Publisher: Mann, Ivanov & Ferber, 2012
978-5-91657-288-9
Printed products
Volume: 248 pages
What is this book about
Count how many hours a day you work? No, you don’t spend at the office, namely, you work - answering urgent letters, sitting with friends in a cafe, or finishing a report on Sunday evening?
Today, work interferes not only with our personal time. It affects our emotional state, health, family relationships. The authors argue that work is inseparable from life, and therefore it is very important that it be to your liking and bring positive emotions. To want to give 100%.
There is another side of the issue. Engaged employees increase company productivity. Their products and services are of special quality - which means they increase profitability and bring profit.
1. What factors determine the commitment of employees to work
2. How engagement affects company performance and profits
3. How to create an atmosphere of recognition and trust in the company, thanks to which employees will be completely devoted to their work.
Many believe that involvement is the responsibility of the leader. Hardly. It is impossible to motivate a person if he does not do his job. Full engagement requires steps from both sides. And this book will tell you how to make them.
Who is this book for?
For employees and their leaders.
It will help the first to understand themselves, their attitude to the chosen profession, the corporate culture of the company in which they work.
The latter will be able to understand their employees and use this knowledge to create harmonious relationships in a team where everyone devotes themselves to a common cause and makes a profit.
book chips
This book provides an extensive practical toolkit - it contains more than 30 tests and tasks, with the help of which the authors studied employees and their involvement in their time, and which you can now use in your work. The book is really helpful! And it is recommended in the preface not by anyone, but by Tony Shay himself, the head of Zappos, who knows firsthand how to make employees happy.
From the author
While job satisfaction is a component of job engagement, a satisfied employee may storm off at the end of the day, accept an offer from another organization in the hope of earning a five percent higher salary, or come home and be asked, “How are you at work? " mumble: "It's okay."
Involvement in work is easy to recognize when it is still there. You can see it in the waiter who addresses customers by name, or in the office worker who in the middle of the day, looking at his watch, remembers: "Oh, I forgot about lunch." Or in the customs officer who greets you and speaks pleasantly of the city from which you come. Engagement can be seen in an employee who, when a vacancy opens up at work, suggests her friends for this position. Engaged employees are those who are willing to put in the extra effort, not only for their own benefit, but also for the success of the company.
Costs down, sales up. 78 proven ways to increase your profits
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Delivering happiness. From zero to a billion. First-hand history of an outstanding company
What this book is about About how Tony Shay became a businessman, starting at the age of nine with ... a worm farm. And about the circumstances due to which the Zappos company he created (somewhat later) was eventually bought by Amazon for 1.2 billion ......
Companies that bring love. World class companies. How do they manage to win people's hearts?
World-class companies: how they manage to win the hearts of people. The book is about how to win the heart of a client, and not just his wallet, how to protect the interests of all business participants so that no one is left a loser. We are entering a new era...
More money from your business. Guerrilla Marketing in Action
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Project management
What this book is about If your company's business can be attributed to the project and you need to establish smooth operation, then this book is for you. Growth in your case is impossible without corporate system project management, allowing you to build the right......
Strength of will. How to develop and strengthen
What this book is about Physical health, financial status, relationships with others and professional success depend on willpower - this is a well-known fact. But why do we so often lack this very willpower: here we are in control of ourselves, and in ......
Word of mouth marketing. How smart companies make themselves known
What this book is about People are constantly talking about products and services: hair dye, cars, computers, TV shows, cleaning products... They can criticize them, or they can recommend them to their neighbors and friends, or write an enthusiastic review in..... .
Leave your mark
What this book is about The author of this book is the founder of the TOMS shoe company. She is famous not only for her shoes, but also for the fact that for every pair sold, she gives a pair to children for free. At the same time, TOMS is a profitable company. Blake tells the story...
resonate. Captivate your audience with your vibrant story
What this book is about To convey your ideas and achieve what you want, you need to cause a resonance - a response from the audience. It's about this - A new book Nancy Duarte, founder and CEO of Duarte Design, author of a brilliant guide to visual...
It's hard to be the boss. Successful Leadership Models
You are the leader. You occupy a key position, are ambitious and career-oriented. Sometimes, however, you think that you have taken this place too soon. But, in general, everything is in order. But just a minute ago, one of the best left you, slamming the door...
Blue ocean strategy. How to find or create a market free from other players
What This Book Is About We tend to think that competition is the epitome of healthy business. However, every year the competition becomes more and more intense, and the struggle for the sympathy of the consumer (and his wallet) is more and more bloody. ......
Hard management. Make people work for results
Quote Every employee thinks they are smarter than their boss. Your employees feel they are overworking and underpaid, that they are investing in your business much more than you, and therefore may well ignore or circumvent your ......
First 90 days
What this book is about You got a promotion. Things are packed, the keys to the new office are in the pocket. You take on a new position and are full of ideas. But in addition to plans, there are a lot of serious fears in your head. How not to disappoint management? How to bypass ......
What this book is about Collection of thoughts of the great management theorist Peter Drucker in the form of a convenient diary. Drucker for Every Day is a guide to action and a great motivator. Peter Drucker will literally put ideas and discoveries into your head, ......
Do I have any employees no? The Scoop and The G-ZONE is a one man band. My wife and some of the kids kick in on occasion, but what you see is what you get with this. So what I am doing posting on not just a non-fiction book but one that has to do with employees? A guy can hope cant he, besides that it is just a strong book, and a nice read. The next few days are going to be busy here on the blog. I am going to try to make up for last week and being involved in the Improvised Digital short Story
Do I have any employees no? The Scoop and The G-ZONE is a one man band. My wife and some of the kids kick in on occasion, but what you see is what you get with this. So what I am doing posting on not just a non-fiction book but one that has to do with employees? A guy can hope can't he, besides that it is just a strong book, and a nice read. The next few days are going to be busy here on the blog. I am going to try to make up for last week and being involved in the Improvised Digital short Story “Hunter”. I am going to be using both Friday and Saturday for digital shorts this week and give Graphic Novel Friday a week off. TGIF will just have a different flavor this week. Also I want to thank all my well-wishers from Tuesday on Facebook, you made the day that much more special for me. And for those of you still asking, yes Mrs. Gelati made me eat leftovers on my birthday. Her cooking is still good the second time around. Anyway, let's get to it shall WE:
“Achieve a fully engaged workforce
What if every single employee-every single one-worked in their dream job, utilized their best talents, worked with an inspirational leader and was fully engaged in their role?
For companies, this scenario leads to breakthroughs in productivity, customer service, profitability, and shareholder value. For individuals, it means better health, stronger relationships with family and friends, and greater happiness. WE sketches the landscape of today's changing job environment and gives managers and individual employees alike a road map to full engagement.
Anchored with specific metrics, based on studies of 2 million people, includes engagement, retention, customer loyalty, and profitability
Scientific research and academic insights are translated into actionable steps
Includes Web links and unlock codes to access online assessments, videos, simulations, and games
Offers an unlock code for a complete set of professionally developed corporate training materials so you can facilitate a "We Workshop" in your organization
Authors have extensive experience in cutting-edge human resources solutions
Achieve breakthrough results for yourself and your organization with the power of full engagement from WE.”
Whether you are a one man band like me or have hundreds if not thousands of employees the stuff in the book makes just too much sense. Why wouldn't anyone want to follow some of these guidelines have employees be happier, healthier, and more stable? As a consumer I would enjoy going somewhere where the employees are happy, thinking and unzombie like. If I am fortunate one day to have scads and scads of employees or even just one as my minion, I would like him or her to be a happy minion and I fully intend to follow many of the core examples outlined in this book. For me as I read through this, it is as if they sat down and constructed a blueprint for anyone wanting to have a business that runs not just on a smooth even keel, but to speed ahead with a fully integrated staff, all smiling with their hair blowing in the breeze. Success for all, not just the few, share the wealth, not just monetarily but, but emotionally, metaphysically and all reap the full benefits of a collective consciousness. That my friends is powerful, and good reading. Be fully engaged: drop the dime on this non-fiction bomb and have some fun, whether you are a lean army of one like me or a leviathan of industry.
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I would like to thank the Mann, Ferber and Ivanov publishing house for offering me to write a review of this book. Special thanks to Kristina Yatkovskaya, I hope my review will not disappoint her.
American books of the BUSINESS direction sin with one, but very annoying feature. The scheme is simple: for example, some statement is taken that you can’t seem to argue with, because it’s already clear that it is. Further, this statement is "filled with a ton of examples", although they can be called examples with a stretch, because many examples are not even far-fetched. Examples with a ratio of 50% to 30% are supplemented by the author's reasoning about the initial statement in the spirit ("a samurai with a sword is the same as a samurai without a sword, only with a sword") and the remaining 20 percent go to dilute the book with micro-tests, pictures and sayings of the "great dead".
The central scheme of the Dream Companies book is the "endless rotation" of one idea and its one satellite:
Idea: Involvement is good, non-involvement is bad;
Satellite: Engagement is what separates a successful company from an unsuccessful one.
- Chapter 1 "Life and Career"
The authors reasoned in this chapter as follows: a fixed salary has not stimulated anyone for a long time, we are already in the future, so we will use the variable part, except for the fix, this will show that the employee himself has the opportunity to influence his income, which of course will affect his motivation to work.
- Chapter 2 "You are in us"
No less important for motivation to work is corporate culture employer. The authors do not specify what it is, they only say that they identified 12 types of these same crops and created on this basis a procedure for evaluating companies by 12 types. An employee armed with this questionnaire will find it extremely easy to choose a potential employer for himself, you just need to evaluate him and yourself, if everything matches = happiness for both. But tohow to evaluate an employer? - They advise you to just look at his website and read the values of the company indicated on it (although experience shows that they should be read exactly the opposite).
The authors also touched upon such an important aspect as employee self-motivation. They offered to consider themselves as a business unit and treat themselves accordingly. For example, create your own:
- Board of Directors;
- R&D;
- self-pr
Pr.You should conduct your own company on the Internet: check yourself in the issuance, and if you are not on the first two pages, take care and start, for example, writing articles, yes, and clean up social media profiles, otherwise the employer will notice you in shorts and God forbid Turkey.
- Chapter 3 How Great Leaders Harmonize Relationships and Increase Team Motivation
Here we are gradually approaching the concept of involvement, which the authors, in companies, evaluate with a questionnaire consisting of 4 scales:
-Pride;
- Satisfaction;
- Feeling of security;
- Desire to stay in the company.
Evaluation is carried out for each of the terms on a five-point scale. If you do not have a total five, then you are not involved :). This is how the authors and their company measure the overall level of engagement of their customers.
But what should I do if, after all that I have written, I believe in the need for involvement?
Need:
1. Set clear goals for staff(the book advises setting measurable and achievable goals)
2. Establish communications(talk, hold meetings)
3. Reward employees for success(be sure to give a positive feedback a positively distinguished employee)
For ideal middle managers, the advice is in the next chapter.
- Chapter 4 Helping the Manager
On the ground, to cope with the total involvement of staff will help:
2. Recognition(both private and in the hallway)
3. Trust (you just need to trust - it motivates)
4. Working in a good team (the team you have to be good is good)
5. Communication (to communicate not only on professional topics)
6. Awareness of the mission of the company (have a mission and communicate it to everyone)
7. Corporate responsibility (must be socially responsible)
8. Quality of the produced product (the product you produce must be of high quality), and preferably all of these together
I honestly tried to find a logical connection between all the chapters in the book and found - Kenex.
In fact, this is a Kenex business card, in which the authors mention themselves and their company as much as possible. More examples are about them, in the spirit of "we were not - there was no involvement, we came - there was involvement and it became good."
Why this book and who might need it?
- HR director in order to talk about trendy things at the next interview, giving examples from life "there";
- hr manager, in order to start googling the concept career and, having googled the career grid, proceed to the first or second unsuccessful stage of grading at the enterprise
- Owner, in order to have something new to talk about with "brothers in business", as well as with hr director at the interview and hr manager, asking the sacramental question: What have you done to engage your staff?
Today I finished reading another good book - Dream company. Why Successful Companies Say “We”(authors Kevin Cruz, Rudy Karsan).
I have read a lot on the subject of work relationships and career building. And most authors write about how to build a better “survival” at work, how to quickly run home and sit the boss.
The authors of the “Dream Company” write about the need to fundamentally change your attitude to work, to find a place that is 100% consistent with your abilities and affections; accept work as an important part of your life.
Don't run away from "office slavery" but actively and consciously look for ways to make your life fuller through the work in which you are involved.
But first things first.
To whom is the book addressed?
How to Increase Performance and Profits through Full Engagement (original title) is basically about one aspect of life - involvement in work and job satisfaction.
Personally, I'm drawn to just such books - focused on something specific, and not promising to teach how to make a million, marry a top model and live 200 years.
The material is divided into blocks for employees and for managers, entrepreneurs.
What exactly do they write about?
In short, how to make this question - not sick.
Specifically, it says the following:
- How to determine what exactly you tend to do (several practically applicable tools for determining, I’m not afraid of this word - I recommend that you read the post at the link, very much in the “topic”).
- How to figure out if the internal culture of the organization is right for you.
- A simple model of a personal career is comparing it to a business.
- Personal branding (do's and don'ts: the basics).
- For managers: building trust in the organization, motivating employees, engaging employees in work).
Individual elements from this list have been repeatedly covered in different books / websites / magazines.
However, when reading The Dream Company, I got the impression that I met the original source, and most of what I had read before was not very skillful imitation.
By the way, on Ozone you can get acquainted with an impressive piece of text for free - follow the link under the picture at the top of this post, there will be a blue “pdf” button - a file with an introductory chapter (47 pages) will open. There is not much specifics in the introduction, but you can capture the essence of the book.
Who will suit?
I’ll note right away that “Why do successful companies say “we”” is a fairly serious read. The format is not entertaining, although it is perceived quite easily due to high-quality formatting and various schemes.
Rudy Karsan, Kevin Cruz. Dream company. Why Successful Companies Say “We”
Publishing house "Mann, Ivanov and Ferber", 2012.
// W.E. How to Increase Performance and Profits through Full Engagement. Rudy Karsan, Kevin Kruse
Reviewer - Marina Asheeva, in the recent past - an HR, now - a journalist, translator, editorial staff of the "Work with Personnel" magazine.
The book is fresh, as they say, fresh from the printing house. The translation of the book into Russian and its publication was carried out by the publishing house " Mann, Ivanov and Ferber". It also kindly provided the book for review by the editors of the electronic journal " Work with personnel". I took up the review with enthusiasm: a new book, a hot topic, and even a world bestseller ...))
Strictly speaking, this is not an HR book. To call it a book for HR would be to narrow down its content a lot, to make it more "highly specialized" than it really is. I would say that this book is more about the philosophy and psychology of business, and at the same time - about the philosophy and psychology of hired work. But the “trick” is that HRs definitely need to read it. At least for those who do not want to focus only on the performance of a narrow area of work - whether it is selection, calculation of compensation, or something else.
Although the book contains a lot of practical material that will be useful in HR practice, it is least of all a collection of ready-made “recipes”. The purpose of the authors was different: to make the reader think about the meaning of business, the meaning of their work, and - ultimately - their lives.
One of the frequent problems of HR-specialists (as, indeed, of any other specialists) is that professional horizons are limited to a narrow range of tasks. Behind the usual daily actions, the meaning of the activity itself is lost. An effective and successful HR differs from an ineffective and not very successful HR precisely in that he UNDERSTANDS and SEES all business processes as a whole. The authors " Dream Companies” go further - they help to see as a whole not only business, but also life and work. The separation of life and work has long been "common". Rudy Karsan and Kevin Cruz show the illusory nature of such a distinction. The authors are by no means among the "armchair theorists". They came to their conclusions during the creation and development of their own company (which, by the way, has achieved success) and in the course of extensive research.
Is it realistic not to divide your time between life and work? The authors of the book believe that this is possible if a person is really passionate about his work. This answer raises new questions: what does employee engagement depend on? How does it affect the company's profitability? How to keep employees busy? How to create an atmosphere in the company in which people really want to work with full dedication? Why is the involvement of employees so important, and what else should there be besides involvement? What is the difference between job engagement and job satisfaction?
"Chips" of the book:
The book contains tasks and tests, with the help of which the authors investigated the involvement of employees in different companies. They can be used both to study the motivation of employees and for self-development.
The authors quite actively use psychological terminology, while they succeeded in what university textbook authors rarely succeed in: rather complex psychological concepts explained in an accessible and understandable way.
Eicharov with a psychological education will be pleased with the chapter on the types of organizational culture. The typology is based on 12 archetypes. Each one with detailed descriptions and examples.
What did not like
Perhaps the book has only one drawback. And it's not the authors' fault. The book's cover was labeled " good translation". And he turned out to be 100% right. The translation is not bad. He is GOOD. But not great. Those who have the opportunity to read the book in the original and are well versed in the topic will most likely notice that the equivalents for terms and concepts are not well chosen everywhere. This does not make it difficult to understand the text, but the pleasure of reading is no longer the same. Compared to the casual style of the original text in Russian, the book “speaks” in a more boring and, in some places, even official language.