MARC details
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06142nam a22003617a 4500 |
| 001 - CONTROL NUMBER |
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21795526 |
| 003 - CONTROL NUMBER IDENTIFIER |
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IIITD |
| 005 - DATE AND TIME OF LATEST TRANSACTION |
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20231113170526.0 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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201109t20192019mau b 001 0 eng d |
| 010 ## - LIBRARY OF CONGRESS CONTROL NUMBER |
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| LC control number |
2020304562 |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER |
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| International Standard Book Number |
9781633696761 |
| 035 ## - SYSTEM CONTROL NUMBER |
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| System control number |
(OCoLC)on1048941076 |
| 040 ## - CATALOGING SOURCE |
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| Original cataloging agency |
YDX |
| Language of cataloging |
eng |
| Transcribing agency |
YDX |
| Description conventions |
rda |
| Modifying agency |
OCLCQ |
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HBS |
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KSA |
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NYP |
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BDX |
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CLE |
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OCLCF |
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BBW |
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YDXIT |
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V5E |
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NGU |
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OCLCO |
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OCLCQ |
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CDX |
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DLC |
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IIITD |
| 042 ## - AUTHENTICATION CODE |
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| Authentication code |
lccopycat |
| 050 00 - LIBRARY OF CONGRESS CALL NUMBER |
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| Classification number |
HF5549.5.M63 |
| Item number |
H397 2019 |
| 080 ## - UNIVERSAL DECIMAL CLASSIFICATION NUMBER |
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| Universal Decimal Classification number |
005.583.1 |
| Item number |
H37 |
| 082 04 - DEWEY DECIMAL CLASSIFICATION NUMBER |
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| Classification number |
658.3 |
| Edition number |
23 |
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HAR-M |
| 110 ## - MAIN ENTRY--CORPORATE NAME |
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| Corporate name or jurisdiction name as entry element |
Harvard Business Review Press, |
| 245 00 - TITLE STATEMENT |
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| Title |
HBR guide to motivating people |
| Statement of responsibility, etc |
by Harvard Business Review Press |
| 246 30 - VARYING FORM OF TITLE |
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| Title proper/short title |
Motivating people |
| 246 30 - VARYING FORM OF TITLE |
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| Title proper/short title |
Harvard Business Review guide to motivating people |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) |
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| Place of publication, distribution, etc |
Massachusetts : |
| Name of publisher, distributor, etc |
Harvard Review Business Press, |
| Date of publication, distribution, etc |
©2019 |
| 300 ## - PHYSICAL DESCRIPTION |
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| Extent |
xii, 259 p. ; |
| Dimensions |
23 cm. |
| 490 ## - SERIES STATEMENT |
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| Series statement |
Harvard business review guides |
| 504 ## - BIBLIOGRAPHY, ETC. NOTE |
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| Bibliography, etc |
Includes bibliographical references and index. |
| 505 00 - FORMATTED CONTENTS NOTE |
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| Miscellaneous information |
Introduction: |
| Title |
Why Motivation Is a Manager's Job: You can inspire people to bring their best selves to work / |
| Statement of responsibility |
Susan David -- |
| Miscellaneous information |
Section One: |
| Title |
Assess Engagement on Your Team -- |
| -- |
Want to Know How Engaged People Are? Here's what to measure : look beyond annual surveys to discretionary effort, relationships, and schedule / |
| Statement of responsibility |
Ryan Fuller -- |
| Title |
Where Engagement Surveys Go Wrong: strategies for avoiding common biases when crafting questions / |
| Statement of responsibility |
Jennifer Cullen -- |
| Title |
Go ahead: ask your employees if they're happy: one-on-one conversations will help you retain and engage them / |
| Statement of responsibility |
Allison Rimm-- |
| Miscellaneous information |
Section Two: |
| Title |
Understand common motivators -- |
| -- |
It takes more than just extrinsic rewards to inspire people: financial incentives often for more harm than good -- |
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What Maslow got wrong about our psychological needs: satisfy people's deepest needs--for autonomy, relatedness, and competence / |
| Statement of responsibility |
Susan Fowler -- |
| Title |
Recipe for disengagement on your team: stop the drive-by praise and guilt gratitude-people see through it / |
| Statement of responsibility |
Ron Carucci -- |
| Title |
Motivating salespeople: what really works: tailor rewards to your stars, laggards, and core performers / |
| Statement of responsibility |
Thomas Steenburgh and Michael Ahearne -- |
| Title |
One engagement strategy does not fit all: find out what makes each person tick / |
| Statement of responsibility |
Natalie Baumgartner -- |
| Miscellaneous information |
Section Three: |
| Title |
Make work more meaningful -- |
| -- |
Power of small wins: making progress possible boosts creativity an productivity / |
| Statement of responsibility |
Theresa Amabile and Steve Kramer -- |
| Title |
Best leaders show people that their work matters: cultivate the four characteristics that set master motivators apart / |
| Statement of responsibility |
Lewis Garrard and Toms Chamorro-Premuzic -- |
| Title |
Great storytelling connects employees to their work: get people to see past a task to the service they'er providing others / |
| Statement of responsibility |
Joseph Grenny -- |
| Title |
Help someone discover work that excites them: unlock passion, commitment, and performance with these questions / |
| Statement of responsibility |
Amy Jen Su -- |
| Title |
How to motivate employees to go beyond their jobs: let them choose when and how they volunteer extra effort / |
| Statement of responsibility |
Mark C. Bolino and Anthony C. Klotz -- |
| Miscellaneous information |
Section Four: |
| Title |
Encourage growth and development -- |
| -- |
To support learning, managers need to coach: five tips for guiding others along the road to peak performance / |
| Statement of responsibility |
Monique Valcour -- |
| Title |
Why talented People Don't Use Their Strengths: identify their superpowers--and then put those skills to work / |
| Statement of responsibility |
Whitney Johnson -- |
| Title |
Let employees personalize their jobs: fit jobs to people, instead of people to jobs / |
| Statement of responsibility |
Vivek Bapat -- |
| Title |
Mentoring Someone Who Doesn't Know What Their Career Goals Should Be: encourage them to develop transferable skills while they test different paths / |
| Statement of responsibility |
Tania Lun and Jordan Cohen -- |
| Title |
How to retain and engage your B players: uncover hidden strengths, conquer limiting beliefs, and give permission to shine / |
| Statement of responsibility |
Liz Kislik -- |
| Title |
What to do when a good employee stops trying to grow: if they're stagnating, it's time for a change / |
| Statement of responsibility |
Whitney Johnson -- |
| Miscellaneous information |
Section Five: |
| Title |
Prevent burnout on your team -- |
| -- |
One in five highly engaged employees Is at risk of burnout: you may be in danger of losing your most motivated, hardworking people / |
| Statement of responsibility |
Emma Seppala and Julia Moeller -- |
| Title |
Your overwhelmed, stressed-out team needs relief: focus everyone on the work that matters by clarifying team purpose / |
| Statement of responsibility |
Julie Mosow -- |
| Title |
How to apply the right amount of pressure: capture the benefits of productive stress by turning the heat up or down / |
| Statement of responsibility |
Liane Davey -- |
| Title |
Burnout at work isn't just about exhaustion. It's also about loneliness: foster compassion, strong networks, and solidarity so people feel less alone / |
| Statement of responsibility |
Emma Seppala an Marissa King -- |
| Title |
Don't let grunt work drag down performance: everyone has to do it, but your team shouldn't fell trapped by it / |
| Statement of responsibility |
Whitney Johnson -- |
| Miscellaneous information |
Section Six |
| Title |
Create a culture of engagement -- |
| -- |
Positive work cultures are more productive: support six key qualities on your team to build a healthier, happier company / |
| Statement of responsibility |
Emma Seppala and Kim Cameron -- |
| Title |
Flex work doesn't help employees if it hurts their careers: make sure people feel safe using the benefits you offer / |
| Statement of responsibility |
Lindsey Trimble O'Connor and Erin Cech -- |
| Title |
Rules for Designing an inspiring workplace: environmental psychology points the way to better spaces for all / |
| Statement of responsibility |
Sally Augustin -- |
| Title |
IDEO's Engagement Formula: four principles that powered the innovator's success / |
| Statement of responsibility |
Duane Bray. |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc |
As a manager, it's your responsibility to ensure your team is motivated and performing at a high level. But recent data reveals abysmal engagement levels among workers around the globe. How do you fix the problem--before your most talented people walk out the door? By understanding what drains your employees, you can increase their job satisfaction and push them toward achieving their goals. The HBR Guide to Motivating People provides practical tips and advice to help your team find meaning in their work, build on their strengths, and produce the best results for the organization. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name as entry element |
Employee motivation. |
| 650 #7 - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name as entry element |
Employee motivation. |
| Source of heading or term |
fast |
| 906 ## - LOCAL DATA ELEMENT F, LDF (RLIN) |
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| a |
7 |
| b |
cbc |
| c |
copycat |
| d |
2 |
| e |
ncip |
| f |
20 |
| g |
y-gencatlg |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
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| Source of classification or shelving scheme |
Dewey Decimal Classification |
| Koha item type |
Books |
