Dream company why in successful companies we say. Engagement in work improves productivity and increases the company's bottom line
The publishing house "Mann, Ivanov and Ferber" published a new book by Kevin Cruz and Rudy Karsan "Dream Company. Why successful companies say "we" (We: How to Increase Performance and Profits through Full Engagement).
What is this book about. Count how many hours a day you work? No, do not spend in the office, namely, you work - answer urgent letters, sitting with friends in a cafe, or finishing the report on Sunday evening?
Today, work interferes not only with our personal time. It affects our emotional condition health, family relationships. The authors argue that work is inseparable from life, and therefore it is very important that it be to your liking and bring positive emotions. To want to give 100%.
There is another side of the issue. Engaged employees increase company productivity. Their products and services are of special quality - which means they increase profitability and bring profit.
1. What factors determine the commitment of employees to work;
2. How engagement affects the productivity and profits of the company;
3. How to create an atmosphere of recognition and trust in the company, thanks to which employees will be completely devoted to their work.
Many believe that involvement is the responsibility of the leader. Unlikely. It is impossible to motivate a person if he does not do his job. Full engagement requires steps from both sides. And this book will tell you how to make them.
Who is this book for?. For employees and their leaders. First, it will help you understand yourself, your attitude to the chosen profession, corporate culture the company they work for. The latter will be able to understand their employees and use this knowledge to create harmonious relationships in a team where everyone devotes themselves to a common cause and makes a profit.
book chips. This book provides extensive practical tools - it contains more than 30 tests and tasks, with the help of which the authors studied employees and their involvement in their time, and which you can now use in your work. The book is really helpful! And it is recommended in the preface not by anyone, but by Tony Shay himself, the head of Zappos, who knows firsthand how to make employees happy.
From the author. While job satisfaction is a component of job engagement, a satisfied employee may storm off at the end of the day, accept an offer from another organization in the hope of earning a five percent higher salary, or come home and be asked, “How are you at work? " mumble: "It's okay."
Involvement in work is easy to recognize when it is still there. You can see it in the waiter who addresses customers by name, or in the office worker who, in the middle of the day, looking at his watch, remembers: "Oh, I forgot about lunch." Or in the customs officer who greets you and speaks pleasantly of the city from which you come. Engagement can be seen in an employee who, when a vacancy opens up at work, suggests her friends for this position. Engaged employees are those who are willing to put in the extra effort, not only for their own benefit, but also for the success of the company.
Today I finished reading another good book - Dream company. Why in successful companies say "we"(authors Kevin Cruz, Rudy Karsan).
I have read a lot on the subject of work relationships and career building. And most authors write about how to build a better “survival” at work, how to quickly run home and sit the boss.
The authors of the “Dream Company” write about the need to fundamentally change your attitude to work, to find a place that is 100% consistent with your abilities and affections; accept work as an important part of your life.
Don't run away from "office slavery" but actively and consciously look for ways to make your life fuller through the work in which you are involved.
But first things first.
To whom is the book addressed?
In "How to Increase Performance and Profits through Full Engagement" ( original name) in fact, we are talking about one aspect of life involvement in work and job satisfaction.
Personally, I'm drawn to just such books - focused on something specific, and not promising to teach how to make a million, marry a top model and live 200 years.
The material is divided into blocks for employees and for managers, entrepreneurs.
What exactly do they write about?
In short, how to make this question - not sick.
Specifically, it says the following:
- How to determine what exactly you tend to do (several practically applicable tools for determining, I’m not afraid of this word - I recommend that you read the post at the link, very much in the “topic”).
- How to figure out if the internal culture of the organization is right for you.
- A simple model of a personal career is comparing it to a business.
- Personal branding (do's and don'ts: the basics).
- For managers: building trust in the organization, motivating employees, engaging employees in work).
Individual elements from this list have been repeatedly covered in different books / websites / magazines.
However, when reading The Dream Company, I got the impression that I met the original source, and most of what I had read before was not very skillful imitation.
By the way, on Ozone you can get acquainted with an impressive piece of text for free - follow the link under the picture at the top of this post, there will be a blue “pdf” button - a file with an introductory chapter (47 pages) will open. There is not much specifics in the introduction, but you can capture the essence of the book.
Who will suit?
I’ll note right away that “Why do successful companies say “we”” is a fairly serious read. The format is not entertaining, although it is perceived quite easily due to high-quality formatting and various schemes.
Rudy Karsan, Kevin Cruz. Dream company. Why Successful Companies Say “We”
Publishing house "Mann, Ivanov and Ferber", 2012.
// W.E. How to Increase Performance and Profits through Full Engagement. Rudy Karsan, Kevin Kruse
Reviewer - Marina Asheeva, in the recent past - an HR, now - a journalist, translator, editorial staff of the "Work with Personnel" magazine.
The book is fresh, as they say, fresh from the printing house. The translation of the book into Russian and its publication was carried out by the publishing house " Mann, Ivanov and Ferber". It also kindly provided the book for editorial review. electronic journal « Work with personnel". I took up the review with enthusiasm: a new book, a hot topic, and even a world bestseller ...))
Strictly speaking, this is not an HR book. To call it a book for HR would be to narrow down its content a lot, to make it more "highly specialized" than it really is. I would say that this book is more about the philosophy and psychology of business, and at the same time - about the philosophy and psychology of hired work. But the “trick” is that HRs definitely need to read it. At least for those who do not want to focus only on the performance of a narrow area of work - whether it is selection, calculation of compensation, or something else.
Although the book contains a lot of practical material that will be useful in HR practice, it is least of all a collection of ready-made “recipes”. The purpose of the authors was different: to make the reader think about the meaning of business, the meaning of their work, and - ultimately - their lives.
One of the frequent problems of HR-specialists (as, indeed, of any other specialists) is that professional horizons are limited to a narrow range of tasks. Behind the usual daily actions, the meaning of the activity itself is lost. An effective and successful HR differs from an ineffective and not very successful HR precisely in that he UNDERSTANDS and SEES all business processes as a whole. The authors " Dream companies” go further - they help to see as a whole not only business, but also life and work. The separation of life and work has long been "common". Rudy Karsan and Kevin Cruz show the illusory nature of such a distinction. The authors are by no means among the "armchair theorists". They came to their conclusions during the creation and development of their own company (which, by the way, has achieved success) and in the course of extensive research.
Is it realistic not to divide your time between life and work? The authors of the book believe that this is possible if a person is really passionate about his work. This answer raises new questions: what does employee engagement depend on? How does it affect the company's profitability? How to keep employees busy? How to create an atmosphere in the company in which people really want to work with full dedication? Why is the involvement of employees so important, and what else should there be besides involvement? What is the difference between job engagement and job satisfaction?
"Chips" of the book:
The book contains tasks and tests, with the help of which the authors investigated the involvement of employees in different companies. They can be used both to study the motivation of employees and for self-development.
The authors quite actively use psychological terminology, and at the same time they succeeded in something that the authors of university textbooks rarely succeed in: quite complex psychological concepts are explained in an accessible and understandable way.
Eicharov with a psychological education will be pleased with the chapter on the types of organizational culture. The typology is based on 12 archetypes. Each one with detailed descriptions and examples.
What did not like
Perhaps the book has only one drawback. And it's not the authors' fault. The book's cover was labeled " good translation". And he turned out to be 100% right. The translation is not bad. He is GOOD. But not great. Those who have the opportunity to read the book in the original and are well versed in the topic will most likely notice that the equivalents for terms and concepts are not well chosen everywhere. This does not make it difficult to understand the text, but the pleasure of reading is no longer the same. Compared to the casual style of the original text in Russian, the book “speaks” in a more boring and, in some places, even official language.
