winnie the pooh on management

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Winnie The Pooh On Management

Author : Roger E. Allen
ISBN : 0143119664
Genre : Business & Economics
File Size : 21. 99 MB
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Allen uses the A.A. Milne characters to illustrate the basics of prudent management.

Winnie The Pooh On Problem Solving

Author : Roger E. Allen
ISBN : 0525940820
Genre : Problem solving
File Size : 75. 60 MB
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On the heels of the popular Winnie-the-Pooh on Management, a companion volume outlines a simple, step-by-step procedure for effective problem solving, illustrated by the characters of Winnie-the-Pooh.

Winnie The Pooh On Success

Author : Roger E. Allen
ISBN : 0525942939
Genre : Self-Help
File Size : 73. 1 MB
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Offers a straight-forward strategy for defining and achieving success in one's life

Emotional Terrors In The Workplace Protecting Your Business Bottom Line

Author : Vali Hawkins Mitchell
ISBN : 1931332274
Genre : Business & Economics
File Size : 85. 28 MB
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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

Promoting Yourself

Author : Hal Lancaster
ISBN : 9781439122709
Genre : Business & Economics
File Size : 35. 43 MB
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Longtime Wall Street Journal columnist Hal Lancaster is tired of feel-good career guides written by football coaches and soap opera actors who boil the complex workplace down to buzzwords and platitudes. Refreshing and controversial, Promoting Yourself asserts that readers can best build their careers not by listening to so-called gurus, but by studying others like them who have flourished. Through stories of real-life professionals, Promoting Yourself reveals a workplace that requires you to pit your competitive fire against a horde of ambitious bosses, peers, and subordinates, all seeking the brass ring of success. Lancaster shows you how with tough, savvy answers to the fundamental questions: How can you find the right job? How can you improve your job? When should you leave? How do you survive your boss's foibles? How do you make sense of all the mergers, technological advances, and cultural changes that have muddied the career waters? When is it necessary to ignore the incessant calls of "family first"? Promoting Yourselfgives readers the street smarts and insight needed to tackle the highly political and often unjust reality of corporate life.

Management Today Principles And Practice

Author : Gene Burton Manab Thakur
ISBN : 0074620940
Genre : Decision making
File Size : 47. 12 MB
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Managing Your Practice

Author : Joyce J. Fitzpatrick, PhD, MBA, RN, FAAN
ISBN : 0826119352
Genre : Medical
File Size : 37. 58 MB
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Designated a Doody's Core Title! Are you establishing a solo or collaborative health care practice? This concise reference book is designed to provide the basic business and management skills you need. It is packed with practical information, from writing your mission statement to preparing and implementing a business plan, to marketing and legal considerations. Three sample business plans are included as an appendix.

Effective Management

Author : Chuck Williams
ISBN : 9781305480728
Genre : Business & Economics
File Size : 24. 69 MB
Format : PDF, Mobi
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Discover how award-winning educator and author Chuck Williams does management like no one else with the latest edition of EFFECTIVE MANAGEMENT. Whether you prefer to listen, see, read, or act, you will find the learning style or combination of learning approaches that appeal to you in this innovative, streamlined text and media-driven package. Important Notice: Media content referenced within the product description or the product text may not be available in the ebook version.

People Management

Author :
ISBN : UCLA:L0087345260
Genre : Personnel management
File Size : 24. 22 MB
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Manufacturing Competitiveness Frontiers

Author :
ISBN : UOM:35128002271573
Genre : Industrial productivity
File Size : 54. 29 MB
Format : PDF
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