- File Size: 822 KB
- Print Length: 114 pages
- Page Numbers Source ISBN: 0985119322
- Publisher: engagement systems (February 2, 2015)
- Publication Date: February 2, 2015
- Sold by: Amazon Digital Services LLC
- Language: English
- ASIN: B00T57O60Y
- Text-to-Speech: Enabled
- Word Wise: Enabled
- Lending: Enabled
Amazon Best Sellers Rank:
#1,439,190 Paid in Kindle Store (See Top 100 Paid in Kindle Store)
- #795 in Kindle Store > Kindle eBooks > Business & Money > Management & Leadership > Management > Human Resources & Personnel Management
- #1038 in Kindle Store > Kindle eBooks > Business & Money > Management & Leadership > Teams
- #2322 in Kindle Store > Kindle eBooks > Business & Money > Industries > Human Resources & Personnel Management
|Print List Price:||$8.95|
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Building Miraculous Work Teams: How to Lead Work Relationships that Make Work Satisfyingly Self-Motivating and Organizations Amazingly More Successful Kindle Edition
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Top customer reviews
First, it will empower your team to work well together.
Secondly, it will encourage your team members to increase their participation and accept accountability.
Lastly, it will help in building a successful and more effective work groups!
Thanks again - Mr. Nielsen for rejuvenating our team!
This book has two parts: first, a working biography of Duke Nielson from age 6 to 80. The lessons in the second part of the book were learned on the farm, mostly, and in several business jobs Duke has had. The heart of the book is a “how to do it” guide for upgrading the working culture of today from an 18th century “command and control” model (Prussian Army, railroads and steel mills) to the 21st century: working as a team of adults, just like the young men did on the farm in Duke’s early life.
The controlling word in business today is “obey”, do what you are told, period. That’s how to make work a boring, maddening experience; its way too common and the reason behind the gross dissatisfaction of workers, something around 75% or more. The result: all the behavioral maladies of men and women so well known in the medical world, the “cures” for which are well advertized on TV. The real cure is to change the working environment that recognizes our basic desires to work as a team of adults, warts and all.
Duke cleverly characterizes that change as a shift from WF to WW, work for, to work with. It’s a simple idea; you don’t need an MBA to get it, or do it. Half the book is a workbook so, almost anyone who can read can do it well and make a change in her/his business culture by implementing the shift from WF to WW. Productivity and worker satisfaction increase, and best of all, so do profits. The sausage maker, Johnsonville, was a small regional firm, faced with competition from large national firms. They had a choice: become a national firm, or risk the whole business. They enlisted the inputs and support of the factory workers to make the shift to a national firm. Today you can buy their brats in almost any supermarket. It all started on the farm, same as Duke. Tom Kristopeit
You won't be far into this quick read until you see how Duke achieves a satisfying emotional quality of life. He says his single most important factor in his high quality of life has been having satisfying and self motivating human relationships. I'm lucky enough to have that mutually satisfying relationship with Mr. Nielsen and I value him both personally and professionally.
Duke explains the difference between work "with" leaders and working "for" supervisors. And what a difference he demonstrates! "Working with" is collaborative and brings mutually satisfying results. "Working for" makes working a real chore.
Duke's book is inspiring, guiding, and supports creating a Working With Leaders environment. This book is for every manager, supervisor, team leader and employee. No one wants to be controlled. Become passionate about your work and let Duke help you achieve this meaningful goal. We all have a primal and insatiable urge to be understood and appreciated. Let Duke show you how to have the quality life you desire.
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