One Foot Out the Door: How to Combat the Psychological Recession That's Alienating Employees and Hurting American Business / Edition 1

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Overview

800-CEO-READ Business Book Awards for 2007 (category: Human Resources/Organizational Development)

Library Journal's Best Business Books for 2007

CEO Refresher The Best Books of 2007

As many as two-thirds of our employees are either actively looking for new jobs or merely going through the motions at their current jobs. Fearful and feeling vulnerable after years of watching friends get laid off, they expect the worst to happen, and they see no reason to give it their all. This phenomenon, identified by renowned author Judith M. Bardwick as “the psychological recession,” can have a devastating effect on a company’s financial health.

Based on extensive research showing how costly bad management really is, this eye-opening book offers concrete prescriptions for combating alarming trends such as high turnover, low productivity, and lackluster performance, including techniques for:

• strengthening the bonds of trust and respect between managers and employees

• customizing working conditions and rewards for individual employees

• hiring for the “best fit” between the organization’s core culture and the personal qualities and priorities of the individual

Using hard numbers and current studies that prove the direct connection between a company’s financial performance and its employees’ commitment, this book is a wake-up call to organizations desperately needing to restore the broken spirits at the heart of their companies, and enhance their bottom lines.

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Editorial Reviews

From the Publisher

“If you’re an HR strategist, buy One Foot Out the Door right away…. you need to read this book. Dr. Bardwick, who was a professor of psychology at the University of Michigan and is currently a Clinical Professor of Psychiatry at the University of California, San Diego, did the workplace research for you and presents facts and figures from dozens of seminal employee motivation studies. You could pay a consulting firm a ton of money to compile this information, or you could just plop down 20 bucks and have it in one convenient volume. I don’t say this lightly, but if you’re in HR and don’t read this book you’re really missing out."

-Know HR Blog

“If you’re an HR strategist, buy One Foot Out the Door right away…. you need to read this book."

-Know HR Blog

""[Bardwick] has always challenged conventional wisdom and I consider her to be not only a great management thinker, but also a great thinker about life."

-- Marshall Goldsmith, Marshall and Friends column in BUSINESSWEEK.COM

"If you’re looking for ways to recruit or retain talented people, Bardwick offer[s] strategic, smart suggestions for establishing a workplace that is welcoming to a diverse set of people and committed to their job satisfaction and growth."

800ceoread.com

"I consider [Bardwick}] to be not only a great management thinker, but also a great thinker about life."

-- Marshall Goldsmith, Marshall and Friends column in BUSINESSWEEK.COM

“…takes a good look at current employee motivation issues and offers a full-course banquet of useful ideas to resolve them.” -- Inland Empire Business Journal

“...a good deal of practical and sensible advice…an interesting and compelling read.” -- Facilities Manager

The KnowHR Blog
I don't say this lightly, but if you're in HR and don't read this book you're really missing out.
—Frank Roche
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Product Details

  • ISBN-13: 9780814480588
  • Publisher: AMACOM Books
  • Publication date: 10/28/2007
  • Edition description: New Edition
  • Edition number: 1
  • Pages: 240
  • Product dimensions: 6.10 (w) x 9.00 (h) x 1.10 (d)

Meet the Author

Judith M. Bardwick, Ph.D. (La Jolla, CA) is a highly regarded writer, speaker, and management consultant whose clients have included IBM, Hewlett-Packard, and Johnson & Johnson. Prior to forming her consulting business in 1983, she was a professor and associate dean at the University of Michigan. She also served as a clinical professor of psychiatry at the University of California—San Diego. Her previous books include the national bestseller Danger in the Comfort Zone (978-0-8144-7886-8).

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Table of Contents

CONTENTS

Acknowledgments xiii

CHAPTER 1

TOPSY-TURVY: THE SKY IS FALLING! 1

The World Turned Upside Down 2

The Crazy 1990s 4

Collapse 6

The Special Case of the Best and Brightest 6

Recovery and Productivity 9

CHAPTER 2

THE PSYCHOLOGICAL RECESSION 13

How to Recognize a Psychological Recession 14

A Psychological Recession Is Self-Fulfilling 16

Perception versus Reality 17

Who Is Affected? 19

Why It Matters 21

CHAPTER 3

FEELINGS MATTER—“SOFT” IS “HARD” 25

Heart Trumps Head 27

People Are Not Commodities 31

Commitment Is Not Kindness 32

CHAPTER 4

BAD MANAGEMENT IS (REALLY) EXPENSIVE 35

Many Employees Feel Negatively about Work 36

The Number of Unhappy Employees Continues to Increase 37

Many Employees Feel Resentful 37

Low Rates of Employee Commitment and Loyalty Are Very Expensive 37

Downsizing Leads to Resentment, Which Leads to Terrible Customer Service 38

Many Employees Want to Move to a New Job 39

Unhappy Employees Are Unproductive Employees 39

Like Employee Loyalty, Customer Loyalty Cannot Be Takenfor Granted 39

The Gallup Surveys of Engagement 40

Engagement and Productivity: The New Century Example 42

What All These Data Mean 43

CHAPTER 5

GOOD MANAGEMENT (REALLY) MAKES MONEY 45

It’s the Interaction Between Employees and Customers 46

Good Management Is Profitable 50

Motivated Employees and Profitablity 50

Costco versus Wal-Mart’s Sam’s Club 51

SAS Institute 52

Best Companies to Work for 53

Commitment Can Take Many Forms 56

Establish Family-Friendly Policies 56

Invest in Training 58

Communicate Honestly 59

Let Them Own a Piece of the Company 59

Act with Integrity 60

Widening the Road to Success 60

CHAPTER 6

COMMITMENT AND ENGAGEMENT—NOT MORALE OR SATISFACTION 63

Nurturing Commitment and Engagement 66

Ask the Right Questions 66

Hire the Right People 67

Measure the Right Attributes 69

Morale and Satisfaction Don’t Count 71

Getting It Wrong 72

Getting It Right 75

CHAPTER 7

CREATE SIGNIFICANT RELATIONSHIPS BETWEEN BOSSES AND SUBORDINATES 77

Employee–Boss Relationships 78

The Special Importance of Trust 80

Trust and Communication 81

Relationships at Work 83

Out of Touch with Subordinates 84

Leadership and “Average” People 87

Leaders for the Twenty-First Century 89

CHAPTER 8

STRENGTHEN THE BOND WITH EMPLOYEES BY CUSTOMIZING 91

Humanize the Workplace 95

Fair—But Not Identical 97

Involving Each Employee Individually 98

Today’s Cluster of Priorities 100

Manage to Success: Customize Recognition 101

Suggestions for Customization Menu Items 104

CHAPTER 9

ACHIEVE A BEST FIT 113

Hiring for Best Fit 114

Managing to Success 116

Really Know Expectations and Priorities 117

The Question of Risk 118

Risk and Corporate Culture: Digging Deeper 120

Asking the Right Questions 122

CHAPTER 10

STAYING AHEAD OF THE CURVE 129

CHAPTER 11

HOW ARE WE DOING ECONOMICALLY? 147

Why Many People Feel Defenseless 152

The Perception of Change Is Greater Than the Reality 156

Scared, Passive, and Cynical 160

CHAPTER 12

A TWENTY-FIRST CENTURY SAFETY NET 163

Goals for a Twenty-First Century Safety Net 165

Goals 165

Critical Elements of a Safety Net 166

Education Reform 167

Healthcare Reform 173

Shoring Up the Employer-Based System 175

Less Government and More Free Market Forces 176

New Ideas and Different Views 178

A New Vision for Collaboration 179

More Ideas About a Modern Safety Net 186

CHAPTER 13

PSYCHOLOGY IS MORE IMPORTANT THAN ECONOMICS 189

America’s Strengths 193

The Threat from Other Countries 196

Lose the Fear and Release the Energy! 200

ENDNOTES 203

INDEX 217

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Sort by: Showing all of 2 Customer Reviews
  • Posted April 9, 2013

    One Foot Out the Door: How to Combat the Psychological Recession

    One Foot Out the Door: How to Combat the Psychological Recession That's Alienating Employees and Hurting American Business by Dr. Judith M. Bardwick examines the changing employment relationship between American businesses and their workforces and the impact these changes have had on employee engagement and retention. Dr. Bardwick illustrates with hard numbers how employees, once accustomed to high job security, have entered into "a psychological recession" because of the employment uncertainty associated with today's frequent layoffs, downsizing, rightsizing, and outsourcing. She concludes her work with practical strategies for enhancing employee engagement; thereby increasing job performance and retention.

    Success in today's rapidly evolving business environment requires the full engagement of employees' knowledge, skills, and experiences focused on the achievement of mission goals. As highlighted by Dr. Bardwick, the continuous reengineering of today's businesses places a strain on this engagement; one that must be overcome by executives and managers.

    I believe accountable, diverse, and inclusive organizations can overcome the "psychological recession" illustrated in One Foot Out the Door and that executives and managers implementing Dr. Bardwick's recommendations will be better able to fully engage their employees by making them feel that they and their work are valued and significantly contribute to the organization's success.

    Many of the best practice recommendations found on the StrategyDriven website compliment the actions prescribed by Dr. Bardwick in One Foot Out the Door, making this book a StrategyDriven recommended read.

    All the Best,
    Nathan Ives
    StrategyDriven Principal

    Was this review helpful? Yes  No   Report this review
  • Anonymous

    Posted January 9, 2008

    A reviewer

    This book is both extremely readable -- and a must read. Going far beyond what its title suggests, it discusses the key issues in managing a corporation today. These issues are the ones that as an advisor to CEOs and boards, we see as the critical issues with which companies and boards are wrestling. Unlike many books, One Foot out the Door not only discusses the problems carefully but also the concrete solutions that companies need to work on now. The book illustrates micro-solutions that every manager can implement and the bigger picture actions companies should be taking in defining their role in society and in the new world of collaborations and alliances. I highly recommend this book to anyone in business or to anyone who wants to better understand our economy and what is going to be needed to continue to provide wealth into the future.

    Was this review helpful? Yes  No   Report this review
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