Professional Resources Books

Wonderful array of best practices of the top global companies

Wonderful array of best practices of the top global companies

Excellent overview as well as best practices in globalizatio

This is truly a fascinating study about globalization. As told by Marquardt "two years ago, a large consulting firm that helps companies go global gave me a list of the ten most common questions its clients had about globalization :

1. How do you create a global culture?

2. What are the key components of globalization?

3. How do you create a global mind-set?

4. What kinds of skills should we look for in global managers?

5. Why do some people fail when going overseas?

6. How do we establish a global training program?

7. What experiences should we give our future leaders?

8. Should everyone in the organization become globalized?

9. Is there an order or process in which a company should go global?

10. Where can we go for help as we work toward globalization?

This list inspired me to write this book, for I realized that these questions had no easy answers and that only a handful of companies had resolved even of these issues."

In this context, after defining six components of his "GlobalSuccess" model, Marquardt explores and illustrates these six components, namely corporate culture, human resources, strategies, operations, structure and learning with best practices of more than forty successful global companies, such as : GE, Whirlpool, Colgate-Palmolive, Shell, Coca-Cola, Xerox, FedEx and HP.

I highly recommend this study. As proclaimed by Jack Welch " companies either globalize or they die."

You will not be sorry if you buy this book. The book uses a straightforward approach to some of the complicated as well as simple issues. The book is very well organized, and explanations are very clear. I would not recommend it for the beginners, but even if you are just getting comfortable with Java, this book would be an excellent value. CD that comes with this book is also very helpful.

This is an excellent book. There are many topics covered in a straightforward manner that you won't find anywhere else. Many clever solutions - I learned a lot from using this book and I've been programming in Java for a while. One of the few computer books worth the steep price.

I really liked this book. It deals with very important topics from basic to quite advanced in a very straightforward manner. I use it all the time.

This book delves into some of the tough real world issues you will run into when building a java application, not just an applet with cute animation. I especially liked the CORBA ORB demonstration to deliver real multi-tiered client/server applications in java. In addition to this being a fine book by itself, on the CD-ROM enclosed with Hacking Java, you receive the complete text of another good java book Special Edition Using Java, plus 4 other books AND a "publisher's edition" of Microsoft Visual J++ Java development environment. This book is a great value

I got this book for an introductory Human Resource Management class I had to take at my university. No complaints with the book. I didnt read it all, but most of what I read was well written.

I was required to use this text book in my Human Resource Management class for my MBA requirements. I do not have an HR background so a lot of the information presented in this book is new to me. The authors do a great job of presenting the material in an easy to understand manner. There are a lot of real life examples and case studies that are interesting to read and help to put the concepts in to perspective.

This book will be a great reference in my professional life. It has employment laws, recruitment strategies, training and placement strategies to name a few. This is a must read for any HR professional and it really brings to focus the need for a stronger HR presence in companies to help them stay competitive.

I used this book to study for the Excelsior College exam in Human Resources Management and I got an A. It was very well written and easy to follow.

This is a textbook for advanced students of Human Resource Management, but even old hands in this field can gain a new insight on different topics which are very often neglected such as career development or separation and retention. Beside the discussion on different subjects the editors are bringing in comprehensive bibliography as well as discussion questions and a modern approach by using the web for additional exercises.

This is a book I bought as a requirement for a nursing class; it's about relationships and communication skills between nurses and clients. Although some of the information seems like it would be common sense, there are interesting points and ideas that are discussed. It addresses the sometimes complex idea of a professional yet caring relationship between a nurse and client.

I liked this text book. It is clearly written and comprehensive--so difficult to find in a communication textbook. The communication exercises are thought provoking and I like the text boxes. The case studies seem real and capture some of the nursing communication dilemmas I have encountered as a student. This text is a keeper!

This book has five parts. Part I Conceptual Foundations of Nurse-Client Relationships discusses theory, professional guides, and self-concept. Part II The Nurse-Client Relationship includes structuring the relationship, therapeutic relationship, role relationship patterns, critical thinking, and grief. Part III Therapeutic Communications covers communication styles, therapeutic communication skills, intercultural communication, groups, families, conflict, health promotion and teaching. Part IV Responding to Special Needs addresses communicating with clients experiencing communication deficits, children, older adults, and clients in stressful situations and crisis. Part V Professional Issues is about communicating with other health professionals and documentation using computers. Chapters start with an outline and objectives. Sections are identified with bold and colored print. Some important content is put in boxes. Exercises specifying purpose, procedure, and discussion are dispersed throughout the chapters. Case examples and tables are used. Chapters are well illustrated. Color is used. A summary and references are at the end of each chapter. A glossary and index are at the end of the book. This is a scholarly, theoretical and well-documented book for teaching professional communication skills to nurses. .

I LIKE THIS BOOK BECAUSE I WAS ABLE TO READ IT AND UNDERSTAND IT I USUALLY CAN'T UNDERSTAND THINGS THAT I READ BECAUSE OF MY LEARNING DISABILITY.

I'd like to know the auther. Please send his email address to me. Thanks

Although this is book is starting to get a little dated, it remains an outstanding resource for practitioners working in performance appraisal settings, and especially for researchers looking for a good overview of the topic. Particularly strong chapters cover topics including training raters (Hauenstein), politics in the performance appraisal process (Kozlowski et al.), and fairness in PA (Gilliland & Langdon). Chapters that have become somewhat outdated include the chapters on legal trends in PA (Malos) and multisource feedback (Dalessio). I still use selections from this book when teaching courses on performance appraisal, and I have only docked it one star due to its age. In most respects, this is a must-have book for anyone interested in performance management.

As stated by series editor Manuel London, "the current volume, edited by J.W. Smither, provides state-of-the-art methods for performance management. The authors recognize the strategic, systemic role of a performance appraisal process that evaluates employees or behaviors that are important to organizational success and ties the appraisal results to rewards and development...The goal is to design a performance appraisal process that is fair and applies in different organizational situations and contexts. New forms of appraisal are described, such as 360-degree survey feedback and self-assessment. The book shows how to increase rater accuracy and how to use appraisals for employee development. Overall, the book is valuable resource to practitioners who want to evaluate and revamp their appraisal systems to meet the changing needs of their organizations."

In this context, as a sample, in thirteenth chapter of this book " Performance-Based Pay Plans" Robert L. Heneman and Maria T. Gresham focus the issue of how organizations can most effectively make the link between performance appraisal and compensation and incentive systems. As stated by them " this requires an understanding of the need for performance-based pay, the compensation context, types of reward systems, design issues, and implementation issues." Thus each of this topics have been examined as a literature review :

* types of pay and performance plans : merit pay, team-based merit pay, skill-based pay, competency-based pay, piece-rate pay, standart hour plan, group incentives, suggestion systems, team recognition plans, gainsharing, sales commissions and team sales plans, profit sharing and stock sharing, executive pay.

* pay and performance plan effectiveness.

* design issue : integration with business strategy and organizational culture, motivational considerations, performance measurement levels.

* implementation issues : measurement, fairness, communications.

Not only this chapter, but this book as a whole is highly recommended for HR professionals.

See also : Maximizing the Value of 360-Degree Feedback - Walter Tornow, Manuel London

Dr. Smither has pulled together a wonderful group of authors in developing a book that covers the most important aspects of performance appraisal. A must-have for those engaged in this often difficult aspect of management.

It is the book that the American Society of Training & Development provides to students upon completion of their Basic ROI Certification course. You couldn't do better than this book.

The formula Phillips uses is a good one and he illustrates his model with many practical examples. There is a particularly good chapter on isolating the effects of training and this answers many of the objections raised to this sort of model where dollar amounts are calculated. The problem with the model is that it is mainly retrospective which means that you are closing the stable door after the horse has bolted in some cases. Having said that, it does deal with topics such as the collection of post program data in a thorough and clear way. If you are interested in intangible benefits of training then there is a chapter which deals with this topic. I would recommend that you also read the ASTD publication which Jack Phillips edited called 'Measuring Return On Investment'. Here there are 17 case studies which demonstrate how you can do ROI studies in the real world. Both these books are vital for anybody interested in the whole area of ROI on investment.

Dr. Phillips has simplified a very complex concept. His step-by-step recommendations to conducting ROI studies are clear and concise. However, caveat emptor! He simplifies ROI so well that it seems relatively easy; but beware: there are great hurdles to leap when conducting ROI studies. While Phillips does cover some of the most serious obstacles one may face, such as getting management buy-in, isolating training effects, and handling soft data, conducting a ROI study is by no means a cake walk. For instance, ROI is more than a fifth level of evaluation after Kirkpatrick's four. It should be conducted at all levels of evaluation, which Phillips does suggest. Furthermore, ROI, or any evaluation effort for that matter, should not be viewed as merely a summative attempt; it should be conducted in an ongoing formative manner. Every project should have an evaluation component that parallels each task through the lifecycle of the project.

Additionally, in my opinion, Dr. Phillips' conservative approach to ROI is the greatest selling point. He accounts for error in all his measurements. For instance, when collecting self-report data, he has the respondent allocate a confidence weighting to their estimates. This confidence value weights the response while taking into account error. Furthermore, when calculating values for hard data or converting soft data (i.e., work habits and attitudes) to monetary benefits, he offers formulas that result in a range and suggests that the lowest, most conservative value is reported. Converting soft data to monetary benefits can be painstaking, but Phillips very eloquently addresses the conversion. By obtaining estimates from stakeholders (with a confidence weighting, of course), soft data can contribute to the overall calculation of return on investment. Therefore, your final conservative monetary return is not only based on hard data, but it is based on the less tangible elements of your organization as well.

If Phillips' approach to calculating ROI is too quantitative or laborious for your organization, you should consider calculating the return on expectations. Return on expectations can be assessed via a concept mapping (a multidimensional scaling approach) technique derived by Dr. Bill Trochium at Cornell University. Visit www.conceptsystems.com to review his technique. With Dr. Trochium's visual approach, you have stakeholders (i.e., stockholders, executive management, clients, employees, etc.) set expectations for your organization and then assess the alignment between set expectations and the actual performance of end groups. The result is a graphic pattern match that is easily interpreted and empowers decision-makers at all levels. Concept mapping has some of the same problems inherent in ROI, such as obtaining management buy-in. However, it is much easier to conduct than an ROI study, is based on a sound measurement techniques, and produces graphical results that, when considered collectively, illustrate the expected bang for your organization's buck

Dr. Phillips has simplified a very complex concept. His step-by-step recommendations to conducting ROI studies are clear and concise. However, caveat emptor! He simplifies ROI so well that it seems relatively easy; but beware: there are great hurdles to leap when conducting ROI studies. While Phillips does cover some of the most serious obstacles one may face, such as getting management buy-in, isolating training effects, and handling soft data, conducting a ROI study is by no means a cake walk. For instance, ROI is more than a fifth level of evaluation after Kirkpatrick's four. It should be conducted at all levels of evaluation, which Phillips does suggest. Furthermore, ROI, or any evaluation effort for that matter, should not be viewed as merely a summative attempt; it should be conducted in an ongoing formative manner. Every project should have an evaluation component that parallels each task through the lifecycle of the project.

Additionally, in my opinion, Dr. Phillips' conservative approach to ROI is the greatest selling point. He accounts for error in all his measurements. For instance, when collecting self-report data, he has the respondent allocate a confidence weighting to their estimates. This confidence value weights the response while taking into account error. Furthermore, when calculating values for hard data or converting soft data (i.e., work habits and attitudes) to monetary benefits, he offers formulas that result in a range and suggests that the lowest, most conservative value is reported. Converting soft data to monetary benefits can be painstaking, but Phillips very eloquently addresses the conversion. By obtaining estimates from stakeholders (with a confidence weighting, of course), soft data can contribute to the overall calculation of return on investment. Therefore, your final conservative monetary return is not only based on hard data, but it is based on the less tangible elements of your organization as well.

If Phillips' approach to calculating ROI is too quantitative or laborious for your organization, you should consider calculating the return on expectations. Return on expectations can be assessed via a concept mapping (a multidimensional scaling approach) technique derived by Dr. Bill Trochium at Cornell University. ... With Dr. Trochium's visual approach, you have stakeholders (i.e., stockholders, executive management, clients, employees, etc.) set expectations for your organization and then assess the alignment between set expectations and the actual performance of end groups. The result is a graphic pattern match that is easily interpreted and empowers decision-makers at all levels. Concept mapping has some of the same problems inherent in ROI, such as obtaining management buy-in. However, it is much easier to conduct than an ROI study, is based on a sound measurement techniques, and produces graphical results that, when considered collectively, illustrate the expected bang for your organization's buck

I actually enjoyed the book so much I shared it with my mother, who is 78 years old. I've always considered her to be extremely hip, but I was shocked when she called me this morning and was hitting me with words from the book. It really was amazing to see the power of the word. If my mother can pick up lingo, imagine how easy it is for someone who's in the beginning or middle of their careers to pick up some vital vocabulary. Great book.

Very original, very funny, very cool. You can definitely pull out some funny and slick phrases/buzzwords across just about any subject/topic you can think of (10,000 items) and zing them around at the office or out with your friends. Great stuff.

You will never be at a loss for words with meaning after this book!!!

First, I have to commend the Author on writing a book with such a niche audience. This book is directed toward persons interested in seeking out an online counseling, but who desire some more information on how to choose one (as the title suggests).

I was on the other side on the fence, but purchased the book because I wanted to know what Gary (the author) had to say. And I am pleased to say this book delivers. The information within will indeed help a prospective client choose re reputable therapist. The information can also serve as a guide to online therapists, a benchmark of sorts they can use to see if they are up to par :-)

I highly recommend this work.

Final Note: If you're interested in providing telephone and online counseling, this very well done clinical guide will teach you everything you need to know to get started, and be effective: The Therapist's Clinical Guide to Online Counseling and Telephone Counseling: The Definitive Training Guide for Clinical Practice

Choosing An Online Therapist: A Step-By-Step Guide To Finding Professional Help On The Web by social worker and chemical dependency counselor Gary S. Stofle is a simple but effective guide to online therapy. Stofle covers what online therapy is about, who it's best for, how to use credentials and other resources to select the best online therapist for one's needs, and how to end therapy when the time is right. Sample online therapy sessions are presented, along with several sample forms and websites. Highly recommended for anyone considering online therapy for themselves or a loved one will find Choosing An Online Therapist to be a fascinating, invaluable guide to a new type of mental health help unique to this modern age.

With our economy still in recovery, people who would benefit from counseling may not get the help they need due to cost. There are other reasons why people may not be able to access in-person therapy -- geographical isolation, disabilities that prevent travel, concern for community status, feelings ashamed or guilty for seeking help, or having social phobia and panic attacks. Online therapy can be a fruitful method of getting assistance for some types of problems. This book is a primer on how to go about doing just that.

The author begins by exploring the ways in which online therapy is different, such as missing non-verbal cues, distance preventing crisis intervention, questions of effectiveness, potential for fraud, and risks to confidentiality. Stolfe then clarifies the types of problems that respond best to online counseling and those that do not. Issues not to be handled online are suicidality, disordered thinking, medical issues related to mental health (such as anorexia nervosa), and borderline personality disorder. The types of problems he suggests for online therapy are related to personal growth and fulfillment, adult children of alcoholics, agoraphobia/anxiety disorders/social phobia, body image issues/problems, and shame/guilt. The chapter includes a table that identifies major areas of trouble and the level of care which best serves them (inpatient, outpatient, online, etc.).

Characteristics of a good therapist are discussed: empathy, compassion, knowledge, credentials, trustworthiness. For online therapy, however, Stolfe suggests additional qualities to consider: experience; an appropriate website with all necessary information; good typing, spelling, and grammar; online savvy and comfort; if the therapist receives supervision; and membership in the ISMHO (International Society of Mental Health Online).

Chapter 4 covers the basic mechanics of online counseling, i.e., the venues (email, chat) and the types of security issues related to them. Guidance for finding a therapist online and the type of fee you can expect to pay are also provided. Following that, Stolfe describes the protocol for the first contact and first appointment. He also explains how to terminate therapy, whether it's due to financial problems, ethical concerns, or is planned (goals have been met).

The last chapters provide information on computer and Internet basics, a computer-buying checklist, online therapy ethics, types of therapy, and online therapy sites and companies.

In all, this small book is densely packed with useful information. Online therapy is likely to grow. If used ethically, it provides another resource for people wanting to improve their lives. This guide will help the potential client in his or her search to find caring and competent service.

A great book to help understand why we behave in selfdefeating ways and how to recognise these habits and apply change

I have a personality disorder and I've found it difficult to change. This book explained why and gave me a concrete method to effectuate change. I read the lay version "Reinventing Your Life" but I found this version more useful. After almost 5 years of therapy with a competent therapist, I felt like a cognitive therapy failure. Now I know that cognitive therapy can work, but not the way I expected it to--not the way it works for many people. No "Ten Days to Self Esteem" for me. I have to work harder, at a deeper level, in order to get better. This book gives practical advice on how to achieve the change I want.

I highly recommend this illuminating and comprehensive guide. Young's ability to integrate various theoretical orientations and provide a clinically systematic, straightforward method for working with maladaptive traits is astonishing. This book rocks.

For a more conversational style that can be used for client homework, check out his companion book, "Reinventing Your Life."

Far too many books on the market today either deny or sensationalize spiritual warfare. Lawless here offers sensible, scriptural insight on the subject. His thoughts are grounded in the Bible yet illuminated by a heart and mind that are yielded to the Holy Spirit. His words are solid academically, yet very readable and understandable.

I've read many titles that are long on experience, short on theology and vice-versa. Lawless in this work strikes a fine balance. I recommend this title highly to all believers wanting to get a better understanding of the basics of spiritual warfare for the individual and for the local church.

Dr. Lawless has developed a very practical masterpiece that guides the reader through precious truths about spiritual warfare. He applies the five church functions plus prayer, made popular by Rick Warren, to overcoming the bondage imposed by sin and the enemy of God. The book stresses the need for discipleship and training or equipping in the area of the full armor of God as presented in Ephesians 6:10-20.

This book reads very smoothly and the material presented can be easily comprehended. This book is a must read for church pastors. Both the experienced pastor and new ministers will benefit from reading and applying these principles.

The most refreshing part of this work is that these are universal principles. Many works that are written about spiritual warfare apply only historical accounts about experiences from someones past. Those experiences are important but are not universal. Dr. Lawless has used his expertise and God given talent to organize the material found in Discipled Warriors and I believe you, your family, your church, and your community will benefit greater from your ministry after you have read this book.

Numerous books are being written on the subject of church growth. The book was written because of the author's desire to see churches be strong enough to win the battles against Satan as they are growing. Three main ideas are raised. The first is that too little consideration is being given to the theological foundation. Without a well-grounded foundation the church that develops will be weak at best. A second concern is that prayer is often neglected in the wealth of strategies and methods. Spiritual realities can so easily be overlooked in the effort to "get something done," to increase the number of names on the church roll or the size of the budget. The third idea is that all too often discipleship is only a part of the purpose of the church. It becomes another program, not a life style.
There are 10 chapters in the book. Chapter 1 presents the foundation for a biblical model for a local congregation. Chapter 2 shows that discipleship is an over all goal to defeat the enemy through a disciplined lifestyle. Power-driven programs are not the answer. Chapters 3 through 8 concentrate on the six purposes of the local congregation. They provide much direction, the "how-to" for achieving the goals of growing Christians in growing churches. Chapter nine is titled "Leading in Charge Without Losing the Battle." This involves sincere prayer by those who are leading. And encouraging others to pray regularly. "Lead from your knees if you want to grow a church with discipled warriors." Chapter 10, "A Concluding Challenge," gives serious warning through stories of failure in spiritual warfare from the Bible. The call is first to holiness and then to the battle.