Hasil Pencarian  ::  Simpan CSV :: Kembali

"More than 30 years ago, Dick Grote developed a powerful, nonpunitive discipline system that turned a troubled Frito-Lay plant from a hotbed of employee sabotage and toxic relations into a productive, respectful environment-one where employees took personal responsibility for their behavior, and managers helped problem employees become productive players. Grote's method spread to other companies, and gained national recognition with the 1995 release of the first edition of Discipline Without Punishment. The book has become a management classic, helping thousands of companies and managers move to a responsibility-based approach for handling unacceptable performance, problem behaviors, and excessive absenteeism. But, despite the effectiveness of the DWP method, many supervisors and workplaces continue to cling to their long-established system of verbal warnings, written reprimands, suspensions without pay, and probationary periods-all fear-based approaches that instill lots of resentment, with little or no payback in improved performance."

"Great leaders drive the bottom line, which is why organizations pour money into leadership development. But most companies have no real way to gauge whether their endeavors are paying off?much less where they are falling short.Talent Leadership shows how to set up a world-class leadership-development program?and have the metrics to prove it!Packed with research findings, best practices, case studies, proprietary assessments, and more, this innovative book explains how to:? Employ assessments to benchmark current and future executive talent? Use the resulting data to identify leaders with potential based on their capabilities, commitment, and alignment with organizational goals? Leverage analysis to target training and coaching where they will have the greatest impact on individual performance and overall operating successBy measuring, calibrating, and recalibrating the leading indicators that directly predict organizational health and the ability of leaders to meet those needs, HR and OD professionals will bring a much-needed numbers focus to their crucial talent development efforts.This book is for leaders of HR, Talent Management, OD/MD professionals, and the vast population of operating managers who are charged with identifying, managing and developing high-potential and emerging leaders."

"Government employees face enormous challenges today, including being stigmatized as underworked and overpaid. At the same time, they?re being asked to solve some of our toughest problems including unemployment, security, poverty, and education In Engaging Government Employees, Bob Lavigna gives managers the tools they need to leverage the talents of government?s most important resource: its people. He shows them how to measure, nurture, and sustain the kind of authentic employee engagement that drives results. With over three decades of experience in public sector HR, he knows how to get team members passionate about the agency?s mission, and committed to its success. Readers will learn: ? Why a highly engaged staff is 20 percent more productive? How to get employees to deliver ?discretionary effort?? How to assess the level of engagement? Why free pizza and Coke every Friday is not a viable strategy? And more Drawing on a wealth of empirical evidence, Engaging Government Employees rejects the typical, one-size-fits-all approach to motivation and shows how America?s largest employer can apply the science of engagement to dramatically improve performance."

"During Toyota's highly publicized recalls of 2009 and 2010, the legendary carmaker's 60-year-old reputation for operational excellence was put under the microscope. Business pundits wondered out loud if Toyota's quality levels had decreased dramatically, while the harshest critics predicted the end of the company as we know it. For the most part, the government's findings absolved Toyota of serious defects and accidents, and Toyota recovered rapidly---but mistakes were made, which showed that Toyota is not perfect. In fact, there is always opportunity for improvement in every process."