This book is a classic. A "must read" for anybody in management. This wisdom is timeless!

Dr. Michael Beitler
Author of "Strategic Organizational Change"

If you're journeying through management literature of the present day, you're bound to come across the two theories proposed by Douglas McGregor back in the '50s and early '60's: Theory X and Theory Y. In fact, you'll probably find that some of the more modern theories and human behavior models are based on this work by McGregor.

This is what makes reading this book so valuable. Reading the attributes and studies about Theory X and Theory Y management styles in McGregor's own words, instead of a one or two line sentence concerning his theories in another book, is well worth the price of this book.

The book was compelling because many of the attributes of today's managers, and organizations in general, can STILL be applied to either Theory X or Theory Y management types! In fact, much of the literature today suggests that companies with a Theory Y mindset are surviving better today than Theory X companies. The supporting information McGregor provides to each theory suggests, again even today, that these two themes will be prevalent in society for years to come.

Having this book in your professional library will provide you with some good insight and historical reference to modern day theories. I highly recommend it!

This book, written in 1960, is one of the true management classics, one of the greatest and most influential management books of the past century. McGregor describes Theory X and Theory Y, two fundamentally different ways managers view their employees. McGregor describes Theory X as the dominant view: people ar seem as lazy, not very capable, unwilling to work (unless you make them work), opportunistic and prepared to deceive (providing they think they won't be caught). Theory Y views people in a much more positive way: they are seen as intrinsically motivated, willing to work and basically honest. Now the essential point: the way you view people determines the way you treat them and the way you interpret their behavior, which determines the way they will respond to you, which in turn will reinforce the way you view(ed) them. In other words: both Theory X and Theory Y are true because they create their own reality! They are self-fulfilling prophecies. If you have a choice, what do you choose? This book, written many years ago, is still an interesting read and I think you can still read it in 2060 and find it relevant and interesting.

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The nature of magic changes, this novel theorizes, as human beliefs change. First there was matriarchal paganism, then patriarchal paganism, then the coming of Christianity, then reason and science, and each of them affected people's assumptions about how the world works. In medieval Provence, where all of these belief systems co-exist, a worker of magic never knows for sure who or what she will call up when she casts a spell. For some spells don't work anymore, and others work in frightening new ways. And with the rise of Christianity, and the idea that everything is either absolutely good or absolutely evil, the old gods and spirits are in trouble. They meet one of two fates: They either become prim Christian saints, or are subsumed into the figure of Satan. Needless to say, the practice of magic is perilous these days, and a sorceress must always be on her toes.

Enter Pierrette, an intelligent young girl who sees an apocalyptic vision of the future. She can only save the world by training to become a sorceress, and _The Sacred Pool_ is the story of her education. Pierrette must experiment with long-forgotten spells and newfangled science in order to defeat a demon that plagues her sister, and in the long run, to save magic itself from being destroyed.

This book starts out slow, but gets interesting once Pierrette begins her studies. It is thought-provoking and intelligent, and one of the few novels dealing with paganism and Christianity that says anything more profound than that one is "good" and one is "bad" (take your pick which is which; there are plenty of books taking each side). If you like fantasy that makes you think, check out this tale of magic, belief, science, and philosophy.

I am a lover of fantasy and historical fiction. This has been my favorite book this year. It even prompted purchase of the second book in the series.

This trilogy examines the duality of good and evil in the context of the spread of Christianity. Historically accurate and very engaging, you will learn much and have cherished beliefs challenged in an intellectually refreshing story. Good stuff.

Douglas McGregor's seminal works, The Human Side of Enterprise and The Professional Manager, debunked Taylorism and described a revolutionary way to manage people. He was the first to apply the findings in behavioural science to the world of business. Based on what had been learned about human behaviour, McGregor explored the implications of managing people in a different manner than tradition dictated.

Authors Gary Heil, Deborah Stephens and Warren Bennis assert that the nature of work today makes McGregor's ideas more important and relevant than ever before. This book revisits in a contemporary manner the most important question facing management today: given what we know about human nature, how should work be managed so as to unleash the vast creative potential of human beings? It applies McGregor's thinking to today's business world, proving again that the human aspect of work is crucial to organisational effectiveness. It also suggests how you can change your thinking and implement his ideas in your own business and workplace.

The authors carefully outline how to put McGregor's thinking into practice in your own business so you can devise a better performance management system, form and supervise effective management teams, build cooperation instead of internal competition, cultivate an intrinsically motivating, values-driven workplace and create a cause worthy of employee commitment.

McGregor's work is classic. This is required reading for executives.

Dr. Michael Beitler
Author of "Strategic Organizational Change"

This book is a real gem. The 140 pages or so of outline on McGregor's ideas is invaluable. I've read Human Side Of Enterprise, but the way the authors explain theory Y brought a lot of light to my understanding of McGregor's ideas. McGregor's ideas reach much farther than I realized, and the authors are virtuosos at explaining the real profundity in the Human Side of Enterprise. I recommend this book highly, even to those well versed in this stuff. I also learned a lot by the modern examples (like Lincoln Electric and Herman Miller) of companies which follow theory Y. Douglas McGregor does not have all the answers. But even if McGregor is not the last word on management, all future thinkers will have to grapple with the ideas and the questions (so many!) that he put forth.

At some point in your career either in an organization or as an external consultant you are likely to be handed a "golden baton" and asked to facilitate or create change within the corporate culture. On one hand you may be delighted that the organization has seen the value in this sort of initiative and recognizes the need. On another hand you may be aware of the task at hand and wonder, "Does this organization really understand what it is asking for. Is it truly ready to make the necessary changes to create this 'said' desired outcome." If in fact you accept at this endeavor, ( and I choose this word lightly-as many are not asked but assigned to the undertaking) I recommend you read two useful resources. The first you are probably already familiar with, John Kotter's Leading Change; the second I will be sharing with you here, Barry Phegan's Developing Your Company Culture-The Joy of Leadership.

John Kotter's Leading Change is very useful as a pragmatic guide to the strategic steps necessary in creating change. Strategy, alone, cannot ensure cultural change. What Phegan does is put strategy in the context of what he calls the "Five Levels of Evolution, Culture, and Leadership." According to Phegan, there are five areas in organizational culture that require balance: physics, life, competition, language, and experience. In most companies the organizational cultures are strong in some areas, weak in others. In order to align a "cultural change" strategy in a way to create meaningful change, there must be leadership to balance out these areas.

5. Experience-feelings, trust, fear, caring, values, involvement, satisfactionThere is always experience, but in most organizations the quality of it is poor. You cannot get to this directly, only through actions at level 4.

4. Language-communications, listening, meaning, understanding, relationships, teamwork, consensus, win-winThis is the thinnest area in most organizational cultures. Communications, understanding, relationships, and teamwork are usually weak. +

3. Competition-economics, authority, control, politics, win-lose, rules, information, productivity, profits, decisionsAlthough not always discussed, openly, this level is overemphasized in most organizational cultures.

2. Life-systems and processes, biology, operational procedures and methods, training, software, efficiencyOperating systems are often poorly developed. There is usually plenty of room for process improvements. *

1. Physics-chemistry, equipment, hardware, engineering, technologyIn most organizations, this level is fine. It is easier to talk about equipment than the more productive areas of processes (2), or communications (4). The table below (page 53 of text) points to the fact that the largest opportunity to develop changes in the work culture lies in language-which has been broken down into communications, listening, meaning, understanding-basically relationship building. The next largest opportunity lies in tackling problems in processes and procedures.

While I am sure that this makes intuitive sense to you, the task becomes how to document and put together a means to actively measure the actions you are taking and how they affect the bottom line or the goals and objectives by which you are to be measured while leading this imitative. Phegan does not offer any solution to that dilemma. What he does, however, is offer a template to improve the areas that need the attention. The most effective strategy that Barry Phegan advocates is the use of an informal interview. He provides a template for an interview format that will allow organizational leaders to get clearer understanding of the framework of the organizations employees. It is from these "non-agenda-conversations"-not "fireside chats" relationships are built, the "true" picture of the existing culture can be drawn, and human beings can feel individual and valuable. This is where he claims you get the biggest return on your cultural change investment.

The book is full of information regarding group dynamics, the art of negotiating, and skillful tips to managers. What is somewhat discouraging is that after several pages of information, guidance, and helpful hints, he ends his book with a section called Reflections where he points out that "work cultures are very stable. Sometimes they would rather die than change." He outlines why managers resist employee involvement in cultural change initiatives. Perhaps the knowledge of why there is resistance is helpful, but he does not offer any solutions to this aspect of human management nature. He even encourages external consultants to work in teams, "culture consultants should always work as a team. Work cultures are simply too seductive."

As you go forward with the task at hand to lead or create cultural change, don't get discouraged. Remember, each positive conversation, change, meeting does have a ripple effect. Phegan encourages you as a cultural leader to look for "pockets of readiness" and to encourage them. Work and gain momentum with those who "get it" and allow the change to evolve over time. It cannot be forced.

As a teacher and practitioner of organization development I recently re-read this book and found it especially germane given today's acceleration of mergers, acquisitions, and pace of life in general. Work is more challenging yet less fulfilling than ever. Change sometimes seems to be expected if not immediately, then soon thereafter. The quick fix solution is sought all too often, typically in the form of a high profile "program" which does not adequately address underlying issues and therefore is doomed to failure. This includes culture, a label that in popular use has been hung on everything from common behavioral patterns to espoused new corporate values that senior management wishes to inculcate. The metaphor nevertheless has considerable relevance for developing organizations, particularly in regards change and change management. Language-including communications, understanding, relationships, and teamwork-is usually the weakest area in organizational cultures, particularly so with the increase in computer-mediated communication. Thus the book provides a critically needed counterpoint. For example, one of its practical tools, "the cultural interview," reveals common themes which provide the basis for discussion, thereby opening and directly developing the culture and enabling the possibility of people finding new meaning at work and life such that change actually can become welcome.

Teaching by clear and helpful examples is the strength of 'Developing your company culture'. Dr Phegan in less than 150 pages provides valuable insights on understanding the decision making process in corporate cultures, the nature of power sharing, the importance of feedback and the benefits of listening to each other. In terms of implementing consensus management and increasing productivity through creating friendly work environments his practical tips clearly come from someone who has "been there" and learned from his experience. I found this a very useful book for all levels of leadership from project management to CEO level. Highly readable with no fancy jargon. Peter Robinson, Editor "San Francisco Books and Travel."

But it wasn't exactly a great read, either. My mother bought this book for me when I was about seven years old. Back then, I thought it was rather boring and hard to get into. Fifteen years later, I picked it up again, and my first impression remains the same. The author spends a great deal of time telling you how unusual, engaging, and unique her heroine is, but throughout the book, Rebecca's actions never back up the author's assessment. I felt this book was dry and flat. Who wants to read a book in which the climax revolves around children selling soap?
I found it all too similar to L.M. Montgomery's "Anne of Green Gables," in story and characters, except the "Anne" books are so much better!! Anne is the heroine who is unusual, engaging, and truly unique.

No review could do this marvelous book justice, but I will attempt it. My mother bought the book for me some years ago because she thought it would be good for me to read classics. Thinking that it would be boring, I didn't read it for a long time. But a couple of days ago I was bored and picked it up. Soon, I fell under the same spell Rebecca cast over nearly every person she met. Around the age of 10 or 11, she was forced to leave her home, Sunnybrook Farm, to live in a brick house with her spinster aunts in Riverboro. Her aunts Jane and Miranda weren't used to young people, but they let Rebecca stay with them in order to help out her poor widowed mother who had 6 other children to care for. Rebecca charmed nearly all the citizens of Riverboro, Aunt Jane, and, in time, her strict, austere Aunt Miranda.

There were many things to love about the story. In fact, it has become one of my favorite books of all time. (and I am a voracious reader) The characters were all realistically and richly delineated. Rebecca especially came alive for me. She was such a talented, imaginative, caring girl. She was the kind of person that anyone would love to have as a friend. Actually, I would want to be her. I didn't want to stop reading about her adventures. The events played before my mind's eye like a movie. I traveled back in time, to 100 years ago. This is considered a children's book, but it has truths and insights that people of all ages can learn from. Several of the passages, the literary allusions, and Rebecca's poems were so beautiful that I had to reread them. The language was eloquent. As another reviewer said, the vocabulary wasn't "dumbed down" like the vocabularies of modern children's books, and there was a protagonist one could love.

The only part about the novel that I didn't like was that there isn't a sequel. I would love to find out what Rebecca's career turns out to be. I believe that she marries Mr. Ladd (a.k.a. "Mr. Aladdin"), but I wish we could know for sure.

Overall, I highly reccomend this book to readers of all ages. If you like books with wonderful supporting characters and an unusual, loveable heroine, treat yourself to "Rebecca of Sunnybrook Farm".

When Rebeccca is sent to live with aunt Jane and aunt Miranda ,Rebecca realizes that the Brick House is not the same as Sunnybrook Farm.Rebecca likes aunt Jane and dislikes aunt Miranda. but when aunt Miranda dies ,Rebecca understands that aunt Mirada was not trying to hurt her. I loved the book so much that Iam rereading it over and over. what I liked best is that Rebecca and everyone else in the story are so real that I will never forget them.

Mmm... The plot of this book is really good. The story gets you since the start, but at the end you miss a better plot. I'm sure this book was written to have a second part sometime...

This is the best book I have read ever, and that is saying alot. I really wish the author had done a sequel, because this book really deserves it. this is the sort of book you can read over and over again, and it never gets old. the caracters are always vibrant, and as you read it a second and third time, details start to emerge that you didn't see the first time. His flow is smooth, background excellent, and the story is very plausible. If you happen to find this book, GRAB HOLD AND DON'T LET GO! I assure you that this book is truly a find, and you will treasure it forever.

Hmmm... I have realized that you may not be aware of the plot of the story. The Protagonist, Yan Bando, is an archaeologist/historian in the distant future, about 3000 AD. He and his colleague/mentor find the wreckage of a spaceship in a bog- a _human_ spaceship. His colleague dies when he is attacked in the early mornig hours, and Yan goes into a berzerker rage, killing the attackers and burning down the house. We find out that this is a family trait of his, and that he has left his family to avoid spreading it. Then some history is introduced, including the fact that Earth has had some non-indigenous visitors in the past millenium, but they have left us to advance further. The world by now has undergone some serious changes, both in it's climate and it's government. There is no more world super-powers, and most lands are part of one kingdom or another. Science is losing ground due to the general ignorance of the population and the lack of near-instantaneous communication we have today. Yand finds himself alone in a world that has lost much of the civilizatoinal advances we takle for granted, pursued by the Church who killed his mentor and would do anything to suppress any evidence of a human-piloted spaceship, and two questions: what happened to the pilots of that spaceship, and where are they now?

Copious strategies for becoming a salesmanship champion fill the pages of Tom Hopkins' book. This is a handbook for those who are eager to become sales masters, but are asking themselves, "What do I do next?" "How do I deal with a procrastinating client?" or "How can I effectively present my product?" Hopkins conveys instructions and suggestions through a variety of sales conversations. The author, a master salesman, is obviously enthusiastic about helping others succeed in sales. His strategies, which are based on seminars he teaches, include steps for organizing and writing a successful sales presentation. He also provides strategies for closing sales. The information could be more compact and less repetitive, but it is logical and sometimes even funny. We from getAbstract recommend this book to people involved in all levels and aspects of sales.

Copious strategies for becoming a salesmanship champion fill the pages of Tom Hopkins' book. This is a handbook for those who are eager to become sales masters, but are asking themselves, "What do I do next?" "How do I deal with a procrastinating client?" or "How can I effectively present my product?" Hopkins conveys instructions and suggestions through a variety of sales conversations. The author, a master salesman, is obviously enthusiastic about helping others succeed in sales. His strategies, which are based on seminars he teaches, include steps for organizing and writing a successful sales presentation. He also provides strategies for closing sales. The information could be more compact and less repetitive, but it is logical and sometimes even funny. We from getAbstract recommend this book to people involved in all levels and aspects of sales.

I saw Tom Hopkins at a "Success '95" seminar in Louisville.
His performance was electric. After the seminar I purchased his book, "How to Master the Art of Selling." I have read it cover to cover, and I have studied the material. I can tell you that it works. Whether you're in sales or just want to improve your interpersonal skills, Tom's book is great. His pointers on how to address rejection, prospecting,etc. are right on the mark. I recommend it highly.

This is the only one of the Arbiter tales I have thus far found and read. However, it is good enough that I'm on the hunt for more of them. The tale itself, a physical and legal hunt for which of two subspecies of humans have first claim on the planet Glaice, is gripping in and of itself. Underlying the tale though, and I would suspect the rest of the series, is the difficult question: How do you have equality, mutual respect, and fairness under the law when there are very real biological differences between the groups being adjucated? Humanity has split into several subspecies (genetically created), and each has it's own culture and needs, sometimes mutually exclusive. Mostly this is dealt with by simply having the various groups live on different planets, but sometimes this doesn't work, and what do you do then? Simple good will won't work, and the races keep having this nasty tendancy to forget that the others are sapient too. Enter the Arbiter, whose job it is to deal with these issues before they could explode. Only the Arbiter has a little problem, his weapons are gone, and he can't afford to let the warring parties know. A very enjoyable read.

The thought-provoking "Sorceress's Tale" series concludes, as far as I know, with this book. The sorceress Pierrette, seventeen years old in body and ancient in spirit, still dreams of the day when she will finally meet her dream-lover, Minho of the Fortunate Isles, and become his queen. But the goddess Ma throws a wrench in her plans when she insists that Pierrette must kill Minho and destroy the Fortunate Isles. Pierrette is heartbroken, and doesn't know why this must be.

Soon after, she is reunited with the scientist ibn Saul and his apprentice Lovi, still beautiful, still conflicted about his sexuality. Ibn Saul is also on a mission to find the Fortunate Isles. Pierrette now believes she understands Ma's demand--if ibn Saul finds the Isles, he may rationalize them into something wholly mundane. And so maybe she has to destroy them before ibn Saul can ruin them. Hoping she can find a less extreme solution than the Lady's, Pierrette joins them on their journey.

From here, the story goes fairly slowly for a while, bogged down in travel minutiae. But hints begin to appear that something is terribly wrong somewhere--that the balance of good and evil in the world is messed up yet again, threatening to unleash the terrible Black Time.

The plot picks up when Pierrette actually reaches the Fortunate Isles. What sort of place is this, and what sort of man is Minho? And how is Minho's utopia connected with the Black Time? Once Pierrette is in Minho's kingdom, _The Isle Beyond Time_ becomes quite exciting, recalling both the thoughtfulness of _The Sacred Pool_ and the action of _The Veil of Years_. I won't say anything more, since I don't want to spoil the plot twists for you.

This is an interesting end to the trilogy. I wonder what Pierrette will do with the rest of her life--after all, she is quite young in physical years.