Book Description
Walk through the tightly packed, hierarchically flattened corridors of America's businesses and what do you hear? Not the sounds of harmony. Instead, you'll probably hear the grumbles of irritation as people with wholly different ways of working, talking, and thinking have been tossed together side by side, cubicle by cubicle. It's the teeth-gritting sound of generations in collision.
Charlie, for example, is 61 and desperate for some clear, straightforward guidance from his 43-year-old boss Mary, who, in turn, is using her trademark heartfelt, buzzword-laden management style in an attempt to radically alter Charlie's work processes. Jane, meanwhile, the 29-year-old technical wizard of the team, sits sullenly in her cubicle, unimpressed with either of them, and they with her.
None of them understands the other. None of them knows how to communicate with the other. And it's causing headaches and havoc for managers trying to mold this hodgepodge of ages, faces, values, and views into a productive, collaborative group.
Now, with GENERATIONS AT WORK, there's clear, concrete help. Written by a team of distinguished cross-generational authors, this groundbreaking book supplies fresh, provocative insights and practical solutions for understanding differences, resolving conflicts, and managing effectively in today's age-diverse workplace. Both sweeping in scope and highly specific, the book gives you:
* Astute profiles of four distinct generations: Learn about the Veterans (b. 1922-1943), Baby Boomers (b. 1943-1960), Gen Xers (b.1960-1980), and the Nexters (b.1980-), including their demographics, the events that shaped their lives and times, predominant traits, work styles, and key messages to keep in mind when recruiting, developing, and motivating these members of your workforce. * Illuminating case studies in generational peace: Go behind the scenes of five major companies that treat generational mixing as an asset. * A powerful practice exercise: Solve the plight of Charlie Roth, a fictionalized manager facing a cross-generational crisis--then read how 7 outside experts tackled the problem. * Hardhitting answers to the 21 most frequently asked questions about managing in a multigenerational workplace--plus much more!
For anyone struggling to manage people who just don't see work (or life) the same way, GENERATIONS AT WORK helps you understand the gulf that separates the generations--and offers practical guidelines for building a harmonious workforce where people rally together for the organization, not against each other.
Download Description
Supplies fresh, provocative insights and practical solutions for understanding differences, resolving conflicts, and managing effectively in today's age-diverse workplace. Profiles four distinct generations and their prominent traits and work styles, and offers key messages to keep in mind when recruiting, developing, and motivating members of each generation. Includes real-life case studies of five companies working in intergenerational harmony.
Customer Reviews:
Owners Manual For Managing the Muti-generational Workplace.......2006-08-04
The Year 2006 represents a unique place in time in the history of our workplaces in the United States. We now have four different generations in the same workplace and that has presented many challenges to business owners and managers. This book could be called an "Owner's Manual" in the sense that it provides some practical advice on how to deal with this age-diverse workforce. If you are looking for some help to "muffle" the loud sounds of colliding generations, or to bring those loud sounds into harmony, then this is a book for you. The book is a must read for business owners and managers to help understand the differences in the workforce; how to resolve conflicts and how to fully utilitze the diversity of ages to achieve success in business.
Reviewed by: J. Glenn Ebersole, Jr., Founder & Chief Executive, J. G. EBERSOLE ASSOCIATES and THE RENAISSANCE GROUP (tm), Lancaster, PA. and Author of "Glenn's Guiding Lines - Thoughts From Your Strategic Thinking Coach" newsletter www.renaissanceman4u.com
For managers, with a grain of salt, please.......2006-03-04
Never before has there been such diversity in the workforce. This is particularly true of the range of ages that co-exist on the job. In Generations At Work, the authors identify the four generations, the particular problems you may encounter managing them, and potential solutions. As the employee pool matures, this is knowledge every manager of a cross-generational workforce will need. These categories are, of course, cut rather broad. This book is probably better used as an idea toolbox than gospel writ.
The Generations:
1. Veterans (1922-1943): The World War II generation's dedication to the values of civic pride, loyalty and respect for authority have become a continuing influence in the following generations.
· Veterans tend to be more directive in leadership roles.
· Veterans are used to working in teams under strong leadership.
· Veterans can be prone to the "we've never done it that way before" mentality.
· Veterans often find technology intimidating and confusing.
2. Boomers (1943-1960): This generation tends to be idealistic and driven.
· Find out how they want to be managed.
· Expect a reaction if things don't go well.
· Motivate them with lots of public recognition, and involvement in decision-making.
· When mentoring them be tactful, let them tell you how they're doing, and think of yourself as a friendly equal.
3. Xers (1960-1980): The Xers are deeply cynical about management and the driven attitudes of the Veterans and Boomers. It is, however, possible to motivate Xers.
· Make your work environment as flexible as possible.
· Provide them with up-to-date technology.
· Give them lots of simultaneous projects and let them prioritize.
· Give them constructive feedback on their job performance.
4. Nexters (1980-2000): The most studied generation in history, Nexters are likely to be more like the veterans than any other group. When recruiting Nexters, keep the following principles in mind:
· Forget gender roles.
· Focus on teams.
· Mind the gap: there is likely to be a large generational gap between the Xers and the Nexters.
· Grow your training department.
· Establish mentor programs.
Very good read.......2006-02-27
I liked this book since it gave me an insight into the different components of each generation and how to deal with them at work as well as in general. I manage early boomers to nexters and am a Gen Xer and this book will help a great deal with that challenging task.
Real Generations.......2005-08-23
I enjoyed this book, even though I orignially got it for a class of mine on diversity. It is a great book, but as a Nexter I wish it was a little more updated on things about my generation, but it is understandable. I found that the generational stereotypes are very much in tune with my personal experiences.
You can fool some of the people, all of the time........2005-01-25
Have you ever read a "study" that contains tiny bits of truth (usually things that are obvious) but the rest is false? That's the case with Generations At Work.
If you remove the stereotypes all that remains is stuff that ought to be obvious. It may be that some CEOs with large numbers of disgruntled employees are unaware of even the most blantant trends and conflicts in the workplace but the lesson there is to fix the workplace, not the employees. All generations will be cynical if they are contstantly in danger of being laid off.
From my own experience, 3 examples that are completely the opposite of what this book describes. (1) People in my age group are supposed to be driven overachievers. How I wish that were true. Must have come from astrology or something. (2) I worked for a company that hired two young "golden collar" tech experts. These kids were outstanding. There were no personality conflicts. There were no generational conflicts. And the fact that they were so knowlegable made us worship them! So what if they preferred rock climbing to golf? (3) Speaking of stereotypes, the company shut down and we all got laid off. According to this book, young IT professionals can write their own ticket, right? False, again. Four months have passed and one of our young geniuses has a boring job with a long commute and big pay cut. The other has refused to take a crummy job and remains unemployed.
The book is not without humor, perhaps unintentional. Apparently Lucent is a good example of how waring generations can make peace. But I wonder how many managers want their company to perform as Lucent has.
In the end, the key to a productive harmonious workplace is for people to have jobs they enjoy, pay well and are reasonably secure. In a lesser work environment all managers can hope for is to tap into the stereotypes in this book to try to keep the dust down.
Book Description
Managing and Motivating Contact Center Employees reveals how to boost morale, streamline business processes, and inspire outstanding performance from frontline sales and service staff.
This creative and practical book gives instant help to anyone who knows the difficulties of managing in the diverse and dynamic contact center environment.
Download Description
Managing and Motivating Contact Center Employees reveals how to boost morale, streamline business processes, and inspire outstanding performance from frontline sales and service staff.
Customer Reviews:
An Insult to Every Contact Center Employee's Intelligence.......2007-05-24
I have now worked at two separate contact/call centers and I am always mystified as to why management has to treat employees so shabbily that it predisposes them to hate the company. It seems gratuitous and stupid, but I suppose that the "geniuses" who come up with these so-called employee motivating tactics never think for a moment that the employees might just have brains/feelings. Motivating techniques that I have seen first-hand involve infantile and immature contests that remind one of elementary school, and not of a serious company running a business. Prizes are often balloons handed to employees, blowing whistles and clapping when an employee receives a compliment from a customer while the managers/leads stand around the employee's desk for the whole call center to see and emulate, or an occasional sandwich/pizza delivered to the office for employees to partake. Of course, these are meant to take the place of REAL recognition like paying employees wages they can actually live on, or promoting them to higher jobs. Working conditions at call centers are notoriously bad: employees are expected to handle each call in 2 to 3 minutes at most while at the same time maintaining a high degree of quality service. Goes to show you how "sincere" companies are about keeping customers happy. The end result is a high employee turnover rate, and for those that stay, tension and fatigue is the order of the day.
So, the next time you call an 800 number to reach your bank, utility company, supermarket, or department store, please keep in mind what is going on behind the scenes. Hopefully, some day the government watchdog agencies that regulate the workplace will realize that much needs to be done to improve call center work.
Excellent advice based on reality!.......2007-02-11
From the moment I opened this book, I could tell the people who wrote it had worked in call centers. The advice is comprehensive and throughout the book they offer resources for additional information. If you have to give feedback to call center employees, get this book! If you are a new or seasoned call center manager, get this book. If you need to motivate call center employees, get this book! It is worth the money. I have purchased several books in this genre. This book and the book "Why Employees Don't Do What You Want..." by Fournies have turned out to be the most useful.
Good information with actionable suggestions.......2005-09-06
I was able to implement the ideas from this book in my call center.
A must have for your contact center library.......2003-12-12
Impact Learning International has done it again! There is no contact center topic more important than that of focusing on the biggest expense and the greatest asset...your people. Impact Learning provides excellent advice and practical help in a fun and understandable way. It is based on their many years of experience coaching and training in the contact center industry. I refer to my copy all of the time and have given away several copies to contact center managers. You MUST have a copy of this book in your business library!
Book Description
What's the best way to revolutionize the workplace? Forget restructuring and reengineering. Have a little fun!
Imaging sendig a pizza to your assistant's home after keeping her late at the office...or writing a "thank you" note to her spouse for being so understanding! It's not business as usual, but as management consultant Matt Weinstein makes clear, recognition and appreciation can play a vital role in boosting morale and productivity among stressed-out, overworked employees. Based on his success with some of America's best-known and most profitable companies, Weinstein presents a step-by-step plan for building an enthusiastic, high-performance team and offers hundreds of tried-and-true techniques for enhancing employee satisfaction and personal pride.
Customer Reviews:
Disappointing.......2007-07-20
Sorry, but this does not meet expectations, especially after you read all these good reviews. The book is not very well written, a lot of ideas are just not funny, many should not be implemented unless you want to get fired and the few good ideas can only be followed by company owners. I don't know if its cultural differences that count here (I'm in Greece), but I think this book is not good even for US residents.
I would give more stars if many ideas were taken out, the rest were better written and the price was lower.
One more thing: several real-life examples do not seem so real-life to me. I have a strong feeling that these are "engineered" to fit in the book...
The two stars are for the first part of the book, not the specific ideas.
Work Can be Fun- also see WorkLaughs.......2006-12-29
With stories from companies that include fun in their bottomline, Weinstein inspires us all
to look for and create more laughter and fun at work. A great companion book to
WorkLaughs: Quips, Quotes, and Anecdotes about Making a Buck. (also available on Amazon).
Here's a vote for SHAMELESS SELF-PROMOTIOM.......2006-10-30
I am very happy that this book can be purchased for $.01 on Amazon Marketplace and that others can learn and prosper as the previous readers and reviewers have already done.
How can you top motivating your employees, inspiring coworkers, boosting the bottom line and having fun?
Life Doesn't Have To Be So Solemn.......2005-12-24
If work is too consuming and life too earnest, read Managing to Have Fun by Weinstein. Introducing some lightheartedness at work may be a lifesaver. The books give 52 unexpected activities to motivate employees or inspire coworkers. If you feel stressed and overworked, chances are those around you feel it too.
I must admit that I was one of those overly earnest bosses and I wish I'd discovered this book earlier in my career. My staff would have appreciated some stress relieving activities.
The Advantages of Fun at Work and How to Grasp Them!.......2000-06-13
I was delighted when I found this book. I have been thinking about how much better work would be if fun was deliberately emphasized. Wow! Then I found a book that not only subscribes to that idea, but is full of practical advice for how to pursue that liberating concept.
Weinstein is the self-described emperor of a company called Playfair. He and his colleagues give a lot of speeches, and only charge if they fail to get a standing ovation. So far, they've always gotten paid. So here are some people who know how to generate enthusiasm.
In the beginning of the book, Weinstein uses an example of Marshall Hall, a CEO who came to one of his speeches, to show how the ideas can be pursued. At first, Hall could not imagine how he could take any of the pressure off his people. With coaching, he began to make steady progress in adding fun in ways that are consistent with the trust he has established in his enterprise. Skeptical people on the subject of fun will find these examples helpful.
In the middle of the book are 52 examples (one for each week of the year) of ideas for adding fun. You don't have to follow them blindly, but they can stimulate your thinking. One of my favorites was paying the toll for the person behind you at the toll booth, and lingering behind to see the expression on the person's face when they catch up to you on the road. I've done that, and it can be a lot of fun.
In the end, Weinstein tells a story from his own organization about someone who was having trouble dealing with a lot of fears about flying in small planes. Playfair evolved some fun ways to help him that made all of the difference.
Beyond the fact that we would all like to have some fun at work, the book makes a decent case for the role of fun in team building, better customer service, morale, generating loyalty, and in reducing stress. For example, in one study, those who found coins in a pay telephone were 4 times as likely to help someone who dropped packages in front of them as they finished their call as those who did not find any coins.
One of my very favorite examples in the book was of a boss who put little candies and rewards into his memos to encourage his assistant to have fun typing them up. Then, he surprised her one day by inviting her into the office, closing the door, and dancing with her for one minute. He knew she liked dancing, and they do this once a month or so. Basically, it is an affirmation of his respect for her. It was this story that led to Marshall Hall feeling that he could never add fun to his company. He was sure his assistant would sue him for sexual harrassment!
Be sure to read the story about Aunt Jemima. It'll give you a good laugh as well.
I strongly recommend this book to anyone who is interested in making work more meaningful and satisfying for themselves and others. It is the essence of the fun part of the book, Nuts!, about Southwest Airlines.
Book Description
Managing government employees presents unique challenges. Government managers may feel that stringent and convoluted regulations mean they "can't do that." Some others may use that perception as a crutch. But the truth for all of them is, yes, they can "do that" -- and they'd better. "That" means managing employees as proactively and decisively as their corporate counterparts, and holding their staffs, teams, and departments accountable for productivity and results. Managing Government Employees offers dozens of techniques for meeting the challenges and stressful situations supervisors face on a daily basis. Major topics include how to:
* get maximum dedication and productivity from employees
* improve results of poor performers and discipline or fire them when necessary
* deal with union and EEO issues
* cut through the red tape of government employment systems
For managers frustrated by government bureaucracy, this book lets them know they have more power than they may think.
Book Description
A proven program for increasing your management skills
Managing Assertively has helped tens of thousands of businesspeople become more effective managers by sharpening their people skills. Leading management trainer Madelyn Burley-Allen shows you how you, too, can learn to resolve conflicts and defuse interpersonal problems that invariably arise at work. Her step-by-step techniques, clear examples, and competence-building exercises will immediately improve your supervisory skills, sharpen your self-awareness, and make you a more confident, assertive manager. You'll learn how to:
- Use eight building blocks to become a more effective manager
- Overcome self-defeating behavior
- Handle criticism to maintain and enhance self-esteem
- State limits and expectations to clarify assignments
- Become a more effective listener
- Receive and give positive feedback to enhance team building
- Handle conflict, stress, personal problems, and a wide range of other difficult on-the-job situations
- By following the user-friendly, interactive, self-teaching format, you can work at your own pace as you master management essentials.
Customer Reviews:
Useful, lots of practices.......2006-08-18
A very useful book for changing your attitude towards others and towards yourself. It has a lot of exercises. Some of the examples can be skipped, since some of them tell the same things.
So-So.......2005-12-30
I was disappointed in this book. Way too much time was spent on telling you how to build your own self-esteem. Some of the review exercises are overly simplistic. I emailed a work situation and question to the author; she replied that she charges $85 for a one hour telephone consultation fee. Hmmm, $85 plus the $20 I already spent on the book. Sorry, not worth it, even at only the book cost.
"Managing Assertively" by Madelyn Burley-Allen.......2000-11-28
Managing Assertively is an excellent teaching quide for improving your people skills. It gives defination to the different types of supervisory styles that exist. The book uses exercises to teach an eight step building block plan for managing assertively. This plan can be used daily to improve your supervisory skills. A great book to build confidence and self awareness.
Getting To Know All About You.......2000-03-29
A super self-teaching guide for managers (and others) who want to develop assertiveness skills! This isn't just a book of theories. There are practical exercises and lots of self-assessment tools. It's worth adding to your reference shelf and sharing with others.
Wondering why you're having trouble getting through to someone? Need to turn a personality clash into a more productive relationship? While this book doesn't promise to cure all your woe's, it offers techniques that are simple to apply and they work! It helped me identify the events, thought processes and attitudes that influence the results I get when interacting with others. You'll be surprised at what you learn about yourself. These easy to adopt behaviors can improve your relationships with others. Try it and see.
Book Description
The first book on managing change for the long-term!
Many leaders spend time getting people on their side-only to drop the ball by failing to "keep them on their side." The key to long-term success in any organization is maintaining momentum for ideas and initiatives.
Keep Them on Your Side addresses the critical issue of how to keep people on your side and how to sustain momentum so that you can achieve your goals. Developing an agenda, identifying allies and resistors, and assembling a coalition are only the first steps to instigating change-you need to figure out how to keep people on your side so that you can move your project across the finish line.
While many books focus on initiating or managing change in the short term, Keep Them on Your Side is the first book to address maintaining organizational momentum for projects and agendas-and managing change for the long haul.
Customer Reviews:
Clear manual on maintaining momentum .......2007-10-04
This sometimes surprising book presents principles that many managers will be able to apply immediately. Samuel B. Bacharach writes clearly and maintains his focus on a single cluster of ideas: His main points are that implementation is an essential part of leadership, momentum is an essential part of implementation, and as a leader, you can maintain momentum by focusing on its key elements, which he explains and illustrates. He includes examples from many disciplines and historical periods: his use of Lewis and Clark as leadership models was one of the book's pleasant surprises. However, Bacharach is better at describing common dilemmas than at solving them. Once he's persuaded you to balance "directive" and "facilitative" leadership, you still have the big challenge of figuring out how. Even though some of his concepts are not entirely new, we recommend this book to leaders who want to brush up on basic principles, and who appreciate seeing them refreshed and reframed.
Diversity.......2006-11-28
I really enjoyed the follow-up to get them on your side. It was an outstanding piece of work that helped my organization transition into the seconds phase of a very important project. It was rough getting them on my side but it is extremely harder to keep them. This book focused on key fundametals that aid in that process.
A valuable resource.......2006-11-16
I recently received Get Them on Your Side and Keep Them on Your Side as a gift and was quite delighted. As an entrepreneur who endeavors to start new businesses, I was indeed surprised how relevant and useful these two volumes are. Bacharach clearly understands what it takes to launch ideas and keep momentum going. I wish I had these books in my corner awhile ago, but I'll keep them on my shelf and rely on them as I manage my growing business. Who says academics can't write for practitioners?
Richard Bamberger, Managing Director, Landmark Audio Technologies, LLC
Must reading for effective leaders.......2006-11-14
"Keep Them on Your Side" is a terrific follow up to Sam Bacharach's "Get Them Your Side". Too many executives give short shrift to the difficult leadership and hard political work necessary to get things done. Where "Get Them on Your Side" highlights building coalitions to build support for your ideas and make things happen, "Keep Them on Your Side" shows you how to keep your coalition together, keep members motivated and moving toward your goal. As every leader knows, most projects die for lack of follow through. As someone who has taught about leadership and cultural change for 20 years, I highly recommend these books as must reading for every one who wants to be an effective leader in his/her organization - whether it is a corporation, union, non-profit, or a government agency.
I love this book!.......2006-11-14
Keep Them on Your Side is the fabulous follow up to Get Them on Your Side, and I can't recommend it highly enough! It's an absolute must for everyone who wants to know how to take the skills they developed with Mr. Bacharach's first book to that next level. This book is filled with ideas on how to maintain the alliances you built and keep the momentum going right through to the successful conclusion of your project.
Both books are absolute gems and already read like classics in the field. You can't have a better guide through the political minefield of the business world than Mr. Bacharach.
Average customer rating:
- Nasty Bosses
- Jim Ackerman
- Half of the book about nasty bosses, other half...not sr
- A good place to begin
|
Nasty Bosses : How to Deal with Them without Stooping to Their Level
Jay Carter
Manufacturer: McGraw-Hill
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ASIN: 0071432477 |
Book Description
The bestselling expert on>nasty behavior sets hissights on bad bosses
In the straightforward and popular style of Dr. Carter's previous three books (Nasty People, Nasty Men, and Nasty Women), Nasty Bosses provides no-nonsense insights into bad-tempered behavior, offering proven techniques for handling every harmful moment inflicted by snide superiors. > Combining humor with the know-how of a trained psychologist, Dr. Carter offers strategies for:
- Navigating around the "The Carrot Dangler"--the boss who motivates with the promise of a promotion but never delivers
- Discerning the deceptive "Two Face"--the supervisor who tells everyone a different story to try to please them all
- Coping with "The Crusader"--the chief who demands fanatical hard work and dedication from employees but "guilts" them, "misers" them, and demeans them
- Dealing with "The Chucky Boss"--when this boss is through using you, you get chucked in the "wasted" bin
- Contending with "The Noper"--the leader who rejects your ideas only to later implement them as his own
Customer Reviews:
Nasty Bosses.......2007-05-31
Great book. Has helped to empower me and my coworkers. I passed the book around at work and they really liked it. Now we understand what we can do to combat the situation.
Jim Ackerman.......2005-07-08
This book blew me away! It is subtle. This is a sleeper. I was going through the book again and BANG! It propelled me right into my prefrontal lobe! I got it! What a brilliant book! This book is more than just words. I don't know how the author did it, but I am so grateful. If you don't get it, it's an OK book. If you get it, it snaps you into a different state of mind. I hope you get it.
Jim Ackerman
Half of the book about nasty bosses, other half...not sr.......2005-06-06
author talks about nasty bosses and how might confront them but then goes on talking about life, etc.... Last two chapters are just a waste of time - he may have just copied and paste them from any other book he was writing...
A good place to begin.......2005-02-19
I would suggest that this book might be a good place for anyone in management to begin if he or she senses that there is some undercurrents in the work pool. It is readable and seems to understand how the employee under a supervisor feels. If your employee reads it, you should know of the strategies suggested for dealing with the boss (you). It was helpful. It is a quick read.
Product Description
Finally, a book dedicated to the day to day reality of managing people. A book designed to teach you the skills necessary to effectively manage your people, and build high performance teams.
Customer Reviews:
the publishing date should be correted !.......2006-09-14
Hi the Author and Amazon team, you should correct the publishing date.
Lots of experience in 150 pages.......2006-03-14
In my MBA program I have encountered endless writings on management theory. This book puts it in simple language. There is no buzz or catch words, just the real stuff. Get rid of the countless 300 hundred page books and go with the one that gets to the real points in 150.
Impactful, a must for every manager!.......2003-11-25
This book is perfect for every manager who wishes to increase his/her capacity as a manager, but doesn't want to read countless pages on the "A, B, C's" of Management. Alex Malone conveys his message in a personable way that most managers will identify with, relaying personal experience and learnings that we can relate to and learn from to become better people managers. This book is definitely not the "same old thing" and offers a unique viewpoint into effective people management. Even highly experienced managers will find themselves easily identifying areas for improvement, resulting in stronger management skills and more productive teams. Highly Recommended!
More than just an effective and practical guide........2003-11-06
If you are a team manager or aspiring to become one, 'Managing Your Greatest Assets' will likely promote thought, provide insight and evoke unexpected laughter. The author skillfully describes numerous experiences while evolving as a manager with refreshing clarity and warmth. He shares his successes, failures and practical lessons intelligently in a concise and very readable style. I highly recommend this book. Well done, Alex.
A Sure Bet.......2003-10-24
I have not read this book yet, but will bet it is right on the mark. Alex and I worked together through his learning years (side by side). The environment, business state and people challenges taught us both alot. The successes were many and achievements great. In the end, Alex gets his biggest kick out of watching people develop and grow. Today many of those folks are at a place they could never of imagined. Having work beside, watched and contributed, I am absolutely thrilled to see Alex share his values and approach.
Congrats ! my friend. You have made a difference.
Don
Book Description
Do you deserve a raise but are unsure how to approach your boss? How do you correct a colleague? What is the best way to request leave while ensuring your job safety?
Lifescripts for Employees covers "Lifescripts for Your Boss" and "Lifescripts for Your Peers." Examples: Asking for a raise; asking for a promotion; ratting on a peer; going over your boss's head; giving notice; correcting a peer's mistakes; deflecting romantic overtures; asking a colleague for a date; suggesting better hygiene; asking a peer to cover for you; negotiating severance; asking for bigger workspace; telling a peer his job may be in danger; telling a peer to stop harassing you.
Customer Reviews:
A must have for the speechless and the shy.......2001-07-11
Have you ever been in a situation where you wanted to say something and just couldn't think of the words? You might have gone home aggravated and thought of the perfect thing to say much later. This book lists all of the "perfect" things to say, and is a must have for anyone who's been in a situation where the right thing to say mattered and didn't quite have the words. It's the kind of book that is perfect for college students, employees, recent immigrants, and for anyone who's ever wondered, what could I have said that would have made a difference? A must have.
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- Histology for Pathologists
- How to Buy, Sell, and Profit on eBay: Kick-Start Your Home-Based Business in Just Thirty Days
- How To Make Your Business Run Without You
- How To Start And Run Your Own Corporation: S-Corporations For Small Business Owners
- HPI Essentials
- International Business Negotiations (International Business and Management)
- Introduction to Hospitality (4th Edition)
- Introduction to Management Science w/ Student CD-ROM
Books Index
Books Home
Recommended Books
- The Complete Idiot's Guide to Publishing Children's Books, Second Edition
- Into the West: From Reconstruction to the Final Days of the American Frontier
- Accounting and Finance for Non-Specialists
- Exploit the Lottery and Win: A Step-By-Step Analysis
- Financial Management: Principles and Applications
- Operations Management: An Integrated Approach
- History: Fiction or Science
- Wiley IAS 2000: Interpretation Application of International Accounting Standards 2000
- Contemporary Post Keynesian Analysis: Keyensian Analysis
- Discover California Wildflowers
When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work
Boomers, X-ers, and Other Strangers: Understanding/Generational Differences/Divide Us
Connecting Generations
Managing the Generation Mix: From Collision to Collaboration
Millennials Rising: The Next Great Generation
