Organizations Books

This book is terrific and continues to be so helpful to me in my own endeavor. I found so many parallels in our life experiences, and with me just starting my own nonprofit empowering future nurses in disease-burdened nations, reading this wonderfully relevant and important book could not have come at a better time. I learned a great deal and Anne Firth Murray's book makes me feel as though I have a mentor to guide and give invaluable counsel in this process. There are so many things to take from this book, especially for those who are "quietly angry" and see a need follow their dreams and are "willing to do anything to make it work." I would recommend this book to anyone starting off on their own. This will inspire. It has me.

On one level, Paradigm Found (great title) is a how-to book for those with interest in organizing for global social justice through small NGOs. On a deeper level, it's a how-to book for living a life with meaning. Written in a clear and consistent voice.

Is this a "follow that dream" book? A "find a need and fill it" book? I suppose you could say it's both but "Paradigm Found" is far more than that. It is a well written and richly rewarding story by an amazing woman, Anne Murray who founded a not-for-profit organization called the Global Fund for Women. Although I found the entire book interesting, two areas particularly piqued my interest: the `care and feeding' of a non-profit corporation's board of directors and the entire concept of "giving." The author's experience coupled with her clarity of thought and writing gave me new insight into both these areas with which I'm involved in pro-bono board and fund raising work. The concept of "micro-financing" of projects was unheard of in foundations when the Global Fund for Women started it many years ago. They trusted people of few means in far away places to spend small grants as they saw fit to benefit their projects, and it worked with amazing success. The GFW was daring in being exclusively international and not making grants within the U.S. There were so many new and innovative things that Anne did in her journey. Paradigm Found makes for reading that's hard to put down.

PARADIGM FOUND: LEADING AND MANAGING FOR POSITIVE CHANGE blends women's issues and business, and comes from a woman whose idea of funding grassroots women's organizations around the world grew to the successful Global Fund for Women, today a major force of change. First-person chapters recounts her journeys to villages where such changes are taking place, her business perspective, and tips on how to create, encourage and build a dream based on business principles. From how to expand a program or organization to watching for roadblocks along the way, PARADIGM FOUND comes packed with management tips and insights particular to nonprofit work.

Diane C. Donovan
California Bookwatch

Anne Firth Murray has written a truly marvelous and thought-provoking book, straight from the heart. It is hard to classify in one particular genre or another. Rather it is written in a unique style as a combination of a memoir, a good story, a motivational/inspirational book, and a manual. I really enjoyed not only learning about the history of the Global Fund for Women and all the wonderful, dedicated people that made it happen, but also learning more about Anne Firth Murray's life and the ideals she describes in her book.

It satisfies those who love good autobiographies and inspirational stories. And it also satisfies those who seek to learn about how one builds a strong organization from the roots up, from meaningful ideals to meaningful change. For me, this book was rejuvenating and energizing to read. It gave me new ideas and has inspired me all over again. I would think that each new reader who flips through its pages will experience similar self-reflection and inspiration in her or his own way.

This is a treasure of a book. I think it is a great book for all to read--young and old, women and men, and people working in all capacities. Students and young people are who starting out in pursuit of careers in human rights or in non-profit work will benefit in particular from the inspirational guidance that this book offers.

Very good book; however, I ordered the wrong edition so couldn't use it. This was my mistake, not the sellers.

This book was intended to accompany a course of the same title. I know more than a few people who took this course. One guy is a missionary in India; one guy went to work at the US Center for World Missions; another guy is a pastor of a church; others are full-time ministers; I don't know where some of the others are - probably the uttermost parts of the earth. So I always wanted to read the book that broadened the perspectives of so many people.

The book consists of a collection of essays written by scholars, seminary professors, ministers and missionaries. The theme of the book is to explain that the bible describes a Judeo-Christian God who, from the very beginning, had a missionary purpose - to reach the world - to reconcile the entire world to Himself.

When He contacts Abraham, His intention is to bless many nations through Abraham (and his descendents), and the rest of the Bible is the story of the process through which that original goal is accomplished. The book's conclusion is that Christians today are and should be being used by this same God to accomplish this original purpose.

Some of the essays are very technical, examining the original Hebrew texts and their meaning. Other essays offer interesting comments.

One of my original impressions could have got me convicted of white man phobia. Most of the authors (and there are some exceptions) are western white men writing about how western white men must bring their western white message to save the world. But fortunately I got over my phobia and read the actual content of the book, and evidently, so did many others.

I hear comments by Christians in Korea and India and Africa, and often I hear the same phrases used in this book. The Koreans often use the term "unreached peoples" and "people groups" which come right out of this book. This book has influenced people all over the world and has clearly defined and mapped out the objective of Christianity - the Great Commission.

Jack Eller, "Anthropologist, Author, Rationalist," seems to have forgotten some major points in his argument about this book. First, although he correctly points out that the book does an excellent job about doing what it's designed to do - that is sharing about what's going on in the Christian missional realm - he argues that Christianity ought not to be spread at all, and that the whole book is just wrong. He says that "[from] a cross-cultural and anthropological point of view ... [i]t is arrogant, ethnocentric, and culturally destructive to spread a culturally-relative and almost certainly false ideology and belief system where it is not needed or wanted." That's all well and good, but since the book isn't about SHOULD people be missionaries or not, his review is instantly irrelevant. Any review of a book that rants about what the subject matter of the book is not is really not even a true book review - Jack should realize this if he's truly a writer.

Second, being a self proclaimed Rationalist, Jack ought to realize that his own "rational" worldview is also a religion, religion defined as 'a set of beliefs.' This book is most assuredly about the Christian Missionary Experiences of many people across the globe - not an exhaustive apologetic of the Christian faith. If Jack really believes that no one ought to push their beliefs, he should have never published his review in the first place.

Third, people like Jack who tend to think of "Christianity" in terms of "people who do things that I don't like or agree with, and they're always pushing pushing pushing their beliefs on me and others" should take the time to check out some of the many positive things that Christians have done throughout the world. One example is hospitals: both in the US and abroad. Ever notice how many, if not most hospitals involve Christian denominations in the name? For example, here in New York City we have New York Presbyterian and New York Methodist Hospitals which are some of the most sophisticated hosptials in the world. Why do they have Christian denominations in the titles? Because they were founded by Christians who believed that sick people can be helped through medical means. But we never hear about this - it's always "Christians pushing their ways." This book shows how missionaries have helped many across the globe both spiritually AND physically. Jack says that people don't want or need what missionaries have, but nothing could be further from the truth. Christianity properly understood is the most love and human care centered belief system in the world, and this book highlights that well.

This is a book about the theology, history, and strategy for succcessful missions. It includes case studies and many practical advices. The authors are many and good. The book almost is a must if you are going to be a missianary or want to support missions in an effective way. I highly recommend this book.

This book opens your eyes to the theology, history and strategy of missions. It will help you to understand the Bible and your place in this world like never before. You will understand WHY Jesus is the ONLY "way, truth, and life". You will be excited to work and pray to see people brought out of bondage and suffering, and into a life that glorifies God and offers peace, hope, and healing. Be warned - the book changes lives! Even if you cannot take the Persp. course, it is worth it to read the book.

It would be silly to say that you NEED to read this book before entering into the ministry. God has used many a man who have probably never even heard of Baxter or "the reformed christian."
However, if you are considering purchasing this book, then I would say dont even think twice. Besides the "pastoral epistles" of Paul (1st & 2nd Timothy, and Titus) I know of no other piece of work that will prepare you and teach you the way that those who lead the church ought to be. I would recommend it to anyone who has a heart for the Lords work, not just pastors.
Richard Baxter was a man full of the Holy Spirit. The words in this book will illuminate your soul, and convict you to the point of crying out to God and running to the cross of Christ. It can be a very painful book in many areas because it will cause you to look at yourself and wonder if you are really walking the life that The Lord wants from those who lead his people.
Its very difficult to find the words to describe how incredible this book is. I have to read it in tiny little sections instead of by chapters because there is so much depth to it. and each small section will bring me to tears.
Physically, this book weighs about as much as any other paper back. Spiritualy, you wont be able to lift it off the ground, much less turn a page

Baxter's time was not too unlike our own. Despite there being a large theological agreement that there must be discipline within the Church, very few leaders in the church are willing to carry it out. Baxter reminds us, and convincingly so, that we must do so for not only the good of the soul of the individual, but for the rest of the Church, and even ourselves. Most of the book rotates around the subject of discipline in the pastoral ministry. It also contains many other details concerning the ministry that would be good for any aspiring, or current pastor to read.

The only reason I give the book 4 stars instead of 5 is because this version is the abridged version of what Baxter wrote years ago. However, there is nothing that would tell you this unless you read the preface. I was a little disturbed upon originally reading the preface that this was the case, and that the original work is closer to 700 pages (depending on margins and type settings). This book has a rather tiny font size, and very little margin, so even though it is only over 100 pages, if it were in the typical type setting you see in most books, it would probably be closer to 3-400 pages.

Also, the ancient Elizabethean english has been revised for the modern reader, which probably accounts for the shorter number of pages.

Don't let any of this distract you from getting this book though, there are still many redeeming qualities to it.

The Reformed Pastor was actually very different than I anticipated, being nothing about reformed theology or even theology at all. "Reformed Pastor" actually means reforming pastors, using the word the same way we would say "reformed hardened criminal." Hmmm. I guess that already tells you this book isn't one of those "feel-good" books.

Richard Baxter was famous for two things: being a tremendous pastor to a town in England, and getting constantly into trouble for being so blunt that he would make enemies of his friends. This book is about being a tremendous pastor, and it is very very blunt.

It is an extended lecture he proposed to give to a local ministerial association in 1656. The book uses as its foundation and framework Acts 20:28: "Therefore take heed to yourselves and to all the flock, among which the Holy Spirit has made you overseers, to shepherd the church of God which He purchased with His own blood." The book first deals with pastors "taking heed" to their own spiritual state and life, and then turns its attention to taking heed to all the flock.

As to the topic of taking heed to their own spiritual lives, Baxter starts at the beginning, with making sure the reader is truly a Christian, and progresses through disciplines, qualifications, and indwelling sin. He next emphasizes the reasons why a pastor must be rigorous in his own spiritual life. He expounds reasons such as how many eyes are on the man of God, how difficult the work is, and how the honor of Christ depends on it. He reminds his reader of many practical insights, such as "all that a minister does is a kind of preaching" and to avoid the error of men who "study hard to preach exactly, and study little or not at all to live exactly."

After dealing with the pastor's personal life, he tackles the pastor's responsibility to shepherd his congregation. His most radical recommendation, radical back then and almost unthinkable to American churches today, is for a pastor to personally visit and catechize people (for those unfamiliar with the term, it means to teach a list of several hundred questions and answers of basic theology). Specifically, he says a pastor should catechize each and every family, in the pastor's entire town, each and every year. In Baxter's town that meant 2000 people in 800 families, that he and his associate pastor took two full days every week to go through the whole town every year.

He bluntly states, "If the pastoral office consists of overseeing all the flock, then surely the number of souls under the care of each pastor must not be greater than he is able to take such heed as to here is required." Yea, and I'm sure the pastoral staff of most churches personally know every member of their flock. And yes, I know that we consider Sunday School teachers or small group leaders to be "overseeing the flock"- but how many of those leaders in our churches see themselves as shepherds, have been theologically trained and commissioned as overseers, one-on-one ask them regularly about their spiritual life, and are seen by the members of their class or group as having spiritual responsibility over them?

But it was a radical idea even back then, so much so that Baxter takes dozens of pages to specifically give all the reasons why every pastor should devote himself to this universal visitation and dozens more pages to specifically answer a whole series of objections to the work. In short, he says that he had found that an hour of focused questions concerning a person's spiritual state was often more helpful than years of listening to sermons for their spiritual growth. It's hard to argue with that conclusion, and harder to argue with the marked growth (in both numbers and spiritual maturity) that history shows that his church had under his pastorship.

As to objections to why not do it, he says that they all are variations on the theme of "I'm too lazy or greedy" which he viciously attacks as unworthy of any follower of Christ, let alone a pastor. To laziness, he asks "Are these works to be done with a careless mind, or a lazy hand? O see, then, that this work be done with all your might!"

To greed, he states that if a pastor has too many families in his church for him to visit individually, then he should hire another pastor out of his own salary to help him. He challenges, "What! Do you call yourselves ministers of the gospel, and yet are the souls of men so base in your eyes, that you had rather they eternally perish, than that you and your family should live in a low and poor condition?" Whoa there, Baxter must have never read Your Best Life Now!

The book is chock full with other helpful insights and wry comments, such as "All our teaching must be as plain and simple as possible." "Is it not a pity, then, that our hearts are not as orthodox as our heads?" "It is a contradiction in terms, to be a Christian, and not humble." "We must study how to convince and get within men, and how to bring each truth to the quick." "In the name of God, brethren, labour to awaken your own hearts, before you go to the pulpit, that you may be fit to awaken the hearts of sinners." And my list could go on and on and on. I have already discussed his specific instructions on personal evangelism in another article.

After reading The Reformed Pastor, I have to agree with Spurgeon, Packer, Dever and all the other big kahunas- this is absolutely essential reading for any man called to the ministry, to pin him against the wall and make him take stock of his ministry, his priorities, and his life before God, and to make him deeply consider about how best to "take heed over" himself and all his flock.

This is no candy or soup for the soul, its solid and challenging real world meat for the work of the ministry. Baxter challenges us to a kind of ministry that exceeds human ability alone. Such a ministry drives us to our only hope for that ability and keeps us returning to the everlasting arms of our heavenly father.

I read this book because so many people have spoken of it as a classic. Having now finished it, I must say I am a little disappointed with the content. I expected profound and striking ideas. In these pages however, were no new principles I have not already learned.

The smallness of Baxter's content however, is far exceeded by the substance of his character. It is his character, his pastoral passion for ministry that makes this book the classic it has become. His single-minded devotion to God and his tender, shepherd's heart for his flock have inspired pastors for over 300 years.

This book is not an easy read. The English language has changed substantially over 300 years, and as a result the essence of Baxter's pastoral passion is undoubtedly distorted. Still, this volume IS a classic, and is a must-read for any pastor wanting to refine and/or restore his motivation for ministry.

Everyone may agree that creating a sense of responsibility in employees and managers is a benefit to an organization. But what is meant by responsibility? And just how can you go about creating a sense of responsibility within a company? These are the questions the authors of this book have tried to answer.

To begin with, it is more important for employees to be responsible for results than for them to be responsible for activities. Employees may, in fact, be able to prove that they performed several activities, without actually achieving the desired result or goal. A good manager, say the authors, must make employees understand that their responsibility lies in achieving the goal behind the work, and not just the work itself. Responsibility has two dimensions. You are responsible to somebody, and you are responsible for something. Employees must be responsible to the customer and the organization. They must also be responsible for results, not just activities or tasks.

Motivating workers to be responsible to the company and for results must proceed from four necessary conditions:
1. The company must be an organization that workers are ready to commit themselves to.
2. Employees must understand what results they are expected to produce.
3. Employees must have a proper reward and recognition system.
4. Employees must have the skills and knowledge necessary to create the results.

The authors focus a bright light on the vital role and enduring quality of personal responsiblity in the work place. Imagine if each of us really did take responsibility for customer satisfaction, getting the right results, and problem solving! We could really make our workplaces stages for personal satisfaction, even joy. This is the future the authors believe in and they've provided a strong tool set in the book to help us get there.

In The Empire Strikes Back, Luke Skywalker reluctantly agrees to "try" to salvage his spaceship. The Yoda replies, "Do or do not. There is no try." The authors of this book agree with the Yoda. They suggest that responsible managers insist on achieving results. While chairman and CEO of Pier 1 Imports, Clark Johnson observed that he always encouraged effort but only rewarded performance. Johnson may not have read this book but he certainly agrees with the key points its authors make.

In Chapter 1, they revisit and redefine the concept of responsibility. In subsequent chapters, they discuss a leader's responsibility to the customer, to the organization, and to everyone within the organization. They view the responsible manager as a problem solver and, in Chapter 5, provide a problem-solving approach "that works." They then shift their attention to "Getting the Right Answer" and "Getting the Right Result." For the authors, judgment is the foundation of responsibility. They also assert, in Chapter 9, that there is "a rationale for teams that work" and then explain what that rationale is...also, what it requires of everyone involved. In Chapters 10 and 11, they answer two key questions: How to design an effective team? and How to maximize productivity among the members of a team? In the final chapter, the authors explain what is needed to keep responsible change alive.

According to the authors, "most change efforts fail because of an inadequate understanding of what produces value in the business or of how human beings change." They then offer eight specific reasons why change efforts fail:

1. We like to feel good. [change threatens comfort levels]

2. No top leadership support [if "they" don't care, why should anyone else?]

3. Change efforts do not address the whole system [a fragmented approach tends to focus on symptoms rather than on causes]

4. We hide failure [success is reassuring...failure could involve blame and guilt]

5. Misunderstanding of what has changed [See #3]

6. Too few understand the rationale for change efforts [ie those who are expected to support change initiatives are not told how and why their support is so essential]

7. Neglect of transition [failure to understand that change is an incremental process, not a quantum leap from "here" to "there"]

8. There is no structure for change [within the organization, there are no policies and procedures to resolve the conflict between "what is done now" and "doing better"]

Hence the importance of having a sense of responsibility to help solve problems shared by everyone, of having patience during the inevitably slow process of organizational change, and of having self-discipline throughout that challenging process. The authors correctly point out that (1) "everyone must be willing to carry his or her share of the load", (2) "Sustainable efforts take two to three years but result in dramatically more healthy and more exciting organizations", and (3) "The discipline of change refers to the regularity with which change is pursued as well as emerging skills that are developed through devotion to change." A responsible leader understands all this, conducts herself or himself accordingly, and requires everyone else to do so also. Working together, they identify problems and then solve them. "There is no try...." and excuses are unacceptable.

One final point: Recent research suggests that by 2025 at the latest (but probably much sooner), organizational rewards will be completely based on performance. To varying degrees, responsible leaders have been supporting that policy for decades.

The focus here is on the end results, the outcomes of management action. The authors present a systematic, thoughtful, practical and step by step method of achieving better results by becoming more effective as problem solvers and its told in story format with interesting and captivating vignettes. Includes several chapters on team building, the elements of team effectivness, and teams that work.

This is one of the most entertaining and useful books about leadership and management I've ever read. I highly recommend it to anyone in any position of responsibility. Both the concepts and the techniques are invaluable.

This was a great book. I loved all the extended eyewitness accounts to what was happening during certai revivals. You learn about the Reformed revivalists Samuel Davies, Archibald Alexander, and Timothy Dwight at Yale University.

You learn about the Cane Ridge Revival in Kentucky, both the good and the emotional excesses. You will also learn about the years of the 2nd Great Awakening.

Murray seems to be skeptical of the reliability of Charles' Finney's memoirs. He also is quick to point out that Finney departed from Reformed theology early on and that he denied original sin. He points out that Finney viewed revivals as manmade productions rather than as miraculous manifestations of the Spirit.

There is also an appendix where Murray decries the lack of information about revivals in the deep south of the United States.

I also liked the discussion of the 1857-1858 New York revivals. I did feel that there could have been more coverage given to this particular revival, and how it affected many urban centers in the nation prior to the Civil War.

But this book should definitely be in the shelf of Christians interested in American church history.

Murray writes in his conclusion, "In the end, while evangelicalism was seeking to guard faith in Scripture, it was her readiness to be impressed by pragmatic arguments, and by alleged success, by quantity rather than quality, that did so much to deprive her of true, authority and strength" (p 383). Murray, in his book Revival and Revivalism: The Making and Marring of American Evangelicalism, reviews the history of evangelical Christianity between 1750 and 1858. This book is a must read for contemporary Christian leaders. Books on self-help, life coaching/coaches, ten-steps to church growth, and leadership styles are pushed upon pastors to read by those in church leadership, as well as promoted by our consumeric Christian marketers. But now of these books will help the minister to think theologically about their place in history. Nor, will such populist books that promote our well-being expose the flaws and fallibility of current market-driven church growth and church life. Murray helps us to think logically and reasonably about how we have come to the place in the Christian ministry where pragmatism and utilitarian thinking is the foundation for church life and ministry. He does not cover the period between 1859 and 2007, but Revival & Revivalism will portray the foundation for much of contemporary evangelicalism. Murray writes, "Our understanding of God's ways in history is far too fallible to make providence the test of what is truth." As Church life here in America is becoming more and more a shadow of American life, promoted through American entrepreneurialism and capitalisms, and gained through marketing and business praxis, it would be good for the American evangelical pastor to understand his or her roots in the history of evangelicalism. Shedding light on our past might help us to see why we are exchanging the foundation of Scripture to determine the life of the church for Americanism and self-help. If church life and thinking theologically matters to you--and it should as a pastor--read this book.



By Chip Anderson, author of Destroying Our Private Cities, Building Our Spiritual Life

This book addresses the good and bad of the awakenings and revivals that have shaped the Christian culture, as well as the culture of the US in general. Murray does a great job of laying out the history of the revivals (both genuine and false) and shows us principles to avoid false revivals in the future.

One of the most startling observations is found in the discussions of the results of false revivals on the New England colonies (he calls them "the Burned Over region." The sad part is that as you read you see that the modern church is making some of the same mistakes.

This is an important book, and I believe every church leader needs to read it.
To God All Glory!

I came across this book providentually on my Pastors coffee table waiting for a ride to a Church we were to visit. The title has caught my eye since I had done some study in American religious history. I was familiar with the split Charles Finney had caused in American Evangelism...but not on the details. When I started the book...I knew I had to get my own copy.
It is the best treatment of the subject...focusing on the Old Method....the cultural changes in America..the rise of New Divinity and the development of the New Method's.
The weakness of the book is with not dealing with how "unionism"... the cooperation of Calvinist Presbyterians and Baptist with Arminian Episcopalians, Free-will Baptist and Methodist in their Churches...he calls "catholicity of spirit" lead to the overthrow of Calvinism that was effective in bringing in true revival by focusing on preaching the Word and letting the Holy Spirit do His work upon the hearts of the unregenerated. This opened the door for Revivalism.
Finney was not the fountain of the New Methods....but he was the most influentual to implement them and to assume any questioning of the methods as "quenching the Holy Spirit."

It will get you started on studying more on American Christian History

Dr. Iain Murray is one of my favorite authors. His writings are engaging and enlightening. I have not found a work of his yet that was not well researched and documented. This work is no different.

In this work Dr. Murray takes a look at modern revival movements and modern evangelism through an historical analysis of where the revival movement begin in the United States in the early 1800's. Dr. Murray leaves no stone unturned in his examine. He marks his tracks well as he dives into the lives of men who did not know that their methods of "revival" would alter American Christianity for the worst. Today, we who stand for the truth of Scripture are still having to deal with their incorrect revival methods.

For those interested in studying revivals and why modern American evangelism is not working without a the truth of Scripture, this is a classic work to study.

After reading "Don't Ever Tell"-Kathy's Story by Kathy O'Beirne and "The God Squad" by Paddy Doyle, I felt the need to inform myself further on the subject of absolute corruption and power in the Industrial Schools in Ireland. "Suffer the Little Children" gave me all the information, and more, on the shocking, shameful, collective sadism practiced in Industrial Schools, orphanages, convents and reformatory schools where different religious orders carried out dehumanising brutality and savagery on innocent little children who were placed in the institutions either through the Courts or the parents themselves to be looked after by the religious and to receive an education.
This book gives us the history of such institutions in the UK and Eire but concentrates on the Irish scene where they continued to exist up to the 1970's. It is well written and a most revealing exposé of a very dark, sick side of Irish history. It also includes personal testimonies which make the book even more gripping as they exemplify and confirm vividly the revelations of such an appaling system.
It also discloses the indifference and conspiracy of silence on an official level which brings to mind Molière's words "It's not what we do, but also what we do not do, for which we are accountable". And for bad history not to repeat itself, we must keep informed. This book is a must read.

Ever since the movie .."The Magdalene Sisters" and Frank McCourt's book..."Angela's Ashes", Plus the fact that I am a quarter Irish and love Ireland and her people, I find I want to know more and more about her people and the TRUTH of how they have suffered yet have remained strong and vital and are proud and have given much to our world today!(England should be ashamed of what they have done for far too long, too!)
This book tells an awful story about the horrors of little children treated so badly for years and years. I know sadly that these wrongs can never really be righted for these victims or the words, "I am sorry" will erase the pain in their hearts, but I do hope eyes are open now and this cannot happen ever again to anyone....especially to children...no matter what country they come from and no matter what their color or race. Bless the children and keep them safe!! God bless Ireland...
Linda Steffey

This book presents a portrait of 20th century Ireland that will debunk any nostalgic or sentimental view of the so called 'Emerald Isle'. No shamrocks and leprecauns in this book, but a history of cruelty, abuse and power. It tells the story of how Irish children were incarcerated in huge numbers throughout the 19th and 20th centuries in reformatory and industrial schools which were managed by the Catholic Church. Based on detailed historical research and interspersed with gut-wrenching first hand accounts of survivors of these institutions, it shows how an alliance between a power hungry Catholic Church and an indifferent Irish State resulted in the incarceration of the children of the poor. Rather than helping poor families, Church and State removed these children to bleak institutions where large numbers were sexually and physically abused and tortured by their Christian carers. I don't think that I will ever think about the Catholic Church and Ireland in the same way ever again. Anger, saddness, frustration, disbelief, but above all anger - why did this happen? I experienced all these emotions when reading this book. If you want to really understand Irish society, this book is essential and harrowing reading.

This book is one of true meaning an excellent written book, which show's the through Ireland. This books explains the mentality of the religious and states minds. Truly deeply sad book but very much worth the read. This book is excellent in the sense of giving true awareness to the Irish state.
Highly recommended.

This book is comprehensive and deeply moving. I could not put it down. I was disgusted and angry by the end of it. I am ashamed to be Irish and ashamed to be Catholic. How this could have gone on for so long with no help for these children is beyond words. If there is a hell, then open arms to all those sick and sadistic Brothers and Nuns, all of whom were operating in the name of God....! How dare they call themselves charitable and merciful. They are some of the most vile human beings in existence. Between that and the sex scandal in America, the Catholic Church owes many people an apology and some sort of restitution. For shame the Church still chooses to cover up it's misuse of power. If the Nuns and Priests and Brothers were not so sexually frustrated, maybe they wouldn't be so evil. Sorry to vent so strongly. After reading this book, you will feel the same way. Also read Do Penance or Perish, but not as good as this book. Thank you.

if you have ever been frustated because your life seem devoid of purpose, then this is the book for you! Bishop Long clearly outlines the role that the Church should be playing as Ambassadors for the KIngdom of God, and declare in no uncertain terms that God indeed has a purpose for all of our lives that is connected to his agenda for these times. this book will serve as a motivating tool to move you from the position of being "overtaken", to the position of "taking over". A must read for people of all faiths".

Thanks be unto God for anointing Bishop Long to go where no preacher of God's word has dared to go to lift and expose the veil of christian mediocrity. He writes in the spirit of Martin Luther King,Jr. by challenging the Church to change. This book brings conviction and challenge to ensure that our children and grand-children can live the optimum Christian life. The "Great Commission" comes alive in the book. Bishop Long's book transcends all faiths.

Most churches are not operating based on biblical principals but on mans principles. That is not what God intended. Read this book and discover how to get your church and your personal christian walk in order before the next millennium. God isnt playing games with us anymore. It's time for us saints to come from behind the four walls of the church and do what God has called us to do. True ministry. Satan has had his way with our children, the generations to come, for too long. I cannot urge you enough, this is a MUST READ.

Bishop Eddie Long really came to the forefront when he wrote this book. God's anointing was all in this book. I thank God that there are still real men of God on the Battlefield. We need the unadultreated truth. God's word has been sugar-coated too long! Thank you Bishop for letting God lead you in the way he did regarding his church or lack of it.

"Taking Over" challenges the body of Christ to move forward with God into the next millennium, or get left behind in erroneous traditions.

Praise God for Bishop Long's boldness, transparency, and obedience to pen what thus said the Lord.

This short and concise book should be on the required reading list for all business school students and faculty,accountants, lawyers,CEO"s,CFO"s, corporate directors and shareholders. It emphasizes thhe view that there are other measurements of corporate responsibility than the "bottom line".

Such ideas as openbook accounting,executive pay for performance,independent outside directors,workforce diversity,and shareholder rights are advocated.

[...]"Value-led".

Value-Led Organizations, by Eleanor Bloxham is a must for all companys, organiztions and those interested in money management. If corporations such as we have read, and heard about so often in the news these past few months had heeded what is expounded on in this book, we would not be in the terrible mess we now are. A must reading for financial people.

As an engineer I appreciate this well-organized book with its emphasis on the important elements of stewardship. It carefully explains the duties of management required for care over all of the resources entrusted to them. The key concepts of value enhancement and then implementation of the theory are dealt with in detail. Examples and illustrations abound. Yet, the book is short enough to be a good read on a plane trip. Anyone responsible for planning and executing a strategy for business success will find this book an excellent source of inspiration.

Today more than ever, corporate directors must focus their oversight efforts on organizational "value," ensuring maximum long-term returns to investors. As a guide for value-led organizations, this book is a gem: small--yet valuable, durable, bright, and multifaceted. Its 100+ pocket-sized pages compactly combine practical applications, theoretical foundations, and intelligent insights--all from a corporate director who knows how to think like a fiduciary, responding to multiple constituencies (e.g., both stockholders and employees) along multiple dimensions (e.g., both finance and ethics): 25-karat!

This book provides an understanding of recommended concepts
for improving both straightforward and complex organization
practises. It covers all requirements, including leadership and
governance responsibilities, ethics and business law, financial
and management accounting, employee and investor responsibilities
for successful execution of an organization's goals while ensuring positive contribution and reward to clients, customers,
stakeholders and investors, our society and economic system.
Its examples of the success of value-led organizations included therein illustrate what is being achieved with courage.

This book is built on the premise that a lot of companies have, metaphorically speaking, the head of a dead elephant sitting in their boardrooms. The dead elephant's head represents conflict, disagreement and rivalry between the executives themselves. No one wants to talk about the dead elephant's head, because no one wants to admit that it's there. Unfortunately, it's a big, ugly reality that must be addressed sooner or later, and everyone knows it. Author and consultant Howard M. Guttman maps out a process companies can use to deal more openly and honestly with internal conflicts. He begins with the premise that conflict isn't inherently bad and can even serve a productive purpose, if it's properly managed and conducted according to the rules. We strongly recommend this book to corporate executives - and to the worker bees who have to duck when those Goliaths in the corner offices start slinging rocks.

When Goliaths Clash is full of great advice for managing confilict at the most senior levels of an organization. Since conflict is abundant at all levels in today's organization the same ideas can be applied to manage conflict at all levels. Gutman's advice to confront conflict, not avoid it, is valuable for all managers who want to move their organizations forward.

Great book! A structured insight into human behavior, different management styles and interactions in organizations. Describes real life situations and - more importantly - how to deal with them. Some very thought-full suggestions on how to interact with others at work as well as privately. A practical guide on organizational development and it's role to become more successful. Is easy to read and digest.

I'll certainly keep it close for reference when "Goliats clashes" in my company.

When Goliaths Clash was a practical and grounded guide to addressing issues prevalent in most leadership teams. Unlike other books of this nature, it was not academic or theoretical, but provided common sense advise on how leaders can identify and resolve problems that could be derailing their organization and preventing them from maximizing their effectiveness. I particularly liked the chapter on e mail; a new area of communication landmines and one that has actually exagerated the issues described in the book.

This book provides insight and understanding into the powerful dynamics of executive teams. The methodology, frameworks and practical tools are highly useful in creating a higher level of functioning for teams, starting at the top of the organization. Specific examples and case scenarios illustrate how these techniques have contributed to more fulfilling and productive work dynamics in several reknowned organizations. Focusing on the core skills of influencing and conflict resolution, as well as situational leadership, the book outlines a 'road map' for improving the effectiveness of senior teams and their individual players.

"Whole Scale Change: Unleashing the Magic in Organizations" and "Whole Scale Change Toolkit" introduce straightforward, systematic, and applicable approaches to successfully achieving effective change in human organizations. While most people acknowledge that changes are necessary and also recognize that changes are often resisted, based on the low success rate of effective change, few people appear to understand the dynamics of achieving progressive change. In the context of human organizations as functioning systems, Dannemiller Tyson Associates: define the dynamics of organization al change, acknowledge to forces for and against change, recommend constitutes whose collaboration and support must be earned, and describe practical processes for planning, executing, and institutionalizing organizational changes. To earn the reader's confidence, the authors use real world examples that demonstrate how "whole scale change" has worked in everyday organizations.
I highly recommended "Whole Scale Change: Unleashing the Magic in Organizations" and "Whole Scale Change Toolkit" for everyone working to achieve change in their organizations.

This is an excellent book! It pulls it all together. Answers many questions people often ask when involved with "Whole Scale Change" and thereby helps put our fears aside. Easy to read and well thought out. Bubbles with practical processes all can use. Shows why change can be very difficult if not done "Whole Scale". I really liked the phrase "Unleashing The Magic..." - it is so true. This book is definitely on my "A" list!

Lean Business Development Consultant

How can you think positively, involve (litterally) everybody, and make sure that the process is well managed? This book shows the way! I met Kathleen Dannemiller at the first World Congres on Systemic Thinking (May 1-6 2001, Vienna), and I really apreciated the message she had for the public. Probing further, I discovered that the method has generated impressive results as well! One of the examples has been a Whole-Scae process with the people involved in making the Mustang IV a success. At the moment Dannemiller was called in (around 1991), Ford was thinking about dropping the Mustang. In stead of asking what the problems where, people from throughout the organization were asked to dream about the "new" Mustang and how to make this dream come true. that car was developped in about 2 year's time, costed 22% less to build than a Mustang III and had limited problems at introduction. Some people at Ford even quote this car's introduction as "scary", because everything went almost as planned. One would wonder why Murphy's law didn't apply. The answer is simple: all people felt involved and they felt had to make this car a success. If you ask me what's missing? Well, dannemillers knowledge op people skills is "unconcious": her techniques do not cover the emotiunal intelligence one needs to make all this work. But that's where a book such as "7 Steps to Emotional Intelligence" will give you the answers.

If ever there was a book that sounded like it was written by a bunch of consultants it's this one. And - surprise - a look at the cover reveals that the author is none other than Dannemiller Tyson Associates, with about 15 people connected with the firm credited as contributors. With origins like these, it's no wonder that the book is chock full of phrases like, "If you facilitate a paradigm shift among enough microcosms, the entire organization will share the experience." But don't let the lame language scare you off. If you want to learn change management strategies, sooner or later you're going to have to pick up consultant-ese. Once you do, you'll be intrigued by the concepts set down in this book about whole-scale change and the use of microcosms in bringing about organizational change. In fact, we [...] strongly recommend this book for its innovative ideas, in spite of its tortured prose.

Relevant to my review is the fact that I was fortunate enough to intern with the late Kathie Dannemiller 20 years ago, when she was developing and applying her processes to improving student services at the University of Michigan. With this perspective, I can really appreciate the value of Whole-Scale Change, and attest to the reader about its worth, as I have personally experienced it.

The book is full of the authors' collective wisdom, and rich material that walks the reader through their model for changing the whole organization. Their concept of "One Mind, One Heart" is a great metaphor for getting everyone in an organization aligned with Purpose, and is really the "magic" behind Whole Scale Change. When everyone is aligned, the entire organization pulls together in support of each other to achieve its purpose.

Another huge benefit of Whole Scale Change is that the organization automatically achieves team building at the same time it is re-creating itself.

Organizational development practitioners and human resources professionals should be very interested in this book. Add to that any management consultants who are trying to effect a "culture change."

For those who would like to apply this process -- your own personal style & integrity are so fundamental to success that unless you can "walk the talk," don't even try it. Loving the work more than the money is a fundamental concept that a practitioner would have to have. Kathie Dannemiller especially was so real with clients that it helped them overcome barriers to openness, and enabled the magic to happen.

A few other key concepts that resonate throughout the book:
"Action Learning" is another way of saying you have to "trust the process" to get the right results, even though the steps to get there might change along the way. Life is like that.

Remember that in large-scale organization change, none of this has been done with these people, under these conditions, which means you will have to also make adjustments in real-time (also known as "improvisation") to deal with realities and learnings from the group events. Whole Scale Change does an excellent job by allowing for this, and cites many examples to show what it looks like. Also, "Everyone's truth is the truth" - to believe this you have to have a sincere & abiding respect for people - that may not be possible for every organization's leaders, which will limit the results.

The book includes excellent references for further reading, and also great discussions on how Whole Scale was influenced by other practitioners (a thinking bibliography) that were very valuable.