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Worth A Thousand Words

Workplace Warrior PDF Author: Jordan Goldrich
Publisher: Greenleaf Book Group
ISBN: 1626346526
Category : Business & Economics
Languages : en
Pages : 232

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Book Description
Are you a leader who has been called abrasive, aggressive, or even a bully? This book is written for—rather than about—you. You have probably noticed that many, if not most authors and speakers who deal with this subject refer to leaders like you with demeaning names, because they think you need to be more respectful. Jordan Goldrich challenges this irony—or perhaps hypocrisy—by recognizing that, in reality, you possess a warrior spirit that is crucial to the success of organizations in our current VUCA environment (volatility, uncertainty, complexity, and ambiguity). Goldrich acknowledges that (just like himself) these leaders are imperfect human beings whose leadership or communication styles can sometimes create a negative impact. But he also acknowledges an important truth—that they bring unique value to the workplace and to society. His challenge to you, in this book, is to become a better leader by measuring yourself against the greatest warriors on the planet: the Navy SEALs, the Green Berets, and the rest of the special operations community—because you have something in common with them. Like you, these heroes have an uncommon desire to succeed, are committed to taking charge, and are focused on accomplishing the mission. In addition, they commit to humbly serve and to place the welfare and security of others before their own. Goldrich shows you how to do the same. Some of the author’s advice revolves around the clever use of the phrase, “The Least You Can Do.” If you are interested in doing the least you can do to be both authentic and protect yourself in a politically correct, over-protective world, you will find what you need in Workplace Warrior. If, on the other hand, you want to do the least you can do in the sense that it is the right thing to do, you will find resources to authentically take your leadership to a higher level. Human resources executives, executive coaches, and people who work with and for leaders labeled as abrasive or bullies will find a unique perspective on these leaders’ motivations and mindsets—and will then be able to do their part in building collaborative relationships with their colleagues.

Workplace Warrior

Workplace Warrior PDF Author: Jordan Goldrich
Publisher: Greenleaf Book Group
ISBN: 1626346526
Category : Business & Economics
Languages : en
Pages : 232

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Book Description
Are you a leader who has been called abrasive, aggressive, or even a bully? This book is written for—rather than about—you. You have probably noticed that many, if not most authors and speakers who deal with this subject refer to leaders like you with demeaning names, because they think you need to be more respectful. Jordan Goldrich challenges this irony—or perhaps hypocrisy—by recognizing that, in reality, you possess a warrior spirit that is crucial to the success of organizations in our current VUCA environment (volatility, uncertainty, complexity, and ambiguity). Goldrich acknowledges that (just like himself) these leaders are imperfect human beings whose leadership or communication styles can sometimes create a negative impact. But he also acknowledges an important truth—that they bring unique value to the workplace and to society. His challenge to you, in this book, is to become a better leader by measuring yourself against the greatest warriors on the planet: the Navy SEALs, the Green Berets, and the rest of the special operations community—because you have something in common with them. Like you, these heroes have an uncommon desire to succeed, are committed to taking charge, and are focused on accomplishing the mission. In addition, they commit to humbly serve and to place the welfare and security of others before their own. Goldrich shows you how to do the same. Some of the author’s advice revolves around the clever use of the phrase, “The Least You Can Do.” If you are interested in doing the least you can do to be both authentic and protect yourself in a politically correct, over-protective world, you will find what you need in Workplace Warrior. If, on the other hand, you want to do the least you can do in the sense that it is the right thing to do, you will find resources to authentically take your leadership to a higher level. Human resources executives, executive coaches, and people who work with and for leaders labeled as abrasive or bullies will find a unique perspective on these leaders’ motivations and mindsets—and will then be able to do their part in building collaborative relationships with their colleagues.

Managing Diversity in the Military

Managing Diversity in the Military PDF Author: Daniel P. McDonald
Publisher: Routledge
ISBN: 1136618961
Category : Business & Economics
Languages : en
Pages : 296

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Book Description
This edited book examines the management of diversity and inclusion in the military. Owing to the rise of asymmetric warfare, a shift in demographics and labor shortfalls, the US Department of Defense (DoD) has prioritized diversity and inclusion in its workforce management philosophy. In pursuing this objective, it must ensure the attractiveness of a military career by providing an inclusive environment for all personnel (active and reserve military, civilian, and contractors) to reach their potential and maximize their contributions to the organization. Research and practice alike provide substantial evidence of the benefits associated with diversity and inclusion in the workplace. Diversity and inclusion programs are more strategic in focus than equal opportunity programs and strive to capitalize on the strengths of the workforce, while minimizing the weaknesses that inhibit optimal organizational performance. This new book provides vital clarification on these distinct concepts, in addition to offering concrete best practices for the successful management of diversity and inclusion in the workplace. Written by scholars and practitioners, each chapter addresses major areas, raises crucial issues, and comments on future trends concerning diversity and inclusion in the workplace. The book will be of great interest to students of military studies, war and conflict studies, business management/HRM, psychology and politics in general, as well as to military professionals and leaders.

The Cost of Emotions in the Workplace

The Cost of Emotions in the Workplace PDF Author: Vali Hawkins Mitchell
Publisher: Rothstein Publishing
ISBN: 1931332681
Category : Business & Economics
Languages : en
Pages : 276

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Book Description
Emotional Tornados in Your Workplace Can Be Just as Destructive as the Natural Kind! ¿You will find Dr. Vali¿s book to be both an excellent read and a great catalyst for generating new ideas about how these concepts could be incorporated in your mission statement. If you are open-minded about BCM, I suggest you read this book now and start applying its principles well before the next major incident impacts your organization.¿ ¿ Lyndon Bird FBCI, Technical Director, Business Continuity Institute

The Social Justice Warrior Handbook

The Social Justice Warrior Handbook PDF Author: Lisa De Pasquale
Publisher: Simon and Schuster
ISBN: 1682614794
Category : Humor
Languages : en
Pages : 144

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Book Description
Whether you're a militant feminist, social media activist, workplace warrior, privileged college student, or Hollywood actress desperate to be taken seriously, The Social Justice Warrior Handbook will help you navigate the complex, exciting world of activism with minimal effort.

Emotional Terrors in the Workplace: Protecting Your Business' Bottom Line

Emotional Terrors in the Workplace: Protecting Your Business' Bottom Line PDF Author: Vali Hawkins Mitchell
Publisher: Rothstein Associates Inc
ISBN: 9781931332279
Category : Business & Economics
Languages : en
Pages : 390

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Book Description
Annotation Reasonable variations of human emotions are expected at the workplace. People have feelings. Emotions that accumulate, collect force, expand in volume and begin to spin are another matter entirely. Spinning emotions can become as unmanageable as a tornado, and in the workplace they can cause just as much damage in terms of human distress and economic disruption. All people have emotions. Normal people and abnormal people have emotions. Emotions happen at home and at work. So, understanding how individuals or groups respond emotionally in a business situation is important in order to have a complete perspective of human beings in a business function. Different people have different sets of emotions. Some people let emotions roll off their back like water off a duck. Other people swallow emotions and hold them in until they become toxic waste that needs a disposal site. Some have small simple feelings and others have large, complicated emotions. Stresses of life tickle our emotions or act as fuses in a time bomb. Stress triggers emotion. Extreme stress complicates the wide range of varying emotional responses. Work is a stressor. Sometimes work is an extreme stressor. Since everyone has emotion, it is important to know what kinds of emotion are regular and what kinds are irregular, abnormal, or damaging within the business environment. To build a strong, well-grounded, value-added set of references for professional discussions and planning for Emotional Continuity Management a manager needs to know at least the basics about human emotion. Advanced knowledge is preferable. Emotional Continuity Management planning for emotions that come from the stress caused by changes inside business, from small adjustments to catastrophic upheavals, requires knowing emotional and humanity-based needs and functions of people and not just technology and performance data. Emergency and Disaster Continuity planners sometimes posit the questions,?What if during a disaster your computer is working, but no one shows up to use it? What if no one is working the computer because they are terrified to show up to a worksite devastated by an earthquake or bombing and they stay home to care for their children?? The Emotional Continuity Manager asks,?What if no one is coming or no one is producing even if they are at the site because they are grieving or anticipating the next wave of danger? What happens if employees are engaged in emotional combat with another employee through gossip, innuendo, or out-and-out verbal warfare? And what if the entire company is in turmoil because we have an Emotional Terrorist who is just driving everyone bonkers?" The answer is that, in terms of bottom-line thinking, productivity is productivity? and if your employees are not available because their emotions are not calibrated to your industry standards, then fiscal risks must be considered. Human compassion needs are important. And so is money. Employees today face the possibility of biological, nuclear, incendiary, chemical, explosive, or electronic catastrophe while potentially working in the same cubicle with someone ready to suicide over personal issues at home. They face rumors of downsizing and outsourcing while watching for anthrax amidst rumors that co-workers are having affairs. An employee coughs, someone jokes nervously about SARS, or teases a co-worker about their hamburger coming from a Mad Cow, someone laughs, someone worries, and productivity can falter as minds are not on tasks. Emotions run rampant in human lives and therefore at work sites. High-demand emotions demonstrated by complicated workplace relationships, time-consuming divorce proceedings, addiction behaviors, violence, illness, and death are common issues at work sites which people either manage well? or do not manage well. Low-demand emotions demonstrated by annoyances, petty bickering, competition, prejudice, bias, minor power struggles, health variables, politics and daily grind feelings take up mental space as well as emotional space. It is reasonable to assume that dramatic effects from a terrorist attack, natural disaster, disgruntled employee shooting, or natural death at the work site would create emotional content. That content can be something that develops, evolves and resolves, or gathers speed and force like a tornado to become a spinning energy event with a life of its own. Even smaller events, such as a fully involved gossip chain or a computer upgrade can lead to the voluntary or involuntary exit of valuable employees. This can add energy to an emotional spin and translate into real risk features such as time loss, recruitment nightmares, disruptions in customer service, additional management hours, remediations and trainings, consultation fees, Employee Assistance Program (EAP) dollars spent, Human Resources (HR) time spent, administrative restructuring, and expensive and daunting litigations. Companies that prepare for the full range of emotions and therefore emotional risks, from annoyance to catastrophe, are better equipped to adjust to any emotionally charged event, small or large. It is never a question of if something will happen to disrupt the flow of productivity, it is only a question of when and how large. Emotions that ebb and flow are functional in the workplace. A healthy system should be able to manage the ups and downs of emotions. Emotions directly affect the continuity of production and services, customer and vendor relations and essential infrastructure. Unstable emotional infrastructure in the workplace disrupts business through such measurable costs as medical and mental health care, employee retention and retraining costs, time loss, or legal fees. Emotional Continuity Management is reasonably simple for managers when they are provided the justifiable concepts, empirical evidence that the risks are real, a set of correct tools and instructions in their use. What has not been easy until recently has been convincing the?powers that be? that it is value-added work to deal directly and procedurally with emotions in the workplace. Businesses haven?t seen emotions as part of the working technology and have done everything they can do to avoid the topic. Now, cutting-edge companies are turning the corner. Even technology continuity managers are talking about human resources benefits and scrambling to find ways to evaluate feelings and risks. Yes, times are changing. Making a case for policy to manage emotions is now getting easier. For all the pain and horror associated with the terrorist attacks of September 11, 2001, employers are getting the message that no one is immune to crisis. In today''''s heightened security environments the demands of managing complex workplace emotions have increased beyond the normal training supplied by in-house Human Resources (HR) professionals and Employee Assistance Plans (EAPs). Many extremely well-meaning HR and EAP providers just do not have a necessary training to manage the complicated strata of extreme emotional responses. Emotions at work today go well beyond the former standards of HR and EAP training. HR and EAP providers now must have advanced trauma management training to be prepared to support employees. The days of easy emotional management are over. Life and work is much too complicated. Significant emotions from small to extreme are no longer the sole domain of HR, EAP, or even emergency first responders and counselors. Emotions are spinning in the very midst of your team, project, cubicle, and company. Emotions are not just at the scene of a disaster. Emotions are present. And because they are not?controllable,? human emotions are not subject to being mandated. Emotions are going to happen. There are many times when emotions cannot be simply outsourced to an external provider of services. There are many times that a manager will face an extreme emotional reaction. Distressed people will require management regularly. That?s your job.

Working From Your Core

Working From Your Core PDF Author: Sharon Seivert
Publisher: Routledge
ISBN: 1136014829
Category : Business & Economics
Languages : en
Pages : 240

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Book Description
First published in 1998. Routledge is an imprint of Taylor & Francis, an informa company.

Productive Workplaces

Productive Workplaces PDF Author: Marvin R. Weisbord
Publisher: John Wiley & Sons
ISBN: 0470900172
Category : Business & Economics
Languages : en
Pages : 574

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Book Description
Strategy and Business 2012 Organizational Culture Book of the Year This third edition of the classic resource, Productive Workplaces is smart, well-written and well-researched, thoughtful, somewhat provocative, and a one-of-a-kind review of the integration of economics, technology, and people. It covers such topics as: the work on self as integral to organizational change; the revision of Lewinian concepts for a new era; and the history behind “getting everybody improving whole systems” as a response to fast change and increasing diversity (not the same as using any particular method). The themes, case studies (many revisited), and models are as relevant as ever.

Natural Born Manager

Natural Born Manager PDF Author:
Publisher: Dog Ear Publishing
ISBN: 1457501775
Category :
Languages : en
Pages :

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Scorpio Ascendant Secrets

Scorpio Ascendant Secrets PDF Author: Saket Shah
Publisher: Saket Shah
ISBN:
Category : Body, Mind & Spirit
Languages : en
Pages : 148

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Book Description
There are times when people just can’t identify with the attributes of their Sun or Moon sign. In fact, they may feel that they are an antithesis of their zodiac sign. You may also have observed it. Your Leo friend may not seek attention, may be because he or she has a Capricorn ascendant. Your Sagittarius friend is very possessive, may be because he or she has a Scorpio Ascendant. It is easy to understand why some people do not correspond to their Sun or Moon signs once you know about what is the rising sign or Ascendant in a horoscope. Ascendant is the degree of the zodiac sign that was highest on the Easter horizon at the time and place of birth. When seen from Earth, the sky seems to move, so the entire zodiac can be observed in a span of 24 hours day which means the rising sign changes on the Eastern horizon every 2 hours because there are 12 zodiac signs. People tend to associate their physical, emotional and spiritual attributes more with rising sign at times.

Treating Young Veterans

Treating Young Veterans PDF Author: Diann Cameron Kelly, PhD, LMSW
Publisher: Springer Publishing Company
ISBN: 9780826107107
Category : Social Science
Languages : en
Pages : 384

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Book Description
"The editors of Treating Young Veterans and the authors of the individual chapters [provide] practitioners with essential information about the needs, desires, and possibilities for veteransÖand their families. This book represents a thoughtful, sensitive, and sensible approach to working with military personnel and veterans who have been deployed to wars in the Persian Gulf, Iraq, and Afghanistan." From the Foreword by Peter B. Vaughan Dean, Graduate School of Social Service () Fordham University, New York, NY Many veterans unsuccessfully attempt to self-manage their mental and physical health needs. This volume examines the multiple challenges awaiting the new generation of young veterans returning to civilian life, and provides strategies for mental health professionals to assist them in the process of readjustment. It incorporates multidisciplinary, state-of-the-art research to present practice and advocacy opportunities that facilitate a healthy and socially engaged reintegration into society for both traditional veterans (enlisted and career military personnel) and nontraditional veterans (reservists, national guardsmen, and women) aged 18 to 40 years. The volume is divided into three sections: Assessment and Practice Approaches to Promote Resilience; Outreach and Practice With Special Communities, and Advocacy Practice to Promote Young Veterans' Well-Being. Each section includes an introduction highlighting the chapters, and an epilogue delineating important steps in practice, outreach, and advocacy. Key Features: Targets the specific needs of veterans of the Iraqi and Afghani conflicts Includes chapters on women and sexual trauma in the military and homeless combat veterans Addresses the special needs of children of veterans and the nature of ambiguous loss as "veteran-by-proxy," employment issues, and equity issues related to reservists Authored by recognized experts including military officers, attorneys, and Veterans Affairs administrators Designed for both general and scholarly readers