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• Sales Rank: #4697042 in Books
• Published on: 2015-05-09
• Released on: 2015-05-09
• Original language: English
• Number of items: 1
• Dimensions: 11.00" h x .40" w x 8.50" l, .91 pounds
• Binding: Paperback
• 176 pages

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A practical guide for building and sustaining top-performing teams  

Based on the author’s many years of consulting experience with teams in the public and private sectors, Creating Effective Teams: A Guide for Members and Leaders describes why teams are important, how they function, and what makes them productive. Susan A. Wheelan covers in depth the four stages of a team—forming, storming, norming, and performing—clearly illustrating the developmental nature of teams and describing what happens in each stage. Separate chapters are devoted to the responsibilities of team leaders and team members. Problems that occur frequently in groups are highlighted, followed by what-you-can-do sections that offer specific advice. Real-life examples and questionnaires are used throughout the book, giving readers the opportunity for self-evaluation.

• Sales Rank: #152707 in Books
• Published on: 2014-11-10
• Original language: English
• Number of items: 1
• Dimensions: 8.90" h x .60" w x 5.90" l, .0 pounds
• Binding: Paperback
• 168 pages

About the Author

Susan A. Wheelan, PhD, is president of GDQ Associates, Inc. She was professor of Psychological Studies and faculty director of the Training and Development Center at Temple University. She has worked in a number of school, hospital, and clinical settings. Dr. Wheelan received Temple University’s Great Teacher Award in 1992. She is coeditor of The Lewin Legacy: Field Theory in Current Practice and Advances in Field Theory. She coauthored How to Discipline Without Feeling Guilty. Dr. Wheelan is the author of Facilitating Training Groups, Group Processes: A Developmental Perspective, The Handbook of Group Research and Practice, and Creating Effective Teams: A Guide for Members and Leaders. She has written numerous articles for publication as well. Dr. Wheelan has provided consultation to a wide variety of organizations. She has led workshops and training seminars on such topics as Executive Development, The Role of the Internal Consultant, Working in Teams, Management Skills, Communication Skills, Dealing With Difficult Employees, Leadership, Conflict Management, and many more. She has been an invited speaker in Sweden, Norway, England, Ireland, Israel, the Netherlands, and throughout the United States. Topics included group and organizational development, diversity, and conflict management.

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4 of 4 people found the following review helpful.
From a consultant's perspective
By The Exhorter
Peruse through the average leadership books today and you will find that most of them focus primarily on the top tier of any given team. Corporate America emphasizes management, athletics teams key in on the coaches, and churches center on senior pastors as the problem or solution for anything dysfunctions within the organization. In Creating Effective Teams, Susan A. Wheelan contends that the success of any given team is contingent upon the performance of all of its members. Creating Effective Teams is different from much of the popular leadership books in that the author stresses the importance of teamwork. As a bonus, Wheelan shares practical information and stories to move the reader beyond the theoretical and abstract language found in many publications.
Wheelan’s goal is communicated early in the book as she writes, “The goal of Creating Effective Teams is to translate what we’ve learned about groups and teams into straightforward, user-friendly, practical guidelines for members and leaders.” Wheelan explains throughout the work that there is a difference between groups and teams. She promotes the “team” as the goal for any group and suggests definitively that work groups become teams “when shared goals have been established and effective methods to accomplish those goals are in place.” It appears the role of the leader has not been devalued by the author – only understood in light of the entire team as they endeavor to be successful.
Because group dynamics is a crucial factor in any team, Wheelan suggests that all team members have a good understanding of the stages of group development in order to identify where and who they are as a group. She offers four stages of development every group experiences as they develop. Says Wheelan, “For the first two or three months, groups are dealing with the issues characteristic of Stages 1 and 2. Groups generally enter Stage 3 in the fourth or fifth month, and Stage 4, or high performance, typically begins during the sixth or seventh month.” Each stage in the transformation from groups to teams has its own challenges and Wheelan believes nearly all challenges can be resolved using a systematic approach to problem solving and decision making. Highlighting six methods of conflict resolution, Wheelan believes “problem solving” to be the best at yielding results. She purports, “Problem solving…gives the best results because it requires the actual resolution of different perspectives and a new group conceptualization of the issues involved in the conflict.” Again, Wheelan points to her theory that team success depends on all the members of the team and not just the leader.
The book concludes with the author giving advice concerning seasons of rest, obtaining organizational support, and if necessary, interventions that include goal setting and feedback in order to enhance group productivity.

While the information Wheelan shares in this book is incredibly valuable, the redundancy within the chapters can be a challenge to the reader. As an example, Wheelen writes, “Organizations forget to ask training providers some very basic and important questions.” She lists the questions and follows up with, “If a trainer is unable to answer the first three questions above, head for the hills.” Not even two pages later Wheelan again writes, “Before choosing an intervention to improve group performance, organization members should ask the consultant the following questions.” The list of questions is nearly identical to the list on the previous page. Wheelan concludes this list with the familiar statement, “If the consultant can’t answer the first three questions or bases his or her responses solely on personal experience, head for the hills.” Although the above critique does not take away from the opulence of her message, the redundant paragraphs and lists can be taxing to the reader.
Perhaps the best question to ask in antithesis to Wheelan’s work is, what should one do if they are assigned to a group whose culture is comfortable with performing as individuals. There are leaders who may even inadvertently award competitive behavior by giving in to the person or group that complains the most. The thrust of this challenge is that in such cases, the group will never become a team until the leadership philosophy changes. Many people bring corporate America mentalities into the church where the ruling paradigm is “dog-eat-dog”. The results are devastating in ministry as those who would be and should be co laborers become instead, arch rivals. The group then becomes fragmented and everyone operates as individuals hoping to achieve the group goals on their own and receive the credit and glory by themselves. Addressing these issues would have taken the book to another level.

2 of 2 people found the following review helpful.
Great practical book
By ntboyd85
Abstract

The title of Susan Wheelan’s book, Creating Effective Teams: A Guide for Membership and Leaders, sums up her message beautifully. Wheelan desired to give her readers a practice guide for all teams to be successful and reach their fullest potential. She sums up the goal of her book saying, “Creating Effective Teams is to translate what we’ve learned about groups and teams into straightforward, user-friendly, practical guidelines for members and leaders.” She goes on to say that her hope is that her book would provide guidance for work groups and people that manage work groups. I believe that Mrs. Wheelan accomplished her goal with this book, she gave great insight into team dynamics and a practical guide for teams to become high performing teams.
The book begins by laying the groundwork for a healthy team culture. Wheelan suggests that you must plant groups in a favorable organizational climate. She advises that to have the proper organizational culture the group must have a clearly defined mission, support innovation, expect success, value quality, pay attention to details, cherish evaluation and recommendations, and reward teamwork rather than individual success. She goes on to unpack all of these characteristics in more depth and detail but ultimately she gives a very practical guide on how to create a successful team environment. Beyond giving a list of details, the book also includes a test, or an evaluation tool, to determine how the reader is doing at creating a healthy team environment.
After laying the foundation for healthy teams to thrive, Wheelan goes on to talk about the stages of group development. Stage 1 of group development is about dependency and inclusion. It is important at this stage that team members find a safe place where they can belong. In this stage the group is dependent on the leader to set goals and assign tasks. Stage 2 is summed up by counter dependency and fighting. In this stage the group is becoming less dependent on the leader and conflict often occur as members attempt to understand their role within the group. In stage 3, groups begin to establish trust and structure. When groups get to this stage, they are more willing to work together and have clarity in their goals. The final stage that Wheelan describes is stage 4. In this stage groups are about getting work done, teams are the most productive and effective at this stage. In stage 4 group members are not working as individuals to solve problems but are working as teams to produce the highest quality product possible. In addition to giving details about each group stage, Wheelan gives practical help for teams to move from one stage to another.
In the following chapters, Wheelan, answers the questions of how healthy teams function and how to be an effective team member. In both of these chapters Wheelan maps out the practices that make up healthy teams and team members. She describes how leaders must behave in each of the stages above to help facilitate the teams’ growth and health. At the end of both of these sections, she includes a helpful quiz to help the reader process where they stand as a team member and leader.
The remaining chapters of the book describe how to succeed in each stage of group development. In addition to giving practical information on each stage, there is a case study of different problems that group leaders and members might face while navigating through the particular stage. These case studies help Wheelan describe each stage in a relevant way. Wheelan closes the book by talking specifically about virtual teams and recent research that answer commonly asked questions about information found in her book.

Concrete Response

In reading through this book, I was reminded about recent events within our church staff team. Two years ago our church sent out several of our staff members to start a new church in downtown Atlanta. In addition to sending out our worship leader and student pastor we also added some new staff members and saw other staff members leave our team. In the fall of 2014, we found ourselves with a completely new church staff, with the exception of myself and the other lead pastor. As we tried to get all of our new team members on board with the mission of Church at the Grove, we experienced all of the stages the Wheelan talks about in her book.
In stage 1 we saw our team very cautious when interacting with each other. However, we quickly moved through this stage and camped out in stage 2 for quite awhile. We had several team members that did not get along. We had some team members that were very outgoing extroverts and one particular man who is an introvert that often came across as rude to several of the women on our staff. As team member jockeyed for position and started distinguishing their roles in our organization, I had several staff members approach me about the need to fire the quiet gentleman. This was a difficult time in our ministry, and honestly, we experienced such conflict and turmoil that we did not get much done as a church leadership team. This stage seemed to last forever, however towards the end of last year, we started to see a change occur in our staff team.
The change occurred one day during a staff meeting when the introverted staff member opened up about some of the fears and difficulties he was experiencing in his personal life; this was a turning point for our team. As this team member shared, others began to understand his perspective and trust and security were built among our staff. From this point, I believe that we moved into stage 3 and have become a more highly functional team. While we still have to implement change and improve, we are well on our way to becoming a more effective team.

Reflection

In reading through Wheelan’s book, I thought that she did an excellent job in achieving her goals stated at the beginning of the book. She was able to take her years of experience working with teams and simplify the message into an easy to follow format. I not only enjoyed all the concepts that she shared, but I also liked her style of writing and her commitment to giving a practical guide to real life situations.
While I did enjoy much of Wheelan’s book, I did feel like after the first few chapters she became redundant in her message. She spends a considerable amount of time talking about the different stages of team dynamics. These stages are vital to her book but on several occasions she makes it a point to describe each stage. Wheelan could have avoided this problem by cutting out the overview of chapter 3 and given each stage its own chapter; this would have helped her not be redundant and strengthened her message. The book could have still presented the same material and been shorter in length. Additionally, the last two chapters of this book are pointless, the information in these two chapters could have been distributed throughout the book in other chapters.
In addition to cutting out certain sections of her book, I also felt that she could have done a better job of applying the truths she presents to the non-profit or church world. Many of the real world examples that she list come from a corporate setting, where teams consist of paid professionals. In the non-profit and church world, many teams consist of volunteers that are not receiving any compensation for their attendance at meetings. It would have been nice to get advice from Wheelan on how to manage volunteer teams. How do you move a volunteer team through the difficult stages of 1 and 2?

Action

As I mentioned above, one of the things I enjoyed about this book was the practical nature in which it was written. Wheelan’s practicality allows me to process information easily and apply it to my life and leading of teams. The first action step that I need to implement in my life is creating a favorable organizational climate. In reading through the book, I was convicted that I don’t do an excellent job at creating an environment for teams to thrive. Wheelan says, in order to have a favorable organizational climate, you must: “clearly define the organization’s mission, support innovation, expect success, value superior quality and service, pat attention to detail, value team recommendations, set clear expectations for group output, quality, timing and pacing, and reward teamwork rather than individual performance.” While I believe that I am decent at some of these principles, I struggle with valuing team recommendations and rewarding teamwork rather than individual performance. Instead of focusing on what an individual accomplished I need to look at what the team accomplished and reward the team instead of the individual. Recently, we had a new children’s ministry director come on our staff. She has done an excellent job of recruiting new leaders and making positive changes in our children’s environment on Sunday morning. On several occasions I have praised her publically for her hard work and dedication; however, I have not praised the new volunteers and the leadership team that she has created. Over the next two weeks, I am planning on writing notes to all the men and women on the children’s ministry leadership team letting them know how thankful I am for them. Next Sunday I am also going to announce from the pulpit my thankfulness for this team. Wheelan suggests that there should be some type of financial compensation for these successful teams; while we can’t pay these volunteers, we could do a thank you lunch after the service one Sunday to thank them for their service.
The second change that I need to apply in my life and ministry is helping lead our church staff team to stage 4. I believe the biggest hurdle we must overcome to move to stage 4 is in the area of communication. Wheelan says one characteristic of a stage 4 team is that “the team has an open communication structure in which all members participate and are heard.” Our team does communicate, but I don’t do a good job at listening to all the members and making sure that their ideas are heard. Typically in our staff meetings, I will send out an agenda for the meeting that will cover everything that we need to talk about in the meeting. I typically don’t leave room for people to share their ideas or thoughts. Next staff meeting (Tuesday, Feb. 9th) I plan on leaving time for our staff to communicate freely about anything that is going on within the church. Additionally, I need to make it a priority to spend time with the shy members of our team and talk with them about their thoughts and ideas. Many times these shy individuals won’t open up in a larger group but one-on-one they are more willing to share their ideas.

1 of 1 people found the following review helpful.
Excellent Book, can be used as a team development tool
By Paimon
This is an excellent book, does not get lost in overly academic language. Most literature out there is geared towards leading teams, it is refreshing to see a well written book geared towards team members. Includes excellent surveys to gauge team development.

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Two neuroscience experts explain how their 4-Step Method can help identify negative thoughts and change bad habits for good.

A leading neuroplasticity researcher and the coauthor of the groundbreaking books Brain Lock and The Mind and the Brain, Jeffrey M. Schwartz has spent his career studying the human brain. He pioneered the first mindfulness-based treatment program for people suffering from OCD, teaching patients how to achieve long-term relief from their compulsions.

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• Sales Rank: #11959 in Books
• Brand: Brand: Avery
• Published on: 2012-06-05
• Released on: 2012-06-05
• Original language: English
• Number of items: 1
• Dimensions: 9.00" h x .90" w x 5.90" l, .90 pounds
• Binding: Paperback
• 384 pages

Features

• Used Book in Good Condition

Review
“A testament to mind over brain ... It's the truth of the matter that sheer willpower can truly make you break free.”
—Leonardo DiCaprio

“Operating on the highly rational perspective that we are not our brains, but rather, substantial free agents who exercise control over our brains, Schwartz and Gladding develop a simple, yet profoundly insightful approach for developing a flourishing life.  The result is truly life-giving, and it will bring healing and hope to all who read it and practice its wisdom.”
—J.P. Moreland, author of The God Question

"How can the brain, which is just a complex network of interconnected nerve cells, give rise to consciousness and to thought? Dr. Jeffrey Schwartz and Dr. Rebecca Gladding argue, persuasively, that the mind actually has massive causal effects on the functioning of the brain. In other words, you can not only change the way you think, feel and behave through conscious effort when you're upset, but you can also change the programming and chemistry of your brain. A compelling and important message."
—David Burns, M.D., author of Feeling Good: The New Mood Therapy

“The idea that we can deliberately and systematically change our brains with our minds was once thought ridiculous.  But now, largely due to Jeffrey Schwartz and his UCLA research on neuro-plasticity and OCD, this once revolutionary idea is well accepted.  Rebecca Gladding and Jeffrey Schwartz adapt Schwartz’s extraordinarily successful program for a mainstream audience giving simple, self-directed tools to help achieve greater happiness, emotional balance, and overall well-being.”
—Susan Kaiser Greenland, author of The Mindful Child

From the Back Cover
Advance Reviews
"Operating on the highly rational perspective that we are not our brains, but rather, substantial free agents who exercise control over our brains, Schwartz and Gladding develop a simple, yet profoundly insightful approach for developing a flourishing life.  The result will bring healing and hope to all who read it."
--J. P. Moreland, author of The God Question.

"This book will be very helpful to those who want to improve their outlook and quality of life.  As this book shows, and most every musician knows, You Are Not Your Brain. The Heart and the Spirit are the source of real creativity. The brain is a vehicle to express that creativity."
--Kenny Burrell, National Endowment for the Arts Jazz Master and Professor of Music and Ethnomusicology, UCLA

"Dr. Jeffrey Schwartz and Dr. Rebecca Gladding argue, persuasively, that the mind actually has massive causal effects on the functioning of the brain. In other words, you can not only change the way you think, feel and behave through conscious effort when you're upset, but you can also change the programming and chemistry of your brain. A compelling and important message."
--David Burns, M.D., author of Feeling Good: The New Mood Therapy

"Largely due to Jeffrey Schwartz and his UCLA research on neuro-plasticity and OCD treatment, the once revolutionary idea that we can systematically change our brains with our minds is now well accepted.  Gladding and Schwartz adapt that program for a mainstream audience giving simple, self-directed tools to help achieve greater happiness, emotional balance, and overall well-being."
--Susan Kaiser Greenland, author of The Mindful Child

About the Author
Jeffrey M. Schwartz, M.D., is a research psychiatrist at UCLA School of Medicine and a seminal thinker and researcher in the field of self-directed neuroplasticity. He lives in Los Angeles.Rebecca Gladding, M.D., is a psychiatrist specializing in anxiety and depression. She recently was Medical Director of the UCLA Adult Inpatient Eating Disorders Program. She lives in Los Angeles.

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162 of 168 people found the following review helpful.
Powerful Books Shows How-to Self-Direct Your Life
By Don
"Habitually dismissing and devaluing your true emotions and needs causes your brain to adopt unhealthy responses and to strongly discount much of the positive information about you that is coming in." -- Jeff Schwartz, MD, and Rebecca Gladding, MD

I was well aware for some months that Jeffrey Schwartz's new book (co-authored with Rebecca Gladding) was coming out. When I saw the package from amazon.com on my front porch last week, I quickly opened it. The reward circuit in my brain got activated as I held the hardcover book with bright yellow lettering that told me: YOU ARE NOT YOUR BRAIN!

Jeffrey Schwartz is a pioneer in the field of self-directed neuroplasticity, and his work with Obsessive Compulsive Disorder (as described in his book BRAIN LOCK) is highly regarded and used in clinics around the world. In this new book, Schwartz and Gladding have refined the 4-step method used in "Brain Lock" as well as expanded the scope of how it can be applied to lifestyle habits, addictions, and unhealthy thinking.

The 4-Step process is based on mindfulness. I found their revised process very clear and easy to grasp--and it can easily be used personally or by counselors, psychologists, and others to be shared with clients as a form of treatment. The 4-Step process includes 1) Relabeling (noticing thoughts), 2) Reframing (naming the brain's deceptive thought pattern to change your relationship to the thought), 3) Refocusing (placing awareness elsewhere), and 4) Revaluing (aligning with one's deeper values, or true self).

The book is a treasure trove of real-life case studies that demonstrate how Schwartz and Gladding used the 4-Step mindfulness process--and show how anyone can rewire their brain in this way. This is a step-by-step book that includes examples of charts and journaling methods that can help anyone track their movement toward wellness, clarity and purpose.

I highly recommend this book. It shows how to put the power of focus to work in a way that can change lives for the better. Thank you Jeff and Rebecca for sharing with all of us this very valuable and life transforming information!

113 of 120 people found the following review helpful.
Tremendously helpful
By E. Whalen
I bought this book after reading "The Brain that Changes Itself" by Norman Doidge, MD, which is a fascinating book. In it, Doidge mentions Schwartz and his method for helping patients who suffer from Obsessive Compulsive Disorder.

In "You Are Not Your Brain," Schwartz and Gladding expand on that method and help the reader apply it to other problems that result from what they call deceptive brain messages. I have also heard these deceptive brain messages referred to as automatic negative thoughts, core beliefs, et cetera. Essentially, they are ideas/beliefs you have that lead you to engage in bad habits, feel terrible about yourself, avoid taking actions you need to take, and generally prevent you from living the life you want to live. One example the book gives is an actor who doesn't believe he's good enough and therefore does not go on auditions for parts and, as a result, sabotages his own career success. In short, these false messages are running your life and it's time to stop listening to them. This book teaches you to identify these false brain messages, how to deal with them and how to take back control of your choices and your life.

Could this book have been written in a more engaging and perhaps slightly more cohesive way? Sure, but I bought this book for what it could teach me, and it has taught me a great deal. It goes beyond what a lot of books say, which is to write down and challenge the deceptive brain messages. Yes, that's helpful, but the steps in this book, especially the steps about doing something constructive and engaging while allowing those brain messages to continue to play on in the background are what really creates lasting change in your brain.

I liked the concept of the "Wise Advocate." You can re-cast it, if you like, as the role of a higher power or perhaps "Your Best Self," but the result is the same: to teach you to look at yourself with kindness, compassion and to believe the best things possible about yourself.

This book also contains tables you can fill in, either in the book itself or on a separate piece of paper. I found these tables to be quite helpful in really getting clear on what my messages were and what they were costing me.

Before this book came out, I had tried various methods for dealing with my deceptive brain messages, but the method described in this book is the only method that's really worked for me, and so for that, it deserves five stars. If you are looking for a good companion book to this one, "The Brain that Changes Itself" is excellent, but it's not instructive. This one is.

98 of 104 people found the following review helpful.
Fantastic - Very Practical and Useful
By Book Fanatic
I read a lot of books and I have a hard time imagining anyone with an interest in practical results not finding this book valuable. I noticed the previous reviewer panned it because it wasn't full of detailed scientific descriptions, despite the fact that would probably turn most of its intended audience off. This is a common problem in book reviews. People read a book, like this one whose intent is to provide a practical technique and then criticize it for what it is not and was never intended to be. This book wasn't written to convince you of its theoretical foundation or educate readers on exact "neural pathways", although it does touch on that lightly. It was written to help you so get over it. This is a self help book and in that regard succeeds brilliantly.

The case histories included throughout this book are people with moderately significant problems (I would say even sometimes pretty severe). However, don't let that dissuade you because I think virtually anyone who is a normal human being would find the advice practical in many circumstances. I don't have any issues even remotely approaching those of the people described in the book but I still found it very helpful.

This is a fairly long book for this genre (approximately 350 pages) and it is very well organized. It includes a lot of worksheets and practical tips. I have no major criticism at all. I would recommend it to anyone who wants practical advice on how to improve their mental well-being and that includes people who think they are doing well already. Two very enthusiastic thumbs up!

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You Are Not Your Brain: The 4-Step Solution for Changing Bad Habits, Ending Unhealthy Thinking, and Taking Control of Your Life, by Jeffre PDF
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The first in a gorgeous new series for young girls, all about the adventures of Clementine Rose

Clementine Rose was delivered not in the usual way, at a hospital, but in the back of a mini-van, in a basket of dinner rolls.

So begins the story of a lovely little girl who lives in Penberthy Floss in a large ramshackle house with her mother, Lady Clarissa, Digby Pertwhistle the butler, and a very sweet teacup pig called Lavender. When her scary Aunt Violet arrives unexpectedly, the household is thrown into disarray. What is it that Aunt Violet really wants, and what is she carrying in her mysterious black bag? From the author of the best-selling Alice-Miranda series, this series is perfect for young readers.

• Sales Rank: #2109818 in Books
• Published on: 2015-04-01
• Original language: English
• Number of items: 1
• Dimensions: 7.70" h x .50" w x 5.10" l, .0 pounds
• Binding: Paperback
• 144 pages

About the Author
Jacqueline Harvey is the author of the Alice-Miranda and Clementine Rose series, Once Upon a Galaxy, and Without Fair Warning. Her first picture book, The Sound of the Sea, was awarded Honour Book in the 2006 CBC Awards.

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0 of 0 people found the following review helpful.
Clementine Rose and the Surprise Visitor
By S Riaz
Clementine Rose is delivered in a very odd way, not at a hospital, but “in the back of a mini-van in a basket of dinner rolls.” When discovered by Lady Clarissa, who lives in a crumbling mansion called Penberthy House with elderly butler Digby Pertwhistle, she finds a note asking her to care for the baby. That is how Clementine Rose grows up, loved and adored and very happy with her mother, Uncle Digby and pet teacup pig Lavender. Lady Clarissa has no money, so she decides to take in paying guests and open the house as a hotel. She also has a great deal of luck and wins all sorts of things, from new cars to holidays. She gives most of her prizes away and the lady at the Post Office makes sure she ear-marks each new competition in the new magazines, so the village can benefit from her legendary success.

Although it is difficult at times, the family are poor but very happy. That is, until they have an unexpected visitor... Aunt Violet is snobby, unkind and not at all fond of children. Before long, her visit has thrown Penberthy House into chaos and it is up to Clementine Rose to discover why she is really here and what she wants. There are lots of good characters outside of Clementine Rose and her family, such as people in the village, who help to flesh out the storyline. Also, Penberthy House is an interesting setting and my daughter enjoyed the way Clementine Rose spoke to the family portraits and adored the little mistakes she made, especially with the guests.

This is a really enjoyable story, which will probably appeal mostly to girls of 6+. There are a few black and white illustrations, but it is more suitable for fluent readers – although, of course, it is also nice to read aloud. My daughter is keen to read on with the series and discover what Clementine Rose gets up to next. The next book in the series is Clementine Rose and the Pet Day Disaster.

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[R867.Ebook] Free PDF The Language of the Third Reich : Lti - Lingua Tertii Imperii : A Philologist's Notebook, by Victor Klemperer

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A Jewish professor of Roman studies, Victor Klemperer lived throughout the Nazi period in conditions of great deprivation and, intermittently, of deadly peril. This text is a linguistic diary kept secretly by Klemperer from 1933-45 in which he recorded the characteristic literary forms and usages of the Nazi regime and analysed the impact of Nazism of German language, life and culture.

• Sales Rank: #4871091 in Books
• Brand: Brand: Athlone Press
• Published on: 2001-04
• Original language: German
• Number of items: 1
• Dimensions: 8.50" h x 6.00" w x 1.25" l,
• Binding: Hardcover
• 304 pages

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• Used Book in Good Condition

Review
"A brilliantly conceived analysis that sought to crystallise the meaning of Nazism from its official language." -- Gordon A. Craig, Stanford University

Language Notes
Text: English (translation)
Original Language: German

About the Author
Victor Klemperer (1881-1960), a front-line veteran of the First World War, became professor of French literature at Dresden University. A Jew, he was taken from his university post in 1935 and only survived thanks to his marriage to an Aryan. From 1933 to 1945 he kept detailed diaries, now in the course of publication, which contain, in note form, some of the raw material for LTI.

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85 of 87 people found the following review helpful.
An easily-read, journalistic philology of Nazi Germany
By David J. Greenbaum
A professor recommended this book by Victor Klemperer to me several years ago, before his 1933-45 Tagebücher were translated into English by Martin Chalmers. At the time, my apprentice German was not equal to the work in the original language, and I read it in its French translation, ably translated by Elisabeth Guillot. I have since reread it in German, and, on publication, read this English edition. As far as I can tell, Martin Brady has done a masterful job of rendering Klemperer's informal and easily parsed style into addictably readable English. Before his career in the academy, Klemperer was a journalist, and in all of his writing, this tone prevailed.
Klemperer wrote his "LTI: Notizbuch eines Philologen" in 1945 and 1946, mostly from notes he kept in the diaries that later became the wildly successful "Ich will zeugnis ablegen bis zum letzten" (I Will Bear Witness). He carried on his work despite the danger, and with an impressive amount of conscious objectivity. The work is an excellent, if impressionistic, study of the modes of Nazi language and their development in popular speech and culture. I would emphasize the _impressionism_ that colors this work, because Klemperer was only able to study a limited amount of presently accessible material; most of his work is based on the editions of newspapers, leaflets, and books that fell into his hands in Dresden during the war. He was a Jew in the Third Reich, and banned from possessing books written by "Aryan" authors. As well, over the course of the war the restrictions on Jews listening to radios, reading newspapers, and even talking in public became too great for Klemperer to realize any truly comprehensive study.
I do not wish to seem like I am condemning the man with faint praise: Klemperer wrote the first postwar study of Nazi language and linked it directly with the operation of the regime. Subsequent researchers have borne out Klemperer's thesis: the euphemisms and barbarisms in the Nazi tongue exerted a considerable influence on popular culture and personal expression. It is not necessary to go back to the Forties to find this influence - it exists today in modern German. The contemporary quibbles over such words as "ausrotten" or "endlösung" mask the considerable reformation of German that occurred during the Third Reich.
Students of twentieth century history cannot ignore this book. It is a must read.

40 of 47 people found the following review helpful.
Worth every cent.
By Andrew Hingston
...this is an extraordinary book in any number of ways, and ought to be widely read....it's a book that almost anyone could read profitably, even many times. It's complexity is quite astonishing, but it's not the sort of complexity that is off-putting. In fact, it is so well written, so well organized, that it's complexity is almost unnoticeable. Still, it is a confession as well as an indictment, autobiography as well as analysis, cooly restrained and deeply moving often in the same paragraph. It is objective while being prfoundly personal. It wears it's Jewish spectacles (a phrase from the book) very lightly indeed.... More often it is wryly funny. It is its own evidence of the degree of assimilation (and blindness to the terror that was being prepared for them) of educated Jews in Germany prior to the rise of Nazism. It further substantiates, from a different angle, Arendt's famous insights into Nazi behavior. It contains in its preface an extraordinary statement of love, which, once read, informs the entire book. It is heartbreaking without once being sentimental. Indeed, it is heartbreaking in part because it resists the sentimental....

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• Sales Rank: #1216754 in Books
• Published on: 1976-05
• Original language: English
• Number of items: 1
• Binding: Hardcover
• 615 pages

Features

• Detailed prints
• photos
• Litature
• back ground history on the bible

Most helpful customer reviews

18 of 18 people found the following review helpful.
A comprehensive history of the American picturebook
By Maeri
Truly a labor of love, Barbara Bader's history of the American picturebooks from colonial times to the nineteen seventies is essential reading for anyone interested in children's literature. Bader is particularly good about the post-WWII period when writers like Margaret Wise Brown and editors like Ursula Nordstrom started the trend of incorporating the ideas of child psychology into picturebooks. Bader seems to have known everybody who was anybody in postwar juvenile publishing it seems, and she interviewed them all for this book. The result is a fascinating social history of the children's book business as well as perceptive analysis of the books themselves. This is an important book that deserves to get back into print.

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[E506.Ebook] Ebook The Superstitious Mind: French Peasants and the Supernatural in the Nineteenth Century, by Judith Devlin

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The Superstitious Mind: French Peasants and the Supernatural in the Nineteenth Century.

• Sales Rank: #4515232 in Books
• Published on: 1987-09-10
• Original language: English
• Number of items: 1
• Dimensions: 9.52" h x 1.17" w x 6.39" l, 1.60 pounds
• Binding: Hardcover
• 316 pages

Features

• France
• French
• History
• Peasants
• Supernatural

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[E697.Ebook] Ebook Download Work in the 21st Century: An Introduction to Industrial and Organizational Psychology, by Frank J. Landy, Jeffrey M. Conte

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Now in its third edition, Work in the 21st Century is the most current, engaging, and highly regarded text for the industrial and organizational psychology course.

• Cutting-edge topics and research coverage: includes the Five Factor Theory of Personality, the Big Eight theory of competencies, emotional intelligence, culture and emotions, genetics and job satisfaction, achieving balance between work and non-work, stress and violence, measuring motivation, integrity testing, entrepreneurship, computer-based assessment, male vs. female leaders, cross-cultural teams, bullying, and more
• New! Increased emphasis on computer and web-based training and use of MP3 players and iPODs for training delivery
• Updated research on stress management interventions and sexual harassment by clients and customers
• New! Additional U.S. and international coverage of bullying at work, diversity awareness training, and innovative and creative performance in multi-disciplinary teams
• Ancillaries: Instructor’s Manual, Test Bank, Study Guide, PowerPoint slides, and more at www.wiley.com/college/landy/

• Sales Rank: #125699 in Books
• Brand: Brand: Wiley-Blackwell
• Published on: 2009-09-08
• Original language: English
• Number of items: 1
• Dimensions: 10.39" h x 1.33" w x 8.35" l, 3.23 pounds
• Binding: Hardcover
• 816 pages

Features

• Used Book in Good Condition

Review
"Thoroughly refreshed and updated, this new edition is even better than the last one. At the same time, it retains its wonderful historical perspective, a writing style that connects with the audience by using situations and examples that readers can relate to, and a laser-like focus on the scientist-practitioner model as an underlying framework."
–Wayne Cascio, University of Colorado Denver

"This textbook provides an excellent introduction to I-O psychology. Landy and Conte do a masterful job of balancing the historical foundations, contemporary research, and practical applications of I-O psychology."
–Brian C. Holtz, Rutgers University – Camden

"Landy and Conte provide an up-to-date and accessible introduction to industrial/organizational psychology. Practical examples and integration of material across chapters are key features of the textbook."
–Debra A. Major, Old Dominion University

"I use this book in class because it utilizes a world approach to I/O Psychology and research. It is up-to-date, doesn’t dumb down, is comprehensive and well-written."
–Michael Frese, Justus-Liebig University of Giessen

From the Back Cover
Work in the 21st Century is the most current, engaging, and highly regarded text for the industrial and organizational psychology course. Combining leading research, consulting, and over 40 years’ combined teaching expertise, Frank J. Landy and Jeffrey M. Conte provide students with up-to-date examples and cases that link current research and theory to practical issues in the workplace.  Work in the 21st Century continues to emphasize the scientist-practitioner model, showing students the connection between using the tools of science and the practice of I-O psychology.

The third edition retains a number of themes from the prior edition that underscore the multifaceted nature of work such as the increase in cross-cultural work, the diversification of workforces, and the growing complexity of the technical and organizational aspects of work. To this edition the authors add authenticity as a theme, with the goal of preparing students for the 21st-century workplace.

KEY FEATURES

• Cutting-edge topics and research coverage: includes the Five Factor Theory of Personality, the Big Eight theory of competencies, emotional intelligence, culture and emotions, genetics and job satisfaction, achieving balance between work and nonwork, stress and violence, measuring motivation, integrity testing, entrepreneurship, computer-based assessment, male vs. female leaders, cross-cultural teams, bullying, and more
• Modular approach: self-contained sections within chapters provide maximum teaching flexibility
• Case studies and high interest boxes: cases and boxes spotlight concrete examples of key issues in work and behavior in various applied settings
• Clear and articulate explanations: engaging prose and interesting examples make the book accessible to a wide range of students
• Appealing and accessible format: four-color design that brings I-O psychology to life and includes the use of newsmaking color photographs and cartoons carefully chosen to illustrate concepts
• Ancillaries: Instructor’s Manual, Test Bank, Student Study Guide, PowerPoint slides, and Web Resources

NEW TO THIS EDITION

• Over 480 new references—with more than 80 percent published in 2006 or later to reflect the most current coverage of the rapidly developing field of I-O
• Important topics added include socialization and national culture, inclusion, authenticity as a theme in 21st-century work, conditional reasoning and aggressive tendencies, and the increasing role of technology as a workplace stressor
• Expanded coverage of critical areas such as international and cross-cultural issues, ethical behavior, personality and work behavior, counterproductive work behaviors, entrepreneurial motivation, telecommuting, workplace bullying, and team mental models
• Timely examples and applications of I-O psychology principles including the role of I-O psychologists in the safe landing of US Airways flight 1549 in the Hudson River, the Iraq war, and the creation of a green and sustainable  society

About the Author
Frank J. Landy of Baruch College of the City University of New York and Landy Litigation Support Group has been a teacher, published scholar, textbook author, and consultant in Organizational Psychology to government and business both domestically and internationally for 35 years. He has received numerous awards from scientific societies for that body of work. He is also frequently called upon to present expert testimony in employment discrimination cases.

Jeffrey M. Conte is an Associate Professor in the Department of Psychology at San Diego State University. He received his Ph.D. in Industrial and Organizational Psychology from Penn State University. His research interests include personnel selection, personality predictors of job performance, and factors associated with health and stress in the workplace.  He has worked with a variety of organizations in addressing such issues as human resource selection, stress, training evaluation, and organizational factors related to safety.

Most helpful customer reviews

8 of 9 people found the following review helpful.
Great Intro to I/O Psychology
By Org Psy Instructor
I reviewed this textbook for an undergraduate class I am teaching. I/O psychology is a broad and complex topic area, making it difficult to find a textbook that is good in each subtopic area. Landy and Conte do a great job in all areas by being fairly broad and up to date. They also do a good job of presenting the material from the perspective of the current trends in applied I/O psychology.

I would recommend this text for undergraduate courses and graduate courses too (with supplemental articles added by the instructor). The instructor support materials are a good starting point for creating lectures, exercises, and assignments. The text is student friendly with an excellent layout, good sidebars, and "module" summaries after subtopics within a chapter (making it easy to skip a subtopic).

4 of 4 people found the following review helpful.
Excellent textbook
By Thinkerball
Landy and Conte have written a refreshing book on I/O Psychology. It is clear and to the point, making it a very easy and engaging reading. It includes all the usual subjects of Industrial Psych: job analysis, performance measurement, staffing, training and development, etc. The Organizational Psych part is very good, too, covering subjects like stress, violence at work, leadership and teams, among others. This book and Muchinsky's are two of the best textbooks on I/O Psych at the present.

1 of 1 people found the following review helpful.
Work in the 21st Century
By dtrivett
This provides an excellent introduction and discussion of the terms and issues industrial and organizational psychologists need to know today. This book also provides a nice foundation for the scientific research requirements behavioral psychologists should use and ought to have a firm grasp of. Readers will gain a basic understanding of the history and future of industrial and organizational psychology, as well as the practical issues of managing the workplace of today. There is an extensive glossary with meaningful terms to comprehend, and the references cited provide a well-fleshed-out foundation of pertinent issues and of Work in the 21st Century: An Introduction to Industrial and Organizational Psychology, including essential ideas presented by the respected researchers and thinkers in this field of study.

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