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008			141006s2015 paua b 001 0 eng
010			_a 2014039530
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016	7		_a016983494 _2Uk
019			_a898316006 _a905689344 _a910923457
020			_a9780749472207 _q(pbk.)
020			_a0749472200 _q(pbk.)
035			_a(OCoLC)881041327 _z(OCoLC)898316006 _z(OCoLC)905689344 _z(OCoLC)910923457
042			_apcc
050	0	0	_aHD58.9 _b.W557 2015
082	0	0	_a658.3/14 _223
084			_aBUS085000 _aBUS071000 _aBUS030000 _aBUS041000 _2bisacsh
100	1		_aWilson, Clive _d1955-
245	1	0	_aDesigning the purposeful organization : _bhow to inspire business performance beyond boundaries / _cClive Wilson.
250			_a1st edition.
264		1	_aLondon ; _aPhiladelphia : _bKogan Page, _c2015.
300			_axv, 240 pages : _billustrations ; _c24 cm
336			_atext _btxt _2rdacontent
337			_aunmediated _bn _2rdamedia
338			_avolume _bnc _2rdacarrier
504			_aIncludes bibliographical references (pages 203-233) and index.
520			_a"Organizations are constantly under pressure to deliver growth. Hard-hitting management may deliver short-term results but in the longer term, key people burn out or leave, and business performance falls back. Designing the Purposeful Organization explains how to implement a more enlightened and authentic leadership style that aligns people's strengths to the delivery of a compelling future. It draws on a unique framework that helps leaders manage the eight elements essential for high performance -- purpose, vision, engagement, structure, character, results, success and talent. It moves beyond the boundaries of transactional performance (pay me X and I'll deliver Y) to purpose-centered performance that releases talent, creativity and engagement. Featuring the approach used by innovative businesses like GE, Google and Novartis, this book reveals how to remove the boundaries from an organization's performance."-- _cProvided by publisher.
520			_a"Globalization, competition and recession have created overwhelming pressure on organizations to deliver growth. This has often resulted in tough performance targets being pushed down the line. Hard-hitting management may deliver short-term results but in the longer term, key people burn out or leave, and business performance falls back. Designing the Purposeful Organization explains how to implement a more enlightened and authentic leadership style that aligns people's strengths to the delivery of a compelling future. It draws on a unique framework that helps leaders manage the eight elements essential for high performance (purpose, vision, engagement, structure, character, results, success and talent). It moves beyond the boundaries of transactional performance (pay me X and I'll deliver Y) to purpose-centred performance that releases talent, creativity and engagement. This approach is proven to be the source of immense corporate value, as evidenced by innovative businesses like Google and Apple"-- _cProvided by publisher.
505	0		_aIntroduction: Setting the scene -- 01 The power of a compelling purpose -- Why are we here? -- The evidence in favour of being purposeful: The 'Golden Thread' -- The power of focus -- Getting to the heart of purpose -- Establishing our primary purpose -- The wider perspective -- The granularity of purpose -- Purposeful teams -- Using purpose in the day-to-day -- Looking ahead -- 10 questions: purpose -- Further reading02 Clarity of vision -- Defining vision -- Where to start? -- The most inspiring visions -- Sharing the vision -- The language of vision -- Owning the vision -- Aligning perspectives -- Capturing vision at the workplace -- 10 questions: vision -- Further reading03 Engaging to create a learning ecosystem -- A declaration -- Evidence that engagement makes good business sense -- Engagement lessons from the natural world -- Cue the 'learning organization' -- Purposeful engagement in learning -- Examples of the learning ecosystem at work -- Overcoming the boundary of current knowledge -- 10 questions: engagement -- Further reading04 Building structures to deliver -- A proposition -- Corporate structure -- Learning from life -- Fractal geometry: Critical implications for corporate structure -- Purposeful structures (Chapter 1) -- Visionary structures (Chapter 2) -- Structures for engagement (Chapter 3) -- Structures to evolve the character of what we do (Chapter 5) -- Structures to measure results (Chapter 6) -- Structures for success (Chapter 7) -- Structures for talent (Chapter 8 -- Who designs the corporate systems? -- Keeping it simple -- 10 questions: structure -- Further reading05 Strength of character -- Roman roots -- Be 'GlobeSmart' -- Strength of character -- The power of culture -- Culture and purpose -- Leadership and its impact on culture -- The boundaries of culture -- Values and the boundary of cultural entropy -- All may not be what it seems -- History -- The culture of a learning organization -- 10 questions: character -- Further reading06 Results to track purposeful progress -- An affirmation -- Purpose-driven or results-driven? -- A 10-step guide: Targeting and achieving powerful results -- 10 questions: results -- Further reading07 The secret of success -- Success is personal -- The perceived wisdom of the world until now -- What is success? -- Our success at work -- Providing structures for success -- A purposeful shift in consciousness -- Successful teams -- Success and talent -- 10 questions: success -- Further reading08 Liberating our talents -- Defining talent -- The war for talent and our obsession with competence -- Progressive strategies for talent management -- Talent liberation -- Purposeful talent: a question of ignition -- Talent constellations -- Talent alignment: creating a purposeful talent-centred culture -- Talent collaboration: talent forum -- 10 questions: talent -- Further reading -- 09 A call to action -- A quick recap -- This milestone -- Consciously rewriting our DNA -- Compassion and productivity at work -- On reflectionPostscript: Signing off with work to do -- Will you join me? -- Affirmation -- A more purposeful world? -- So, what of the future?References.
650		0	_aOrganizational effectiveness.
650		0	_aEmployee motivation.
650		0	_aLeadership.
650		7	_aBUSINESS & ECONOMICS _xOrganizational Behavior. _2bisacsh
650		7	_aBUSINESS & ECONOMICS _xLeadership. _2bisacsh
650		7	_aBUSINESS & ECONOMICS _xHuman Resources & Personnel Management. _2bisacsh
650		7	_aBUSINESS & ECONOMICS _xManagement. _2bisacsh
650		7	_aEmployee motivation. _2fast _0(OCoLC)fst00909027
650		7	_aLeadership. _2fast _0(OCoLC)fst00994701
650		7	_aOrganizational effectiveness. _2fast _0(OCoLC)fst01047852
650		7	_aArbeitsmotivation _2gnd
650		7	_aFührungsstil _2gnd
650		7	_aOrganisationswandel _2gnd
650		7	_aSinn _2gnd
650		7	_aOrganisatorisk effektivitet. _2sao
650		7	_aFöretagsledning. _2sao
650		7	_aManagement. _2sao
650		7	_aOrganisation. _2sao
938			_aBrodart _bBROD _n109467949
938			_aBaker and Taylor _bBTCP _nBK0015106200
938			_aCoutts Information Services _bCOUT _n28414237
938			_aYBP Library Services _bYANK _n11837294
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942			_cBOOK
994			_aZ0 _bSUPMU
948			_hNO HOLDINGS IN SUPMU - 46 OTHER HOLDINGS
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