Organizations Books

I knew Col. Burton (I, too, am from Normal, IL). When you look up "integrity" or "hero" in your dictionary, you may find his picture there!

When I saw the HBO movie based on this true story, I was a bit offended at first that it was presented as a comedy. But I changed my mind -- the movie brilliantly got the story out. Oh, that there were more Col. Burtons in our world!

The "Old Guard" of out-of-touch and can't-handle-the-truth milicrats still run the Pentagon--even after the 9/11 attacks clearly showed a "house-cleaning" is in order to meet the challenges of 21st Century asymmetric warfare by cunning enemies. Colonel Burton's book outlines how 1980s reformers sought to get reliable, safe and affordable weapons into U.S. military service and how these common sense efforts are opposed by the egotists with other agendas. The point is that the U.S. military culture BREEDS self-seeking, egotistical, vain milicrats not common sense warriors with values of honor and troop welfare and mission accomplishment.

The sad thing is that the 1980s military reformers are now gone and not on duty to stop the current round of Pentagon losers like the lav3stryker, V-22, AAAV and F-22 all stricken with the disease of Tofflerian gadgets while ignoring sound physical robustness, reliability and combat effectiveness at their own level. The current generals runnng DoD have simply transplanted their bureaucratic pass-the-buck mentality to the foot Soldier and pilot by hoping a computer "mouse-click" will deliver some magic firepower to solve the battlefield problem instead of empowering lower ranks to fight and win at their own level.

What makes this book so haunting is that its a true story that is repeating itself before our very eyes with the Army's thin-skinned, air-filled rubber-tired LAV-3 Stryker armored car boondoggle that will get our men killed in combat. The book shows the exact same PR tactics and lying "spin" the Army and DoD use to put people second and their programs/promotions first. The depiction of how the Army will cheat on tests to masquerade that "all is well" with a program is common as seen by the recent efforts to deceive the public by flying overweight lav3strykers a short distance by C-130 aircraft with less fuel inside to compensate--exactly how in the Bradley's fuel tanks were filled just with the minimum fuel to drive in front of the audience grandstands and to the aim point for the test anti-tank weapon to hit it.

The tragedy is that after 2 decades, the Army today is rushing the lav3stryker deathtrap into production without ANY live-fire testing against fully fueled and ammo loaded vehicles fired at by RPGs or 14.5mm heavy machine guns thanks to a loophole in DoD procurement. Too bad Colonel Burton wasn't on duty now in the Pentagon. When they make the movie sequel to this book, "Pentagon Wars II: the lav3stryker" it looks like the ending will not be a happy one with a better vehicle (upgraded M113A3 Gavins) going into service. The horror of hundreds of dead American Soldiers Colonel Burton wanted to prevent will be our "wake-up call".

If we ignored the film and Col Burton's book its based on, what makes us think the Pentagon Old Guard will change after needless deaths?

This beast that we creat, "the Military-Industrial Complex," influence in shown in every instiution in this country. This tells the story from inside the Pentagon, and shows how insane it has got. CUT MILITARY SPENDING BY HALF. NO MORE 300 billion a YEAR! Oh Lord, help me. I am clear, for the future now lies in our hands.

I read this book after seeing the HBO black comedy film The Pentagon Wars. It is all true!! I was part of the U. S. Army Chemical Research Development Engineering Center at Edgewood Arsonal back in the late 1980's. I assisted with the testing of the xm-22, xm-21, cadnet, nbc recon. vehicle (a m-113 that got its butt kicked by the then west german fuchs vehicle) and other systems. There were times that you just had to shake your head at the way the officers and civilians conducted some of the tests. The Col is right on the money.

A very interesting book that not only details certain aspects of the defense procurement culture, but also goes into the politics of some of the different services. While the focus is primarily on the Bradley Infantry Fighting Vehicle, there are other great bits of information (such as the creation of the F-16) and amusing stories (any involving the "Blitzfighter" aircraft).
The DOD politics that the author experiences are fascinating, and remain relevant today. One example is the discussion of the A-10, its amazing record in the 1991 Gulf War, and how the Air Force really hates it and the close air support role it plays (today the Air Force is moving towards replacing the A-10 with higher flying, faster planes for the close air support missions).
Overall this book is an important read for anyone interested not only in defense procurement, but DOD politics and modern warfare as well. A good book to have as a reference.

This was a wonderful read. For anyone in management (particularly human resources) this book is easy/quick to read and provides some very interesting information and practical information. I highly recommend it.

This book was refered to me by a professor at my college. I think this is the most accurate book i have ever read. It is a must read for all managers and supervisors. Job well done.

Here is a practical guide for managers that provides key insights and action steps for managers to diagnose, evaluate and effectively guide people to success in their jobs. It is easy to read and even easier to implement these best practices for setting goals, empowering people, enhancing and achieving personal and team performace, and dealing with the borderline or ineffective performers. As a management consultant and coach, I highly recommend this book to managers at all levels in the organization.

The Performance Advantage Method provides an effective guide for leaders in coaching and developing team members to greater performance and personal success. The Method is easy to understand and apply with specific leadership actions recommended for each performance challenge diagnosis. This book is a great leadership guidebook for supervisors and executives alike.

This is a "must read" for managers at all levels. It truly provides the best method for diagnosis of employee performance issues and powerful tools for appropriate corrective action.The stories drive home the key points and make it an enjoyable book to read.

Having served on several community and non-profit boards, I thought everyone always worked in harmony on these boards. But, I recently found out that's just not the case. After a couple of our board members did not see a vote go their way, they then went out of their way to "stir the pot" and not support the board decision. I needed help ... and found it in "The Perfect Board". The three pages dealing with respect and unity were woth the price of the book alone! This book should be required reading for any board member or potential board member. This primer is loaded with great wisdom!

Clemon's new volume is a wonderful tool for individuals who are about to enter a challenging and sometimes unknown world - the world of Board service. I have served on a number of Boards in my nearly 35 years of professional life, including 8 years service as an elective office holder, perhaps the most difficult of all Boards of serve on. How I wish that I had Clemon's insights during that time. Buy the book- its a gem.

The Perfect Board is a great resource and provides a list of requirements for my (future) Board Members, the legal necessities related to meetings, and decision making in groups. Most importantly, the writing style makes for a very easy and interesting read. Instead of a textbook and academic approach that typically puts me to sleep, the writing style is straightforward and practical, and this combines to keep it compelling.

This book expertly and effortlessly summarizes the attributes of winning boards and board members. It's an appealing and comprehensive work-yet the book manages to be bite-sized, which is exactly what busy readers want these days. Its content applies to both the non-profit and for-profit worlds. Just about everyone serves on a Board of one kind or another, so just about everyone should read this book!

"The Perfect Board," is a book written for those who want to become an effective member of any Board of Directors. In essence it is a self-help book chock full of essential guidelines to be an effective leader.
However, this work is written in a cleaver way, as it is told in story form when a young woman named Rebecca is about to be promoted and is unsure how to proceed. In her quest to do the best job she can, she seeks out help and is lead to a man, EJ Cummings, who shares with her a book which he is about to release. In this book he shares the principals that he has learned through years of dealing with this facet of business. This information gives Rebecca the knowledge and confidence she needs to perform the task before her.
In giving this work a storyline with characters that are about to embark on this journey, author Calvin Clemons puts this self-help book many notches about any other. The personal touch it brings allows the reader to absorb more of the information in the work, allowing a relaxed read instead of feeling you must obtain every morsel, great move on author Calvin Clemons part.
I believe this book will help many and is definitely packed full of some great principals that definitely should be followed.

I'm an avid reader of family business books, and I recently re-read Perpetuating the Family Business by John Ward and found myself tabbing numerous pages that contained insightful and important ideas that just about every family business can put into practice.

Ward begins by laying out his conceptual foundation for familes, which contain his "Four P's" - 1. Policies before the need; 2. sense of Purpose; 3. Process; and 4. Parenting. Understanding and practicing the four P's should provide families in business with a decent start in the right direction toward developing a sustainable and successful family and business.

The heart of the book contains Ward's "50 Lessons" for family businesses, broken down into three sections: lessons for owner-manager businesses; lessons for sibling partnerships; and lessons for cousin collaborations. At the end of each section he briefly applies the lessons to the story of two media families: the Och-Sulzberger family (of the NY Times) and the Binghams (the Southern US media family) for illustrative purposes. Below I've set out a few of my favourite lessons from the book.

Lesson 2: Irrevocable Retirement.
Ward highlights the importance of family businesses establishing mandatory retirement policies for executives. As he states: "While a mandatory retirement date addresses the delicate issue of the leader letting go, it does much more than that. The value of a mandatory retirement policy is that it creates the opportunity for more changes in leadership in the later stages of the business." Family member executives in family businesses often have a hard time 'letting go' of the enterprise, creating all kinds of problems for the next generation of family (and non-family) executives who's professional and personal development is often retarded as a result. Also, mandatory retirement will force family executives to find a 'life beyond the business' - perhaps turning towards a leadership or mentorship role in the family or community - that will continue to provide them meaning in their lives.

Lesson 4: Principle of Merit.
Ward argues that families should put in place policies that focus on competence and earned privilege and discourage paternalism. Merit should impact many areas of family business decision making, including what roles family members should play in management of the business; determining compensation; selecting successors; who serves on the board; etc.

Lesson 5: Attract Most Competent Family Members.
As Ward observes, family businesses often fail to attract the best family members into the business because the most competent family members often have opportunities elsewhere. He states that failing to adopt the Principle of Merit (Lesson 4) will result in the business attracting the least competent family members while those who are the most competent search for opportunities outside the business where their competence will be recognized and rewarded.

Lesson 10: Understated Wealth.
One of the most complicated issues for larger family businesses is how to deal with the privileges and responsibilities of wealth. Ward doesn't suggest that families pretend to live in poverty, but suggests that living beneath one's means is a good route to take. He warns that families who do not practice this concept can run into the situation where the salaries of family members in the business can escalate rapidly and compromise the business.

Lesson 12: Graceful Pruning.
The idea of discouraging family shareholders from exiting the business is one that many families often follow - especially once ownership has left the founding generation. Family members often ask questions such as: Why should my kids be able to sell their shares and walk away from the business I've built? or, Why should my nephews be able to force my children to buy their shares and put them and the business in a problematic financial situation? Ward argues that mandating that shareholders wishing to exit do so at a discount to their real value is a bad policy for family businesses to adopt. According to Ward, families should make it as easier for individuals to sell their shares (even offering a premium to their value) as doing so will allow unhappy family members or those not engaged by the business to leave freely, resulting the family being owned by family members who genuinely want to be owners.

Lesson 16: Selective Family Employment.
According to Ward, it is better for families to set policies that create higher standards of entry for family members wishing to join the business. Doing so will encourage the most competent family members to join the business and will preserve upward mobility for able non-family employees. Increasing the amount of outside work experience and education over generations should result in increasingly selective policies.

Lesson 25: Legacy of Values.
In my opinion, the concept of a shared set of values is probably the biggest factor contributing to the sustained success of select family businesses. Ward states that the business should serve as an example of the family's values, and also that the business can contribute to the values of the family.

Lesson 28: Spirit of Enterprise.
Families that consider themselves as being "in the business of business" are more likely to be successful over the long-run than families that are strongly tied to the specific business that the founder created. While attachment to the original business is common, and selling the business or re-orienting it in new business areas might be troubling for those who built the business, they should see their success not as creating a business that does a particular thing, but creating a family that shares their love of enterprise.

Lesson 45: One Family.
This is probably one of the hardest lessons for many families to adopt. Many families that extend to a sibling partnership and beyond tend to adopt practices and policies that view the family as 'factions' or 'branches' - e.g. allowing each branch to nominate it's own director. Ward argues that families should avoid this state of mind and the practices that go along with it. Instead, he suggests that families should view themselves as 'one family' regardless of which branch individuals originate from. Adopting the 'branch' theory results in too many family members on the board, promotes tension and rivalry, and allows family feuds to continue. A family that adopts a one family approach should be comfortable with one family representative on the board of directors, knowing that the individual will represent the interests of the family and will not be motivated by self-interest.

In summary, I think Ward's book presents many interesting lessons and can serve as a very good resource for new ideas for families seeking to improve the governance, communication, and ownership of their family and business.

By 'clear' I mean relatively easy to read, this is not a textbook. Dr. Ward says himself that it is the most personal book that he's ever written, and I would say that it is his best. Because it is insightful.
One example: of the Five Insights and Four P's, one is 'Policies before the need'. This is something that I've been begging business families to do: establish a policy manual with rules for this and that occasion. Just because your family business is relatively small and simple today does not mean that you can delay.
A problem with other books on the subject is that they are written with a certain kind of family business in mind. This one, however, mentions the first three stages of family business evolution, and lists the 50 lessons under one stage or the other. Most helpful!
Appendix C: A Family Business Checklist made me stop and say "Hey, this question isn't for my business yet." but that only means that if the question and its answer is not appropriate for your business yet, it is still beneficial to start planning and educating. In other words, what is not needed by one generation is essential to the next.
Families in business: listen to this wise man, communicate, and educate.

It is simply the best book about Family Businesses that I read. Besides that, it is one of the few books in this field that has a conceptual structure.
It will be helpful to all people interested in the perpetuation of family businesses.

Well written and researched, "Perpetuating the Family Business" is a "must read" for anyone interested in passing their own business on to the next generation. John Ward is not only experienced, but insightful regarding the dynamics that make or break families and family businesses.

In a short book, John Ward offers many key findings & synthesized concepts (often surprising, even counter-intuitive) without wasting readers' time but with true-life examples enlivening his conclusions. His research & concisely presented insights match the multi-generational history of our multi-$B family holding company. This work should be on best sellers lists, not only because it is the "Built To Last" for private business, but also because it includes management principles that could be used in public companies seeking to endure.
C.U.

Chris Cross's analysis of the history of federal public policy in public education provides all of us a critical perspective of the evolution of this policy, the issues within it, and possibilities for the future. Change is undoubtedly coming for our work in education at the federal level, and to fundamentally understand and then move to assist in this change, practioners and policymakers alike must understand the evolution that has brought us to the point, the needs we jointly face, and the players who have wrought our federal system. Chris gives us the foundation the make critical decisions in this book. Our next steps will be better measured because of this seminal work! Alice D. Parker, former Assistant Superintendent of Public Instruction, California Department of Education, former president, National Association of State Directors of Special Education

Political Education is a must read for anyone interested in education, but policymakers have a special obligation to read this book. Cross has preserved important aspects of our nation's institutional record concerning K-12 education that will benefit even the most seasoned policy and education professionals. Cross explains with ease the ways - both subtle and overt - in which America's federal education policies have evolved over time, focusing most intently on the policies enacted after World War II that led to the creation of No Child Left Behind. Rest assured though, this is no snoozer. Political Education is a page turner that is full of engaging stories about how the political process really works. A must read.

Political Education is a must for anyone studying federal education policy! The author, Chris Cross, has written a comprehensive book on the history of the paramount Elementary and Secondary Education Act, giving the reader a clear picture of its evolution and purpose.

This book is also important read for elementary and secondary public school educators. This book will help teachers around the country better understand the federal role in our nation's public schools.

This book serves as a foundation for understanding the No Child Left Behind Act and the future of federal elementary and secondary education in the United States.

The author provides a masterful account of the development of federal K-12 policy. He draws upon his own experience as a key player in the proceess while maintaining balance and perspective. This book belongs on the short list of anyone with an interest in American education policy.

I have bought a lot of books on Amazon, but I have never written a review. This was a GREAT READ!! In a user-friendly writing style, Cross' ubiased work follows the progression of federal education policy from World War II to the present. This well-researched work (over 150 references and personal interviews) provides an excellent refresher of US education policy. I am not a history buff, and I couldn't put it down (and neither could my classmates-- they loved it too.)

I decided to read The Politics of American Religious Identity after reading a recommendation of it by Elder Oaks in his interview for the PBS documentary The Mormons (http://www.lds.org/ldsnewsroom/v/index.jsp?vgnextoid=f11cb868474e3110VgnVCM100000176f620aRCRD&vgnextchannel=9ae411154963d010VgnVCM1000004e94610aRCRD).

Flake's book is a fantastic read of a very fascinating period in Church history. I was struck by her account of how the Church's leadership's understanding of what it meant to be "Mormon" and the Church's core beliefs in the nature of God, priesthood authority, and revelation really came into focus during this time. In her description of these events--from the view of what I assume is a non-Mormon scholar--one can see the divine hand of revelation as God worked through President Joseph F. Smith and the Quorum of the Twelve to refine the Church and its people.

That said, it is a wonderful piece of scholarship and a enjoyable read.

Highly recommended.

This is an excellent book by an expert historian on the events that began the integration of the Church of Jesus Christ of Latter-day Saints into American life. Kathleen Flake discusses in detail the three-year-long hearings to determine if Senator and LDS Apostle Reed Smoot should retain his senate seat.

This book is not only about Reed Smoot, but also about then Church President and Prophet Joseph F. Smith. Perhaps Smith is the most interesting person in the book. His 5-day testimony before the Senate committee shows the quandary of demonstrating that the church was no longer teaching polygamy without alienating church members who were then praciticing that doctrine, which many believed to be the crowning revelation of church founder Joseph Smith, Jr. Perhaps today's faithful may be surprised that the LDS presidency and quorum of the twelve performed plural marriages after the 1890 Manifesto. (An apologetic treatment of this era is located on the FAIR LDS web site under the title "Polygamy, Prophets, and Prevarication.") Despite his careful statements as a witness (to the point of deception), Smith satisfies no one: not the senate, not the American public, and not the Church membership.

The 1900-era LDS church is also an interesting element in this book. The tension between the pioneer generations and their offspring over polygamy and the 1890 Manifesto fits the enduring theme of generational conflict, but also the ability of the LDS church to evolve in response to changing societal conditions.

Joseph F. Smith ultimately led the church through the transition away from polygamy and into American Life by focusing on the First Vision of the church's founder, the Prophet Joseph (who was Joseph F. Smith's Uncle.) To understand why this was effective you will have to read the book. Flake's discussion of Joseph F. Smith's eventual success in this regard is insightful and was a new wrinkle to me. Not only did Joseph F. Smith lead the church away from polygamy but he also revitalized the church's European missions, changed the policy of the "gathering to Zion" into one of building an international church; and encouraged church members to reject their isolationism and engage with their fellow Americans. Joseph F. Smith's support of Smoot's senatorial service while Smoot retained his role as Apostle proves to be a stroke of genius and ranks as perhaps Joseph F. Smith's most daring and visionary act as the President of the LDS church.

Reed Smoot is shown to be a remarkable individual. His senate career was almost 30 years long and in that time he became one of the most powerful senators and an adviser to three presidents, all the while serving in the highest quorum of the LDS church. I would have welcomed more biographical information about Smoot. Indeed this is the one shortcoming of the book.

With regard to religious bigotry in America, this book is poignant. With the candidacy of Mitt Romney, a faithful Mormon, we see the same accusations that were raised 100 years ago against Smoot: Questions of allegiance to the United States, dark implications about sacred LDS temple ordinances, suggestions that the LDS church is a subversive organization that aims to undermine the U.S. government.

It is not surprising that these repeatedly discredited accusations are once again being made by Protestant Churches and individuals. Flake shows that the Smoot Hearings were initiated, articulated, and sponsored by the Protestant churches and leading ministers of the day. Such is the state we once again find ourselves in 2007.

The drive to unseat Smoot ultimately failed for a number of reasons, including a natural inclination of Americans to allow freedom of religion, a movement away from Polygamy by the LDS church (after which the accusations against Smoot changed to questioning his loyalty to the nation), and also by Smoot's engaging personality and exemplary service as a senator.

I would like to believe we have come a long way as a tolerant nation in the past 100 years. However, it appears that we have not.

This is a superbly written book, and one of the few works of professional, objective history that examines 20th century Mormonism. Flake's central thesis is that pressure from the US Government in the form of the Smoot hearings forced the church to abandon polygamy once and for all. Faced with the loss of its most cogent identity marker, the Mormon hierarchy needed to find a way for the Latter-day Saints to distinguish themselves from other denominations. They did so by emphasizing the restoration message contained within Joseph Smith's 1838 account of his first vision. By pointing to the vision's statement that Mormonism was a unique restoration of primitive Christianity, the Saints were able to set aside the practice that had made them unique up to that point: polygamy. Flake's arguments are basically sound, but somewhat overstated. For instance, the first vision had been used for this purpose since at least the 1880s, and she selectively sorts through the existing scholarship on the vision to skirt this fact. She also places too much emphasis on the symbolic importance of the centennial of Joseph Smith's birth and the monument that commemorates it. Nevertheless, this book easily joins the pantheon of "must read" books in Mormon history, and no student of the early 20th century church can fail to grapple with Flake's conclusions. An excellent and highly recommended work.

This is a superb book.

The book brings history to life as it clearly and cleverly recounts a demanding and difficult time in Mormon and US history. It weaves together the social, political, and spiritual themes in an easy to read and engaging way. It offers remarkable insights on how religion and politics co-mingle. It brings to life Senator Smoot and his demanding role as senator and religious leader. It offers insights into the operations of the Mormon church as it dealt with a sensitive and important issue. It offers insights into the political process at the turn of the Century and how political processes are shaped by individuals. Dr. Flake has a unique ability to bring history to life and to help us learn from this history. This book is academically credible and yet easy to access.

I've grown up in the LDS church, served a mission, am married in the temple, but I never really knew much about church history past 1847 and the arrival of the saints in the Salt Lake valley. I've started to become more interested in how the isolated Rocky Mountain church has grown into the worldwide organization that it is. At the same time, I'm also interested in politics, having studied law. This book was a real eye-opener for me. I found the explanation about the church deciding to reach back east across the Rockies to find acceptance to be very interesting. I also learned a great deal about Joseph F. Smith. He realized that the controversy surrounding polygamy was so great that it was taking away from the mission of the church to continue to proselytise and grow the kingdom.

It was also interesting to see how members of the United States Senate were actually arguing that Mormons didn't deserve the basic rights of citizenship that we take for granted today. Even in today's heightened sensitivity to different religions of the world, I don't think anyone would suggest that non-Christians duly elected to public office should not be seated in the office to which they were elected. Yet many believed that Reed Smoot should have been ineligible to serve because he was Mormon. Ultimately he was seated due more to political pragmatism rather than because of a true belief in the First Amendment.

Kathleen Flake does an excellent job of presenting all sides of the issues, and provides a large amount of sources in the endnotes. I would definitely recommend this book to all members of the LDS church to help understand how today's worldwide church grew from that small group of "peculiar people" in 19th century Utah.

About middle east arm goups this is the book that give historical valuable, especific, updated info and a broader outlook aboout the espectrum.

Profiles in terror is a well organized standard reference book for anyone who wants to study the subject of Middle Eastern terror.

I read a fair number of books on military history, foreign policy, current events and radical islam in the course of my work and personal interest. Most books on terrorist groups and movements either come across as laboriously-researched, dry analytical tomes or sensationalistic 'heat-of-the-moment' rush jobs where fiction and editorialization fill in the factual gaps. This book doesn't fall into either category.

From reading 'Profiles In Terror,' it is obvious that Mr. Mannes has a well-grounded understanding of the Middle Eastern and Islamist terrorist groups that he writes about. Furthermore, much of his public-sourced information is extremely well-documented and, if anything, is a great suggested reading list if you want to see the extremely fine minutiae regarding these groups. Furthermore, the information is presented clearly and in an interesting manner such that the book is useful for professionals, but not at the exclusion of the average reader's interest.

All of the 'major' groups are covered: al Qaeda, Hamas, Hezbollah, etc, but Mannes also takes the time to discuss groups that are relatively unknown to the public, such as Jemaah Islamiya, the Kurdistan Workers' Party (KDP) and Force 17, amongst others. In addition to the well-written and thorough chapter on the terrorist groups covered in the book, the author included separate resource listing for each group (extremely valuable). Mannes also lays out a very specific chronology of significant events and attacks for each group. And thankfully, unlike so many other contemporary books on current events, there is a VERY detailed index, itself 31 pages long.

This book is definitely worth picking up, whether your interest is professional or just personal curiosity.

This is a TOur De force in writing on terrorism. Many books purport to tell the 'inside' scoop on terrorist organizations, or try to give you some mammoth amount of info about each group, which is so impossible to digest, while other books try to 'balance' terrorism by showing hat 'all sides are terrorists'. But book gives you the straight dope, the who, the what and the how. From the leaders to the methods to the motives this is an insider's account. One will learn about the rise of Hamas, about the truth of Force 17 and about why George Habash is a Christian who turned to Communism. The only middling problem with this book is it cannot anticipate the terrorist of tomorrow. But it will remain the standard until the face of conflict changes.

Seth J. Frantzman

Middle East and U.S. national security expert, and former director of research for the Middle East Media Research Institute Aaron Mannes presents Profiles In Terror, a straightforward profile of twenty modern-day terrorist organizations operating in the Middle East and the regional groups affiliated with them. Including detailed descriptions of each group's ideology and objectives, history, leadership, organization, external relations, financial support networks, target and tactics, and much more, Profiles In Terror is filled with crucial information for anyone researching modern history, crucially interested in American security or striving to better understand the darker side of world politics. Highly recommended.

"This book is a product of applying systems thinking to the management and organization of enterprises". Russel L. Ackoff writes, "therefore, an understanding of the nature of systems and systems thinking is essential for understanding what this book is about. Although most people can identify many different systems, few know precisely what a system is. Without such knowledge, one cannot understand them, and without such an understanding, one cannot be aware of their implications for their management and organization and for treatment of the most important problems that currently face them" (p.5).

Thus, he firstly argues that a system is a whole consisting of two or more parts that satisfies the following five conditions:

(1). The whole has one or more defining properties or functions.

(2). Each part in the set can affect the behavior or properties of the whole.

(3). There is a subset of parts that is sufficient in one or more environments for carrying out the defining function of the whole; each of these parts is necessary but insufficient for carrying out this defining function.

(4). The way that each essential part of a system affects its behavior or properties depends on (the behavior or properties of) at least one other essential part of the system.

(5). The effect of any subset of essential parts on the system as a whole depends on the behavior of at least one other such subset.

Hence, Ackoff summarizes his argument that a system is a whole that cannot be divided into independent parts without loss of its essential properties or functions, and additionally argues that when the performances of the parts of a system, considered separately, are improved, the performance of the whole may not be (and usually is not) improved.

Within this general framework, he:

* defines four different types of systems, and shows their effects on organizations and the way they are managed (more detailed discussion see Chapter 2):

(1). 'Deterministic', systems and models in which neither the parts nor the whole are purposeful.

(2). 'Animated', systems and models in which the whole is purposeful but the parts are not.

(3). 'Social', systems and models in which both the parts and the whole are purposeful.

(4). 'Ecological', systems and models in which some parts are purposeful but as a whole have no purposes of their own.

* by considering three primary forms of traditional management and planning (reactive, inactive, and preactive) and their deficiencies, discusses systems-oriented/interactive form of management and planning.

* discusses five aspects of interactive planning in separate chapters as follows:

- preparing the state of the organization or a situational analysis (more detailed discussion see Chapter 4).

- determining ideals, objectives, and goals or ends planning of the organization (more detailed discussion see Chapter 5).

- identifying the gaps between what the organization is and is now doing and where it wants to be and to be doing (more detailed discussion see Chapter 6).

- considering resources such as money, plant and equipment (capital goods), people, consumables (materials, supplies, energy, and services), data, information, knowledge, understanding, and wisdom, and asking and answering following questions:

i. How much will be required, where, and when?

ii. How much will be available at the required time and place?

iii. How should each shortage or excess be treated? (more detailed discussion see Chapter 7).

- implementing and controlling with learning and adaptation (more detailed discussion see Chapter 8).

* describes and explaines circular type of organization as a democratic hierarchy.

* discusses internal market economies as substitution of the centrally planned and controlled economies within the organizations.

* discusses the multidimensional design and organization that eliminates the need to restructure when internal or external changes require adaptation, and argues that "the circular organization, the internal market economy, and multidimensional design can all be combined in one organization. The power of each is significantly enhanced by its interactions with the others".

* examines currently popular panaceas such as downsizing, TQM, continuous improvement, benchmarking, and process reengineering and the reasons they fail, and argues that "there are no simple solutions to complex problems. Furthermore, since problems are interdependent, their solutions should be. Interdependent problems constitute messes, systems of problems. Therefore, their solutions must also form a system. A system of solutions is a plan, and plans are complicated, not simple. It is not possible in a few minutes to find behavior that will resolve, solve, or dissolve a set of problems that took years to cultivate".

Strongly recommended.

Recreating the Corporation is Ackoff's best work on utilizing the use of systems thinking to understand how to make not only pieces of companies better, but how optimizing the entire company can lead to dramatic improvements. Those who know Ackoff's work will appreciate his freshening of material contained elsewhere and the addition of new concepts to make the framework wholistic.

I enjoyed this book very much, particulary the introduction with its synopsis of systems theories and management applications. Recommended for managers in organization redesign roles in business and government

Since Peter Senge eloquently introduced business readers to the importance of systems thinking in The Fifth Discipline, companies have been grappling with how to apply that aspect of the learning organization. In Re-Creating the Corporation, Russell Ackoff has written the most complete description of how such an organization can be created.

A system is any grouping of parts that is influenced by its parts and requires their coordination to create the best result. A car is an example. You can take the best transmission from one type of car, the best engine from another, and the best brakes from a third, and they will not work together. This is a typical quality of systems: If you optimize any part of the system, you reduce the effectiveness of the whole. But most organizations are set up to seek optimization of the part rather than the system, creating disasters like the car example I just used.

Although he makes only limited reference to it, Professor Ackoff is clearly influenced by complexity science. He has created fractals (small versions of the whole that scale up and down) in his organization, and is trying to expose the widest number of people to the widest possible perspectives on the systems issues of an organization.

The book is designed as a series of essays to explain what systems are and how they operate; processes for planning, design, implementation and learning; organizational designs that apply the concepts of democracy, economy and flexibility; and an overview of the weaknesses of management fads and panaceas, and the benefits of working on organizational and transformational leadership instead. His goal is to create an organization that is as stable as possible in order to create an organization that is as flexible as possible. Let me explain. He wants to avoid reorganizations of roles and jobs, but he wants the organization as a system to evolve rapidly and easily in serving stakeholders.

I found the concepts to be quite consistent with the realities of a wired world, by putting a structure and a thought process together that will provide a context for gaining benefits from enhanced communication. Basically, the structure relies on creating a three dimensional organization -- one that relies on input (functional) units like purchasing, finance, and legal that are primarily used internally, output (product or service creating) units such as the manufacturing activities, and market or user defined (customer or geography) units. Most organizations emphasize one of these three dimensions or the other. By keeping them in place in a balanced way, the idea is to avoid needing to make adjustments to create or abolish any of these types of units.

A second major innovation to aid this organizational structure is the idea of using interacting boards to supervise each unit. This creates more participation, more democracy, and more interconnection across the organization.

To this, Ackoff combines a common process for systems solution creation and implementation that all would learn in the organization.

With organization, thinking, and doing processes in place, he then proposes that organizations go for transformational change rather than incremental change.

I found the book to be full of fresh thinking and interesting examples of how this can be applied based on Mr. Ackoff's consulting experiences with his well-known, long-term clients like DuPont and Anheuser-Busch.

For those who want to learn more about systems thinking at the micro level, I suggest reading the sections on that in The Fifth Discipline Field Guide. That will help you understand the concepts much better than the material in this book.

While I agree with the concept of keeping the organization as stable as possible, I found the proposals here to be a pretty ponderous way to accomplish that end. I suspect that simpler versions of this concept could work almost as well in coordinating systems thinking, and might work much more rapidly. For a newer, smaller organization, the structure would be overly complicated.

My own idea is that companies should move beyond organizational design and problem-solving structures as their focus to concentrate instead on creating an overriding mission, vision, strategy, tactics, and means of implementation (with employees and stakeholders who are energized by this diretion) that are all-encompassing in perspective and in providing direction, and perpetual in appropriateness. Then, by focusing on the key points of potential progress, the organization should constantly make large improvements in its business model that are more adaptable to the changing business environment. I think this concept of the organization that I have just described is easier to understand and apply once it is formulated in an organization than the ideas described here from Re-Creating the Corporation.

Even though I disagree with the proposed solutions in this very interesting book, I gave the book five stars for raising most of the right questions. We learn more from good questions than from the first sets of proposed solutions, and I hope that others will take these questions seriously and pursue them as well.

After you have read this book, ask yourself where in your organization you are pursuing optimization of an area or a part of the organization's activities. When will that optimization be harmful? How can you prevent that harm? What means of coordination could create a better combined result for your organization?

I enjoyed this book very much, particulary the introduction with its synopsis of systems theories and management applications. Recommended for managers in organization redesign roles in business and government

This is must reading for anyone fed up with political Christianity. Verduin unmasks many of the myths about the Reformation which the mainstream Protestant churches fail to teach.
"Stepchildren" is a term Verduin uses to designate the more radical front of the Reformation which was later scorned and persecuted by the officially sanctioned Protestant churches. Verduin avoids the term "Anabaptist" because this underground dissent of Christendom went all the way back to the days of Constantine and had no official founder or name. Known throughout the centuries as Donatists, Waldenses, Cathars, or Anabaptists,the "stepchildren" had the greatest influence in securing the religious liberties we enjoy today.
Verduin spares no criticism of the Reformers, ie Luther, Calvin, and Zwingli, who merely replaced Roman Catholic theocracy with one of their own. Originally allied with the "stepchildren", the Reformers became their bitterest enemies when they allied themselves with the governing authorities and used civil and military force to coerce believers.
It was the "stepchildren", many of whom emigrated to the American colonies, and not the Reformers, who had the greatest influence upon religious freedom and separation of church and state which was later incorporated into the First Ammendment of our Constitution. The First Ammendment, once and for all, ended the notion that America would ever become a "Sacral" or theocratic society tied together by one religion.

Reverend Leonard Verduin devoted his life to serving the Lord. He died in Nov., 1999, at the age of 102, still working on his writing until the last couple of months of a rich, God-Fearing life. This is just one of the books he wrote in an effort to inform his fellow-man of the true history of Christianity since Jesus Christ brought Salvation to this world. Leonard was a Fulbright scholar who not only spent a full year researching the original ancient and pre-modern records in Europe, but also devoted decades to research in many facets of history and other subjects. He had a truly idetic memory and could perfectly recall everything he ever read. He was a brilliant linguist, who read the texts in their original forms. He translated many works. He dedicated his life to the Lord at an early age and steadfastly held to the course. If you want to truly understand Christianity's history, this book is a must-read, together with his book published in 1998, "That First Amendment and the Remnant". His other works are also first-rate!

Since time immemorial man has had the God-given drive to be free. Afterall the primairy obligation of man to believe in Christ is impossible unless he experiences in his heart freedom of conscience.
Jesus Christ came to set man free - free from sin and free to choose. Verduin shows how it was Jesus himself Who laid the foundation for freedom of religion and how his faithful followers have always been guardians of this right even to the point of paying the highest price.
This is really is a wonderful book for anybody who cherishes this foundational and God-given right. If you like this book you certainly also want to read The Anatomy of A Hybrid in which Verduin shows in a structured and comprehensive way how God has introduced this right in the world.

If you ever wondered where Theonomists, Christian Reconstructionists and other right wing civil-violence supporting movements came from this is a must read book. Verduin successfully seperates the wheat of peaceful Christianity from the chaff of civil-religion and demonstrates how vastly more wise step-children can be from parents. Anyone who has ever been surrounded by a person who believed they had a divine mission to govern the world will get a kick out of this book (no pun intended). A must read for religious libertarians, but be prepared to have your saints soiled. "The Reformers and Their Stepchildren," reads like a horticultural digest, and Verduin, the Sunday morning tv-religion gardening expert, demonstrates that in the war between weeds and crops, you better be scared. Whether you're Christian, Jewish, Sikh or Confucian, the weeds and flowers raised in this garden are perennial. -Two Thumbs Up for the Flowers

Around 10 years ago I borrowed a copy of this book to read.
After reading it once I borrowed it again to re-read. The author
did a great service in uncovering the European historical records on Christian sects which, during the 400AD to post-Reformation period, were accused as 'heretics' by the 'church'(the one wielding worldly power and influence). It is an excellent scholarly book(the author has the entire text and footnotes in the original languages) covering in detail much of the historical context for the doctrinal fight which the followers of Jesus Christ have had in 'contending the faith' since the Apostle-age. Highly recommended!!- and I hope it's obvious historical value can merit a reprinting.

The spiritual content of this book I can only describe as awesome. For a simple human being to leave behind such a legacy is nothing short of a miracle. Its content raised my level of faith far beyond what I anticipated of myself as a result of reading this diary. If anyone doubts the mercy and love of God, then this book should settle the issue. It is a layman's assertion of the truth of the Scriptures...something needed for the skeptics of this day and age.