Employee-Health Books

I didn't find this book very helpful. The author seems to recommend leaving your job more often than I expected. . . if I wanted to do that, I wouldn't be reading this book. I wanted to learn how to FIX the problems that are there.

The Author definitely has a deep understanding of the negative effects that work can have on your health. I particularly liked the idea of thinking of your career as a collage rather than a photo (i.e., designing a composite career).

I was distracted by all the feminist references. For example, "Bobbie" feels she has disappointed her family because they expected a boy. The Author explains that women are treated like second class citizens despite being "better students and more productive employees than men" and that women have been told all their lives that they are "less valued and valuable than their brothers". The book also tells the sad tale of "Marianne", a closeted lesbian, and her "homophobic VP".

All of that may be true, but it doesn't relate to the topic of overcoming burnout and revitalizing your career. The book was useful, but would have been better if the Author had stayed on-topic.

TOXIC WORK is broken down into two sections. The first section is devoted to "Recognizing and Managing Toxic Work" while the second is devoted to "Making Major Changes: Designing a Nontoxic Life." Overall, the book surveys the major topics of career disatisfaction with an eye towards recognizing when such disatisfaction causes physical affects. It does not get very deep into possible solutions. Instead, the author prefers to continually recommend that anything more in-depth requires professional counselling. On the contrary, I kept feeling the book could have gone further and that it stopped just when things were getting juicy. I also felt that it was padded with a lot extra examples. Despite these flaws, I consider it to be a good tool to help anyone who is currently less that satisfied with their career. It covers such a broad range of issues that everyone should be able to come away from it with some positive ideas about what to do next an! d some new insights about themselves and their career.

Toxic Work is the first reference book in the career section which has a bibliography worth reading. The book not only does all the work for you by collecting and organizing relevent resources, but provides a wealth of examples. The author doesn't give pat answers, but takes the reader through the problem-solving process. I found the book empowering because it provides the structure and information I needed to generate a successful game plan. I became proactive, and am happily employed at the same job that sent me to the book store looking for an escape.

Toxic Work is a wonderful resource. I have used the book as a required text for both my graduate level Managment Training and Development and Human Resource Management courses. My students, without exception, rave about the content. Dr. Reinhold's humor and insight have provided me and over 100 of my students with a great set of career problem solving tools and a teriffic bibliography. I keep hoping that there will be a sequel ... perhaps Toxic Two. Keep them comming.

This book is a useful and challenging framework for how to move from managing to coaching. It starts with an overview of "Contributions to Managerial Malpractice", including skills, attitudes and behaviors. Then they move on to explain the concept they call "Performance Coaching". They review the "Eight Elements of the Performance Coaching Process": 1. Developing a new human resource development philosophy. 2. Modularizing training. 3. Creating transfer of learning strategies.

4. Using human resource development professionals as internal consultants responsible for performance management systems. 5. Enhancing employee relations and creating an ownership attitude. 6. Using managers as performance coaches to do training. 7. Creating self-esteeming employees and teams. 8. Identifying reward strategies that motivate employees, improve their commitment, and get results. They use the "Four Phases of Performance Coaching" as a useful framework. 1. Developing a synergistic relationship with employees 2. Using the four roles of performance coaching 3. Developing self-directed and self-esteeming employees 4. Selecting rewards that build commitment and get results.

I believe the framework is useful, but the implementation will still be a challenge. The nuts and bolts "how-to" is left for the reader to figure out.

"Stop Managing, Start Coaching" has some very helpful insights, for example about giving feedback. On the other hand, I felt the authors could have more effectively expressed themselves in terms how coaching and management differ. While the authors suggest that coaching demonstrates more genuine interest and respect for people, they continually identify results of coaching solely in management terms-for example, increased job performance.

I think the authors would have better demonstrated the value of coaching (vs. managing) if they had emphasized that coaching balances the interests of both the coached employee and the employers. Where effective coaching increases the potential, self-actualization, and self esteem of coached people, enhanced performance is one of several by-products of people with increased potential and healthier self esteem. Rather the authors suggest, "Performance coaching is a series of one-on-one exchanges between you and your people. The purpose of each exchange is to help you solve problems, improve performance, or get results." This seems to sound quite similar to traditional command and control management-especially in terms of expressing little of "what's in it for me?" from employee' perspectives.

I think the authors' good ideas would be more evident if presented in a context giving credit to other positive initiatives toward human development. Instead, the authors dismiss the value of research, personality instruments, and leadership profiles and also the value of human resource development efforts. The authors may over generalize management malpractice. While there are many examples of "management malpractice," there are also many conscientious managers trying to do their best for both their companies and their employees. It seems we should be learning from the passion of these conscientious managers and working toward nurturing similar passion in our employees-instead of dismissing these conscientious managers and generalizing them as malpracticing.

While "Stop Managing, Start Coaching" expresses some valuable ideas, I think these effective ideas may be overshadowed lack of respect for and integration into other human development paradigms.

This is an excellent book for all the executive search consultants to read. The times have changed and technology is far better now but the fundamentals remain the same.

Billing Power is easy to understand and states facts which occur in any kind of Recruitng Industry. The author does not give any unique solutions to the problems faced by the Recruiters but simple solutions which we are all aware of.

It is a must read book by all the people in Recruiting Business.

This book is merely a collection of antecdotes throughout his recruiting career. In true Bill Radin style it's like a stream of consciousness about recruiting, with no central theme or direction to the writing. ...

This is a good resource if you want to do recruiting for the Medical Device R&D fields for example in recruiting Biomedical Scientists, Medical Device Engineers, Clinical Nurses and Marketing VPs for companies that do cutting edge product development and testing. The techniques may be useful in many other fields as well but this is my experience. If you are new to recruiting this is essential reading. Easy to read, it will help you launch your career or decide if recruiting really is the right field for you. Worth the money.

i can save you the time and effort of reading this book. the main theme is to never discount your fees. that's about it. quick to read and kind of helpful but not the best book out there on recruiting.

After reading this book I felt very disappointed as I really did not learn anything on how to be an effective trainer. I would not recommend this book to anyone not wanting to waste their time.

For new trainers, experienced trainers and managers of training, this book is invaluable. As a full-time adult training specialist for almost twenty years, I have read many books on the subject, and this is the one I always recommend. The authors have managed to include the important theory on how adults learn best, without getting boring, and then use this theory to support many practical techniques for trainers to use, so you know what will work, and why. Occasional trainers and new full-time trainers will find all the basics, experienced trainers will find ways of improving or varying techniques, managers will find ways of supporting the training process. Topics include Learning Principles, Training Needs Analysis, Leading Discussions, Questions, Case Studies, Training Aids, Computer-Based Training, Marketing Training and many more.

But it is by no means comprehensive. Also, this field of Healthcare Management and Administrations is changing daily thanks to information technology, so some of this this book is already obsolete. If you just want a good overview of this profession, this is a good book. Otherwise, skip it.

This book was published in 1999. Things have changed in the EAP world a bit and it needs updating. Overall, it is a good EAP summary, but there are certain specifics, such as issues of Confidentiality and the laws that pertain to this, that definitely need updating. The book is quite expensive as well and should be less expensive due to its age. You can use the information in this book and update it and it will be very helpful.

This is a reasonably good resource for MSP guidelines. However, since it was published in 1996 Medicare rules have changed and it is not completely reliable as a resource.

Beign new to the world of salon business ownership, I found this book very helpful. With it I was able to fill in many gaps in knowledge and direction as far as operational protocols for my new salon. Of course, no book can give you all the answers, and in this business, so much depends on the rules governing your location (city, county, and state);but, it was helpful for those general things one needs to know and no one tells you about.

I was hoping this would give me an easy to use resource for ERISA materials, something easy to read. (Have you ever seen the format available online?... you get lost in what section you're in.) Well, everything in this CD is in pdf... and at first you think, great! Well, not so. It's hard to find anything of use. The search engine is terrible. Even if you know what you want to find, and I did, you can't find it. Granted, I only messed with it for an hour or so, but I knew exactly where I wanted to go, I just couldn't get there. I'm fairly computer literate, so I feel this is a waste of money. Sorry to say that, but it's true.

It was relevant but I didnt enjoy using this text and I have NEVER picked up since I finished the class.