they were holding me hostage and so did I. This wasn't fair. But I had no choice until...The Obsolete Employee.

Even as I sat at my desk and read the book, the atmosphere in my office changed. It was as if my employees already knew what was in the book. Suddenly they became more proactive, more willing to work and generally nicer to deal with. But, they still knew that without them I couldn't get the job done.

Well, I can't believe how wrong they were, and that I took 3 months to read this critical book. Since I have started reading the book, I have gone from 3 employees to one part time onsite employee and depending on the day 5 or 6 Virtual Consultants. My production has almost doubled, my costs have been cut in half and I stopped growing gray hair. I've taken 2 vacations and am going on a third in a week. Incredible.
Oh, and let me say that this book is not about eliminating the good and necessary onsite empolyees. For me it clarified simply how to better make use of that resource.

I'm just a one-man show but by the end of this year, my clients will never know it because of the resources that are now at my disposal.

I have a shelf where I put all my important books. On that shelf sits, Think and Grow Rich - Napolean Hill, The E-myth Revisited - Michael Gerber, Chicken Soup For The Soul - Mark Victor Hansen, The 22 Immutable Laws of Marketing - Al Ries/Jack Trout, The Obsolete Employee - Michael Russer and sitting next to it...The Holy Bible - God

My speaking, coaching, and writing business was booming -- and I knew I needed to get more support -- fast -- or I'd have to start turning business away. This fantastic book was given to me at just the right time, and I read it in 48 hours. I couldn't put it down!

I had just tentatively dipped my toe into the virtual outsourcing ocean and had a great experience. I sent an audio to India to be transcribed, and they did it while I slept at 1/4 the cost of a local outfit. Inexpensive. Professional. Fast. What's not to like?

Still, I had a lot of questions and concerns. Michael Russer answered all my questions and gave me a step-by-step process for how to proceed confidently down this new frontier. Implementing what I learned in "The Obsolete Employee" will likely save me $100,000+ over the next few years. More important, Michael Russer has given me the keys to expanding my business 2x as fast for 1/4 the cost.

This is book is a must-read for any speaker, coach, author, or small business owner.

As a Virtual Real Estate Assistant, this book really speaks to those who are trapped in the old fashioned business world of onsite employees. The Obsolete Employee has great advice on how to run a successful business by outsourcing all of your work. It also gave me a wonderful insight how to help potential clients understand why they need my services and how it can help them financially in the future. The Obsolete Employee is a must for anyone who has never used virtual outsourcing.

As a business manager, I have tried numerous times to hire productive assistants and employees. Only to find out that they slack at their jobs, waste my time and money. Not anymore! With the advice from Michael Russer you can learn how to succesfully manage vitual employees and only pay for the time you need. If you have lost hope in the hiring process, this is the book for you. I strongly urge you to read this book. Like me, I'm sure you won't be disappointed.

Passion at Work causes me to think about what is not only important in my career but in my life. Lawler poses some thought-provoking questions and then provides a practical and useful process to help us create focus in our career efforts as well as life. The approach has helped clarify for me the next target in my career. I highly recommend it!

Passion at Work is transforming my outlook on work, life and the future. Thich Nhat Hanh -- "We have more possibilities available in each moment than we realize". Lawler Kang demonstrates this principle throughout his compelling analysis of how we settle, how we change, and the process that can assist us as a catalyst and a companion on the journey. A must read!

Passion and rage are among the most powerful of human emotions and each is obviously capable of producing extraordinary results, either positive or negative. The happiest people tend to be those who are passionate about both how they earn a living and the quality of life their efforts provide. Conversely, the unhappiest people are those who continuously rage against real (or imagined) grievances in any or even in all of the areas of their lives. In this book, Lawler Kang addresses these and other issues. Specifically, he suggests answers to questions such as these:

1. When am I and/or when have I been I happiest? Why?
2. Doing what?
3. Not doing what?
4. With whom am I and/or with whom have I been happiest? Why?

One of the greatest benefits of this book (and there are several) is the assistance Kang provides so that his reader can measure the gap between where she or he is now, and, where she or he would much prefer to be. He then provides sound, practical counsel on how to close that gap.

At this point, I presume to suggest (and presumably Kang agrees) that many of our wounds are self-imposed, that in our daily struggles to achieve whatever desirable objectives we may have, Pogo was right: "We have met the enemy and he is us." Hence the importance of taking full responsibility for the consequences of our decisions, both past and recent, so that we can then make better decisions henceforward.

Kang carefully organizes his material within seven chapters. Throughout the narrative, he inserts appropriate real-world examples of his key points. I appreciate the fact that, unlike so many other authors of books which address many of the same issues, Kang resists the temptation to be a sophist or evangelist. He correctly realizes that people can sometimes be inspired by others (who are by nature passionate) but only they can motivate themselves. At one point Kang observes, "The most important source of competitive advantage in the twenty-first century will come from individuals and organizations that unleash the power of passion." Quite true, but it should be added that -- more often than not -- individuals and organizations which find themselves at a disadvantage are those which compete against themselves. This is especially true of many of those involved in sales: They are preoccupied with reasons why a prospect could be resistant and are, therefore, reluctant to ask for an order. In effect, they sell against themselves. Of course, there are others (not only ) in sales who seem convinced that "enthusiasm" can compensate for insufficient understanding of a prospect's needs and interests. They demonstrate passion without competence and, on occasion, passion without integrity.

Throughout his book, Kang leaves absolutely no doubt whatsoever that what he recommends must be guided and informed by three "priorities": Passion, of course, but also proficiencies and principles. He insists that two other "priorities" must also be served: a plan which accommodates both one's organization and one's personal life, and, various means by which to verify and validate (i.e. prove) the appropriateness and effectiveness of that plan. These last two "Priorities" (plan and proof) are discussed with rigor and eloquence in Chapter 10. This chapter, all by itself, is worth far more than the cost of the book but should not be read until after the previous nine.

In the next chapter, Kang responds to a question many readers will pose after absorbing and digesting the material provided to that point: "Now what?" Let's assume that his reader is determined to begin a new (albeit perilous) "journey" to achieve career and personal goals once assumed to be unattainable. Much of the preparation has by now been completed but Kang correctly alerts his reader to the fact that several "canyons" await and one's "journey" through and beyond them can be completed only if unnecessary "baggage" is cast aside along with any guilt associated with it. Kang: "Make friends with your past." Only closure can release the emotional energy needed to continue. Next, the canyon of finances. Kang offers several suggestions as to how to "make friends with your future." That is, financial as well as emotional "baggage" must be eliminated. "The thought of working your passion, however you define it, without having [BOTH] a tactical [AND] a financial plan in place is simply unthinkable." With regard to third and last "terrifying, dimly lit, and dust-ridden corridor called `The Unknown,'" having a sufficient and sustainable commitment to completing the journey is absolutely essential. I suspect (only a suspicion) that, for most people, this last "canyon" is the most difficult.

As I read the final chapter "Looking for Your Life's Work," I was reminded of the marathons in Boston and New York which also require rigorous and extensive preparation, both psychological and physical. Hopes are high as the race begins. As it proceeds over time, most participants drop back and some drop out, exhausted and discouraged. Those who complete the course may feel exhaustion but also a sense of achievement, whatever their final standing. Another marathon awaits. In so many respects, our lives consist of a sequence of cycles as does marathon competition. Kang seems to be suggesting that getting through the three "canyons" and then locating one's life work is indeed admirable but by no means the end of the "journey." New "baggage" will be acquired which must eventually be discarded; new financial issues will emerge which must be resolved; and we will encounter new "canyons," hence the importance of passionate and thorough preparation as well as passionate and total commitment to proceed through each of them.

As Kang concludes his book, he shares a Japanese saying, shoga nai, which literally means "There is no other way." As he explains, it is usually uttered with the guttural seriousness of a Samurai warrior and the existentialism of a kamikaze pilot. By now Kang has stressed the importance of sharp focus, strategic timing, constant iteration of core principles, "and most importantly, patience. There are no shortcuts to anywhere worth going. It is this undercurrent of patience to which you must fundamentally commit as you start edging closer to living in the prime of your life." To those about to begin this journey, I join Kang in wishing them bon voyage!

I also highly recommend Michael Ray's The Highest Goal, Jim O'Toole's Creating the Good Life, and David Whyte's The Heart Aroused.

Lawler Kang is here to help if you're feeling unhappy or unfulfilled in your career. His "Five Ps" self-examination process arises from his philosophy that, since "you don't get nine lives" like the fabled feline, you must live each moment to the fullest. Life is too short to stay in a boring job. You've probably heard these ideas before, but Kang's exercises and checklists may help you to act on them. His style is sincere, but overeager and jargon-ridden, and the peculiar, hard-to-read typeface exacerbates his confusing tendency to trip on his own clichés. We suggest that people who are feeling inextricably stuck in unsatisfying careers will find it worthwhile to transcend these drawbacks. Kang may be able to start you on a journey to fulfillment and happiness.

Looking for inspiration, I picked up this book and found much needed encouragement to enjoy my latest job search. Now I look forward to what I might discover, find, and/or create. Mr. Kang has helped me expect to find more than a "job" and to get out there and find a "life" and I have to say the journey just got a whole lot better.

The pray and Play Bible has a great lessons for preschool age children. All of these lessons can be used in whole or in part. Great resource for anyone in christian education.

The art is fabulous. The Bible stories are entertaining and age appropriate for preschoolers. The songs, games, prayers, and activities that go along with the Bible stories make it so easy to have a lesson that engages every preschooler in REAL learning. I am so thankful that I have this amazing resource because I use it all the time.

This is a preschool Sunday School leader's dream resource for those days when you need a little something extra. It is also PERFECT for a substitute leader! The bright, colorful pictures totally capture the children's attention and each story is followed with many easy to learn songs, prayers and lessons that anyone could lead at the spur of the moment. The activities are very interactive and designed specifically with preschoolers in mind.

Our Play and Pray Bible arrived today, and we are already enjoying it very much! The large size of the book is appealing, as are the brightly colored illustrations. There are activities to extend each Bible story, and we have been singing lots of the songs tonight. (These are sung to familiar children's tunes, and they caught my daughter's attention right away.) I also teach 4-year-olds in a Christian preschool, and I teach 3's and 4's in Sunday School - I'm looking forward to using this book in those settings, as well as at home!

I liked this so well I bought the second one (Pray and Play Bible 2).
I am a Sunday school teacher for young children and was looking for stories that kept the children's interest. So often the Bible story books say they're for young children, but are either over their head or very boring.
I also bought this for my 3 yr old niece and it's one of her favorite books.
A quality product I don't think you will be disappointed with.
Oh, and I almost forgot to mention, at the end of the stories are suggested songs and activities that are very do-able.

This book is EXCELLENT. It is so good in fact that it showed me why a retreat is not for us. Instead, I am using the activities it describes to create a series of training sessions for our senior and middle managers, or what you might call a series of mini-retreats, a couple of hours each once a week over several weeks. The activities contained in this book are intelligent and fun, unlike several others I've read. I highly recommend this book for the activities section alone -- and if you do want to do a full retreat, it will prove even more valuable. Also, the sections on pre-interviewing participants and retreat design components were very helpful, and I am putting them to good use.

I also like "101 Games for Trainers" by Bob Pike, and "Games That Teach Teams" by Steve Sugar. I think these three books together are the best place to start -- there are a lot of other titles out there that are, in a word, garbage, and should be avoided.

This book gives examples of various kinds of retreats and includes sample exercises for each that are simple, creative, and effective with no hint of the flaky factor that makes some retreats go offtrack. In fact, I'd say that the section on "Reasons NOT to hold a retreat" was alone worth the price of this book for its value in clarifying what a retreat can and cannot do.

As a communications trainer with my own non-profit board to deal with, I was most impressed by the fact that the chapter on non-profits identifies as a "most common concern" exactly the thing that causes my board trouble -- complaints of micromanaging on details while sidestepping needs for fundraising. The insight that this is a structural problem rather than a personality issue has been extremely helpful to me -- even without a retreat -- and convinced me these authors must know what they're talking about.

Retreats that Work (Jossey Bass, 2003) is highly readable and valuable resource is a comprehensive guide to retreat planning. Authors Sheila Campbell and Merianne Liteman address medium- to larger-sized organizations in the for-profit, nonprofit and government fields. Campbell and Liteman offer both a "how to" for planning and conducting a retreat and a fine sampling of facilitated group activities for different kinds of retreats.

The overall message is that the top decisionmaker should hold a retreat only for important purposes, he or she must be truly ready to hear divergent views and to be open to real change, including change not anticipated by the decisionmaker. CEOs, boards, division directors and other "head honchos" that are not ready to share control need not apply. For instance, Campbell and Liteman recommend confidential pre-retreat interviews conducted by the facilitator. One of their retreat design principles is that at least some of the participants should contribute to formulating the goals of the retreat. To do so, they believe it is essential for employees to feel safe to share their views in planning the retreat as well as at retreat. Thus, Campbell and Liteman call for anonymity and non-attribution of pre-retreat views and assurance of no negative actions for expressing views candidly during the retreat.

A key strength of the book is the attention to pre-retreat and post-retreat concerns. Pre-retreat matters extend well beyond choosing the meeting facility and menu [although their retreat logistics chapter is first rate] to the more important question: "Why have a retreat?" Campbell and Liteman specify nine reasons to hold a retreat and ten reasons not to hold a retreat. Both lists are enlightening and are foundational to further pre-retreat work.

A retreat is not a conference and not a regular meeting. Campbell and Liteman believe a retreat is best served "off-site," that is, at a location away from the workplace. They do cover the challenges of time and money in choosing an appropriate facility, and the discussion reinforces two more of their principles of retreat planning - designing a retreat to result in action for change and ensuring whatever happens at the retreat relates to the day-to-day work of the organization.

Other pre-retreat elements are: setting the goals, deciding on the format, and inviting people; defining the roles of convener, facilitator, administrator, participants (and non-participants); and a review of fixed-format retreat designs (such as Future Search, Ropes courses, and Appreciative Inquiry). Campbell and Liteman do a fine job discussing the tension between having a small enough group for good interaction and the group being large enough to be inclusive of the key players. In particular, they offer eight common criteria for how to choose participants. I think the criteria are especially helpful as an organization thinks of board-staff concerns, clients or customer involvement in a retreat, and inter-organizational issues.

A logical, but often overlooked, planning proviso is to design the retreat backwards-What is the outcome you seek? Instead of holding a retreat because its done annually, or because someone likes a particular format, or to "boost morale," Campbell and Liteman forcefully highlight the need to have retreats only for special purposes, and to work from the question "How will the day-to-day workplace be different following the retreat?"

The structure of the book opens with coverage of the why, goal-setting, logistics planning and role of leaders at the broadest view of a retreat. From there, most of the guide is devoted to facilitator assistance. Campbell and Liteman cover design issues ranging from pre-retreat work for participants to having "unprogrammed time" as an essential part of a successful retreat. They offer tips on ground rules, giving feedback to the group, and decisionmaking. For in-retreat concerns, general facilitator principles are leavened with brief guidance on how to respond to over a dozen glitches (such as repetitive discussions, disruption by a participant, a participant walking out, or a senior manager violating the ground rules).

A large section of the book identifies activities appropriate for four kinds of retreats: a) strategic planning, b) culture change, c) relationship-building and teamwork, and d) creativity and innovation. Each activity offers a clear description, steps and facilitator notes. Equally valuable are accompanying sidebar notes on the experiential elements, set-up, special supplies and degree of facilitator experience to conduct the activity effectively (easy, moderately easy, or only for experienced/specialized training). While retreat facilitators will probably eat up this part of the book, I hope they don't overlook the earlier "menu-setting" essentials of effective retreats.

Campbell and Liteman know that typically the worst part of a retreat is....after the retreat. Does the great thinking from the retreat get lost in the daily grind or new crises? Do non-participants not support the outcome? While a retreat's impact depends on organizational norms outside of any retreat's reach, Campbell and Liteman nicely select a few post-retreat points. In brief: announce the outcomes to everyone affected, not just the participants; move briskly into the actions steps identified at the retreat; and avoid a letdown by offering a memento, having periodic updates, or celebrating milestones. They highlight "critical leadership actions" for retreat follow-up.

Campbell and Liteman know that retreats have a purpose within the larger context of an organization. They provide a fine guide the knits together the earliest hints of whether to hold a retreat to effective planning to post-retreat steps to offer the best possible assurance that the change initiated by the retreat is converted into a better organization. The book is a must-have for both the senior management and for internal and external facilitators. (...)

This is a terrific handbook for anyone who wants to (or has been assigned to) organize or lead a retreat for their company or non-profit organization. The authors describe the guiding principles for designing a retreat, they outline the logistics in detail, and they provide all kinds of good advice about how planners and facilitators should work together to get the most out of an offsite meeting. The checklists alone are worth the price of the book, and the activities sections are priceless!

"Retreats That Work" could be subtitled "Everything you ever wanted to know about retreats." Just a look at the table of contents told me that there was going to be an answer to any question I might have -- from the basic who, what, when, where and why, to the types of specialized retreats.

I am in a related, but quite different, field. As a qualitative research moderator, I am often asked to facilitate meetings or retreats by clients who are unaware of the differences -- hence, my interest in this book. But, whether you are working for a small or large company and want to hold a retreat, or you are someone needing to actually facilitate such an event, this book is a wealth of information. And for anyone thinking of facilitating a retreat or just understanding what a facilitator must be able to do, they would be advised to read the "definition" or role of the facilitator on page 116!

I found this book very well-written, easy to read and follow. It's filled with lots of practical information and tips, valuable time estimates for the various activities, and additional resources given.

The creative thinking section was particularly interesting to me. As a "left brain" person, I am usually skeptical of these kinds of activities. But the authors' examples and explanations of each exercise gave me a new appreciation for the value of this type of retreat.

I also visited the authors' or book web site, which is a nice accompaniment to the book, including additional resources.

Your strategic planning must incorporate the people who work for you, says author Edward L. Gubman in a book that gets high marks for its easy, bullet-point organization, but scores in the middle of the curve in terms of originality. Grubman preaches that you must create a strategic alliance between your company’s mission and competencies and the people who work there. Then, he describes how to motivate and involve people, and finally how to assess their performance. He uses research examples and starts each chapter with a bullet-point summary of key information. The book includes questions to ask yourself, and many useful charts and summary lists. However, the theoretical discussion of how to engage and reward employees seems oddly dry and analytical for a how-to guide on how to motivate and excite people. The areas of job matching, motivation, and assessment have been covered in many other books, but we... recommend Gubman’s authoritative approach to these topics.

A well thought through book written by a consultant with a vast amount of varied experience. The illustrative brief case studies were most helpful in understanding the thoughts, concepts, ideas and strategies. In a global economy where talent is an increasingly scarce resource, HR practitioners will find the book a very valuable resource to craft, adapt, adjust or align their practices to be more organisation and employee friendly. Mr Gubman strategic perspective of people in terms of organisational development and growth of people is indeed a very commendable effort and very insightful. The "Creating the Talent Solution" at the end of each chapter should provoke readers to critically look at their own organisation with a fresh perspective. It will help you draw a better road map in your talent search!

"This book is about why it's essential to connect strategy and people to manage talent, and more importantly, how to do it. It rests on three key concepts: alignment, engagement, and measurement. Alignment means pointing people in the right direction. Engagement means fostering commitment to your basic purpose and direction. Measurement means providing connected and balanced ways for your company and employees to keep score about how you are doing. When you do all three things, you will be managing your talent and company to achieve extraordinary results" (from the Introduction p.9).

In this context, Edward L. Gubman introduces 'Improving Business Results with People (IBR) Model' used by Hewitt consultants as an alignment model. He argues that "The IBR model is designed to ensure you line up all the critical elements in talent management. If you pay attention to these pieces and execute them right, you will create alignment that enables you to achieve extraordinary business results" (p.32). Thus, he elaborates this model in more detailed throughout the book.

The stages of the IBR model can be outlined as follows:

1. 'Business Results and Strategies' describe the outcomes you are trying to achieve as a company and the strategies you are using to get there. Thus, he defines strong business results as:

* great value for customers,

* rewarding work situations for employees-including psychological, social, and financial rewards,

* high returns for shareholders. (more detailed discussion see Chapter 2).

2. 'Business Capabilities' refer to your distinctive abilities as an organization to use money, technology, information, people, and other resources to create a competitive advantage. He argues that "Your goal in developing these capabilities is to build unique abilities that competitors have difficulty copying so you have the advantage" (p.46).(more detailed discussion see Chapter 3).

3. 'People Requirements' are the things you demand from people to exercise your capabilities-what you need from them to be successful. He describes these requirements as the Three Cs: culture, competencies, and contract, and argues that "These three are interrelated so it's hard to separate them completely" (p.57).(more detailed discussion see Chapter 4).

4. 'Employee Priorities' are the 'bottom-up' of the equation. In this stage, he focuses on the changing nature of the employement relationship as a context for engaging employees, what engagement is and how you can increase it, and the psychology of engagement and change.(more detailed discussion see Chapters 9 to 11).

5. 'Workforce Strategies' are the distinctive plans you have for acquiring, developing, deploying, and retaining your people for competitive advantage. He argues that "Smart companies build plans for their workforce just like they build plans for the other parts of their business" (p.75). Hence, he describes elements of a workforce strategy: (a).people requirement-the cultural values, competencies, and contract, (b).employees' needs, fears, and goals, (c).the resulting employement relationship, (d).organization design, and (e).priorities for change.(more deatailed discussion see Chapter 5).

6. 'Management Practices' describe the ways you enact your workforce strategies. In this stage, he examines (1) three major criteria for excellent management practices-alignment, integration, and execution, and (2) five management practices-staffing, organizing, learning, performing, and rewarding.(more detailed discussion see Chapters 6 to 7).

7. 'Business Interactions' is where all business results occur. He argues that "All business results come from interactions-leaders with employees, employees with employees, and employees with customers. These interactions are changing, and some are becoming much more electronic. Sometimes the 'employee' now is an ATM machine, a voice-mail box, home page, or voice response circuit" (p.143). Hence, in this stage, he examines these interaction processes.(more detailed discussion see Chapter 8).

8. 'Balanced Measurements' are both the business and individual measurements that gauge how well you and your employees are doing. He argues that "Measurement is the last of the three processes you need to connect talent to strategy to deliver outstanding results" (p.225).(more detailed discussion see Chapters 12 to 14).

Finally, as conclusion, he rightly argues that "The growing effects of the information economy, globalization, and changing demographics are coinciding to create a new era in business-the era of talent. Your ability to attract, manage, and retain talent will determine whether you succeed. This wasn't always true in the past. Before, you could succeed if you controlled enough physical resources. Today, talent is the fundamental resource in business" (p.292).

Highly recommended.

The key theme of this work is that the competitive advantage goes to those companies that are best at finding, motivating, and retaining talent to fill critical positions-especially in high technology sectors. The book is filled with good advice on staffing, recruiting, motivating, managing, and retaining people. Adding to its value, Gubman gives many references to what leading companies are doing. Plenty of sound advise and examples make this worthwhile reading. Reviewed by Yvette Borcia, co-founder, Stern & Associates, author of Stern's Sourcefinder: The Master Directory to HR and Business Management Information & Resources, Stern's CyberSpace SourceFinder, and Stern's Compensation and Benefits SourceFinder.

Mr. Gubman provides some of the best, most straight-forward information I have read on the subject. His simple, clear, discussion was extremely refreshing. His method of aligning the HR practice with Company strategy is excellent. I most enjoyed the little nuggets of wisdom located in the tables throughout the text. They are an superb summary of the text material for those with limited time or who decide to only scan the material.

Trainers in Motion is a necessity for anyone who is in the training industry. It has become my primary resource for techniques to deliver content that is retained and used. The end result: the participants are enthusiastic about the information they receive and even better they are using this information to enhance the jobs they do for our company. We all WIN!

Jim Vidakovich's Trainers in Motion is published in a binder with dividers, so you can add your own notes and comments. This reader participation workbook parallels Vidakovich's approach to involving participants in their own training. Vidakovich begins with an initial discussion of his approach, but the majority of the book is very hands-on, with descriptions of exercises, illustrations of room arrangements, lists of suggested approaches and questions for you to answer. This notebook is packed with good ideas from an expert on training. The caveat:...it's a little pricey. Nonetheless, we from getAbstract recommend it with confidence to trainers and workshop leaders. If hands-on is your style, you have a very well-informed friend in Jim Vidakovich.

Although the price may deter some buyers, if you are doing any professional training, this book is a must-have. I unconditionally recommend it. There are many other books on conducting workshops (see my other reviews) but a lot of them are either; 1. Too academic on the subject of adult learning (beware of the use of the word 'andragogy'), or 2. Too consumed with team/individual game playing.

Trainers in Motion is my "bible" for conducting professional workshops. Vidakovich goes so far as to distinguish those activities that are appropriate for small groups versus large groups, and how to adapt your approach if the group dynamics change (which they will).

The real beauty of the book is the adaptability of it to almost any subject. I have taught workshops on Leadership, Team Building, Project Management, Sales and Marketing, Creativity, and other subjects, and one standard I have followed is the approach of this book towards generating participation and excitement.

The 3-ring binding of the book is also a benefit, as I have been able to take some of the pages along with me, when needed, as opposed to the entire book.

Use it well!

I have participated in Jim's Accelerated Learning Course, where he taught us many of the ideas & exercises delineated in this book. All of us in the Course felt it was invaluable, and we were all "seasoned" professional trainers and consultants. His book is an excellent extension of his professionalism, enthusiasm, and superior training techniques. I can't recommend it highly enough.As a Trainer, I'm supposed to be professional ... this book has helped me be even better.

I must say that Mr. Vidakovich's book is an essential tool for today's training environment. "Trainers in Motion" has set a new standard in adult learning in the 21st century. We all can learn to utilize this style not only in our academic environment, but also in our everyday interpersonal relations.

If you are in the training field, this is a must see manuel to guide you to an enhanced training environment that not only will your participants enjoy, but you will also have fun in the process.

Enjoy, Jeff Stavitzski Corporate Trainer (Levitz)

This is a terrific resource and one that I have been using all year in my classroom. We have begun using this book as a book study for a Professional Learning Community at our school for those teaching K-3. My Grade One class has never loved writing more and their enthusiasm for writing has been tremendous.

This book will definitely aid in developing your 6 + 1 writing classroom. It is filled with classroom ideas and great picture books to use to enhance each lesson.

This is a fantastic tool for lower elementary teachers. This is how writing should be assessed. This book is a practical tool. It includes practice assessments and lots of student example papers to help you better understand each trait and how to evaluate it. It also includes many wonderful teaching ideas and picture book examples!

I agree with the positive reviews. The concepts and lessons are great. However, this book must be "all the rage" because when I went online to purchase the trade book from the first lesson plan, I could not find it for less than $50! Of course, you can substitute in your own book selections, but if you want to rely on the lessons as written you MAY not be able to find every book. [...]

We asked. We pleaded. We begged, "Pretty pleeease." Ruth Culham responded to our request with great enthusiasm with 6+1 Traits of Writing: The Complete Guide for the Primary Grades. And teachers across the globe cheered, "Wahoo!" Finally, a resource book for primary educators who have been searching for child tested ideas that tackle instructional strategies and assessment techniques in one comprehensive book. Thank you, Ruth, for doing a wonderful job of explaining each trait, equipping us with developmentally appropriate focus lessons, and reminding us that teaching writing to young authors is a process in which they need plenty of practice and opportunities, and an extra helping of patience on our part doesn't hurt. This must have book for all teachers - novice and experienced alike - won't be another resource that is shelved after a quick glance. It will be close at hand as it is used throughout the year to help develop the talents of young writers.

I have read both books by Savitch and Deitel, and Savitch is by far clearer, although Savitch could still buff the textbook out a bit more with explaining "Compositon" topic better and clarifying paramater type .

Also Savitch summarizes every subsection and I am not 100% sure this is necessary in all subsections.

Savitch should urge his publisher not to begin a new subsection at the bottom of a page!

Savitch should make available more solutions in a separate manaul for those wishing it.

Overall I would say Savitch saved my day with my 2 JAVA courses. Deitel starts out with graphics, assuming the student will graps Java better but Deitel introduces some rather major concepts when doing this and I don't think the students would appreciate the complex ideas without using Savitch step by step methodologies. Deitel assumes a student undestands the concept of "extends", "implements" etc and this is exactly what graphics class uses and Deitel assumes students will understand these concepts just because they are graphical in nature. Savithc covers these concepts later when other major concepts are covered so that a student will appreciate the "extends" concepts much better.

So Savitch and Deitel cover the same material, but in different sequences. And I believe that Savitch's approach works better and helps the student understand the more difficult concepts later in the textbook.

gerard sagliocca,
gerard_sagliocca@yahoo.com

I learned JAVA language a couple of years ago. As I have to reuse it recently, I borrow the 2nd Edtion from a computer science guy in the school, because many people told me this is the best one. After I read through it, I decided to purchase the newest edtion. It's INDEED the best one of the JAVA guides I've ever read.

However, Amazon needs to find publisher that can scale down the prices on school textbook. The book was expensive!

I've tried three other Java intro books, and they either aren't well-organized or they take such a dim view of the reader's abilities that it's like reading Programming for Pre-schoolers. Absolute Java is well-structured with both breadth & depth: it doesn't ignore programming basics, but covers a much larger scope of material than other books I've tried, while still including detail about intricacies of more sophisticated aspects of the language. Uses lots of good, robust examples. Love it.

It took me a couple months of my own time reading this book to prepare myself for a second round back to school. I have not programmed in almost 8 years and it was in C. I have to say that as an introductory programming book, Savitch did a superb job. You cannot get any more clear on the topics of the basics and foundations of the Java language than this. If you're just a passerby that just wants to get yourself started in Java, I recommend this book.

If I could, I would thank Winonah LaDuke in person for writing such an important, informative and engaging book on the travesty that is the North American government's view of native land and those who inhabit it. The numerous tribes who make the land their home are forced to co-exist with the insensitive, selfish and literally toxic decisions made by government and corporations who dump tons upon tons of toxic pesticides in their water and on "abandoned" land. These lands are also subject to divebombings from military jets. These are illegal decibel levels that drive those within hearing range to points of mental instability, as well as potential hearing loss.

One of the most important quotes from this book that I remember (since I read this book a couple of years ago in a Native/African-American Women's Studies course) was from a Seminole leader who said, "Selling your land for a price is like selling a piece of your mother." [I paraphrase this.] I couldn't agree more. When I remember that quote, I think about all of the animals, vegetation and tribes (consisting of families and friends) who have lived off of the land of the United States, as well as Canada. How can one possibly put a price on something that can't truly be owned by anyone and is its own autonomous entity. Even if people have the illusion that they can occupy land as territory (because of treaties, as an example) does not mean that it is ever their to keep. LaDuke makes several strong examples of this in the book. We can't continue to pollute, abuse and neglect land without paying a price environmentally or in terms of human quality of life and mortaiity. I believe everyone should read this book, regardless of occupation, national origin or territorial location. We need to face the damage done before more of it goes unacknowledged. Thank you, Winonah.

Spoon-fed news by large media corps, few were aware that Winona LaDuke ran for the vice presidency under Ralph Nader in the 2000 elections. Even fewer know that she is also a Native American eco-philosopher with a critical perspective on the health and future prosperity of America. All Our Relations is particularly instructive, in that LaDuke surveys the entire American landscape (and by landscape, I am not merely referring to the political landscape), showing the deep connections that exist between local cultures, their environments, and the corporate-governmental giants that often compromise their health. Although LaDuke has specifically focused on Native American communities, the stories are engaging and instructive for Americans in general. Informative, powerful, and transformative, LaDuke here provides an antidote for our increasing alienation from the land and biota that sustain us. A must read for any conscious American.

ALL OUR RELATIONS by Indigenous Activist Winona LaDuke is a must read for everyone who cares about our earth. LaDuke presents the state of the environment focusing on several land, treaty rights and toxic exposure struggles on reservations across North America and in Hawaii. Since I met Winona when she was an economics student at Harvard, she has been at the heart of struggles and gains made by indigenous communities, always bringing a keen intellect, diligent research, unswerving commitment, and a broad vision of the whole circle to community and tribal issues.
Because I've known many of the people involved in the essential work LaDuke describes in ALL OUR RELATIONS, it was a personal pleasure to read this book and catch up with what Susannah Santos and her cousins are doing on the Columbia River, be updated on Luana Busby and Melani Trask and the Hawaiian indigenous movement and to get the inside details of the complex political fight Winona's son's father and his people are up aqainst at St. James Bay. But this book will fascinate anyone who cares about our earth, families and communities. It is one to read from end to end, then keep around to re-read again and again.
LaDuke calls the work these tribal communities do to protect their people and landbase from pollution and corporate greed, "soul-retrieval." It is work that we all need to do whatever our ethnic background, since as LaDuke's reportage on the presence of PCBs in mother's breastmilk in the Northeast attests, everyone is affected by what we are doing to the earth. Winona is a mother who has no illusions about how the choices we make as consumers affect the earth and our communities' health. What is most inpiring about LaDuke's writing and life is that she offers solutions. Each chapter not only outlines the problem, but it talks about solutions that are being implemented and suggests others that should be employed. Winona walks her talk. LaDuke has been a strong proponent of wind energy and has worked to engage major corporations like Ben & Jerry in developing wind energy projects on Indian Reservations in South Dakota. Native Harvest and White Earth Land Recovery Project have reclaimed White Earth land and developed sustainable reservation businesses that employ and train White Earth tribal members. Winona LaDuke would be a great President because she is the only public figure who has a sensible plan for economic self-sufficiency, the clarity to explain it to the American people, and the discipline and steadfastness to enact it.

Winona Laduke ran as vice president alongside Ralph Nader. It would be truly amazing if this woman had become our vice president (for many reasons). It is my hope that some day she will be our vice president (or president). Her views on the environment and its effect upon animals and people (particularly babies, children and pregnant/nursing mothers) are exactly how I feel. She expresses these views eloquently in these quotes by Lil'wat grandmother Loretta Pascal, "Where did you get your right to destroy these forests? How does your right supercede my rights? These are our forests, these are our ancestors."(p.5), by Ted Strong, "If this nation has a long way to go before all of our people are truly created equally without regard to race, religion, or national origin, it has even further to go before achieving anything that remotely resembles equal treatment for other creatures who called this land home before humans ever set foot upon it...."(p.5), and by Katsi Cook, "Why is it we must change our lives, our way of life, to accommodate the corporations, and they are allowed to continue without changing any of their behavior?"(p.12). Reading this book you will feel sorrow, and be inspired to action. Most of what was said in this book I already knew a little about, but through this book I understood the depth and complexity of all the factors. I can not recommend this book enough. She tells the truth of our world with a powerful clarity. She tells the stories of many Native American Tribes throughout North America (Canada and the United States, including a chapter on Hawaii). She ends the book with the optimism that it is possible for us to make change, but it is up to us.

To think this woman could be our Vice President today. Most people don't even know that Winona LaDuke ran for Vice President on Ralph Nader's ticket. An articulate and passionate writer, LaDuke presents an awareness of the plight of America unsurpassed by any other. She knows what's wrong. She knows what needs to be done. She knows who is doing the work, how and why. She presents her advocacy as human, heartfelt and real. I learned things about what is happening to this country that I would never have known otherwise. You certainly don't see it in the news, and you don't learn about it in school. We're in trouble, folks, and it's not too late to do something about it. With more power she could have made such a difference! But she continues to work on the issues, and it is so important that more people are aware of her work. Please, please, please read this book. It is the most important book you will read all year.