Organizations invest vast amounts of time and effort implementing the very best processes that their cleverest minds can come up with and then hand implementation over the least predictable of their assets, their people. Because of their imperfections people: make mistakes, fail to meet goals, get distracted, or just don’t follow instructions, all at great cost. But, can we really do much about this? The answer is yes. Read how affective accountability can solidify change, help us meet targets, and reduce people related defective performance, not in some marginal way, but dramatically. Enjoy this easy to understand guide to accountability systems that work.

Organizations invest vast amounts of time and effort implementing the very best processes that their cleverest minds can come up with and then hand implementation over the least predictable of their assets, their people. Because of their imperfections people: make mistakes, fail to meet goals, get distracted, or just don’t follow instructions, all at great cost. But, can we really do much about this? The answer is yes. Read how affective accountability can solidify change, help us meet targets, and reduce people related defective performance, not in some marginal way, but dramatically. Enjoy this easy to understand guide to accountability systems that work.

Organizations invest vast amounts of time and effort implementing the very best processes that their cleverest minds can come up with and then hand implementation over the least predictable of their assets, their people. Because of their imperfections people: make mistakes, fail to meet goals, get distracted, or just don’t follow instructions, all at great cost. But, can we really do much about this? The answer is yes. Read how affective accountability can solidify change, help us meet targets, and reduce people related defective performance, not in some marginal way, but dramatically. Enjoy this easy to understand guide to accountability systems that work.

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Well, all things must come to an end. I can see the smile on your face if you have gotten this far. Why I see that smile without physically being next to you is because I am smiling. It is my sincere goal that you have learned something about management that has never been told to you, or it has been told to you in such a way that you did not comprehend it fully until you met me. My goal is to keep it simple, to not make the reading complicated, and to give you some management tools to use in your daily routine. This is a book you can that you can pickup and get reinforcement. Clearly, I don�t know everything about management. But, I believe if you try a few of my suggestions you will make a difference in how you manage. I am convinced that you will learn. I know that being a manager is hard. Somebody�s got to do it. Why not me! This is a very sincere statement. It could be and should be you. Don�t feel apprehensive about working in the world of management. It pays well and provides you with plenty of opportunity and growth. More importantly, it allows you to lead as a Change Agent. I�ve heard some managers refer to management (particularly front line or middle management) as a dumping ground. Every and anything that has to be done is dumped on them. They �catch hell� from Senior Leadership and they catch hell from their employees. This may be true in some cases. But, if you take the time to really internalize those topics I have brought to your attention, you can survive. Last but not least, know when it is time to move on. There are several layers of management. Each layer brings you closer and closer to your ultimate goal. Once the job has become so routine that you don�t enjoy what you do, it is time to move on. Once you know that you dislike those who you are suppose to be managing, it is time to move on.

The ongoing debate over the efficacy of Affirmative Action and Equal Employment Opportunity programs and emerging trends have created new and different challenges that organizations face in shaping their workforce. This book explores the impact of emerging trends, the challenges confronting today’s organizations, and the responsibilities of organizational leaders in contending with these challenges. It provides a qualitative assessment of Diversity programs in private and public sector organizations to include Marriot International, General Mills, the Department of Education, the Department of Energy, the U.S. Navy, and the U.S. Coast Guard. It addresses a number of tough issues such as religious accommodation in the workplace and the “Don’t Ask, Don’t Tell” Policy within the U.S. Military. It identifies the diversity best practices across all the organizations evaluated in the corporate analysis.

The ongoing debate over the efficacy of Affirmative Action and Equal Employment Opportunity programs and emerging trends have created new and different challenges that organizations face in shaping their workforce. This book explores the impact of emerging trends, the challenges confronting today’s organizations, and the responsibilities of organizational leaders in contending with these challenges. It provides a qualitative assessment of Diversity programs in private and public sector organizations to include Marriot International, General Mills, the Department of Education, the Department of Energy, the U.S. Navy, and the U.S. Coast Guard. It addresses a number of tough issues such as religious accommodation in the workplace and the “Don’t Ask, Don’t Tell” Policy within the U.S. Military. It identifies the diversity best practices across all the organizations evaluated in the corporate analysis.

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Loyalty is dead, or is it? Loyalty Unplugged: How to Get, Keep & Grow All Four Generations definitively answers this question. We re-frame the concept of loyalty against the design and execution of people strategies, demonstrating that the goal should be employee engagement, not loyalty. The generations in the workplace – Traditionalist, Baby Boomer, Gen X and Gen Y – possess unique identities which they translate into different workplace behaviors. Loyalty Unplugged clarifies how to get, keep and grow your human capital by layering on a generational perspective. To create an engaged workforce, your organization must be engaged. We reveal how to demonstrate the characteristics of organizational engagement in all people strategies.

Giselle Kovary and Adwoa K. Buahene, the co-founders of n-gen People Performance Inc. have written this book based on over three years of research and client work. It is a comprehensive reference guide for all leaders responsible for recruiting, retaining and developing top talent.

This book tackles the why, what, and how to, within recruitment, orientation, total rewards programs, employee brand promises, career pathing, performance management, learning and development, mentoring, succession planning and management practices.

Loyalty is dead, or is it? Loyalty Unplugged: How to Get, Keep & Grow All Four Generations definitively answers this question. We re-frame the concept of loyalty against the design and execution of people strategies, demonstrating that the goal should be employee engagement, not loyalty. The generations in the workplace – Traditionalist, Baby Boomer, Gen X and Gen Y – possess unique identities which they translate into different workplace behaviors. Loyalty Unplugged clarifies how to get, keep and grow your human capital by layering on a generational perspective. To create an engaged workforce, your organization must be engaged. We reveal how to demonstrate the characteristics of organizational engagement in all people strategies.

Giselle Kovary and Adwoa K. Buahene, the co-founders of n-gen People Performance Inc. have written this book based on over three years of research and client work. It is a comprehensive reference guide for all leaders responsible for recruiting, retaining and developing top talent.

This book tackles the why, what, and how to, within recruitment, orientation, total rewards programs, employee brand promises, career pathing, performance management, learning and development, mentoring, succession planning and management practices.

FORMAT: Softcover