Coverart for item
The Resource It's the manager : Gallup finds the quality of managers and team leaders is the single biggest factor in your organization's long-term success, Jim Clifton, Jim Harter

It's the manager : Gallup finds the quality of managers and team leaders is the single biggest factor in your organization's long-term success, Jim Clifton, Jim Harter

Label
It's the manager : Gallup finds the quality of managers and team leaders is the single biggest factor in your organization's long-term success
Title
It's the manager
Title remainder
Gallup finds the quality of managers and team leaders is the single biggest factor in your organization's long-term success
Statement of responsibility
Jim Clifton, Jim Harter
Title variation
It is the manager
Creator
Contributor
Author
Subject
Language
eng
Summary
"Who is the most important person in your organization to lead your teams through these changes? It's your managers. They're the ones who make or break your organization's success. Packed with 52 discoveries from Gallup's largest study of the future of work, It's the Manager shows leaders and managers how to adapt their organizations to rapid change- from new workplace demands to the challenges of managing remote employees, the rise of artificial intelligence, gig workers, and attracting and keeping today's best employees."--book jacket
Cataloging source
YDX
http://library.link/vocab/creatorName
Clifton, Jim
Dewey number
658.4
Illustrations
illustrations
Index
no index present
LC call number
  • HD38.2
  • HD38.2
LC item number
  • .C565 2019
  • .C55 2019
Literary form
non fiction
Nature of contents
bibliography
http://library.link/vocab/relatedWorkOrContributorName
  • Harter, James K.
  • Gallup, Inc
http://library.link/vocab/subjectName
  • Executives
  • Executive ability
  • Management
  • Leadership
  • Executive ability
  • Executives
  • Leadership
  • Management
Label
It's the manager : Gallup finds the quality of managers and team leaders is the single biggest factor in your organization's long-term success, Jim Clifton, Jim Harter
Instantiates
Publication
Copyright
Bibliography note
Includes bibliographical references (379-427)
Carrier category
volume
Carrier category code
  • nc
Carrier MARC source
rdacarrier
Content category
text
Content type code
  • txt
Content type MARC source
rdacontent
Contents
Introduction: The new will of the world -- Strategy. What exactly should CEOs and CHROs change? -- Why organizational change is so hard -- Two non-negotiable traits for leaders -- Bring multiple teams together -- Make great decisions -- Culture. What is an organizational culture? -- Why culture matters -- How to change a culture -- Employment brand. Attracting the new workforce -- Hiring star employees -- Hiring analytics- the solution -- Where to find "game film" on future stars -- Five questions for onboarding -- Shortcut to development- strengths-based conversations -- CliftonStrengths 34 : a taxonomy of human potential -- Five steps to building a strengths-based culture -- The right expectations- competencies 2.0 -- Getting succession planning right -- The exit -- Boss to coach. Three requirements of coaching -- The five coaching conversations -- Pay and promotion -- Performance ratings: the bias -- Performance ratings: the fix -- Make 'my development" the reasons employees stay -- Moneyball for workplaces -- The team leader breakthrough -- Why employee engagement programs haven't worked -- Creating a culture of high development -- The five traits of great managers -- How to develop your managers -- The future of work. A quick review of what has changed in workplace -- Three requirements for diversity and inclusion -- Diversity and inclusion: "Treat me with respect" -- Diversity and inclusion : "value me for my strengths" -- Diversity and inclusion : "Leaders will do what is right" -- The gender gap -- Women in the workplace: the #MeToo era -- Women in the workplace : why the pay gap? -- Women in the workplace : work-life flexibility --- Are boomers a burden? -- Benefits, perks and flextime : What do employees really care about? -- How flextime and high performance can go hand in hand -- The new office -- Corporate innovation : how to manage- and nurture- and creativity -- You can't be "agile" without great managers -- Gig work : the new employer-employee relationship -- Gig workers : desperate or satisfied? -- Artificial intelligence has arrived. Now what? -- Artificial intelligence: preparing your workplace -- Caught up in technology- HCM systems and other solutions -- Better decision-Making with predictive analytics: moneyball for managers -- Appendixes : 1. Leading with your strengths: a guide to the 34 CliftonStrengths themes -- 2. Q12 : the 12 elements of great management -- 3. The relationships between engagement at work and organizational outcomes -- 4. The relationship between strengths-based employee development and organizational outcomes -- 5. Gallup meta-analytic study of managerial hiring and development profiles
Control code
on1081378412
Dimensions
24 cm
Extent
433 pages
Isbn
9781595622242
Lccn
2018967010
Media category
unmediated
Media MARC source
rdamedia
Media type code
  • n
Other physical details
illustrations
System control number
(OCoLC)1081378412
Label
It's the manager : Gallup finds the quality of managers and team leaders is the single biggest factor in your organization's long-term success, Jim Clifton, Jim Harter
Publication
Copyright
Bibliography note
Includes bibliographical references (379-427)
Carrier category
volume
Carrier category code
  • nc
Carrier MARC source
rdacarrier
Content category
text
Content type code
  • txt
Content type MARC source
rdacontent
Contents
Introduction: The new will of the world -- Strategy. What exactly should CEOs and CHROs change? -- Why organizational change is so hard -- Two non-negotiable traits for leaders -- Bring multiple teams together -- Make great decisions -- Culture. What is an organizational culture? -- Why culture matters -- How to change a culture -- Employment brand. Attracting the new workforce -- Hiring star employees -- Hiring analytics- the solution -- Where to find "game film" on future stars -- Five questions for onboarding -- Shortcut to development- strengths-based conversations -- CliftonStrengths 34 : a taxonomy of human potential -- Five steps to building a strengths-based culture -- The right expectations- competencies 2.0 -- Getting succession planning right -- The exit -- Boss to coach. Three requirements of coaching -- The five coaching conversations -- Pay and promotion -- Performance ratings: the bias -- Performance ratings: the fix -- Make 'my development" the reasons employees stay -- Moneyball for workplaces -- The team leader breakthrough -- Why employee engagement programs haven't worked -- Creating a culture of high development -- The five traits of great managers -- How to develop your managers -- The future of work. A quick review of what has changed in workplace -- Three requirements for diversity and inclusion -- Diversity and inclusion: "Treat me with respect" -- Diversity and inclusion : "value me for my strengths" -- Diversity and inclusion : "Leaders will do what is right" -- The gender gap -- Women in the workplace: the #MeToo era -- Women in the workplace : why the pay gap? -- Women in the workplace : work-life flexibility --- Are boomers a burden? -- Benefits, perks and flextime : What do employees really care about? -- How flextime and high performance can go hand in hand -- The new office -- Corporate innovation : how to manage- and nurture- and creativity -- You can't be "agile" without great managers -- Gig work : the new employer-employee relationship -- Gig workers : desperate or satisfied? -- Artificial intelligence has arrived. Now what? -- Artificial intelligence: preparing your workplace -- Caught up in technology- HCM systems and other solutions -- Better decision-Making with predictive analytics: moneyball for managers -- Appendixes : 1. Leading with your strengths: a guide to the 34 CliftonStrengths themes -- 2. Q12 : the 12 elements of great management -- 3. The relationships between engagement at work and organizational outcomes -- 4. The relationship between strengths-based employee development and organizational outcomes -- 5. Gallup meta-analytic study of managerial hiring and development profiles
Control code
on1081378412
Dimensions
24 cm
Extent
433 pages
Isbn
9781595622242
Lccn
2018967010
Media category
unmediated
Media MARC source
rdamedia
Media type code
  • n
Other physical details
illustrations
System control number
(OCoLC)1081378412

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