Resources Books

A unique book... A collection of the best teambuilding-tools from the Pfeiffer-annuals. If you only should buy one book in your life about team activities... Choose this one!

I found the book to be chockful of helpful information--particularly the checklists, personal evaluations, and learning games and tools. I also liked the step-by-step instructions on everything. Very well organized. Easy to find things--just want you're looking for to solve a key issue or use in a special training class.

A terrific book of tools for trainers, consultants and facilitators. Edited by Elaine Biech, the contributors provide comprehensive and integrated teamwork activities to help you develop high-performing teams. A must buy!

This new offering from Pfeiffer/Elaine Biech allows trainers to learn from their peers - working professionals in the field of human resource development. The Ten Block Model clearly presents both a roadmap for new teams and a diagnostic tool for established teams that want to move to the next level. Each of the chapters offers training activities that focus on one of the ten blocks. The final chapter presents a series of team building tools that are practical, easy to use, and thought provoking. This book is the team building equivalent of a recroding star's top hits CD - it presents only the best, culled from a large selection of really good ideas from past Annual editions. A wise addition to your library - a book you'll turn to again and again!

In my work as a training consultant, I get called on to do a lot of work in the area of team building. There are a lot of books on the market that offer games and exercises, but fall short on theory and in depth debriefing. Elaine's book does a tremendous job of doing al of the above. Not only is there a wealth of the practical, but Elaine has gone over and above the expectations of delivering in depth training for the trainer so that one's tool kit if filled with reserve information when conducting teambuilding. YEAH!! Elaine has a way of taking the best of herself and others to make it work for the least to the most experienced trainer in the field. I will use this new tool a lot in my upcoming seminars. I look forward to new books from Elaine...they are ALL on my bookshelf and I use them all regularily for research as well sa recommend them to others!

Popper's argument here and his general view are somewhat surprisingly in synch with that of American Pragmatic philosophy. Elements of surprise, of creative newness are what for Pragmatists make the human future, history itself as a whole fundamentally unpredictable. Popper argues in this work that total theories such as Marxism which claim to contain within themselves the true course and outcome of history, are by their very nature, mistaken. A total predictability of history is impossible in part because the prediction itself effects the actors, but also because of unseen, and unforeseeable elements which come with our always imperfect knowledge. The position taken here by Popper is in consonance with his own defense of the Open Society, and human freedom- other major elements of his thought.
Popper sees here a fundamental truth of the human situation.

Do you have a deep down, hard to enunciate, disquiet with the level of debate in the broad area of social theory and "social engineering"? Do you feel that many of the claims and pronouncements made by social theorists (of any political disposition) are unjustified, but do not really know why you feel that way? If so, this book is a useful starting point for an examination of the problem.

In it, Popper develops the argument that "Historicism" (the term has more than one meaning in different contexts) as he defines it is a flawed approach, and that it is not a justifiable base for the sweeping claims of the historicist. To Popper, historicism is the concept that, by examination of history, we are able to define the rules that govern social change and hence are able to predict those changes. His initial impetus to look into this area was a critical evaluation of Marx - see his essay "How I became a philosopher without really trying" published in "All life is problem solving".

In its simplest form, Popper's argument is the observation that observation of the past does not allow one to accurately predict the future. This may seem to be a fairly obvious statement, but it is worth keeping in mind as he develops the various arguments that make up the case for and against historicism.

Popper's philosophy is often overlooked, perhaps because he attempts to limit himself to goals that he can reasonably achieve. He is a very prominent figure in the philosophy of science, and much of his epistemology relates to the methodology of the empirical sciences, and hence to direct observation, and the relationship of observation to development and testing of theories. Perhaps because he is not too ambitious, his philosophy is less "sexy". It is, however, eminently reasonable, and avoids many of the great stumbling blocks of traditional Western philosophy - for example, the problem of induction and infinite regress.

This book is non-technical, and is accessible to those with little formal philosophical training. It addresses the dominant paradigm in social engineering, and suggests why we may be unhappy with that paradigm.

I read this book, and several of Karl Popper's other books then available in English, while still a graduate student in anthropology at an American university. While neither my dissertation committee members nor even my fellow graduate students were much interested in my attempts to bring Popper's arguments to their attention, I found his work to be exhilarating for its clarity, courage, and fairmindedness. Thirty-plus years later, I still do.

Sir Popper is considered one of the most important thinkers in the area of philosophy of science. "The Poverty of Historicism" despite its complexity, carries a fundamental simple message: prediction over the course of history (its social and economic implications) is nothing more than a fantasy, an illusion. And this assertion is based on the principle that the events/persons responsible for changes are themselves affected by these same changes. It is Heisenberg's principle of uncertainty applied to social sciences!
Historicism is the theory that history develops itself according to pre-determined, inexorable laws with a fixed objective or end. Fascism and communism were laid upon these presuppositions, and the course fo history has proven the fallacy (therefore poverty) of such assumptions. The attempt to have a holistic approach by eliminating individual differences through "brain washing" is incompatible with critical thought, and although it will bring about a concentration of power it will also cause an erosion of knowledge. The Poverty of Historicism becomes a poverty of imagination, of the ability of critical judgement and analysis. Historicism, according to Karl Popper preposterously assumes the postion of having discovered the problem of "change," but revolutions are not unique to our modern era and the metaphysical speculation of what constitutes "change" has been addressed since the time of Heraclitus.
The goal of applying scientific methods with the same accuracy and predictability as those in theoretical physics is bound to end in failure when it concerns the course of history. The influence of the prediction upon the predicted events is here being termed as the "Oedipus effect." Physics can arrive at universally valid uniformities, whereas sociology must be contented with the intuitive understanding of unique events, and of the role they play in particular situations, occuring within particular struggles of interests, tendencies and destinies. If sociological laws determine the degree of anything, they will do so only in very vague terms, and will permit, at the best, a very rough scaling.
Karl Popper who was a fierce advocate of democrary and social critiscim, dedicated this book to all of those who have been victims to the fascist and communist belief in the inexorable laws of historical destiny.

This classic little work is a must read for any theorist of history and evolution, which is not to say that one agrees altogether with Popper's formulation. Reflecting Popper's experience both with issues of scientific methodology and the ideologies of scientism, the work ends in a paradoxical mode with respect to the idea of a science of history and/or evolution. The invisible influence of the antinomies of Kantian critical thought buttress the basic argument, as it transforms the term 'historicism' itself from its nineteenth century usage into something different, in a confusion of terminology that does not invalidate the basic thrust. Popper's insight remains fundamental even if the implied usage directed at more rigid forms of Marxism narrows its scope. We live in an age that has reinvented the fallacy of (Popperian)historicism in the search for causal social theories of all types, and the results are always in the same difficulty that Popper points to. If a deterministic theory bent on predicting the future fails for the reasons Popper gives,the implication that there can be no genuine 'universal history' fails as a necessary consequence. For such a history might embrace rather than be contradicted by Popper's argument, leaving us to wonder if there is not also a certain poverty to 'anti-historicism' in the sense of throwing out the baby with the bath, i.e. finding history to be without meaning! In any case, a classic little work. The section on the "Oedipus Effect" invokes the tragic theme, with Popper as a sort of theoretical Tiresias, grizzled and omimous. Read.

This is an excellent book for those who are trying to lead churches in the 21st century. Well laid out and easy to follow. The only issue that I had with the book is that all the references and pronouns are for male pastors and male pronouns for God. It was disconcerting and a little abrasive at the end.

If you are looking for the best book on what exactly a vision for ministry is and how to do it...YOU FOUND IT!! This was a required textbook for one of my seminary classes, and I absolutely loved reading it. No other book that I have read so far and I've read quite a few, really explains the "HOW-TO" of vision in your ministry and your life! We all need a vision and passion given to us by the Holy Spirit if we are going to be effective disciples of Christ. I highly recommend this book to all pastors, teachers and laymen.

I wouold recommend this book highly. It offers valuable insights for the 21st century church.

George Barna has put out so many well needed books over the years. He is definitely a Teacher to the Body. When it comes to Vision he definitely has set the standard with this book.

Know that the beauty of this book is that it doesn't feel like he is talking above anyone's head while setting the standard.

He uses a chapter to address 20 common myths of Vision and then gives simple rebuttals for even the novice to understand. The beauty of this book is to see Barna handles an age long question of Vision and how gently but surely continues to take the reader deeper and deeper into the subject without even realizing it.

What Vision? What to know about Vision? Read this and you will walk away satisfied

This book is an invaluable addition to any pastors library. Though brief, it gives a concise and pragmatic look at what vision is and how to implement it. Barna chips away at our misconceptions concerning vision and argues persuasively that it is the one indispensable ingredient for a growing church. Pastors who have a well-defined vision and who are able to articulate it to their congregations grow their churches, those without it do not.

The books greatest strength is Barnas lucid style. I appreciate his way of dealing with each objection that is raised to vision he destroys each with irrepressible logic. Barna disarms the reader whose preconceptions about vision would have torpedoed anything he was trying to communicate.

But the books greatest strength is also its greatest weakness; it left me hungering for more. Although I can understand why he wants us to go to extraordinary lengths to know yourself (pg. 80 ff) the series of forty-one essay questions that each pastor should ask himself is a little much. It would take an extraordinary person not to become lost in the process before discovering the end.

The book gave me hope. I have always known that the reason one church grows and another does not is because of pastoral leadership, rather than congregational indifference. What I did not know was why. Was it merely that some pastors have a natural charisma that others do not? Or was it something more fundamental, namely vision? It also helped me overcome the old enabler model of leadership I was taught in seminary. Vision comes from an inspired pastor and then trickles down from the top and not from committee consensus. It is an outstanding book.

This is a wonderful book for establishing a church prayer ministry. Our prayer team as well as our pastor are reading it. It is a step-by-step guide for the church prayer leader. The information is presented clearly and can be applied! I highly recommend this book!

When I was appointed prayer leader of our church at the beginning of this year, I really didn't know where to start. A friend loaned me this book (of course, I have my own book now) and I have found it invaluable. It's the real nuts and bolts of prayer ministry; for those desiring to see their church become a House of Prayer. A MUST HAVE!!

The Prayer Saturated Church: A Comprehensive Handbook for Prayer Leaders This is an outstanding book on organizing the church to pray. The author thought of everything. I have finally come to see the "How to's" of an effectual frevent prayer life that yields awesome results for myself as well as the corporate body of Christ.

Adeline Braun
Christian Worship Center
Manteca, CA

Cheryl Sacks is the co-founder of the Church Prayer Leaders Network. In her book Cheryl has provided us with a template to centralize and expand prayer ministries in the church. A church of any size, any denomination, with any level of resources could benefit from implementing Cheryl's suggestions.

I became our church's prayer coordinator just a few months ago. Using The Prayer Saturated Church as a map, we have already strengthened our vibrant ministry, encouraged our pastors, improved communication, engaged more members in prayer and have begun to teach everyone how to pray more effectively.

The CD is very helpful for organizing the ministry and saves time by providing useful handouts. What a blessing!!

This is, without question, the best book I've ever read on how to evolve a church prayer ministry into a true "House of Prayer." The book is easy to read, with a helpful CD included, and every page and chapter is pertinent in some way, so that you can pick and choose whatever is the best mix for your church prayer initiatives as time and resources become available.

Harry Ness, Director of Prayer Ministries
Springs Community Church, Colorado Springs, CO

IT has often had it backwards, such as when companies seek to automate what already adds little value. If the data are degraded in the process, you fall back instead of forward. The downside risk is real, as is the upside opportunity. While many books talk in abstraction about knowledge management, this book provides a practical process that will vastly improve IT effectiveness. IT managers should read this first, as should their clients. I hope that this book will be but the beginning of an emphasis on first dealing with the problem, then looking for the right way to deliver and use the data while protecting them, then look at the software and hardware choices. I look forward to future books that provide even more examples of what can go right and wrong with the knowledge and data. This is the way that best practices should be spelled out. I also look forward to seeing how best practices will evolve in this field into future best practices. There is a lot of room for improvement.

This the best book on the subject of data and information quality! The authors have provided us we the means to implement a practical and simple way to achieve data and information quality with the notion that data are products. The emphasis of IT is shifted towards supporting the production of data and information products. Data and information as products, also encourages interactions with consumers of these products. The authors illustrate the importance of this with long chapters devoted to consumers surveys about information timeliness, packaging, content, meaning, and packaging. My organization was fortunate enough to have Dr. Wang offer a seminar based on his book. In the seminar, Dr. Wang emphasised the importance of data and information as products whose quality ia judged by access, interpretation, content, and timeliness. The depth of knowledge and pratical use of basic quality principles to achieve consumenr satisfaction is well demonstrated by Dr. Wang and his co-authors. As all of us must live in a world where data, information and knowledge are commodities of trade, this book is a necessary guide for success.

Deming's TQC(Total Quality Control) and Kanban method were the key for Miracle Japan economy growth after World War Two. Japanese economy were struggling during 1990's decade, one of the reason is to ignore the power of the information structure, and depend upon the old paper information system, which speed cannot catch up with the society change speed. This book will help Japanese Society to enter New Era. Last month, Daiwa Bank's ex-board 11 members were ordered 830 million USD indemnity, because of Daiwa Bank New York officer's fraud. Snow Brand, Mitusbishi Moter, Bridgestone/Firestone, many companies are facing trouble by lacking Total data Quality Management. This book is really help for 21 centure enterprize direction.

This book presents the readers with an objective and scientific description of IQ (information quality) and a systematic way of measuring, analyzing and improving IQ. It is valuable for enterprise IQ personnels to read this book before fulfiling DQM (Data Quality Management) tasks.

0 of 1 people found the following review helpful:

This book will help Japanese Society to enter New Era, October 24, 2000 Reviewer: teruo miyagawa (see more about me) from hiratsuka, kanagawa Japan Deming's TQC(Total Quality Control) and Kanban method were the key for Miracle Japan economy growth after World War Two. Japanese economy were struggling during 1990's decade, one of the reason is to ignore the power of the information structure, and depend upon the old paper information system, which speed cannot catch up with the society change speed. This book will help Japanese Society to enter New Era. Last month, Daiwa Bank's ex-board 11 members were ordered 830 million USD indemnity, because of Daiwa Bank New York officer's fraud. Snow Brand, Mitusbishi Moter, Bridgestone/Firestone, many companies are facing trouble by lacking Total data Quality Management. This book is really help for 21 centure enterprize direction.

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WHY MY COMMENT IS NO VOTING BUTTONS? IS MY COMMNET NOT FAIRNESS AND IMPARTIALITY? LET ME KNOW. TERUO MIYAGAWA

Finding aides for managers which help make the complex subject of employee supervision, motivation and commitment understandable are rare discoveries. Brayton Bowen's book, "Recognizing and Rewarding Employees" is one of those infrequent finds. This book includes practical, every day examples throughout. I found it could be read quickly, a few sections at a time. It is filled with real world examples throughout which include useful tips as well as insights you will conclude could only have been written by someone who's really "been there". Reading this book would be an excellent investment for all managers responsible for achieving results through others.

Author R. Brayton Bowen takes a thoughtful approach to understanding the new generation of employees who seem to need rewards and recognition to spur their motivation. He attributes their incentive-based work ethic to workplace changes, such as downsizing and a decline in loyalty, which has tainted the work environment. Bowen proposes a variety of recognition systems, including intrinsic and extrinsic rewards, and he outlines strategies for using recognition to empower the whole person. His in-depth ideas about building motivation through recognition and rewards will appeal to anyone who manages other people, from supervisors to top executives, though he cautions that true motivation can't be bought, but must come from genuine achievement and internal drive. Since Bowen provides a thoughtful context for the workings of motivational strategies, as well offering some hands-on tactics, we [...] recommend this book to managers and human resource professionals at all levels.

Just as recognizing and rewarding customers lead to loyalty, the same is true for employees. Creating a caring culture is a tall order for employers, but it's exactly what employees want--and value. This book is brimming with ways to create that caring culture. Any business person can realate to the stories and examples. Best of all are the gray boxes sprinkled liberally throughout the book (almost on every page) that provide tips, tactics, and examples. I can randomly open the book and read one of these nuggests -- and within 30 seconds, I have a new insight, idea, or understanding. This book is a must-read for every manager who cares about employees.

The notion of leading from the inside out was refreshing and relevant
in today's world where managers often believe that changing their
behavior is sufficient. I am using the notion of Recognition As A
Whole Person Experience in my graduate management class. It is well
stated and is representative of the book as a whole. The eye-catching
icons, checklists, and sidebars make the book easy to read and apply
to practical situations. The book is very useful to practicing
managers and this is the primary group in our MBA program. I will
recommend the book to them without reservation. John T. Byrd, PhD
Professor of Management Bellarmine University

I have long believed that for the most part your company pay plan is competitive within your industry. Then by definition, you are getting paid what you are worth in your environment. As a manager/supervisor that also means that you can not reward with money. To become successful leader, your had better look in other directions.

My suggestion is using Mr. Brayton's Recognizing and Rewarding Employees as your starting point. He presents you with the tools. We all need to consider our method of using the tools.

Picture the chapter headings as your core principals. Within each principal, the author lays out methods, details, actions or thoughts to support the principals. Take the chapter content to develop your leadership and managerial style. We are all individuals and as such will use different styles. However, the core principals being presented within each chapter remain constant.

I found it helpful and easy to grasp the principals through the side boxes and the manager's check boxes.

Understand the key principals, develop the tools to fit your style and you will improve your managerial results!

Each page is easy to read, and has all the information you need for each recreation site, including phone numbers, boating allowed and more. Book is set up well, with the areas of CA split up in Northern, Central and Southern. Great info on lakes in all of California - I wish I could visit them all! I do wish there was an index to explain some of the terms. I would buy this book again!

great book...very informative...had one like it back in the early nineties,glad to find one up to date...love to say more...but i'm going fishin' !

Informative and nicely detailed maps. The cartoons are funny and the layout is like a good resume, it shows you what you want to know.

For those of us who have this quest to visit every state in America or on a more local note, to travel Hwy 101 from border to border (and not starting in the middle somewhere) or stop at every State Park and Historical Monument in CA (and get your stamp in that State Park book), this book is for you. The layout of this spiral-bound book is so simple. For one, you can flip it over just like a notebook. There is no spine or glue to break down with pages falling out from bending the book backwards so much. Secondly, the lakes are diagrammed and labeled from top to bottom, North to South. The author just knew this book would be for those us who want to start at the Oregon border and work our way down, visting every lake in CA. Lake amenities such as availability of campsites and boat ramps are listed under each lake. For those us who live for camping and/or boating this is a must-have.

Clerly illustrates the necessary info about all lakes and places to enjoy boating. Easy to understand and use. We have purchased three editions over last ten years. Always in our boat. Suggestion, use a large zip-lock type bag to keep dry. Listen to the voice of experience. Also, it is not an effective storage method to leave on top of Jeep as you drive away from lake. Has a habit of not staying on top of car for 50 mile trip home.

This is a valuable reference and will save you disappointments in chosing the wrong lake. Call ahead to the individual facilities and ask questions. This is helpful in planning trips to the lake for your family. Enjoy.

A very accessible book as an introduction to concepts of resilience. Nice use fo case studies which means that an educated layman can get the concepts, and see them applied. I'll be buying several copies as gifts this year for this express purpose.

Todd Davies
www.resilientfutures.org

This is a fascinating and very timely book. Easy to read and understand with many examples from real life.
Makes one understand why the serious problems in our world's environment will not go away unless we fix them. And some very practical ways to do that.

Brian Walker, Program Director Resilience Alliance and a scientist with the CSIRO. Canberra Australia, has, with the assistance of science writer David Salt, written the best and most straightforward work on ecological resilience entirely suitable for a wide audience of readers; activists, teachers, scientists from any number of disciplines, interested in gaining a familiarity with a study area that is of critical importance in this present world of catastrophe, forever changing with the calamitous onset of climate change and where stategies of adaptation are quite indequate mechanisms for survival in the white-water world we will have to navigate.

It is not a scientific treatise but a work from which all interested readers will benefit substantially no matter what their background or credentials. This is a twentyfirst century production coauthored with a skilled science writer and a model for any NGO or scientific group who wish to influence and inform policy makers with something they can readiliy understand.. Resilience capability and building such capacity is perhaps the best, but still uncertain, way to buffer social-ecological systems--your everyday environment--from unpredictable, disastrous events and accompanying change. Adaptation and models based on orthodox science are unfortunately inadequate to meet such crises. I recommend this book to any concerned person no matter their level of understanding. They will find something new and enlightening here.

This is a gem of an educational book. Mixing case studies with elaborating chapters on key concepts, it's as a good a volume as I have found for teaching undergraduates, graduates, and practitioners (farmers, factory managers, investors) the core ideas needed to restore a sustainable social-ecological system.

Highlights for me:

+ Optemization is a false premise, simplifies complex systems we do not understand, with the result that we end up causing long-term damage.

+ Resilience thinking is systems thinking. I cannot help but think back to all of the excellent work in the 1970's and 1980's--the authors were simply a quarter century ahead of their time.

+ In a nut-shell, resilient system can absorb severe disturbance.

+ System resilience is affected by context, connections across scales of time and space, and current system state in relations to threshholds.

+ Fresh water, fisheries, and topsoil depletion are major failures.

+ Drivers of environmental degradation are poverty, willful excessive consumption, and lack of knowledge (from another book, I recall that changes to the Earth that used to take 10,000 years now take three, one reason we need real-time science).

+ Key concepts are threshholds and adaptive cycles. Adaptive cycles have four phases: Rapid Growth; Conservation; Release; and Reorganization.

+ Redundancy is NOT a dirty word (just as intelligence--decision support--should not be a dirty word within the United Nations)

+ Ecological networks cannot be understood nor nurtured with a tight linking and understanding of the social networks that interact with the ecological networks.

+ Subsidies are a form of social denial, as they subsidize unsustainable practices and prevent adaptation and change.

+ Lovely--absolutely lovely--chart on page 89 about time-scales of climate and natural disasters like major fires.

+ One size does not fit all--solutions for one social-ecological network, e.g. in the USA, will not be the same as for another, e.g. in Norway.

+ Diversity is the key to regeneration.

+ Governances must be able to see and act upon key intervention points.

+ A Resilient world would be characterized by:

1. Diversity
2. Ecological variables
3. Modularity
4. Acknowledgement of slow variables
5. Tight feedbacks
6. Social capital
7. Innovation
8. Overlap in governance
9. Ecosystem services

Within this small and very easy to absorb book one finds a great annotated bibliography of recommended readings, a fine reference section, and a very solid index.

Other books that come to mind as complements to this one (limited to ten links by Amazon):
The leadership of civilization building: Administrative and civilization theory, symbolic dialogue, and citizen skills for the 21st century
Society's Breakthrough!: Releasing Essential Wisdom and Virtue in All the People
Ecological Economics: Principles And Applications
Natural Capitalism: Creating the Next Industrial Revolution
Green to Gold: How Smart Companies Use Environmental Strategy to Innovate, Create Value, and Build Competitive Advantage
Cradle to Cradle: Remaking the Way We Make Things
The HOK Guidebook to Sustainable Design
High Noon 20 Global Problems, 20 Years to Solve Them
Pandora's Poison: Chlorine, Health, and a New Environmental Strategy
The Blue Death: Disease, Disaster, and the Water We Drink

This book is Latour's actor network theory in another guise, with the physicalization of Kuhn's paradigm shift thrown in for good measure. It is a very interesting book on an emerging way to look at environmental crises (note, not the environmental crisis. We seriously need local knowledge and local experience to manage each individual ecosystem).

My major issues with this book are twofold. One is that it is not well written, though not altogether poorly written, you can simply tell when the science writer came in to jazz things up. Secondly, the authors spend a little too much time trying to convince the reader that resilience thinking is NEW, DIFFERENT, SUBVERSIVE, and the like. We get, on page 29, something that I just cannot stand: a little briefer than brief history of challenge to dogma. Galileo spoke out about the Copernican model (which was still perfect circles, Kepler had it right but Galileo ignored him) and the church shot him down. Darwin dared to say species change and the world exploded! Now, we, the humble new scientists bring you a new challenge to the dogma of ecology today. Give me a break! I would have thought a science writer on the team would have had the experience to leave out this trite nonsense. Just tell me about your idea and spare me the drama! Sorry, but poor history of science is a real pet peeve. :-)

But either way, this is still an important book that should be read by ecology students, politicians, resource managers, and anyone interested in new ideas. The case studies are really informative and clear, and the message is properly urgent

Much has been written over the past several years about teams and teamwork. For the most part, these books have concentrated on the criteria of effective teams and how to create the high performing team. Of critical concern to many is how to reward the high performing team - - - how to recognize in a meaningfull way the team's outstanding performance. This book - a first - answers that question with examples from a number of companies. If your company is actively involved in teams and teamwork, this is a volume that you need to read. It is a valuable resource.

Rewarding Teams is a helpful and practical book that addresses a topic that is very timely in our "virtual" team business world. The case study format from real organizations adds credibility and makes it very user friendly. The failures, successes and lessons learned approach is a great way to find out invaluable information that can be applied to your organization. It has certainly helped me assist my constituents in the mostly uncharted area of team recognition and rewards versus individual.

Rewarding teams is an excellent book. It offers an easy to understand and powerful reinforcement model as well as a six different types of reward plans. It also has great real life examples to prove the model and illustrate the power of rewarding teams correctly. This book is helpful for both the team leader wanting to establish an effective incentive plan as well as for the professional looking to understand the nature of team rewards. Glen Parker has done it again. This book takes a great deal of complicated information and makes it easy to understand and easy to use. I highly recommend it.

For those of us helping to develop team-based work environments, this book hits the mark. I already know the theories. What I need are some examples of how to make it work in the trenches. It provides the kind of practical, down-to-earth examples that show what really works in the real world.

This book isn't a simplistic, one-dimensional approach to recognition. It reviews all aspects of the development, care and maintenance of strong teams, and provides a clear understanding of the role that recognition and rewards play.

The first chapter is a great primer on the right way to get teams up and running. Parker, et. al. throw in numerous tips for team leaders on how to get the ball rolling, and alert you to potential pitfalls and traps and how to deal with them. Chapter one puts team rewards and recognition in the proper context.

I didn't realize how superficial my understanding of team rewards was until I read the book. For example, the book differentiates incentives from rewards, an important distinction that I have to admit was somewhat muddied in my thinking. It illustrates how rewards and recognition need to fit with the organizational culture, and show how this works in practice in organizations.

The authors use a fictitious team start-up situation in the first two chapters to add another dimension to aid the reader in understanding the principles of team development from the team leader's perspective. I found myself wondering if the authors had worked in some of the companies I was in. They clearly have "been there and done that."

Chapters three through five profile almost twenty companies to provide actual examples of how to implement the various approaches to team reward and recognition to address different situations and challenges. For example, the book goes into the rationale, philosophy, criteria and detailed administration of Chase Manhattan Bank's Service Star Program, as well as the organization's candid assessment of the program's strengths and weaknesses. Some companies are large, some small. Government, non-profit, and associations are also represented. Some use stock options, some cash awards. Some tie in team performance with individual performance reviews. Throughout, "successes and lessons learned" enable the reader to benefit from what others have done.

This is an example of the improvements one company decided to make in its approach after the initial evaluation period: - Give plants more control in choosing and tailoring plan metrics. - Encourage employees to get involved in creating goals - Shift the burden of plan communication from the corporate level to the plants

The final chapter summarizes the key principles and insights from the authors' work.

I would highly recommend this book for executives who are responsible for creating the organization culture, operating managers and human resource staffs. It should be REQUIRED reading for anyone involved in forming, leading and supporting teams because it can prevent so many problems that affect team performance.

"Certainly there are good books for compensation professionals on the technical aspects of designing incentive plans for teams, and handbooks that offer creative laundry lists of recognition ideas of individual contributors. But there are few sources for people on the firing line looking for practical advice coupled with real-life examples of how to design reward and recognition systems for teams, not individuals. This book provides practical advice and detailed examples of effective organizational unit (group) incentives, project team incentives, and recognition plans. It is for managers in organizations that have made a commitment to a collaborative culture and who want to create effective reward systems for teams...At the heart of this book are case studies of reward plans in companies large and small, in many industries, and of many cultures...Whenever organizations try to make teamwork the norm, many supporters become frustrated because the usual reward-and-recognition programs don't support it. In this book, the fictional BIZCOM Corporation and its managers show how frustration about teams can turn into success. BIZCOM's trials and tribulations are based on the authors' years of experience working with organizations" (from the Preface).

In this context, Glenn Parker, Jerry McAdams, and David Zielinski:

* describe BIZCOM, a fictitious company that wants to use a team approach to adress a critical business problem, and discuss team and organizational development issues such as vision, sponsorship, membership, stakeholders, launches, training, coaching, management style, and organizational support.

* discuss reward and recognition systems, communications and performance feedback, and training and development tools for creating a team-based organization.

* introduce an organizing model for rewards, and discuss organizational culture. At this point, they argue that "One general description of the whole organization's culture is possible, although organizations are made up of a number of suborganizational units, each with a slightly different culture. Accounting has a different culture than marketing. Manufacturing has a different culture than customer service. Hopefully, they are aligned with the overreaching organizational culture, with the differences simply reflecting the nature of the work they do". And they also argue that "One of the keys to success in improving organizational performance is to ensure that reward plans reinforce the desired culture, or at least attempt to reduce the gap between the existing and desired culture".

* define six types of reward plans: (1) individual base compensation and benefits, (2) individual capability (competency), (3) individual incentives, (4) recognition, (5) project team incentives, (6) organizational unit incentives. (But throughout the book they mainly focus on the last three plans - more detailed examination of these plans in several companies and review of their experiences see Chapters 3-5).

* summarize how you can best utilize project, recognition, and group incentive plans to improve teamwork and organizational performance as lessons from the trenches (more detailed discussion of these trenches see Chapter 6):

(1). Customize the plan.

(2). Align plans with business objectives.

(3). Send the right message.

- create many winners, few losers

- involve employees in the selection process

- trust the folks

(4). Use noncash as well as cash awards.

- noncash awards are not limited to recognition plans

- give a few big awards and lots of small ones

- pay the taxes on noncash awards

(5). Communicate, communicate, communicate.

- never assume people understand

- tell people how they are doing - all the time

- reinforce the messages

- role modeling works

(6). Create a smorgasbord of plans.

(7). Budget for recognition activities.

(8). Keep administration in mind.

(9). Payoffs are in the eye of the beholder.

(10). How plans are introduced and operated is paramount.

Finally, they argue that "There are no silver bullets. There is a good will, faith in the value of employee contributions, good business judgement, and willingness to act on a strategy of teamwork reinforced by rewards and recognition plans. We've learned how to manage financial, fiscal, and customer capital. Leveraging human capital is the challenge for the next century. Reward and recognition plans designed to encourage teams and teamwork is one way to meet that challenge".

I highly recommend this invaluable study to all executives and HR professionals.

Dr. McCormick helps us get it "right." Servant leadership is all about knowing and living this truth: One leads most effectively when serving.....and one serves best by leading. This is the biblical pattern of leadership and when genuinely lived in one's everyday world it works as long as it is congruent with one's heart. Dr. McCormick also helps us understand that for one to consistently live the pattern of leadership that one must stay very close to the One who is the source of pattern.

Shepherd leadership is not for wimps. It is for leaders who want to be both strong and servant leaders. Both emphasisze vision, teaching, and service, but only servant leadership notes how leaders most have an edge, meaning they must make tough decisions.
This book has a number of practical suggestions for today's leaders who must both listen and direct. Leaders must add new skills to their arsenal, including being more accessible, genuine, and interactive. Many challenges for leaders are included in the book with practical solutions. It is a great approach using wisdom from a popular psalms with practical applications and stories. It is tough love for today's leaders in these tough times.

I understand the aphroism is really "brevity is the soul of wit" - but this small volume demands that the phrase be recast. McCormick and Davenport take the 23rd Psalm apart and suggest some basic principles about leadership that come from the psalm. The book is loaded with examples of each of the styles or main points. But perhaps even more valuable is a series of suggestions to work with the principles established in each chapter.

I found the most interesting issue raised in the book one about Supply Side management. I have been a CEO of an organization for more than a dozen years. McCormick and Davenport suggest that the role of a leader is too often looked at from the demand side of the equation - those inevitable lists. But leaders should also consider the supply side - what excites you about the job? How does one find those niches which make the lists of to dos a bit less demanding. Many leadership jobs seem to be comparable to that of Sisyphus. But with a little attention to the supply side - those inevitable demands become less onerous.

Buy it, read it, use it!

Book Review by Robert Tunmire (from Baylor Business Review, Fall '03)

Many leaders, like me, have highly dominant personalities. We may struggle with the "softer side" of managing. Shepherd Leadership: Wisdom for Leaders from Psalm 23 gives us excellent reasoning and examples of how a "softer" - yet truthful and effective - approach can be a more effective management style.

The analogy of the leader as shepherd is a credible one, and presented in a straightforward manner. The authors clearly lay out, guided by Psalm 23, what a shepherd's responsibilities are and how that applies to a leader's responsibilities in the real world of business. Each chapter ends with two items: "Shepherd Thinking," and "Shepherd Doing," assisting with application of the chapter's concepts.

Read the rest of this review at
http://www.baylor.edu/bbr/index.php?id=10399

In Shepherd Leadership, McCormick and Davenport present a refreshing model of leadership which takes the person as a whole into account. As someone who is young in my career, I found this book valuable in helping to develop my management style and philosophy. I left business school with strategies, theories, and policy, but very little in the way of leadership practices, which left me treading water when first entering a management role.

One section that stood out for me was the shepherd leader's toolkit. The compass and the frame represent two valuable practices for leaders at any level. The compass reminds you to set clear direction to navigate through the maze of information, reports, meetings, and endless action items that you encounter on a daily basis. The frame sets boundaries and expectations for your organization while still allowing your employees room to creatively explore new approaches.

A fantastic read for anyone who's just been thrown in the deep end of management!