A groundbreaking manifesto from journalist Gretchen Carlson about how women can protect themselves from sexual harassment in the workplace and rSycamore Libraryaim their power against abuse or injustice. In BE FIERCE, Gretchen shares her own experiences, as well as powerful and moving stories from women in many different careers and fields who decided they too weren't ready to shut up and sit down. Gretchen became a voice for the voiceless. In this revealing and timely book, Gretchen shares her views on what women can do to empower and protect themselves in the workplace or on a college campus, what to say when someone makes suggestive remarks, how an employer's Human Resources department may not always be your friend, and how forced arbitration clauses in work contracts often serve to protect companies rather than employees. Her groundbreaking message encourages women to stand up and speak up in every aspect of their lives. Gretchen also discusses why this fight will require both women and men working together to ensure that our daughters and sons will have a brighter future. BE FIERCE is a cultural movement and a motivating testament to what we can accomplish if we collectively decide to become warriors in the path for a better future. The time is now. Take back your life, your career, and your dignity. Twitter: @GretchenCarlson Facebook: @GretchenCarlson Instagram: @therealgretchencarlson A portion of each book sale will go towards Gretchen's Gift of Courage fund. "Using your voice and speaking your truth is a step toward freedom. Be a 'Fierce' force because that's what it takes to change the world." --Maria Shriver, Emmy and Peabody Award-winning journalist, New York Times bestselling author, and founder of The Women's Alzheimer's Movement

The assumptions made in the media regarding graduate skills and occupations are no longer valid within the changing educational context. This book traces seven key trends that shape the graduate labour market and reveals that their effects contradict the conceptualisation of the graduate labour market which dominates media and policy discourses.

Creating Healthy Workplaces includes interventions that relate the efforts undertaken by researchers and organizations to reduce stress and improve the mental and physical health of employees through positive change initiatives. Those working in the field of occupational stress have received criticism that too much emphasis has been placed on negative issues and that positive initiatives have been largely ignored. This book delves into both the positive and the stress fields and compares the types of interventions each entail. Some of the interventions described target individuals and their attitudes and behaviours, others target workplace relationships, work units and the wider organization. Outcomes such as reduced occurrences of smoking, obesity, depression, elevated blood pressure, accidents and workplace injuries, absence and staff turnover are reported. The factors associated with the success of these interventions are identified and advice is given as to how you might proceed to develop worksite interventions of your own.

When stakes are high, opinions vary, and emotions run strong, you have three choices: Avoid a crucial conversation and suffer the consequences; handle the conversation badly and suffer the consequences; or read Crucial Conversations and discover how to communicate best when it matters most. This wise and witty guide gives you the tools you need to step up to life's most difficult and important conversations, say what's on your mind, and achieve positive outcomes that will amaze you.

In 1964, as part of its landmark Civil Rights Act, Congress outlawed workplace discrimination on the basis of such personal attributes as sex, race, and religion. This provision, known as Title VII, laid a new legal foundation for women's rights at work. Though President Kennedy and other lawmakers expressed high hopes for Title VII, early attempts to enforce it were inconsistent. In the absence of a consensus definition of sex equality in the law or society, Title VII's practical meaning was far from certain. The first history to foreground Title VII's sex provision, Equality on Trial examines how the law's initial promise inspired a generation of Americans to dispatch expansive notions of sex equality. Imagining new solidarities and building a broad class politics, these workers and activists engaged Title VII to generate a pivotal battle over the terms of democracy and the role of the state in all labor relationships. But the law's ambiguity also allowed for narrow conceptions of sex equality to take hold. Conservatives found ways to bend Title VII's possible meanings to their benefit, discovering that a narrow definition of sex equality allowed businesses to comply with the law without transforming basic workplace structures or ceding power to workers. These contests to fix the meaning of sex equality ultimately laid the legal and cultural foundation for the neoliberal work regimes that enabled some women to break the glass ceiling as employers lowered the floor for everyone else. Synthesizing the histories of work, social movements, and civil rights in the postwar United States, Equality on Trial recovers the range of protagonists whose struggles forged the contemporary meanings of feminism, fairness, and labor rights.

In First, Break All the Rules, Gallup presents the remarkable findings of its massive in-depth study of great managers—those who excelled at turning each employee’s talent into performance. The world’s greatest managers differ in sex, age, and race. They employ different styles and focus on different goals. Despite their differences, great managers share one trait: They break virtually every rule conventional wisdom holds sacred. They don’t believe that, with enough training, a person can achieve anything he sets his mind to. They don’t try to help people overcome their weaknesses. They disregard the golden rule. They even play favorites. Companies compete to find and keep the best employees using pay, benefits, promotions, and training. But these well-intentioned efforts often miss the mark. The front-line manager is the key to attracting and retaining talented employees. This amazing book explains how the best managers select employees for talent rather than for skills or experience, how they set expectations, how they motivate people, and how they develop people. Gallup’s research—based on 80,000 managers in 400 companies—produced twelve simple questions that distinguish the strongest departments of a company from the rest. First, Break All the Rules introduces this essential measuring stick and proves the link between employee opinions and productivity, profit, customer satisfaction, and rate of turnover.

Born in 1982, the Millennial Generation (aka: Generation Y) is no longer made-up of just kids and teens.the eldest are now graduating college and entering the professional workforce en masse! Competition is fierce to recruit them, so this means YOU need to know how to effectively recruit, manage and retain them. Most GenX and Boomer bosses have no clue who these young adults really are or what makes them tick, so they find this book to be extremely valuable! Much was written about Millennials back when they were young kids and teenagers, but Millennials Incorporated is the premier book about who they are NOW as 20-somethings. They are one of the most unique generations our country has ever seen! And with Boomers retiring by the millions over the next 5-15 years, Millennials are in high demand to be our next generation of managers, executives and leaders! Here is a small sample of what you'll learn: -- Key Millennial Traits All Employers Need to Know -- Common Complaints Managers Have About Millennial Professionals -- Hot Buttons for Attracting & Recruiting Millennial Professionals -- Solid Strategies for Managing & Retaining Millennial Professionals -- Sound Solutions for Motivating Millennial Professionals.and Some Motivation Busters!

 The 20th anniversary edition of Now, Discover Your Strengths comes with an access code to the Clifton StrengthsFinder 2.0 assessment. This updated assessment includes reports and resources that go far beyond the standardized reports of the older assessment by providing you with personalized insight statements unique to your specific combination of strengths. The original publication of Now, Discover Your Strengths in 2001 launched a worldwide strengths revolution. To date, more than 20 million people have discovered their strengths, and tens of thousands more are discovering theirs every week. Gallup Press has published numerous strengths-based books, and Gallup Strengths Center has become a worldwide destination for strengths-based development.   Since the book's release, Gallup has continued to dedicate countless hours to developing our strengths science, the brainchild of the late Dr. Donald O. Clifton, who was named Father of Strengths-Based Psychology by the American Psychological Association. Part of that investment resulted in Clifton StrengthsFinder 2.0 -- a refined upgrade of the original assessment for discovering your strengths.   To ensure that you have the best possible experience in discovering and developing your strengths, we have made Clifton StrengthsFinder 2.0 available to those who purchase the 20th anniversary edition of Now, Discover Your Strengths.   The updated assessment includes new reports and resources, including the Strengths Insight and Action-Planning Guide. This guide goes far beyond the standardized reports of the older assessment by providing you with personalized insight statements unique to your specific combination of strengths.   These highly customized Strengths Insights are an in-depth analysis of your top five strengths. They describe who you are in astonishing detail and provide you with a comprehensive understanding of yourself, your strengths and what makes you stand out. These updated resources, in combination with the 20th anniversary edition of Now, Discover Your Strengths, give you the best opportunity to soar with your strengths -- at work and in your life.  

"The best advice is simple, direct, and immediately actionable. Roberta delivers on all this and more. A lifesaving guide for any new manager!" - Marshall Goldsmith As companies reorganize and reengineer, people are finding themselves tossed into management every day with little to no training or preparation. Literally two books in one, Suddenly in Charge provides all of the tools necessary to be successful at managing up and down the line of any organization. In addition to updates to all chapters, this revised and updated edition features 7 new chapters aligned to modern approaches to management. New topics include: executive presence, working with a coach or mentor, employee retention, creating purpose, the multi-generational workforce and more.

How appropriate for today and for the future are the policies and practices of higher education that largely assume a norm of traditional-age students with minimal on-campus, or no, work commitments? Despite the fact that work is a fundamental part of life for nearly half of all undergraduate students - with a substantial number of "traditional" dependent undergraduates in employment, and working independent undergraduates averaging 34.5 hours per week - little attention has been given to how working influences the integration and engagement experiences of students who work, especially those who work full-time, or how the benefits and costs of working differ between traditional age-students and adult students. The high, and increasing, prevalence and intensity of working among both dependent and independent students raises a number of important questions for public policymakers, college administrators, faculty, academic advisors, student services and financial aid staff, and institutional and educational researchers, including: Why do so many college students work so many hours? What are the characteristics of undergraduates who work? What are the implications of working for students' educational experiences and outcomes? And, how can public and institutional policymakers promote the educational success of undergraduate students who work? This book offers the most complete and comprehensive conceptualization of the "working college student" available. It provides a multi-faceted picture of the characteristics, experiences, and challenges of working college students and a more complete understanding of the heterogeneity underlying the label "undergraduates who work" and the implications of working for undergraduate students' educational experiences and outcomes. The volume stresses the importance of recognizing the value and contribution of adult learners to higher education, and takes issue with the appropriateness of the term "non-traditional" itself, both because of the prevalence of this group, and because it allows higher education institutions to avoid considering changes that will meet the needs of this population, including changes in course offerings, course scheduling, financial aid, and pedagogy.

"Did you think you knew the facts about women and work? Think again . . . a terrific book . . . utterly gripping." --Peter Edelman, author of So Rich, So Poor   For women in professional and corporate jobs, much of the discrimination and inequity faced in the past has been confronted--and at least to some extent, conquered. But the fact is that we have a two-tiered system, where some working women have a full panoply of rights while others have few or none at all. We allow blatant discrimination by small employers. Domestic workers are cut out of our wage and overtime laws. Part-time workers, disproportionately women, are denied basic benefits. Laws have been written through a process of compromise and negotiation, and in each case vulnerable workers were the bargaining chip that was sacrificed to guarantee the policy's enactment. For these workers, the system that was supposed to act as a safety net has become a sieve--and they are still falling through.   Caroline Fredrickson is a powerful advocate and DC insider who has witnessed the legislative compromises that leave out temps, farmworkers, staff at small businesses, immigrants, and others who fall outside an intentionally narrow definition of "employees." The women in this fast-growing part of the workforce are denied minimum wage, maternity leave, health care, the right to unionize, and protection from harassment and discrimination--all within the bounds of the law. If current trends continue, their fate will be the future of all American workers.   "[An] informative, occasionally shocking exploration of the state of women's rights in the workplace." --Kirkus Reviews

Give your kids their greatest chance at success Who Do You Think You Are? helps parents, school counselors, and administrators get teens thinking about--and interested in--their future careers. Success in college and beyond relies on thorough prior preparation; by identifying interests and passions early on, young people are better able to plan for the career they want by mapping out the academic path to support it. This book shows you how to guide teens along on this journey, and how to stick with them until they reach the goals they've set. From helping them discover just what it is they're interested in, to finding the institution that will help them flourish and setting out a clear "plan of attack," this book provides invaluable insight from an expert in student success.  No one expects every student to have a definitive life plan by high school graduation, but having some idea of direction is critical. Nearly 3.3 million students will graduate high school this year, and most will head straight to college--but just 20 percent of those who pursue an associate's degree complete within four years, and only 60 percent of those who pursue a bachelor's degree complete within six years. Even those who earn a degree may struggle to move from school to work. Those who do succeed have done so because they've planned their work and worked their plans. This book shows you how to help your child to be one of the success stories.  Map out an academic plan to support each kid's field of interest Identify the best-fit institution to get them where they want to be Balance support and independence throughout your teen's journey Help your child be prepared for college so they can succeed far beyond   Adults know that success in life comes from plenty of hard work and thorough preparation--but for kids in middle and high school, that lesson is just now beginning to hit home. Who Do You Think You Are? helps you guide them through the transition successfully, so they can come out the other side exactly where they want to be.

Young people often work in some of the lowest-paying, lowest-status jobs there are -- in dead end jobs or "McJobs" in retail, food, and entertainment service sectors. They have lower wages, fewer benefits, less job security, and are less likely to be unionized than any other age group in the workforce. Employers of young workers, by contrast, frequently rank among the world's most powerful corporations. Despite their importance to the service economy, young workers are often ignored or stereotyped by researchers, policymakers, and trade unions. This interview-based study of 95 young unionized fast-food and grocery workers in two cities in the U.S. and Canada presents a detailed account of their experiences in their workplaces and in their unions. These young workers vividly describe their daily tasks of frying, serving, bagging, stocking, and cleaning up, and the pressures from management and customers that surround these tasks. Management control tactics they encounter include video surveillance, drug testing, and monitoring of worker service scripts by mystery shoppers. The workers also document the hazards -- muscle injuries, burns, and robberies -- and the responsibilities of their jobs, including the emotional labor of customer relations. The book suggests that young service sector workers have a distinct workforce identity as "stopgap workers." Society, employers, and even some unions often dismiss young workers as not being "real" workers, since these youths are seen as being in transition between school and "adult" career forms of employment. The collective activism of unions may offer hope not just for improving service sector work, but for educating young workers and providing them with a voice in shaping their own temporary work conditions.