MARC details
| 000 -LEADER |
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| fixed length control field |
04620cam a2200385 a 4500 |
| FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
140327s2014 maua b 001 0 eng |
| LIBRARY OF CONGRESS CONTROL NUMBER |
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| LC control number |
2014005468 |
| INTERNATIONAL STANDARD BOOK NUMBER |
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| International Standard Book Number |
9781625275776 |
| CATALOGING SOURCE |
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| Original cataloging agency |
DLC |
| Language of cataloging |
eng |
| Transcribing agency |
DLC |
| Modifying agency |
DLC |
| AUTHENTICATION CODE |
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| Authentication code |
pcc |
| LIBRARY OF CONGRESS CALL NUMBER |
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| Classification number |
HD58.8 |
| Item number |
.H6444 2014 |
| DEWEY DECIMAL CLASSIFICATION NUMBER |
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| Classification number |
658.3 |
| Edition information |
23 |
| OTHER CLASSIFICATION NUMBER |
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| Classification number |
BUS041000 |
| -- |
BUS071000 |
| -- |
BUS103000 |
| -- |
BUS030000 |
| Number source |
bisacsh |
| SYSTEM CONTROL NUMBER |
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| System control number |
(IMchF)fol15177576 |
| DATE AND TIME OF LATEST TRANSACTION |
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| control field |
20170126100745.0 |
| CONTROL NUMBER |
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| control field |
60484 |
| CONTROL NUMBER IDENTIFIER |
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| control field |
UOWD |
| MAIN ENTRY--PERSONAL NAME |
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| Personal name |
Hoffman, Reid |
| TITLE STATEMENT |
|---|
| Title |
The alliance : |
| Remainder of title |
managing talent in the networked age |
| Statement of responsibility, etc. |
Reid Hoffman, Ben Casnocha, Chris Yeh |
| PUBLICATION, DISTRIBUTION, ETC. |
|---|
| Place of publication, distribution, etc. |
Boston, Mass. : |
| Name of publisher, distributor, etc. |
Harvard Business Review Press, |
| Date of publication, distribution, etc. |
2014. |
| PHYSICAL DESCRIPTION |
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| Extent |
ix, 193 p. : |
| Other physical details |
ill. ; |
| Dimensions |
22 cm. |
| SUMMARY, ETC. |
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| Summary, etc. |
"Introducing the new, realistic loyalty pact between employer and employee The employer-employee relationship is broken, and managers face a seemingly impossible dilemma: the old model of guaranteed long-term employment no longer works in a business environment defined by continuous change, but neither does a system in which every employee acts like a free agent. The solution? Stop thinking of employees as either family or free agents. Think of them instead as allies. As a manager you want your employees to help transform the company for the future. And your employees want the firm to help transform their careers for the long term. But this win-win scenario will only happen if both sides trust each other enough to commit to mutual investment and mutual benefit. Sadly, trust in the business world is hovering at an all-time low. We can rebuild that lost trust with straight talk that recognizes the realities of the modern economy. So, paradoxically, the alliance begins with managers acknowledging that great employees might leave the company, and with employees being honest about their own career aspirations. By putting this new alliance at the heart of your talent management strategy, you'll not only bring back trust, you'll be able to recruit and retain the entrepreneurial individuals you need to adapt to a fast-changing world. These individuals-flexible, creative, and with a bias toward action-thrive when they're on a specific "tour of duty"-when they have a mission that's mutually beneficial to employee and company that can be completed in a realistic period of time. Coauthored by the founder of LinkedIn, this bold but practical guide for managers and executives will give you the tools you need to recruit, manage, and retain the kind of employees who will make your company thrive in today's world of constant innovation and fast-paced change. "-- |
| Assigning source |
Provided by publisher. |
| SUMMARY, ETC. |
|---|
| Summary, etc. |
"For most of the 20th century, the relationship between employers and employees in the developed world was all about stability and lifetime loyalty. That has recently changed, giving way to a transactional, laissez-faire approach that serves neither party well. A new arrangement is needed, the authors argue--one built on alliance (usually temporary) and reciprocity. The high-tech start-up community of Silicon Valley is pointing the way--and companies that wish to be similarly agile and entrepreneurial can learn valuable lessons from its example. Under the new compact, both employer and employee seek to add value to each other. Employees invest in the company's adaptability; the company invests in employees' employability. Hoffman (a cofounder of LinkedIn), Casnocha (a technology entrepreneur), and Yeh (an entrepreneur and angel investor) outline three simple, straightforward ways in which companies can make the new compact tangible and workable. These are (1) hiring employees for explicit "tours of duty," (2) encouraging, even subsidizing, employees' efforts to build networks outside the organization, and (3) establishing active alumni networks that will enable career-long relationships with employees after they've moved on. In the war for talent, such a compact can be a secret weapon that helps you fill your ranks with the creative, adaptive superstars who fuel entrepreneurial success"-- |
| Assigning source |
Provided by publisher. |
| BIBLIOGRAPHY, ETC. NOTE |
|---|
| Bibliography, etc. note |
Includes bibliographical references (p. 173-176) and index. |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
Organizational change |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
Employee motivation |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
Leadership |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
BUSINESS & ECONOMICS / Management |
| Source of heading or term |
bisacsh |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
BUSINESS & ECONOMICS / Leadership |
| Source of heading or term |
bisacsh |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
BUSINESS & ECONOMICS / Organizational Development |
| Source of heading or term |
bisacsh |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
BUSINESS & ECONOMICS / Human Resources & Personnel Management |
| Source of heading or term |
bisacsh |
| ADDED ENTRY--PERSONAL NAME |
|---|
| Personal name |
Casnocha, Ben |
| ADDED ENTRY--PERSONAL NAME |
|---|
| Personal name |
Yeh, Chris |
| ADDED ENTRY ELEMENTS (KOHA) |
|---|
| Koha item type |
REGULAR |