Book Description
This text provides a practical, clear and useful foundation for the fledgling negotiator with an overview of the legal, credit and operational issues inherent in the ISDA Master Agreements. It is used as the basis for training courses on the subject. This second edition follows the first major revision of the Agreement for ten years. The book includes full updates on the changes. Contents include: Introduction, The Evolution of the ISDA Master Agreement, the 1992 ISDA Master Agreement, the 2002 ISDA Master Agreement, Legal Issues Relating to the ISDA Master Agreement from the European & US Perspectives, Credit Issues Relating to the ISDA Master Agreement, Operational Issues, Special Provisions for Special Entities & Those Sought By US Counterparties, New Developments.
Book Description
Behavior in Organizations, 8/e, by Shani and Lau, is a paperback text that takes a hands-on, experiential approach to organization behavior. The majority of the exercises, role-playing simulations, and cases were developed in and for management training workshops. The cases themselves represent different industries and organizations around the globe with diverse size, product, service, and cultures. Instructors appreciate the multiple interactive teaching methods for each teaching module. Experiential methods provide a powerful stimulus for learning, growth, and change by helping participants focus on their own behaviors and reactions as data. The text begins with structured, less personal exercises that are readily recognized as relevant to human effectiveness in organizational settings. Personal growth and self-understanding activities are introduced later in the text, after students have had enough experience to become more comfortable and ready for them.
Customer Reviews:
This book and Bible light up my life!.......2007-10-14
The Organizational Behavior textbook by Dr A B Shani, the Chair of Department of Management at the renowned Orfalea College of Business, was every thing his students asked for in its ever-improving 8th edition.
The eloquently written text combined with his charismatic teaching style and in-class exercises not only stimulate students' yearning for knowledge, but also push his students onto the next level in becoming responsible and thoughtful human beings.
One benefit of this textbook is its pages are tear-able. This feature allows his students to only bring the pages of the day to class while leaving the rest of the textbook at home.
All in all, this book is definitely a keeper, one that I would reference back when I am leading a Fortune 500 firm.
human resourse.......2007-07-17
the book isn't that great to read, especially for a organizational behavior class. it doesn't really go in depth about certain things.
I have been using the 5th ed for ten years!.......2006-04-24
I took a bachelors course on Organizational Behavior from Dr. Shani at Cal Poly in 1996. Since then, I have used the book as a resource in graduate studies and in my team and leadership development work. The experiential learning method is a fantastic method that works especially well with teams. I highly recommend this paperback. I would rate this edition higher but have yet to see the updates. If it is anything like the fifth edition, you will not be disappointed.
Book Description
Includes FREE CD with 25 role plays from the popular first volume—50 total role plays!
Updated with 25 new role plays not covered in the first volume, the latest edition of the popular 25 Role Plays to Teach Negotiation will inspire you to think and act like a negotiation expert. If you're a management training and development specialist who needs one or two role-plays to use in a negotiation program, this book's a must. The book provides the opportunity to practice the behaviors used most frequently by successful negotiators—including questioning, clarifying, checking for understanding, summarizing and active listening.
Each of these role plays is based on a unique approach to negotiation embracing three critical concepts:
Successful negotiation is not an adversarial process, but a collaborative framework for creative problem-solving
The needs and interests of both negotiating parties must be addressed if there is to be a long-term solution
Negotiation is an ongoing process, and today's negotiation will affect the long-term relationship between the parties
Try out new behaviors that will help you:
Handle situations among co-workers regarding their roles and responsibilities
Talk with your employees about their performance
Improve relationships between the purchasing staff and internal clients
Deal with difficult customers
Sample role-plays:
The new project manager
The difficult team member
The difficult discussion/meeting
Engineering changes
Product Description
In this book, Janet Alsup reports and theorizes a multi-layered study of teacher identity development. The study, which followed six pre-service English education students, was designed to investigate her hypothesis that forming (or failing to form) a professional identity is central in the process of becoming an effective teacher. This work addresses the intersection of various types of discourse within the process of professional identity development, emphasizes that the intersection of the personal and professional in teacher identity formation is more complex than is acknowledged in typical methods classes, and accents the need for teacher educators to take steps to facilitate such integration. Specific suggestions for methods courses are presented that teacher educators can use as is or adapt to their own contexts. Teacher Identity Discourses: Negotiating Personal and Professional Spaces speaks eloquently to faculty, researchers, and graduate students across the field of teacher education.
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Communities of Networked Expertise: Professional and Educational Perspectives (Advances in Learning and Instruction)
Manufacturer: Elsevier Science
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Binding: Hardcover
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ASIN: 0080445411 |
Book Description
Relying on a series of empirical workplace studies as well as an extensive review of psychological, sociological and educational literature, the authors develop a framework for examining human competence as a process of networked expertise.
Networked expertise refers to competencies that arise from social interaction, knowledge sharing, and collective problem solving. These are embedded in communities and organized groups of experts and professionals. Cognition and intelligent activity are not only individual and mental processes but ones which rely on socio-culturally developed cognitive tools. These include physical and conceptual artifacts as well as socially distributed and shared processes of intelligent activity embedded in complex social and cultural environments. Networked expertise is relational in nature. It is constituted in interaction between individuals, communities, and larger networks supported by cognitive artifacts, and it coevolves with continuously transforming innovative knowledge communities.
The focus of the book is on analyzing the socio-cognitive foundations of human intelligent activity. The authors examine theories and models that help to understand individual and social aspects of processes of learning, development of expertise, knowledge creation, and innovation. These processes are studied both in the contexts of education and work, and are illuminated with numerous examples, and interview data. The main topics covered are the development of expertise, distributed cognition and shared expertise, collaborative and cultural learning, and inquiry-based and computer-supported learning processes. The basic tenet of the book is that knowledge sharing should be a core value in all organizations. This is the first step of answering to the challenges of emerging knowledge society.
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25 Role Plays for Negotiation Skills
Ira Asherman , and
Sandy Aherman
Manufacturer: Human Resource Development Press
ProductGroup: Book
Binding: Ring-bound
Communications
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ASIN: 0874259975 |
Book Description
Drawn from real-life experiences, these role plays will get participants thinking and acting like negotiation experts. Participants will have the opportunity to practice skills like climate setting, bargaining, and settlement so they'll be prepared for any situation back on the job.
Customer Reviews:
Fun Plays!.......2000-09-10
This book is great for a rainy-day afternoon, or a sunny morning, or for anytime! I found the 25 plays perfect for say a Drama/Theater class, but frankly, anyone person with an ounce of competitiveness in him would enjoy these skits... My favorite was 3. An Angry Customer, but all of them were good! They really teach you how to negotiate better thru the examples of the plays... Buy this book and have some fun!
Book Description
"The book is a very sound piece of work defining a set of soft tools that can be applied to organizational situations. It is centered on the concept of the open systems and where this is deficient, it brings in a political model. This reader enjoyed the book and looks forward to a further volume."
--Systems Practice
How can organizations handle the opportunities and threats posed by rapidly changing markets and external conditions? How can they improve their overall effectiveness? The second edition of
Diagnosing Organizations contains up-to-date treatments of techniques and models for diagnosing how organizations deal with challenges like these. The book also shows how consultants and applied researchers can help managers find ways to enhance organizational effectiveness. The completely revised edition of this best-selling book presents the latest techniques for gathering and analyzing diagnostic data. It also covers models and methods for diagnosing organizational designs, everyday practices, fits among organizational components, organizational politics, and power relations. Ethical and political dilemmas of consulting and diagnosis are also explored. The book retains its original coverage of the process of working with members of a client organization to plan and administer a diagnostic study and communicate its results. This second edition also continues to focus on group processes and the quality of working life.
Professionals and researchers in management, evaluation, public administration, and sociology will appreciate the practical guidelines this volume offers.
Customer Reviews:
Diagnosing Organizations - A step by step approach.......2000-05-01
Michael Harrison's book Diagnosing Organizations Methods, Models and Processes, is just that, a book that explains and gives a format for consultants to utilize while diagnosing an organization. Harrison's approach is more academic in nature and is very detailed. The methodology used in Harrison's book is meant to equip a consultant with the necessary information, tactics, and tools to best complete an organizational diagnosis accurately. The methodology Harrison puts forth is also designed to aide the consultant to be able to provide the client with clear, objective, valid and reliable data and information regarding (but not limited to) various existing work functions, the working environment and employee morale. Thus, in order to be able to come to a point of understanding of where exactly the organization is at today and to strategize what needs changed. In addition to, how the consultant can effectively create such an organizational change to help the clients get to tomorrow. Throughout his book, Harrison stresses the importance of the role of the consultant. A consultant might be called in for many reasons. The client organization might seek to use the diagnosis as an independent or "outside" resource for evaluating organizational work functions, existing programs, or as a means to carry out organizational change. The consultant's job is very broad, especially in relation to assisting the client with implementing organizational change. It is very important for the consultant and the client to have an open and communicative relationship and to agree upon the terms of the relationship and contract at the very first meeting or initial contract agreement. It must be understood that in order to perform his or her job to their best abilities the client must trust and support the consultant and the consultant reserves the right to end the diagnosis at any time for any reason (withholding information or not collaborating with the consultant are examples). Harrison uses the open systems model of diagnosis as a means for the consultant to evaluate the entire organization. The open systems model is a method that views the organization in an objective manner and attempts to interpret organizational activities without focusing on the political powers that might exist within the organization. This model encourages consultants to examine every aspect of the client's organizational functions and for the consultant to look beyond the problems presented and addressed by the client. The open systems model evaluates the condition of the client's inputs, outputs, goals, strategies, culture and other important facets of the organizational process. By examining every aspect of the organization, the consultant can better understand the origins of the problems and design methods to effectively accommodate change. The diagnostic process itself is broken down into three key steps. The first step in the process is to identify how the study will be conducted and what type of relationship will exist between the client and the consultant. As mentioned previously, it is of utmost importance that the client and the consultant reach an agreement that is amicable for both parties before any work begins. The second phase in the process deals with the how the consultant's view on how the diagnosis should proceed taking into account the client's concerns and timeline. The third step in the process entails the various scientific and analytical methods of data collection and analysis. Harrison explains that these three steps do not necessarily have to be completed in the order listed, but should always be present in any organizational diagnosis to ensure accuracy.
Harrison stresses that the role of a consultant is not to tell the client what they want to hear. At the same time, nor is it the consultant's place to use the client's organizational problems as a platform for his own research ideas or interests. Rather, a good consultant will listen to what the client expresses as their concerns, set those concerns aside and go about the organizational diagnosis to get a true concept of where the organization is and see if it adds up to the client's original statements of concern. Yet, at the same time, the consultant must keep the client's needs in mind throughout the entire diagnostic process and also not let the client's needs compromise the scientific method utilized in the collection and analysis of data. The dynamics of the individual to the group, the group to the organization and the individual to the organization are examined throughout the book. By analyzing these perspectives a description of the working relationship that each group within the organization can be understood in addition to the effects each group has upon the others. The descriptions and various information that the consultant gathers during personal interviews, observation and other methods can then be used as an informational tool to show how and what motivates employees to perform in addition to how various groups and their interactions with each other might be causing organizational dysfunction. Harrison also examines the distribution of power amongst groups in the organization in relation to how that power is used to effectively turn resources into services or products. Often, groups within an organization may not possess the power to fully achieve their objectives or tasks while other groups in the same organization might abuse or neglect their power indicating too much power might have been given to said group. The analysis of power distribution goes much further than just the hierarchy of the organization and can tell the consultant a great deal. However, this is often one of the more "touchy" and difficult areas to assess. It is critical that the client is willing to endure the analysis of the power distribution and to hear the consultant out in relation to his findings. Ultimately, a redistribution of power might be suggested to improve work effectiveness of the divisions and organization to create a more efficient organization. Yet, this very discussion makes many clients nervous for a redistribution of power is much more than shifting power and responsibilities. The client and consultant also must take into account the psychological factors that accompany power and empowerment and the taking away of power from individuals or a group. I found the case nine example on page 99 of the text very easy to identify with in relation to power relationships and it also helped me begin thinking and analyzing my place of employment more. Strengths and Weaknesses of the Book: Harrison's book, Diagnosing Organizations Methods, Models and Processes, provides details and examples for what seems might be every case scenario that a consultant could face. His examples give the reader a better understanding of the open systems model in addition to applicable case scenarios to transfer the theoretical into practice. Harrison's focus on the "macro" organizational elements of environment, organizational structure, technology, goals and strategies, inputs and outputs rather than the traditional low morale, or high turnover was fascinating. By understanding how these macro or "underlying" elements work and effect the organization the consultant is able to derive the reasons for low employee morale or high turnover rates. This new way of looking at organizational problems and organizations as a whole is very enlightening.
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- IMGs are no dummies....
- starting point
- Great information on visas for international MD graduates
|
The International Medical Graduates Guide To U.s. Medicine: NEGOTIATING THE MAZE
LOUISE BALL
Manufacturer: GALEN PRESS
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Binding: Paperback
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First Aid for the International Medical Graduate
ASIN: 1883620163 |
From the Publisher
Prepare for the arduous task of getting a U.S. visa for medical training and a Green Card. Learn the various paths to U.S. graduate medical training and licensure. Scenario-based discussions provide a straight-forward approach to the various situations IMGs encounter. Discussions illustrate how U.S.- and foreign-citizen IMGs can obtain a U.S. medical license, including details about the various steps and barriers each group encounters. Identify the pitfalls lurking for IMGs, those who want to hire them, and sponsoring family members. This book lists the steps to take, the resources to use, and the mistakes to avoid when dealing with the INS, the ECFMG, and state medical boards. This book may save you years of turmoil! Find the answers you seek and the path to U.S. medical practice.
Customer Reviews:
IMGs are no dummies...........2002-01-25
I wonder if there are any mysteries in getting into residency in the US, as a foreign medical graduate, to warrant a book on the subject.
The facts are as follows: to secure a residency position in the US as an FMG,
1. Get good scores on the USMLE exams. The higher the better. This is the most important factor, overall. Aim to score above 85 in each step, at the first sitting.
2. To get good scores, you need to read the relevant books. Those British books will not be of much help. Get Kaplan's materials, or buy them used on eBay. Or use other similar materials
3. If you can, enrol in an externship program in the US. Three to six months are enough to get you acquainted with the American system.
4. Send in your application as required (through ERAS), and call later to schedule interviews.
5. While preparing for your interview, and depending on your choice of specialty, read through Fred Ferri's "Care of the medical patient" (for internal medicine); it's probably the best book for practical medical care; or "Consultation Psychiatry" (for Psychiatry positions); or any other concise books. The point here is, never go for any of these interviews with an "empty head".
6. Get information about the hospitals (yes, you need this for the interview). You are interested in knowing the methods of interviews (individuals vs panel); specialty of the medical director (she'll most likely gravitate towards her specialty during the interview); what the usual questions are (vary little from year to year--current residents will help you here).
7. Get into residency.
That's it, folks.
starting point.......2001-10-30
I ordered this book as a canadian looking to get information on getting through the red tape to visa's, USMLE's etc. This book is more designed for the noncanadian MD and some of the information seems not to be up to date or entirely clear. The most useful thing i got from this was the addresses of the individuals i could contact to ask questions for myself.
Great information on visas for international MD graduates.......1999-10-19
This book helps you prepare for the legal requirements needed in order to stay in a residency in the US that most of us don't consider until it is too late. It covers not only topics concerning international graduates originally from another country other than the US, but also helps those with speciall situations, like american citizens who graduated abroad or international students who graduated in the United States. It is a definite first step.
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Prospecting, Selling, Presenting & Negotiating: Crucial Sales Skills for Sales Professionals Engaged in B2B & B2G, High Dollar, Long Cycle, Complex, Committee Based Sales. For Sales Rep, Manager & C-Level Business Executives. Autographed Set. (Selling Strategies From Great Moments In History, Full Set - Volume 1, 2, 3 & 4.)
Patrick Henry Hansen
Manufacturer: Brave Publishing
ProductGroup: Book
Binding: Paperback
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ASIN: B000NSF0NG |
Product Description
Full Autographed Set of 4 Books. 1120 total pages.
Book 1 - Power Prospecting: Cold Calling Strategies for Modern-Day Sales People Prospecting is the beginning of the sales process and has an enormous impact on a sellers success. The quantity and quality of prospecting results determine the volume and caliber of sales a professional will make. For many salespeople, prospecting is the most difficult stage of the selling process, but it doesnt have to be. By implementing Power Prospecting principles sellers utilize proven skills and a validated system that will continuously build a pipeline of qualified opportunities.
Book 2 - The DNASelling Method: Strategies For Modern-Day Sales People Skill is the most important factor in selling. More than personality, luck, good looks or charmselling skills separate achievers from non-achievers, high-income earners from low income-earners. Like the battlefield skills and methodologies of the [ancient] Romans, sellers who implement intelligent selling skills consistently defeat their less skilled competitors.
Book 3 - Winning Sales Presentations: Presentation Strategies for Modern-Day Sales People The third stage of the The SONAR Seling System is presenting. During the presenting stage power is either exercised or lost. Information is either leveraged or squandered. Needs and problems are either addressed or left unresolved. Solutions either become unique or more generic. Presenting is the most influential stage of the sales cycle and usually determines who wins and who loses.
Book 4 - Sales-Side Negotiation: Negotiation Strategies for Modern-Day Sales People Historys little and big stories provide instruction of immense importance. Historic negotiations embody, for example, components of strategy, tactics, and power. They act as textbooks for modern students of negotiation. If you want to be a successful negotiator, learn from the masters of the past.
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- What lies within you
- The changing self
- Excellent!
- An interesting story about the self
- Gay or Straight, teacher or not, a great book
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Negotiating the Self: Identity, Sexuality, and Emotion in Learning to Teach
Kate Evans
Manufacturer: Routledge
ProductGroup: Book
Binding: Paperback
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ASIN: 0415932556 |
Book Description
Kate Evans' book is the first ever study of lesbian and gay pre-service teachers. It includes experiences as a student of teaching in the university, as well as teachers or assistant teachers in public schools. Integrating personal stories from interviews with broader global theories on notions of identity and queer theory, she gives a moving and insightful look at the positions these teachers hold. Her study provides for thought-provoking debate on the negotiation of self and subjectivity and gives valuable perspective to this growing field in education.
Customer Reviews:
What lies within you.......2005-02-04
Sometimes you judge a book by its cover. Sometimes you read the book and discover so much more. If education is experience. And the essence of experience is self-reliance. Then you should experience this book for yourself.
On the surface the book is about teaching and homosexuality. But what it is really about is something that we can all understand and use to better ourselves. It is about your identity and how you censor and project yourself to others - how much or little do you reveal. It questions why we do what we do in order to make ourselves fit a role in order to gain acceptance.
Have you ever experienced a rite of passage? Such as becoming an adult, parent or receiving a driver's license. If you have faced such transitions in your life, this book is for you! You will learn a lot from the discussion about how these changes affect how you perceive others and they you.
If the duty of a writer is to dig into the psyche and mythologize our environment, Kate Evans has done that with this book. It is universal for all kinds of transitions and times in your life. Or as Ralph Waldo Emerson put it...
"What lies behind you and what lies before you are small matters compared to what lies within you."
The changing self.......2002-12-13
Identity, sexuality, and emotion in learning to teach, is the subtitle to this remarkable book, Negotiating the Self, written by Kate Evans. Evans examines the experiences of gay and lesbian teachers in the school setting. She uses several different pre-service teachers and their experiences of teaching to convey the message of the difficulties homosexual educators have in the school systems. Then Evans goes further in this realm of experiencing difficulties while teaching to include any teacher, regardless of race, sexual orientation, religion, or creed. Every educator negotiations themselves during teaching because of their own personal identities that they do not wish to reveal to their students.
Why do teachers withhold or avoid answering certain questions their students' pose? This was a key question that I held throughout the entire reading and I still have not answered it. Evan's writing allows the reader to question and think about the conditions she sets forth in her writing about the gay and lesbian pre-service teachers and how they relate to the readers own life, no matter the sexual orientation. Negotiations take place to maintain the social order that is present in any school system, that is the avoidance or not answering a personal question that is posed by a student.
In conclusion, this is an excellent read that makes the reader consider the constraints placed upon them that may involve their sexual orientation, religion, political position, and any other factors that are considered personal by the educator. How one answers, does not answer a question, or withholds information is a process of negotiating the self in relationship to others, which affect all the people involved in the interaction. Evans offers a point of view that openly addresses issues that educators face on a daily basis. Read it to find out how you negotiate yourself!
Excellent!.......2002-12-12
I originally was not interested in reading this book, but I am glad I did read it. I was entertained and compelled to stop and reflect on how and why we send the messages we do. The journey travels on four different lives that have pain, personal struggles, and laughter, which are things that we all share. Just like any other good book, I couldn¡¯t put it down until I found out what became of these four people. Unlike a fictional story, Kate Evans eloquently narrates the stories, and brings the importance of the common theme, self-identity, to the more national issue of the education and gay/lesbian mix.
The book centers on gay and lesbian teachers in-training, but more importantly, it looks into the way we interact with one another. We get to see a rare look into these professionals through their self-examination and interviews with Kate Evans. This book is a thought-provoking look into negotiating the self.
¡°What happens when one¡¯s senses of self interact with a new role or identity?¡± (Evans, p. 5) I found this to be a major question the Kate Evans addresses. How would you answer this question? How do you believe the one¡¯s sense of self interacts with a new role or identity? Imagine going back to school after years of being out of school, or becoming a parent for the first time. Events like these will affect how you think, interact with others, and who you are. You will forever be changed. Just because the issues in this book are about education and homosexuality, it is still relevant to communities other than the gay and lesbian community and the education community. I recommend this book for anyone who wants to know one¡¯s self better, to examine why we behave the way we do.
An interesting story about the self.......2002-12-06
The author, Kate Evans, writes an interesting book about the self-identity of gay and lesbian teachers. Through several interviews with gay teachers, and even student teachers the reader learns about the struggle that gay teachers go through in today's society. Do they tell their students their sexual orientation or do they negotiate themselves in order to keep a job and maintain respect in their school.
The book is an easy to read book that is hard to put down. Negotiating the self is based on events and personal experiences that happened to the writer and the several people who were interviewed. The stories told by those in the book are ones that will make you want to laugh and cry in the same reading.
This book made me realize how much information teacher's sensor from their students, and should they really have too? You don't have to be gay to know that there is some information that may not be accepted by your students, parents and other staff members. It could be the fact that you've been divorced, among other things that you don't feel will be accepted by others. There are things that happen in while in school but they are not education. Such as being a role model. So many people that believe since you have a gay teacher, your teacher is going to touch you and "boom" you're gay. The big question in this book is "Why couldn't I just keep my "private life" out of teaching?" (Evans, 3) Is this really possible? Read and form your own opinions.
Gay or Straight, teacher or not, a great book.......2002-07-30
If you're interested in how your identity is formed--such as your sexual identity or your professional identity--this book is fascintating. It's well-written and includes an array of interesting stories that focus on the lives of gay and lesbian people who are training to become teachers.
This book explains difficult theory in a very readable way. It also examines in very insightful ways the effects of language and culture on our lives.
Highly recommended.
Books:
- Mastering Windows Server 2003
- Microcontroller Based Applied Digital Control
- MP Essentials of Marketing w/ Student CD-ROM & Apps 2005
- Never Eat Alone: And Other Secrets to Success, One Relationship at a Time
- Perfect Pitch: The Art of Selling Ideas and Winning New Business (Adweek Books)
- Perfect Pitch: The Art of Selling Ideas and Winning New Business (Adweek Books)
- Positioning: The Battle for Your Mind
- Powerful Conversations: How High Impact Leaders Communicate
- Powerful Conversations: How High Impact Leaders Communicate
- PowerPoint 2003 for Dummies
Books Index
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A Practical Guide to the 2003 ISDA Credit Derivatives Definitions
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Securities Finance: Securities Lending and Repurchase Agreements (Frank J. Fabozzi Series)
