Bøger udgivet af Berrett-Koehler Publishers

Farhana Qazi draws on her background as a pioneering counterterrorism professional and a devout Muslim to offer an insider's view of what drives girls and women to join radical Islamic movements and how we can keep them from making this terrible choice. The first Muslim woman to work for the US government's Counterterrorism Center, Qazi found herself fascinated, even obsessed, by the phenomenon of female extremists. Why, she wondered, would a girl from Denver join ISIS, a radical movement known for its mistreatment of women? Why would a teenage Iraqi girl strap on a suicide bomb and detonate it? From Kashmir to Iraq to Afghanistan to Colorado to London, she discovered women of different backgrounds who all had their own reason for joining these movements. Some were confused, others had been taken advantage of, and some were just as radical and dedicated as their male counterparts. But in each case, Qazi found their choices were driven by a complex interaction of culture, context, and capability that was unique to each woman. This book reframes their stories so readers can see these girls and women as they truly are: females exploited by men. Through hearing their voices and sharing their journeys Qazi gained powerful insights not only into what motivated these women but also into the most effective ways to combat terrorismand about herself as well. ';Through them,' Qazi writes, ';I discovered intervention strategies that are slowly helping women hold on to faith as they struggle with versions of orthodox Islam polluted by extremist interpretations. And in the process, I discovered a gentle Islam and more about myself as a woman of faith.'

Cheryl Bachelder joined an ailing restaurant chain and turned it into the darling of the industryby daring to serve the people in her organization well. When Bachelder was named CEO of Popeyes in the fall of 2007, guest visits had been declining for years, restaurant sales and profit trends were negative, and the company stock price had dropped from $34 in 2002 to $13. The brand was stagnant, and relations between the company and its franchise owners were strained. By 2014, average restaurant sales were up 25 percent, and profits were up 40 percent. Popeyes' market share had grown from 14 percent to 21 percent, and the stock price was over $40. The franchisees were so pleased with the turnaround that they began reinvesting in the brand, rapidly remodeling restaurants, and building new units around the world. The difference maker, Bachelder says, was a conscious decision to lead in a new way. She and her team created a workplace where people were treated with respect and dignity yet challenged to perform at the highest level. Silos and self were set aside in favor of collaboration and team play. And the results were measured with rigor and discipline. Servant leadership is sometimes derided as soft or ineffective, but this book shows that it's actually challenging and tough mindeda daring path. Bachelder takes you firsthand through the transformation of Popeyes and shows how a leader at any level can become a Dare-to-Serve leader.

A ';back-to-basics' guide to government contract lawFinally! A plain-English presentation of the basic legal concepts of government contract law for professionals at any stage in their careers.Until now, anyone in the procurement field has had to trudge through dense and complex texts written in hard-to-follow ';legalese' in their quest to understand procurement law. With Understanding Government Contract Law, they finally have a source of clear and concise explanations of the legal principles involved in government contract law, written by an authority on the subject.Part I of the book focuses on the unique problems facing each of the parties to a government contract the contract officer and the contractor and offers insight to the many roles played by the contract officer in the procurement process. Part II describes why and how the government contract is different from commercial contracts. Part III explores the ins and outs of a government contract lawsuit.The author presents key legal principles of government contract law by:* Stating a legal principle* Specifying where in the Federal Acquisition Regulation (FAR) that principle is found* Offering the rationale, context, and any public policy behind the principle* Describing, with case law examples, situations where the government applied the law correctly and situations where the government came to that conclusion incorrectly

Fun is the key to success!If you want to be successful, having fun is not an option. It's a necessity. By making fun a top prioritytaking meaningful, enjoyable breaks each day, week, month, and yearyou'll not only be happier but be more productive, too! Using scientific evidence, real-world case studies, and a healthy dose of wit, bestselling author Dave Crenshaw shows that a regular respite is like a little oasis in your workday. It refreshes and reinvigorates, recharges your batterieshelping you accomplish more with less effort! The Power of Having Fun coaches you through the five-step system thousands of leaders have utilized to boost productivity and propel their careersall while feeling fantastic! Let Dave Crenshaw lower your stress, raise your results, and restore recess to your routine.

Up Was Never for Everyone!Move up or move out. When those two options appear to be the only ones, dissatisfaction grows and engagement suffers. In decades of studying careers around the globe, Beverly Kaye, Lindy Williams, and Lynn Cowart have found that, in fact, there are more options. And rethinking career mobility can lead you to them! The authors show how managers, coaches, and employees can partner to determine what's best and what's next. Keep the same job but discover new ways to learn and grow? Explore moving to a position that could be a better fit? Step back without getting derailed? This book encourages readers to take a ';kaleidoscope' viewto be open to ever-shifting patterns of opportunities and possibilitiesso they can create a unique, personalized path to a truly rewarding career.

Stop Holding Yourself Back—It’s Time to Go Ask! The strongest relationships, top sales groups, and most successful organizations have one thing in common: people who have the courage to ask outrageously. This doesn’t mean being obnoxious or taking advantage of people. It means not compromising, taking a risk to get what you know you need, not what you think you can get. Based on Linda Swindling’s original research and her experience helping people make high-stakes requests in everything from business negotiations to marriage proposals, this book offers proven approaches to improve your asking and boost your chances of success. Whether you are a professional looking for a bigger opportunity, an entrepreneur striving to build a company, a nonprofit seeking funding, or simply a parent or friend wanting a more fulfilling relationship, it’s time to make that big ask! Get ready. Your results will surpass your greatest expectations!

Peter Georgescu arrived in this country as a penniless Romanian refugee and rose to become the CEO of Young & Rubicam. This is why he’s so heartsick that with flat wages, disappearing jobs, and a shrinking middle class, his kind of rags-to-riches story doesn’t seem possible now. But he has a message for his fellow CEOs: we’re the ones who must take the lead in fixing the economy. Marshaling deeply sobering statistics, Georgescu depicts the stark reality of America today: a nation with greater wealth inequality and lower social mobility than just about any other country in the developed world. But the problem isn’t that free-market capitalism no longer works—it’s that it’s been hijacked by shareholder primacy. Where once our business leaders looked to the needs and interests of a variety of stakeholders—employees, community members, the business itself—now they’re myopically focused on maximizing their shareholders’ quarterly returns. Capitalists Arise! shows how the short-term thinking spawned by shareholder primacy lies at the root of our current economic malaise and social breakdown. But Georgescu offers concrete actions that capitalists themselves can take to create a better future. The irony is that if businesses do this, shareholders will do even better. In the long run, businesses can thrive only when society is healthy and strong. This book is a manifesto calling on capitalists to heal the nation that has given them so much.

Make Conflict Your Partner for Positive Change! Clinical psychologist and transformative communication expert Dr. Nate Regier believes that the biggest energy crisis facing our world is the misuse of conflict. Most organizations are terrified of conflict, seeing it as a sign of trouble. But conflict isn’t the problem, says Regier. It’s all about how we use the energy. When people misuse conflict energy, it becomes drama: they struggle against themselves or each other to feel justified about their negative behavior. The cost to companies, teams, and relationships is staggering. The alternative, says Regier, is compassionate accountability: struggling with others through conflict. Discover the Compassion Cycle, an elegant model for balancing empathy, care, and transparency with boundaries, goals, and standards. Provocative, illuminating, and highly practical, this book helps us avoid the casualties of conflict through openness, resourcefulness, and persistence.

In this book, preeminent organizational scholar Edward Lawler identifies a comprehensive and integrated set of talent management practices that fit today’s rapidly evolving workplace. The world of work has changed dramatically, says Lawler. Organizations now operate in a global environment. New technologies continue to disrupt how, when, and where work is done and should be managed. The workforce is becoming more diverse. Sustainability has joined profitability as a key business goal. All of this has dramatically accelerated the pace of change, making recruiting the best talent—not simply filling positions—an overriding concern. But too many organizations still use a job-based, bureaucratic talent management approach that doesn’t take into account how the world has changed. Indeed, a recent study showed that from 1995 to 2016, there was no significant change in the way HR spends its time. Lawler says that talent management has to be reinvented. It needs to be closely linked to the organization’s overall strategy. Recruitment and talent management should be driven by the skills and competencies the organization needs for long-term growth. This means talent management requires agile systems that can respond quickly to changing conditions and that take a more individualized approach to evaluating and rewarding performance. And everything talent management does has to be based on evidence, not tradition. Lawler looks at attracting, selecting, developing, rewarding, managing, and organizing talent through this new lens. In today’s world, organizations have to constantly reinvent themselves—and talent management must do the same.