Processes & Infrastructure - 80 - Page 2
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Give People Money: How a Universal Basic Income Would End Poverty, Revolutionize Work, and Remake the World
4.7 out of 5 stars with 181 reviews
A brilliantly reported, global look at universal basic income - a stipend given to every citizen - and why it might be necessary in an age of rising inequality, persistent poverty, and dazzling technology.
Imagine if every month the government deposited $1,000 into your bank account, with nothing expected in return. It sounds crazy. But it has become one of the most influential and hotly debated policy ideas of our time. Futurists, radicals, libertarians, socialists, union representatives,
Thinking in Bets: Making Smarter Decisions When You Don't Have All the Facts
4.4 out of 5 stars with 208 reviews
Poker champion turned business consultant Annie Duke teaches you how to get comfortable with uncertainty and make better decisions as a result.
In Super Bowl XLIX, Seahawks coach Pete Carroll made one of the most controversial calls in football history: With 26 seconds remaining, and trailing by four at the Patriots' one-yard line, he called for a pass instead of a handing off to his star running back. The pass was intercepted, and the Seahawks lost. Critics called it the dumbest play in
The Culture Code: The Secrets of Highly Successful Groups
4.0 out of 5 stars with 235 reviews
From the New York Times best-selling author of The Talent Code comes a book that unlocks the secrets of highly successful groups and provides tomorrow's leaders with the tools to build a cohesive, motivated culture.
Where does great culture come from? How do you build and sustain it in your group or strengthen a culture that needs fixing?
In The Culture Code, Daniel Coyle goes inside some of the world's most successful organizations - including Pixar, the San Antonio Spurs, and the US
The Book of Why: The New Science of Cause and Effect
4.1 out of 5 stars with 93 reviews
How the study of causality revolutionized science and the world
''Correlation does not imply causation''. This mantra has been invoked by scientists for decades and has led to a virtual prohibition on causal talk. But today, that taboo is dead. The causal revolution, sparked by Judea Pearl and his colleagues, has cut through a century of confusion and placed causality - the study of cause and effect - on a firm scientific basis. His work explains how we can know easy things, like whether it
Managing Records: A Handbook of Principles and Practice
ean: 9781856043700, isbn: 1856043703,
4.3 out of 5 stars with 44 reviews
Good record keeping in an organization is essential for a number of reasons. These include legal and financial compliance, regulation and inspection, quality systems documentation, organizational effectiveness and efficiency in the use of resources. Furthermore, records management can benefit society through its assistance in areas such as civil rights, transparency of government and accountability. Unfortunately, it is often not a viable option, nor an understood one, for most library and
Leaders Eat Last: Why Some Teams Pull Together and Others Don't
ean: 9781511321082, isbn: 1511321083,
4.2 out of 5 stars with 282 reviews
The New York Times bestseller by the acclaimed, bestselling author of Start With Why and Together is Better. Now with an expanded chapter and appendix on leading millennials, based on Simon Sinek's viral video ''The Millennial Question'' (150+ million views).Imagine a world where almost everyone wakes up inspired to go to work, feels trusted and valued during the day, then returns home feeling fulfilled. This is not a crazy, idealized notion. Today, in many successful organizations, great
Managing Transitions, 2nd Edition: Making the Most of Change (Your Coach in a Box)
ean: 9781596590946, isbn: 1596590947,
4.8 out of 5 stars with 216 reviews
The business world is a place of constant change, with stories of mergers, layoffs, bankruptcy, and restructuring appearing in the news every day. No matter the scale, when these kinds of changes hit the workplace, the concrete situational shifts are often not as difficult for employees and managers to work through as the psychological transitions that accompany them. Organizational transitions affect people; it is always people who have to embrace a new situation and carry out the
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