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  • Антонио Вайсc. 101 идея для роста вашего бизнеса. Результаты новейших исследований эффективности людей и организаций
    101 идея для роста вашего бизнеса. Результаты новейших исследований эффективности людей и организаций
    Антонио Вайсc
    У каждого из нас есть определенные представления, о том, как вести себя с коллегами, как планировать рабочий процесс, как правильно построить отношения с подчиненными, как управлять бизнесом. Но что, если многие из этих представлений не более чем распространенный стереотип? То, что на первый взгляд кажется очевидным, зачастую не подкреплено какими-либо фактами или исследованиями. Антонио Вайсс, специалист в области стратегического управления, про­анализировал результаты новейших научных исследований разных аспектов деловой жизни. Итогом его огромной работы стала книга, вобравшая самые интересные и неожиданные выводы этих исследований. Что определяет успех выдающегося руководителя? Следует ли всегда быть доброжелательным на работе? Почему в электронных письмах гораздо больше лжи, чем в других видах коммуникации? В каких случаях полезно льстить? Как распознать ложь руководителя? Как сохранить корпоративные тайны? Почему приглашенные суперпрофессионалы неэффективны на новом...
  • Фонс Тромпенаарс, Чарльз Хэмпден-Тернер. 4 типа корпоративной культуры
    4 типа корпоративной культуры
    Фонс Тромпенаарс, Чарльз Хэмпден-Тернер
    Повествуется о том, на какой основе необходимо строить международные отношения и насколько важно осознавать национально-культурные различия в рамках глобальной деловой сферы. Авторы рассказывают о семи измерениях делового поведения в национально-культурном контексте и о том, как они сочетаются, образуя четыре базовых типа корпоративной культуры: "семья" (Японии, Бельгия), "Эйфелева башня" (Франция, Германия), "самонаводящаяся ракета" (США, Великобритания), "инкубатор" ("Кремниевая долина"). Для широкого круга читателей.
  • Michael Henderson. Above the Line: How to Create a Company Culture that Engages Employees, Delights Customers and Delivers Results
    Above the Line: How to Create a Company Culture that Engages Employees, Delights Customers and Delivers Results
    Michael Henderson
    Humans are hardwired for culture, yet few companies truly understand and work with their cultures. High staff turnover, lack of collaboration, increased absenteeism and poor quality output are just some of the symptoms of a culture rejecting an organisati
  • Scott Keller, Colin Price. Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage
    Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage
    Scott Keller, Colin Price
    The Greatest Invention of all time isn't the wheel, it's organization. By working together effectively, people can achieve feats far beyond anything they could accomplish individually. At a time of unprecedented economic, political, and social change, organizations need more than ever to operate at peak levels of performance. In order to do so, they need leaders who understand both how to achieve organizational excellence and how to sustain it. Evidence shows that only a third of organizations that achieve excellence are able to maintain it over decades. Even fewer manage to implement successful transformation programs. These statistics have devastating implications. In business, most of today's companies will falter within twenty years. In government, the majority of reform programs will fail. So will most efforts to create broader social change. This book is written for those who intend to beat these odds. Based on one of the most extensive research efforts ever...
  • Libby Sartain,Mark Schumann. Brand From the Inside: Eight Essentials to Emotionally Connect Your Employees to Your Business
    Brand From the Inside: Eight Essentials to Emotionally Connect Your Employees to Your Business
    Libby Sartain,Mark Schumann
    Brand From the Inside: Eight Essentials to Emotionally Connect Your Employees to Your Business
  • Change the Culture, Change the Game: The Breakthrough Strategy for Energizing Your Organization and Creating Accounta bility for Results
    Change the Culture, Change the Game: The Breakthrough Strategy for Energizing Your Organization and Creating Accounta bility for Results
    Two-time "New York Times" bestselling authors Roger Connors and Tom Smith show how leaders can achieve record-breaking results by quickly and effectively shaping their organizational culture to capitalize on their greatest asset-their people.
  • Williams S. Laufer. Corporate Bodies and Guilty Minds: The Falure of Corporate Criminal Liability
    Corporate Bodies and Guilty Minds: The Falure of Corporate Criminal Liability
    Williams S. Laufer
    We live in an era defined by corporate greed and malfeasance - one in which unprecedented accounting frauds and failures of compliance run rampant. In order to calm investor fears, revive perceptions of legitimacy in markets, and demonstrate the resolve of state and federal regulators, a host of reforms, high-profile investigations, and symbolic prosecutions have been conducted in response. But are they enough? In this timely work, William S.Laufer argues that even with recent legal reforms, corporate criminal law continues to be ineffective. As evidence, Laufer considers the failure of courts and legislatures to fashion liability rules that fairly attribute blame for organizations. He analyzes the games that corporations play to deflect criminal responsibility. And he also demonstrates how the exchange of cooperation for prosecutorial leniency and amnesty belies true law enforcement. But none of these factors, according to Laufer, trumps the fact that there is no single...
  • Corporate Culture and Family Values
    Corporate Culture and Family Values
    About the Book: This book focuses on the interactional universe of the family values and corporate culture which a person experiences at every bit of time, at work place as well as at home. The interfaces between the two have been analyzed from multiple dimensions in Indian context. For the better societal understanding, wider range of dimensions has been discussed, which these families experience. These contexts include physical settings of Gurgaon, India, where they reside; organizational setting where they work and; family setting which they have formed themselves. The chapters discuss about the theoretical orientation of the study, methodological framework and field experiences. It also gives a detailed account of context of the whole study along with the perception of the family members regarding the family values and corporate culture. At the end, there is an analysis of interfaces with concluding notes of the study. The dearth of literature on the ...
  • SAVAL, NIKIL. CUBED
    CUBED
    SAVAL, NIKIL
    In the mid-nineteenth century clerical workers were called "clerks"--exclusively male, they did their paperwork in the corners of dark workspaces and were considered narrow-chested questionable dandies. But as the great historical shifts from agricultural to industrial economies took place, and then from industrial to information economies, the organization of the workplace evolved along with them. In Cubed, n+1 editor and obedient cube-dweller Nikil Saval opens our eyes to what is truly a "secret history" of changes so obvious and ubiquitous that we've hardly noticed them. From Frederick Taylor, the management scientist Moneyball-man of the industrial age, to Dilbert, to the utopian Burolandschaft movement (read: cubicles) and the open offices of Silicon Valley, Cubed investigates the way we work and why we do it, and how we might do better.
  • Стивен Лундин, Гарри Пол, Джон Кристенсен. Fish!-революция. Проверенный способ победить рутину на работе и создать команду мечты
    Fish!-революция. Проверенный способ победить рутину на работе и создать команду мечты
    Стивен Лундин, Гарри Пол, Джон Кристенсен
    Это история не про рыбу. Это история про офисную революцию. Про то, как один человек может совершить переворот в умах своих коллег и превратить скучную работу в ежедневный праздник, а равнодушных менеджеров - в команду мечты. И все благодаря опыту продавцов всемирно известного рыбного рынка в Сиэтле, их оптимизму, энтузиазму, чувству юмора и четырем простым принципам, лежащим в основе FISH!-подхода. О книге "FISH!-революция" - книга, которая была переведена на 35 языков и вдохновила на перемены более 5 000 000 читателей по всему миру. Она представляет собой идеальную инструкцию по превращению работы в страсть. И не важно, насколько эта работа любима, интересна или соответствует вашему призванию. Главная сила "FISH!-революции" в том, что она способна плеснуть энергии и азарта даже в самое скучное дело. Сердце книги - это вдохновляющая история женщины, которая оказывается перед нелегкой задачей - превратить отдел, состоящий из полностью деморализованных...
  • Eric Schmidt, Jonathan Rosenberg. How Google Works
    How Google Works
    Eric Schmidt, Jonathan Rosenberg
    Both Eric Schmidt and Jonathan Rosenberg came to Google as seasoned Silicon Valley business executives, but over the course of a decade they came to see the wisdom in Coach John Wooden's observation that "t's what you learn after you know it all that counts" As they helped grow Google from a young start-up to a global icon, they relearned everything they knew about management. How Google Works is the sum of those experiences distilled into a fun, easy-to-read primer on corporate culture, strategy, talent, decision-making, communication, innovation, and dealing with disruption. The authors explain how the confluence of three seismic changes - the internet, mobile, and cloud computing - has shifted the balance of power from companies to consumers. The companies that will thrive in this ever-changing landscape will be the ones that create superior products and attract a new breed of multifaceted employees whom the authors dub "smart creatives". The management maxims ("Consensus requires...
  • Eric Schmidt & Jonathan Rosenberg with Alan Eagle. How Google Works
    How Google Works
    Eric Schmidt & Jonathan Rosenberg with Alan Eagle
    Both Eric Schmidt and Jonathan Rosenberg came to Google as seasoned Silicon Valley business executives, but over the course of a decade they came to see the wisdom in Coach John Wooden's observation that "t's what you learn after you know it all that counts" As they helped grow Google from a young start-up to a global icon, they relearned everything they knew about management. How Google Works is the sum of those experiences distilled into a fun, easy-to-read primer on corporate culture, strategy, talent, decision-making, communication, innovation, and dealing with disruption. The authors explain how the confluence of three seismic changes - the internet, mobile, and cloud computing - has shifted the balance of power from companies to consumers. The companies that will thrive in this ever-changing landscape will be the ones that create superior products and attract a new breed of multifaceted employees whom the authors dub "smart creatives". The management maxims ("Consensus requires...
  • Jack Mitchell. Hug Your Customers : The Proven Way to Personalize Sales and Achieve Astounding Results
    Hug Your Customers : The Proven Way to Personalize Sales and Achieve Astounding Results
    Jack Mitchell
    The book is a deceptively simple but winning approach to customer service - that a relationship is at the heart of every transaction. Jack Mitchells' business philosophy is based on "hugs" - personal touches such as knowing every customer's name and clothing preferences or handing out free coffee and newspapers on the commuter train platform. Complete with anecdotes that exemplify outstanding customer service, "Hug Your Customers", shows how any business can adapt this hugging philosophy to attract great staff, lower marketing costs, and maintain higher gross margins and long term revenues. At a time when customer service has become the difference between success and failure, "Hug Your Customers" shows how Jack's one-of-a-kind philosophy brings winning results.
  • Edwards, Douglas. Im Feeling Lucky
    Im Feeling Lucky
    Edwards, Douglas
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  • Joseph Michelli. Leading the Starbucks Way: 5 Principles for Connecting with Your Customers, Your Products and Your People
    Leading the Starbucks Way: 5 Principles for Connecting with Your Customers, Your Products and Your People
    Joseph Michelli
    In "Leading the Starbucks" Way, Michelli establishes five actionable principles that fuel long-term global sustainability at Starbucks and that can be used in any company, in any industry: - Savor and ElevateL; - Love to Be Loved; - Reach for Common Ground; - Mobilize the Connection; - Cherish and Challenge Your Legacy. "Leading the Starbucks" Way is a penetrating look at the inner workings of one of today’s most successful brands. The company gave Michelli one-on-one access to a variety of employees (called partners) to write this book - from baristas to senior leaders, including Howard Schultz, chairman, president, and chief executive officer.
  • Method of Measuring Changes in The Corporate Culture
    Method of Measuring Changes in The Corporate Culture
    Changes in the corporate culture once and resulted to a success or failure, are often not measurable clearly the extent of its success or failure. Many companies claim to have succeeded in changing the culture of the company with a very large cost, but never knew the extent of the effectiveness of his success.To see the level of success and what has changed from the corporate culture of the company, clearly described in this book. The book is written by an expert and practitioner in the field of change management, and experienced in managing change management at three Bank is undergoing a process of acquisitions and mergers in the context of a change of ownership belong to foreign investors. In this book also incorporates aspects of the practical and theoretical aspects, so it is very suitable book read by practitioners and by academics. The theory used is the comparison of the various existing theories of change management and corporate culture, and ultimately show how to measure the...
  • OPM3 and Organizational Culture
    OPM3 and Organizational Culture
    In December of 2003, the Project Management Institute (PMI) published a new project management standard focused on the organizational level. The Organizational Project Management Maturity Model (OPM3), presents a disciplined and systematic means for organizations to reach a higher level of project maturity based upon an extensive array of project management best practices and capabilities. OPM3 encompass three general elements: (a) knowledge, stating the content of the standard, (b) assessment, a method to appraise the organization against OPM3, and (c) improvement, preparing the stage for possible organizational changes. However, the improvement element presents a major challenge because it comprise a package of values, preferences, attitudes, and other artifacts, which also form part of any organizational culture. OPM3 does not consider organizational culture (OC) as part of the model. This book explore the opportunity of integrating OC with OPM3 and any correlations between these...
  • Organizational Culture in High Tech Firms
    Organizational Culture in High Tech Firms
    This paper investigates organizational culture of high technology, or “high tech” companies by addressing two major concerns – “external adaptation and internal integration” as well as implications for the structure of the external firm environment. Very little research is specialized on describing high technology organizational culture, especially with respect to the mentioned focuses. Thus, the paper explores the mentioned topics empirically with a sample of 29 high technology firms from Europe, North America, and Asia. Using a systematic framework, a literature review was conducted, which surveyed primary, secondary, and tertiary sources. Findings from the investigation indicated a preference for (i) internal integration over external orientation in the organizational culture of the studied high tech firms. The data also pointed towards an (ii) environment characterized less by market volatility and more by technology turbulence. The data also reflected patterns of involvement,...
  • ORGANIZATIONAL CULTURE AND CLIMATE IN TVET COLLEGES OF ETHIOPIA
    ORGANIZATIONAL CULTURE AND CLIMATE IN TVET COLLEGES OF ETHIOPIA
    TVET plays vital role in providing human power required to realize the national & regional economic and social development goals while civilizing traditional technologies. Education and Training institutions like TVET are organizationally unique. They are systems of social order which largely depend on the conduciveness of workplace for its success. In these institutions, the traditional practice of management through formal bureaucracy may not result the expected performance. This shows that, people are social capital rather than variable costs; they are capable of growth in terms of skills, values and commitment when the work environment encourages positive interpersonal climate. If the mind is not supportive and the climate is in depression, it is unlikely that the efforts of these institutions will be successful. Quite the reverse, healthier climates and strong positive cultures greatly enhance the possibility of achievement. Thus, this manuscript is essential in awaking TVET...
  • ORGANISATION CLIMATE
    ORGANISATION CLIMATE
    ‘Organizational climate, the totality of its culture, tradition and methods of action, is the human environment within which an organization''s employees perform work. Every organization has a corporate gestalt, i.e., general climate which is characterized by a particular distinct ambiance. As to how this ambiance is perceived and how this bundle of "vibes" is organized into gestalt is termed as organizational climate. A Nation''s development depends on the effectiveness of its organizations,and as such the organisation climate is gaining increasing importance in the contemporary times. Organisational climate, the outcome of industrial work culture and social health, molded by the industrial labour, trade union and human resource policies of the government and the organization, enables the employees to work more effectively within the organization. In this context, the study sets out to provide answers to questions such as: What sort of organizational climate exists in a ...

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