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counter-intuitive

By Jamie Foster,2014-08-11 02:49
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counter-intuitive

    Hong Kong Institute of Human Resource Management

CPD Scheme 2009/2010

    List of Recommended HR and management books Top

1. Addicted to Stress A Woman‘s 7-Step Program to reclaim Joy and Spontaneity in

    Life

    2. Bench Strength

    3. Blue Ocean Strategy

    4. Change or Die : How to Transform Your Organisation from the Inside Out 5. Creating Magic: 10 Common Sense Leadership Strategies from a Life at Disney 6. Crucial Conversations Tools for Talking when Stakes are High 7. Developing Mental Toughness

    8. Do The Right Thing

    9. First, Break All the Rules ―What the World‘s Greatest Managers Do Differently‖ 10. Generation Y: thriving (and surviving) with Generation Y

    11. FL!P: How counter-intuitive thinking is changing everything from branding and

    strategy to technology and talent

    12. How full is your bucket?: positive strategies for work and life

    13. Learned Optimism How to change your mind and your life

    14. Managing humans: biting and humorous tales of a software engineering manager 15. Messages: The Communication Skills Book

    16. Outlearning the Wolves

    17. Quiet Leadership

    18. Quiet leadership: help people think better - don't tell them what to do! : six steps to

    transforming performance at work

    19. Social Intelligence: The New Science of Success

    20. Strengths Based Leadership

    21. The 8th Habit : From Effectiveness to Greatness

    22. The Leader of the Future 2 - Visions, Strategies, and Practices for the New Era 23. The Leadership Pipeline: How to build the leadership-powered company 24. The Levity Effect

    25. The Monk Who Sold His Ferrari

    26. The Three Signs of Miserable Job

    27. The Truth About Managing People

    28. The World is Flat

    29. Understanding Organizations

    30. Unlimited Power

    31. Wikinomics: How Mass Collaboration Changes Everything

    32. Winning the Talent War: The 8 Essentials

    33. 《自來水哲學》松下幸之助自傳 (Matsushita Kounosuke Yume Wo Sodateru)

    HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

1. Name of the book: Addicted to Stress A Woman’s 7-Step Program to reclaim

    Joy and Spontaneity in Life, by Debbie Mandel (2008)

    Publisher: Jossey-Bass

    ISBN: 978-0-470-34375-3

    In this book, stress management expert and radio personality Debbie Mandel introduces a highly original program for stress reduction for women. The program comprises several proven steps to help women overcome daily stressors.

These steps are:

     Be aware of your own stress addiction

     Reclaim your identity

     Learn to become a healthy narcissist

     Build a healthy body

     Cultivate your sense of fun and humour

     Reframe your thoughts

The signs of a stress addict:

     The loose mind

     The dramatic vocabulary

     The great performer

     The guilty sinner

     The sacrificial giver

     The inattention listener

     The greater controller

     The stern inner critic

     Hooked on pain

    The book offers practical advice, real-life examples to illustrate her analysis, tips for curing stress addiction, questionnaires to help the reader tap into her submerged identity and to rate her self-esteem and a self test for addiction awareness. It is a must read for busy women who need to juggle a career with family and personal commitments.

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HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

2. Name of the book: Bench Strength, by Robert Barner (2006)

    Publisher: American Management Association

    ISBN: 0-8144-0884-2

The book focuses on talent management strategy for organizations.

    There are altogether eleven chapters, starting with Chapter One to discuss why talent management is important to organizational effectiveness and how effective talent management strategy looks like. Then, the author discusses what and how to select the CTO (Chief Talent Officer), a key person who needs to take care of one of the most important company assets - Intellectual Capital. The other chapters are devoted to discuss various talent management strategies.

    This book can give an overview of the talent management strategy, in which company executives need to decide the followings:

    Why and how a company adopts an effective talent management strategy; Who to select to manage the strategies;

    The talent selection/development criteria;

    The "Buy" or "Make" Strategy;

    Which "Talent Acquisition" strategy to adopt, i.e. "World-Class", "Best-in-Industry", "Trade-in" or "Build-out" Strategy;

    Which "Talent Development" strategy to use, i.e. "Capstone", "Foundation", "Stream" or "Pool" Strategy.

    How to implement successfully.

    In the book, the author has discussed the pros and cons of various strategies, illustrated with different case studies. This book can provide an overview for executives who want to examine or review their companies' talent management strategies.

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    HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

3. Name of the book: Blue Ocean Strategy, by W. Chan Kim, Renée Mauborgne

    (2005)

    Publisher: Harvard Business School Publishing Corporation

    ISBN: 1-59139-619-0

    Blue Ocean Strategy is what you would typically call a marketing book, but in the era when Human Resources is a business partner and the function itself a business, marketing strategy can hardly be ignored. Besides, the book offers some very good ideas on product development that should not be missed.

This is how the authors describe the strategy: ―Instead of dividing up existing- and often

    shrinking-demand and benchmarking competitors, blue ocean strategy is about growing demand and breaking away from the competition‖. An example they give is the Cirque du Soleil, the Canadian entertainment production company. The circus industry suffers a profound decline in recent years: various kinds of urban live entertainment, sporting events, PlayStation …, all eat into the market, not to mention the sentiment among animal rights groups against the exploit of animals in circuses. Cirque du Soleil succeeds not by taking customers from the already shrinking circus industry, but by creating an uncontested new market space that made the competition irrelevant. It appeals to a whole new group of customers: adults and corporate clients prepared to pay a price several times as much as traditional circuses for an unprecedented entertainment experience. Acrobats and other thrilling acts are retained, but their roles are reduced and made more elegant by the addition of artistic flair and intellectual wonder to the acts. It also offers new ―non-circus‖ factors, such as a story line, intellectual richness, artistic music and dance, and multiple productions. By borrowing ideas from theatres and Broadway shows, Cirque du Soleil has dramatically increased demand.

    What is it for HR professionals? This reviewer thinks of the recruitment model adopted by Fifteen, a high-end London restaurant established by the celebrity chef Jamie Oliver. Instead of tapping into a competitive employment market of young waiters, waitresses and chefs whose quality is uncertain and turnover is high, Fifteen invites disadvantaged young people to be apprentices in a fine-dining restaurant where pressure is huge and work is tough. Mentors are provided to guide the apprentices through professional and life issues. Successful and ambitious apprentices will be referred to other famous restaurants to be professional chefs, and some would even be assisted to start up their own establishment. This is not to undermine Oliver‘s intention of creating sustainable

    social enterprise, but this model does help Fifteen in recruiting and training contributing and passionate staff who often are desperately lacking in similar restaurants.

    Blue ocean strategy is about reaching beyond existing demand, and it provides a pathway for HR professionals who are looking for an expanding contribution in organizations. Instead of just improving what are always being done (like recruitment, payroll and management of training, which are all important), HR should also supply the service and product which the management has not thought of demanding: for example, a human capital analysis that helps the company to know its strengths and weaknesses, and a comprehensive manpower plan that contributes significantly the solving of short-term problems and the meeting of long-term objectives. The book suggests ways to formulate and execute blue ocean strategy, which would be insightful for HR professionals who want to grow demand on themselves.

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    HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

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HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

4. Name of the book: Change or Die : How to Transform Your Organisation from

    the Inside Out, by David Dealy with Andrew R. Thomas (2006)

    Publisher: Praeger Publishers

    ISBN: 0 275 98405 2

    At any moment, fully two-thirds of America‘s companies claim to be in the midst of some type of organizational revamping. For every business operating in today‘s volatile environment, the choice is stark: ―Change or Die‖. We don't need research from the Harvard Business School (even though it has been conducted) to tell us that most of these initiatives will fail. What many companies neglect o recognize is that organizational change needs to come from within, no matter how profound the external forces. Positive change requires ―change agents‖ throughout the organization - those

    individuals who can translate the strategic vision of leaders into pragmatic behavior. They will be the early adopters of the new values, actions, and skills required by the company.

    The book “Change or Die” talks about, amongst other topics, having the right and balanced approach to change, developing sufficient change agents and managing risk.

Having The Right Approach To Change

    Observers of organizational changes in real life have realized that there are two approaches to change: Engineering approach or Psychology approach. Application of either of these two approaches, in isolation, will be unsuccessful. An exclusively ―engineering‖ approach to business issues or opportunities results in effective solutions

    that are seldom adequately implemented, while an exclusively ―psychology‖ approach results in a business receptive to new things without an appreciation or understanding for what must change for the business to succeed.

Developing Change Agents

    Change is rarely easy for one person to make happen, especially if they've been around for a while. This is why being new and staying new is a formidable task, to say the least. However, far too many people come on board and believe they shouldn't make waves and maintain the status quo until they get settled.

    To stay new in the face of the status quo and be able to launch a successful challenge against it, effective change agents are able to maintain their good intentions and perform actions that keep people guessing what they are going to do next. Doing so keeps them wondering: ―My goodness, what are they are going to do next?‖ It keeps the environment in which the change agent operates fresh, and provides a place from which to attack the status quo.

Managing Risk

    Estimating the risk probability and severity levels and managing the risk of changes.

    - Probability Levels of Something That Should Be Changed: Frequent, Probable, Occasional, Remote, Improbable

    - Severity Levels if Nothing Is Done to Address It: Catastrophic, Critical, Marginal, Remote, Negligible

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HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

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HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

5. Name of the book: Creating Magic: 10 Common Sense Leadership Strategies

    from a Life at Disney, by Lee Cockerell (2008)

    Publishers Vermilion

    ISBN: 0091929121

    Cockerell started the first chapter of the book with this Walt Disney World? principle, ―It‘s not the magic that makes it work; it‘s the way we work that makes it magic.‖ To Cockerell,

    leadership is so important that it comes first in this value chain. He said ―great leadership

    leads to employee excellence, which leads to customer satisfaction and strong business results.‖

    Cockerell started his career in hospitality industry as a hotel banquet server. His journey with Disney began when he moved from hotel business to head the resort operation in Euro Disney (now Disney Paris) and eventually ran Walt Disney World? Resort for over a decade. Because he worked his career up from almost the most junior position, his leadership insights are filled with the basic quality of helping people to feel special, be treated with respect and be seen as an individual, whether they are employees, customers, peers and external partners.

    The book is well structured into 10 strategies, further organized into action steps under each strategy. It is his numerous examples throughout the entire book that bring life to these strategies and principles. As the title of the book stated, these are ―common sense‖

    leadership strategies, the value is in application. There are success stories as well as failures throughout all chapters, and Cockerell sometimes also illustrated how he learned these strategies and actions the hard way. As quoted above ―It‘s not the magic that

    makes it work; it‘s the way we work that makes it magic‖; it probably is not the strategies that make good leadership but the way someone uses these strategies that makes a good leader. His strategies are:

Strategy # 1 - Remember, Everyone is Important

Strategy # 2 - Break the Bold

Strategy # 3 - Make Your People Your Brand

Strategy # 4 - Create Magic Through Training

Strategy # 5 - Eliminate Hassles

Strategy # 6 - Learn the Truth

Strategy # 7 - Burn the Free Fuel

Strategy # 8 - Stay Ahead of the Pack

Strategy # 9 - Be Careful What You Say and Do

Strategy # 10 - Develop Character

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    HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

6. Name of the book: Crucial Conversations Tools for Talking when Stakes are

    High, by Kerry Patterson, Joseph Grenny, Ron McMillan, Al Switzler and Stephen R.

    Covey (2002)

    Publisher: McGraw-Hill

    ISBN: 978-0071401944

    This book is a New York Times Best Seller based on 20 years of extensive researches, interviews and shadowing of over 20,000 executives at different levels.

    We hold numerous conversations everyday, but not all of them produce the results we want. The authors define Crucial Conversations as ―dialogues that we hold with others

    when (1) there are different opinions, (2) the potential consequences of the dialogue are high and (3) emotions are strong.

    Everybody has experience of being stuck in conversations with his/her family or colleague that ended up in violence (e.g. a hot debate with elevated voices and blood pressure) or silence (one party decided to shut up believing the other party is not going to listen). We might see ourselves as the ―victim‖ and the other party as the ―sinner‖, we might justify our own aggression as ―the only option available to get the result‖.

    If you want to get the results and at the same time maintain the relationship, this book will be your solution manual. What you will learn is that ―Crucial Conversations‖ transform people and relationship. The book will move you from creating the right mind- and heart-set to developing and utlilizing the right skills set.

Key topics covered in the book include:

    ; The power of dialogue

    ; How to stay focused on what you really want

    ; How to notice when safety is at risk

    ; How to make it safe to talk about almost anything

    ; How to stay in dialogue when you‘re angry, scared, or hurt

    ; How to speak persuasively, not abrasively

    ; How to listen when others blow up or clam up

    ; How to turn crucial conversations into actions and results

    You can easily get the book from a major book store or via the internet.

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    HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

7. Name of the book: Developing Mental Toughness, by Professor Graham Jones &

    Adrian Moorhouse (2007)

    Publisher: Spring Hill

    ISBN: 13:978-905862-02-03

    The book is jointly written by Professor Jones, a leading sport psychologist and Adrian Moorhouse, an Olympic Gold Medalist who shares his experience of achieving World no.1 status.

    This book helps readers to understand why mental toughness is important, what it actually is. It then shows readers how each of the elements of mental toughness can be developed and enhanced. The book explains how the skills employed by top athletes can also be applied in the business world. The book explains what pressure is and how mental toughness enables one to cope with and even thrive on pressure. The book includes stories about performers Prof. Jones has worked with that demonstrate how the core principles of mental toughness apply to real business and sport performers.

    Mental toughness comprises four ―pillars‖ that form the foundation of sustained high performance ―keeping your head under stress‖, ―making your motivation work for you‖, ―staying strong in your self-belief‖ and ―keeping focused on the things that matter‖.

    It also explains how mental toughness is different from emotional intelligence in that the latter is about understanding and managing yourself and relationships with others. Mental toughness also involves an enormous element of self-awareness but the focus is much more on self-management than management of others.

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    HKIHRM CPD Scheme 2009/2010 Updated as at 18 June 2009 List of Recommended HR and management books

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