Biblio
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(2013). Mobbed! A Survival Guide to Adult Bullying and Mobbing.
"But compassion is not about seeing the differences between ourselves and those who have harmed us. It's about recognizing the common features that make us human." (Kindle loc. 3147-3149)
(1999). Mobbing: Emotional Abuse in the American Workplace.
"But employees who are committed to their work are often very loyal. They believe in the goals of the organization. They care about the organization's reputation. They keep quiet, are ambivalent about taking action and may not readily seek assistance, inside or outside the organization. They suffer for a longer period. Rarely do such individuals reveal their personal agony. And often they do not understand the complex reality of their situation."
(1981). Models for Management : The Structure of Competence.
"Chain of command looks good on paper, but in practice it falls far short as an effective system for arousing cooperation when basic economic conditions have resulted in men being released from industrial servitude." (p. 122)
(1974). Modern Management and Machiavelli.
"The discharged employee is hopefully restrained from doing a great many things that he would like to do through fear of what it might cost him in terms of pay, good recommendations, and the law." (p. 168)
(1995). Moral Imagination.
"It is this imagination of what it is like to be humiliated, oppressed, or treated cruelly that can provide the bridge between us and our moral enemies. While we know when we are being treated cruelly or have been humiliated, it is not always so easy to recognize our cruelty to others, nor how such cruelty has affected their lives." (p. 257)
(1989). Moral Mazes: The World of Corporate Managers.
"Given the proper assurances and assumptions, acceptance of blame can be an exercise in loyalty, although it is never without risk. But the more frequent case is when those with the power to do so foist or allow blame to fall on unwary or inexperienced underlings. They do so to cover up their own mistakes, or to extricate themselves from potentially embarrassing or politically untenable situations." (p. 86)
(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)
(2010). The Myths of Innovation.
246. Abstract
"Good managers of innovation recognize that they are in primary control over the environment, and it's up to them to create a place for talented people to do their best work." (p. 105)
(1990). Narcissistic Process and Corporate Decay: The Theory of the Organizational Ideal.
"When work, the productive process, becomes display, its meaning becomes lost. Its performance as part of the organizational drama becomes the only meaning it has. Accordingly, the parts it plays in the organization's transactions with the world become irrelevant. When this happens, work loses its adaptive function and becomes mere ritual. At the same time, the rituals that serve to express the individual's identification with the organization ideal, especially those connected with rank, come to be infused with significance for the individual. They become sacred. Thus, reality and appearance trade places. The energy that once went into the production of goods and services of value to others is channelled into the dramatization of a narcissistic fantasy in which the organization's environment is merely a stage setting." (p. 61)
(1989). Nasty People: How to Stop Being Hurt by Them Without Becoming One of Them.
"A punch in the nose is obvious, and it heals. However, an attack on self-esteem—at the right moment and in the right way—can last a lifetime." (p. 9)
(1978). Negative criticism: Its swath of destruction and what to do about it.
"It is a little after midnight. You have just come out of the last show at the movie. To save a block you cut through a dark alley. Halfway through it—just as you are beginning to relax—two men step out of the shadows. You hear a nasty metallic snick and suddenly there is the glint of knife blades in the feeble light.
What would you do?
I know what I would do.
Quickly I'd turn and throw a fearful look back up the alley. It is clear and free. A surge of adrenalin sends the blood pumping to my legs. Getting out of that alley I set a new indoor Olympic sprint record. The jogger in me has never seen such speed. Nothing seems sweeter than the glare of street lights and the chatter of people making their way to their cars. I look for a police officer and tell my story.
That is what everybody would do in such a situation, right?
But let me play you another version. The scene is the same. The two hulking men are coming at you with knives. But you keep strolling casually on to meet them. You throw up your arms and say, 'I'm all yours. Let me feel the steel. I know it will help me in the long run.'
They oblige by savagely thrusting the knives deep into your defenseless belly. You fall to the pavement writhing with pain. The men stand over you. You roll onto your stomach and gasp, 'You'd better give me a couple in the back, too.'
Ridiculous?
Of course, but it is exactly what thousands upon thousands of us do each and every day by failing to recognize that the knives of negative criticism which people stick in us are just as sharp and deadly as those made of steel and borne by assassins." (p. 9)
What would you do?
I know what I would do.
Quickly I'd turn and throw a fearful look back up the alley. It is clear and free. A surge of adrenalin sends the blood pumping to my legs. Getting out of that alley I set a new indoor Olympic sprint record. The jogger in me has never seen such speed. Nothing seems sweeter than the glare of street lights and the chatter of people making their way to their cars. I look for a police officer and tell my story.
That is what everybody would do in such a situation, right?
But let me play you another version. The scene is the same. The two hulking men are coming at you with knives. But you keep strolling casually on to meet them. You throw up your arms and say, 'I'm all yours. Let me feel the steel. I know it will help me in the long run.'
They oblige by savagely thrusting the knives deep into your defenseless belly. You fall to the pavement writhing with pain. The men stand over you. You roll onto your stomach and gasp, 'You'd better give me a couple in the back, too.'
Ridiculous?
Of course, but it is exactly what thousands upon thousands of us do each and every day by failing to recognize that the knives of negative criticism which people stick in us are just as sharp and deadly as those made of steel and borne by assassins." (p. 9)
(1950). Neurosis and human growth: the struggle toward self-realization.
"If the word 'depersonalization' did not already have a specific psychiatric meaning, it would be a good term for what alienation from the self essentially is: it is a depersonalizing, and therefore a devitalizing process." (p. 161)
(2001). Never Wrestle with a Pig: and ninety other ideas to build your business and career.
"I've always taken some comfort in the belief that the stronger an idea is, the harder it is to steal.
That's because the best ideas, by definition, are so original and unique that they cannot survive without their creator. He or she is the only one who understands the concept fully, who can execute it up to its full potential, and who has a personal stake in keeping the concept going despite all the obstacles." (p. 92)
That's because the best ideas, by definition, are so original and unique that they cannot survive without their creator. He or she is the only one who understands the concept fully, who can execute it up to its full potential, and who has a personal stake in keeping the concept going despite all the obstacles." (p. 92)
(2007). The New American Workplace.
"In particular, there was growing evidence that if unnecessary job stress could be reduced, workers would suffer fewer heart attacks and strokes.... Moreover, a growing body of data suggested that many mental health problems have their genesis at work, and excessive drug and alcohol use are linked with certain occupations and conditions of employment." (p. 103)
(1998). A New Attitude: Achieve Personal and Professional Success by Keeping a Positive Mental Outlook.
A New Attitude.
"Research shows that people in the lower echelons of their companies are more susceptible to stress and its negative effects than those at the top. Employees on the lower rungs of the corporate ladder often have high-demand jobs and little control." (p. 99)
(1993). The New Economics for Industry, Government, Education.
"The most important act that a manager can take is to understand what it is that is important to an individual. Everyone is different from everyone else. All people are motivated to a different degree extrinsically and intrinsically. This is why it is so vital that managers spend time to listen to an employee to understand whether he is looking for recognition by the company, or by his peers, time at work to publish, flexible working hours, time to take a university course. In this way, a manager can provide positive outcomes for his people, and may even move some people toward replacement of extrinsic motivation with intrinsic motivation." (p. 115)
(1967). The New Industrial State.
(1981). The New Rational Manager.
In human performance problems, assessing consequences is an attempt to protect an employee's future against unintended harm....Actions affecting human beings have multiple consequences—some good, some harmful. Fairness requires that at least any unintended effects be assessed. The organization should not decide for the employee how life in the future should be lived; rather, it must be aware of how today's decisions affect tomorrow's conditions." (p. 198)
(1976). New Ways of Managing Conflict.
"The leadership and other processes of the organization must be such as to ensure a maximum probability that in all interactions and all relationships with the organization, each member will in the light of his background, values, and expectations, view the experience as supportive and one which builds and maintains his sense of personal worth and importance." (p. 108)
Likert provided this quote from his book of 15 years earlier, "New Patterns of Management", and refers to it as the most fundamental of all his leadership principles.
Likert provided this quote from his book of 15 years earlier, "New Patterns of Management", and refers to it as the most fundamental of all his leadership principles.
(2008). Nice guys can get the corner office: eight strategies for winning in business without being a jerk.
"If there is an implicit agreement from the top down that excellence always comes first, then the primary criteria for judging ideas will always be excellence—not who talks the loudest or blows the most smoke." (p. 244)
(1992). No Contest : The Case Against Competition.
"As soon as play becomes product-oriented or otherwise extrinsically motivated, it ceases to be play." (p. 81)
(2002). No-Collar: The Humane Workplace and Its Hidden Costs.
"'For the walking wounded among the great many of us', Terkel asserted, 'the blue collar blues is no more bitterly sung than the white collar moan.'" (p. 6)
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