Biblio
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(1999). Only the Pronoid Survive.
"[Helena Cronin's] version of Darwinism shows that altruism and generosity create more rewards than their opposites do. She introduced the CEOs to the flip side of paranoia: "pronoia"—the idea that everyone is not out to get you, but that they are out to love you, or at least to appreciate you, if you reciprocate. According to the new Darwinism, only the pronoid survive—in fact, only the pronoid endure and flourish."
(1999). Trust and Betrayal in the Workplace.
"Transformative trust occurs when the amount of trust within a team or organization reaches a critical point and increases exponentially, becoming self-generating and synergistic. Four core characteristics are usually present: conviction, courage, compassion, and community." (p. 155)
(1999). Tcl/Tk in A Nutshell.
(1999). Unix: The Complete Reference.
(1998). Disconnected: How Six People from AT&T Discovered the New Meaning of Work in a Downsized Corporate America.
"Surely the old social contract, that basic exchange of loyalty for security, has been destroyed....
Some business theorists envision a new workplace that will accomodate both organizational flexibility and individual fulfillment. In their hopeful vision, companies will offer opportunities; employees will provide labor and talent. Workers will shuttle between projects and employers while organizations add and subtract staffers in a seamless ebb and flow.
Can we allow ourselves any such optimism? If the experiences of these six people are any indication, this process will be messy, and the concomitant dislocation severe. 'I must manage my own career' is indeed the brave new rallying cry of today's company man, but it must be tempered by one basic fact: Power, as ever, resides with the organization." (p. 200)
Some business theorists envision a new workplace that will accomodate both organizational flexibility and individual fulfillment. In their hopeful vision, companies will offer opportunities; employees will provide labor and talent. Workers will shuttle between projects and employers while organizations add and subtract staffers in a seamless ebb and flow.
Can we allow ourselves any such optimism? If the experiences of these six people are any indication, this process will be messy, and the concomitant dislocation severe. 'I must manage my own career' is indeed the brave new rallying cry of today's company man, but it must be tempered by one basic fact: Power, as ever, resides with the organization." (p. 200)
(1997). Moths to the Flame: The Seductions of Computer Technology.
Often the computer's introduction leads to job loss, loss of job skills, and feelings of dehumanization. When a business uses computers, its employees become more interchangeable, more reliable, more controllable, and—usually—cheaper. The siren call of automation results in step-by-step changes in jobs to make them fit better into the maw of the beast. just as the industrial revolution turned artisans into factory hands, the information revolution is turning white-collar workers into machine tenders." (p. 118)
(1997). Slaves of the Machine: The Quickening of Computer Technology (Bradford Book).
"Most of today's programmers are like lawyers who are concerned only with the law, not justice. Their letter-of-the-law, obey-or-you-will-be-punished tradition has the same problems in computing as it does in law." (P. 80)
(1996). Learn to Earn: A Beginner's Guide to the Basics of Investing and Business.
"Chewing gum and candy companies, such as Wrigley's, can thrive on recessions, because as Mr. Wrigley himself once said: 'The sadder they are, the more the people chew.'" (p. 84)
(1996). The Loyalty Effect : The Hidden Force Behind Growth, Profits, & Lasting Value.
"Loyalty is indeed a two-way street, and companies that dump people when earnings are down (much less when earnings are up) are sowing the seeds of their own failure. Every company falls on hard times now and then, and it's the loyal dedication of key employees that pulls most of them through. By showing people that the company won't stick by them in adversity, a firm can almost guarantee that the next time it's in trouble, its most talented employees will jump ship just when they're needed most." (p. 96)
(1996). Organizational Behavior: Concepts, Controversies, Applications.
"In a recent poll, when workers were asked what they valued most in a job, 64 percent gave the highest rating to 'ability to work independently.' That even beat out 'high income' and 'chances for promotion.'"
(1996). The Rights of People with Mental Disabilities: The authoritative ACLU guide to the rights of people with mental illness and mental retardation.
"A reasonable accommodation is an alteration in the work environment that will enable the employee to perform the essential functions of the job. The accommodation must be practicable and reasonable in terms of cost to the employer and ease of accomplishment; in the words of the ADA, it cannot be an 'undue hardship' to the employer. The accommodation can be physical, such as a ramp up a few steps or and amplification device on the telephone. For people with mental disabilities, the core of reasonable accommodation is an adjustment to the work environment that will enable the person to perform at a productive level. These can include such changes as:
- Flexible scheduling
- Reassignment to a different job
- Changes in the physical location of work
- Alterations in supervision
- Unpaid leave for therapy
- Sensitizing coworkers
(1996). Working with Problems of Narcissism in Entrepreneurial Organizations.
"Already weakened by environmental forces not facilitative of psychological development, and further constrained by widespread idealization of narcissistic relating as a kind of counterphobic social defense, workers and managers in entrepreneurial organizations, and entrepreneurs and their organizations themselves, seem almost dragged by inertia into object-delinked modes of work. How to generate creativity and productive developmental momentum out of such frightening chaos is the task."
(1996). Total Quality Management.
(1995). The Road Ahead.
"As behaviorists keep reminding us, we're social animals. We will have the option of staying home more because the [information] highway will create so many new options for home-based entertainment, for communications—both personal and professional—and for employment. Although the mix of activities will change, I think people will decide to spend almost as much time out of their homes." (p 206)
(1995). Idiot Letters.
(1995). Winn L. Rosch's Printer Bible.
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