Showing posts with label management science. Show all posts
Showing posts with label management science. Show all posts

Hard Goals : The Secret to Getting from Where You Are to Where You Want to Be Review

Hard Goals : The Secret to Getting from Where You Are to Where You Want to Be
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Hard Goals : The Secret to Getting from Where You Are to Where You Want to Be ReviewMurphy first introduced the idea of HARD Goals in his last book, Hundred Percenters. I was sold when the material was covered there---in just a single chapter, and as one way to inspire better employee performance. But for the past year, I've wanted more... a deeper focus on the thinking behind HARD Goals. Greater exploration into how to better put HARD Goals into effect. With this new book, I got exactly what I wanted.
The thing I like most about Murphy (I'm on his organization's email list, so I follow him pretty closely), is that I never feel like he is trying to bluff me into buying his stuff. He either has hard facts to back up his ideas and methodologies, or you don't hear about it. And I consider myself a pretty savvy skeptic, so believe me; I'm always on the lookout for the smoke and mirrors. There're none here.
HARD Goals firmly supports itself with the backing of brain science. Murphy grabbed onto some of these key scientific findings, and used this new knowledge to come up with ways to what he calls "outflank" the brain. Outflank... kind of an unusual word, so I looked it up to make sure I knew what it really meant. `To gain a tactical advantage over (a competitor, for example)' is the definition I think best applies.
When it comes to goals, my competitor is procrastination. I don't even want to think about how often I have failed to even start my most heartfelt goals; even though I constantly dream about how great life would be if only I achieved them. I want it, but it's like there's a brick wall between me and making it happen. I finally know how to bust through that wall.
I've had really good success this past year applying what I learned about HARD Goals from the first book. I lost 20 lbs, and I no longer buy into the myth that it's `impossible' to lose weight as you get older (I'm 46). I also started a real exercise program 9 months ago, and I've stuck to it--- like glue. I don't have luxuries like fancy gyms or private chefs and trainers. I just switched the way my brain was approaching these goals, and suddenly I was able to do what for so long I could not. I've also been able to better get what I want professionally by applying HARD Goals. I can't wait to see what I can create with the wealth of information this new book dispenses.
SMART Goals are done. As Murphy says, think back to a time when you were so fired up to achieve success that nothing got in your way. Then ask yourself if that goal fit the SMART criteria, especially regarding realistic and achievable. If I had stopped to consider factors like those in the face of my great achievements, I would have quit before I got started. Because as far as I knew, at that moment, what I wanted to do was impossible, at least for me.
That's what HARD Goals are, the tough challenges that make us learn and stretch and grow to become what we didn't know we could be. The kinds of goals that make us say "I'm better than before." And you don't get that by sticking to the realistic and the achievable, you absolutely have to push for more. Again, as Murphy says, we've all done the impossible before, and we can do it again.
HARD Goals shows you how to generate that same kind of energy around all your goals. You don't just have to wait around until a goal finally sweeps you off your feet. You can outflank your brain and gain a tactical advantage over whatever it is that might hold you back from success. It's kind of fun to mess with the brain on this level...some days I swear I can hear the snap, crackle pop of my neurons firing off as I put my HARD Goals into action.
My vote is: buy the book. It's a great and informative read, and if you, or someone you know, is about to embark on a tough New Year's resolution, you can't afford to pass it by. Interestingly, this is Murphy's first book (that I've read) that boldly steps outside the workplace. There's still a ton of information and examples about HARD Goals at work, but just as many appear on a personal level--- like dieting, time management, health, exercise and finances. Oh, and wait til you see how Murphy turns a well-known standard of economic theory into a clever way to make your brain believe any goal, financial or otherwise, is so required that your world will end if you don't achieve it. That's when the motivational juices really get flowing.
It's really good stuff, and it's really different from anything you've read before about goal setting. If you've got goals you want to achieve, you want this book.
Hard Goals : The Secret to Getting from Where You Are to Where You Want to Be Overview

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Sawyer's Internal Auditing: The Practice of Modern Internal Auditing Review

Sawyer's Internal Auditing: The Practice of Modern Internal Auditing
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Sawyer's Internal Auditing: The Practice of Modern Internal Auditing ReviewI am currently using this book to teach a college-level class in internal auditing. I initially chose it over Brink's Modern Internal Auditing (which I thought was very good but which was written at a rather high reading level) because 1) it was newer and less expensive for my students; 2) it purported to cover Sarbanes-Oxley; and 3) the previous edition was very good and I expected the same or better from the new edition.

However, what I found was that the new material was apparently thrown in without much attempt to integrate it with the original material. Many of the new sections are basically each a review of a single article. Therefore, there is language such as this in the section on Risk Disclosure Considerations in the Risk Assessment Chapter:
The writer analyzes FASB 5 and AcSEC SOP 94-6 in providing descriptive language that should be of interest to internal auditors . . . The writer suggests that inasmuch as the above disclosure taxonomy is incident to organizational management . . .

It is not a standard approach to refer to *the writer* and creates some confusion among my students.

Another problem with this approach is that some of the articles reviewed overlap with other textbook material, so there is a lot of redundancy. In some cases, it is rather shocking that a better editing job was not performed.

I agree with a previous review about the end-of-chapter questions. They are often not covered in the text. It is quite difficult to even guess how some of the questions were determined to belong with a particular chapter. As an instructor, a test bank would have been helpful also. The previous edition did have one; this does not.

Having said that, I will continue using this textbook until I'm sure I've found something better. It is definitely comprehensive! Many of my students enjoy Sawyer's trademark, colorful prose. However, I have gotten the comment from several students that the book must have been designed as a handbook for experienced auditors rather than as a textbook because it is so different from anything they have experienced.Sawyer's Internal Auditing: The Practice of Modern Internal Auditing Overview

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Bad Leadership: What It Is, How It Happens, Why It Matters (Leadership for the Common Good) Review

Bad Leadership: What It Is, How It Happens, Why It Matters (Leadership for the Common Good)
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Bad Leadership: What It Is, How It Happens, Why It Matters (Leadership for the Common Good) ReviewWe live in a time where the news is filled with countries, corporations, and other organizations that are failing to perform as they should. Ms. Kellerman has analyzed several of these and identified fundamental seven types of leadership that are prone to failure.
INCOMPETENT: The leader and at least some followers lack the will or skill to sustain effective action.
RIGID: The leader and at least some of his followers are stiff, unyielding, and unwilling to adapt to new ideas, new information or changing times.
Intemperate: The leader lacks self-control and is aided and abetted by followers who do not intervene.
CaALLOUS: The leader is uncaring or unkind, he ignores or discounts the needs of the rest of the organization.
CORRUPT: These people lie, cheat, or steal. They put self interest above all else.
INSULAR: They disregard or at least minimize the health and welfare of those outside the small center group.
EVIL: Some leaders and at least some followers commit atrocities.
In each of these catagories, she identifies leaders that illustrate her point. This leads to an understanding of why such bad leadership is harmful to the organization, and if the organization is the political leadership of a country, it is bad for the world.Bad Leadership: What It Is, How It Happens, Why It Matters (Leadership for the Common Good) Overview

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Organization Theory: Modern, Symbolic, and Postmodern Perspectives Review

Organization Theory: Modern, Symbolic, and Postmodern Perspectives
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Organization Theory: Modern, Symbolic, and Postmodern Perspectives ReviewThe other posted reviews make me think that Organization Theory itself is dense, and not just the book itself. That comes as somewhat of a relief and a disappointment at the same time.
This book was required reading as a part of my Public Administration program, and from an informal sampling of class opinion, nearly everyone soundly rejected the text as difficult to understand, jargonistic, and stuffy.
Hatch spends so much time covering all perspectives of Organization Theory that she fails to define many terms she puts forth that readers new to these concepts might not necessarily understand. Additionally, the lack of real-life examples of how Organization Theory applies to daily life (or even the real world at all) makes reading her work a difficult proposition at best.
Organization Theory professors, if you're reading this and thinking about making this required reading, I hope you place a huge amount of faith in your teaching ability because without it, this book will not be able to impart a large part of Organization Theory knowledge on its own.Organization Theory: Modern, Symbolic, and Postmodern Perspectives Overview

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