New The 12 Elements of Great Managing Palm OS Treo, Tungsten software and freeware downloads

Essential leadership and managerial skills that are effective in motivating workers are reflected in The 12 Elements. Key business and corporate policies, procedures such as rewards; materials and equipment; recognition and praise; and growth opportunities are discussed.

12: The Elements of Great Managing is the long-awaited sequel to the 1999 runaway bestseller First, Break All the Rules. Grounded in Gallup's 10 million employee and manager interviews spanning 114 countries, 12 follows great managers as they harness employee engagement to turn around a failing call center, save a struggling hotel, improve patient care in a hospital, maintain production through power outages, and successfully face a host of other challenges in settings around the world. Find the authoritative m-book on building a holistic, winning organization. Try out our Free Trial!

Table of contents

• The value of Employee Engagement
• Knowing What's expected (The first element)
• Materials and Equipment (The second element)
• The opportunity to Do What I do Best (The third element)
• Recognition and Praise (The fourth element)
• Someone at Work Cares About Me as a Person (The fifth element)
• Someone at Work Encourages My Development (the sixth element)
• My Opinions Seem to Count (the seventh element)
• A connection With the Mission of the Company (the eighth element)
• Coworkers committed to Doing Quality Work (the ninth element)
• A Best Friend at Work (the tenth element)
• Talking About Progress (the eleventh element)
• Opportunities to Learn and Grow (the twelfth element)

The 12 Elements of Great Managing that emerged from the research are as follows.

• I know what is expected of me at work.
• I have the materials and equipment I need to do my work right.
• At work, I have the opportunity to do what I do best everyday.
• In the last seven days, I have received recognition or praise for doing good work.
• My supervisor, or someone at work, seems to care about me as a person.
• There is someone at work who encourages my development.
• At work, my opinions seem to count.
• The mission or purpose of my company makes me feel my job is important.
• My associates or fellow employees are committed to doing quality work.
• I have a best friend at work.
• In the last six months, someone at work has talked to me about my progress.
• This last year, I have had opportunities at work to learn and grow.

Authors Rodd Wagner and James K. Harter weave the latest Gallup insights with recent discoveries in the fields of neuroscience, game theory, psychology, sociology, and economics. Written for managers and employees of companies large and small, 12 explains what every company needs to know about creating and sustaining employee engagement.