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Well-being: Productivity and Happiness at Work
Written by John Berry on 28th May 2019.0
2 min read
Psychological wellbeing is important. This book puts it simply: poor psychological wellbeing degrades worker performance and business outcomes. The book draws appropriately on academic research findings to make and justify the argument.
Sheryl Sandberg is Chief Operating Officer (COO) of Facebook. Her book considers why women are rarely found in high-powered leadership roles. Writing from her view point, and drawing on examples of other high-profile women, she addresses women offering suggestions to help empower them to reach their potential.
If you’re someone who believes that men and women are fundamentally different and that men are naturally better at some things while women are better at others, buckle up and get ready to have your assumptions and understanding challenged. Cordelia Fine does an excellent job in arguing that cognitive and behavioural differences between men and women are not innate but are socially constructed.
Using case studies, this book links action and in-action to performance and improvement. Matthew Syed explores how mistakes can lead to higher performance and new ways of working. But only if mistakes are embraced and used as a learning aid. Here we review the book and give you our thoughts on the message it intends to get across.
How Much Holiday Do I Have To Give My Staff?
Written by Sue Berry on 9th May 2017. Revised 27th April 2019.
1 min read
Ensure that you give your staff the correct amount of holiday. You must give at least the statutory minimum. Calculating holiday for staff who work a regular daily pattern, five days a week is easy. Not so when patterns are unusual, continuously changing and hourly based.
Feedback-driven management
Written by John Berry on 25th April 2019. Revised 26th April 2019.
1 min read
The manager is constantly sensing performance given by his or her people. He or she has in mind a reference performance for each person that they’d find acceptable. And the manager is constantly comparing the actual performance with the reference. If the performance falls below the reference performance, the manager will act by way of an intervention. Here's how it works.
