Left hand writing skills - combined, Stewart, Mark Stewart, Heather
Автор: Stewart Kate, Orgeron Heather M. Название: Heartbreak Warfare ISBN: 1730974740 ISBN-13(EAN): 9781730974748 Издательство: Неизвестно Цена: 2414.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Автор: Davis Heather Choate Название: The Pitcher`s Mom ISBN: 0985350482 ISBN-13(EAN): 9780985350482 Издательство: Неизвестно Цена: 2155.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Автор: Stewart, Mark Название: Within these walls ISBN: 1839341467 ISBN-13(EAN): 9781839341465 Издательство: Неизвестно Рейтинг: Цена: 1837.00 р. Наличие на складе: Нет в наличии.
Описание:
Benjamin wakes to a severe thunderstorm wreaking havoc across the area. The street resembles a war zone from the path of destruction left in its wake.
A bolt of lightning snakes its way across the sky slamming into the powerlines of his house.
A radiant beam of light emerges from the electrical socket, creating an energised vortex and engulfing Benjamin.
The energy transforms him as he is shrunk and drawn inside the walls of his house.
Giant creatures lurk in the shadows. Are they friend or foe?
What challenges await inside the walls?
Can Benjamin survive the ordeals that he will be confronted with?
Will he ever get back to his normal size?
Is Benjamin destined to be trapped Within These Walls forever?
Автор: Gandolf Mba Stewart, Tager Mark J. Название: Cash-Pay Healthcare: How to Start, Grow & Perfect Your Business ISBN: 099803150X ISBN-13(EAN): 9780998031507 Издательство: Неизвестно Цена: 6026.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: This is a book for every healthcare practitioner-from every discipline-who is seeking to create a more meaningful, direct, and satisfying type of interaction with patients. At its foundation lies cash-pay healthcare and a return to the basic principles of commerce. You deliver services and products, and an experience that patients feel good about paying for with their hard-earned cash. This may involve a new payment structure, such as membership, concierge, hybrid, or direct pay; or it may be augmenting your business by adding new profit streams. It's simple, but not easy.In this breakthrough book, Dr. Mark Tager and Stewart Gandolf provide a practitioner's step-by-step guide to starting, growing and profiting from cash-pay healthcare. You'll find checklists, bulleted lists, helpful examples, and a guide to the best resources to help you along the way. No matter where you are along the continuum of generating additional revenue, you'll come away more confident and committed to growing your practice and serving your patients.
Автор: Hollingsworth, Mark Lansley, Stewart Название: Londongrad ISBN: 0007278861 ISBN-13(EAN): 9780007278862 Издательство: HarperCollins UK Рейтинг: Цена: 1715.00 р. Наличие на складе: Нет в наличии.
Описание: The amazing true story of how London became home to the Russian super-rich - told for the first time ever. A dazzling tale of incredible wealth, ferocious disputes, beautiful women, private jets, mega-yachts, the world`s best footballers - and chauffeur-driven Range Rovers with tinted windows.
Автор: Loon Mark, Stewart Jim, Nachmias Stefanos Название: The Future of HRD, Volume II: Change, Disruption and Action ISBN: 3030524612 ISBN-13(EAN): 9783030524616 Издательство: Springer Рейтинг: Цена: 20962.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание:
Chapter 1: Foresight from Insight
Setting, motivation, scope and objectives of the book. Discussion and debate of the role of HRD in a world characterized by volatile, uncertain, complex and ambiguity. Summary of each chapter and its role contribution to the book's objectives.
Chapter 2: Evaluation of HRD practices from 1999 to 2019: What next?
The aim of this paper is to analyze the evolution of theory and practices on the evaluation of HRD since the UFHRD Conferences began to exist. The study is, we believe, of interest because evaluation has been a stream and topic on UFHRD as evaluation is fundamental for HRD. The research questions are
- How is evaluation of HRD done and more specifically:
- What are the underlying theories?
- What are the methods used ? Who does it? With what purposes? With what results? Has evaluation changed since 1999?
There are many approaches possible to HRD, and the outcome variables depend on the researcher. In general, the evaluation applies to an operation and it is possible to define immediate or long run outcomes. The most celebrated model to analyze the topic is Kirkpatrick's, but there are much more. Evaluation may seek results (participants or funds involved) or influence (difference in outcome variables before after or within-without). The level of qualitative or quantitative data involved in the operations of evaluation may differ considerably.
We will do a literature review on the research questions using large databases like EBSCO, Publons and SCOPUS. We will also use data published in books by renowned sources on the topic and available online. We hope to find trends and benchmarks on the several research questions. We also will discuss if HRD scholars and in particular if the UFHRD community had any impact on the results. This chapter has the limitations of dimension associated with it. However, regardless of this aspect we hope to get a comprehensive idea on the topic addressed. For researchers, the chapter offers an informative and open to speculation argument - what should we do in the next 20 years that we did not do in the last 20? For policy makers and managers, it should be challenging - what new policies and operations should design and implement on evaluating to fill the gap exist in practice. For the evaluators, it should be of interest because if good give a precise idea of the close past, present and distant future of the field they are evolving. Even if evaluation is a much-debated topic assessments like the one we suggest are not so common and the fact that will be focused on the last 20 years might be of interest for the book. In addition, we believe that more and more countries and organizations are evaluating HRD and also that resources had never felt as so scarce, and policies as so important - therefore the assessment is important and the inclusion in the book is important.
Chapter 3: OCD and HRD: Evidence-Based Learning
Contemporary literature suggests that 70% or more of rightsizing, mergers, acquisitions and other organizational change programme either fail or are just partially successful, and that the workplace challenges posed by organizational change and development (OCD) initiatives typically have a negative impact on employees (Shook & Roth, 2011; ten Have et al., 2017; Hamlin et al., 2019). Consequently, various scholars have suggested that organizational leaders, managers, and HRD professional practitioners should strive to become more critically reflective and truly evidence-based in their OCD-related
Автор: Loon Mark, Stewart Jim, Nachmias Stefanos Название: The Future of HRD, Volume I: Innovation and Technology ISBN: 3030524124 ISBN-13(EAN): 9783030524128 Издательство: Springer Рейтинг: Цена: 13974.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание:
Chapter 1: Future of HRD: Disruption through Digitalization
Setting, motivation, scope and objectives of the book. Discussion and debate of the role of HRD in a world characterized by volatile, uncertain, complex and ambiguity. Summary of each chapter and its role contribution to the book's objectives.
Chapter 2: Role of HRD in developing capabilities for creativity & innovation at work
Human Resource Development (HRD) plays a significant role in the development of individual, team and organizational capabilities for creativity and innovation at work. This chapter positions creativity and innovation as multilevel phenomena, and discusses how organizations can develop these capabilities through recruitment, training, and reward. We argue that by focusing on these areas, organizations will also foster a culture of innovation. Furthermore, this chapter positions creativity as an essential part of a multi-stage innovation process, and therefore when this chapter refers to innovation it is inclusive of creativity.
A multilevel focus - early innovation research focused at the individual level, turning later to the team and organizational levels. Advances in statistical analysis allow innovation to be modelled simultaneously at the individual, team and organizational levels (Walker & Batey, 2014), which gives a more holistic understanding of complex organizational phenomena that cannot be achieved through single level research (Nielsen, 2010). Innovation is often overlooked during recruitment. When innovation is considered, it is usually assessed at interview and usually only in candidates for senior roles (Searle & Ball, 2003). However, innovation can be an integral part of the recruitment process at both the individual and team levels.
The role of recruitment in building innovation capabilities
At the individual level, recruitment should integrate reliable and valid forms of assessment such as psychometrics. Specifically, assessing the traits and preferences known to correlate with innovation, such as the personality trait Openness to Experience (Hammond, Neff, Farr, Schwall & Zhao, 2011). At the team level, there is a valuable but under-utilized opportunity during recruitment to assess team fit in relation to innovation. Not assessing this could result in a homogenous - and therefore less innovative - team in which a new team member is a poor fit.
Ongoing training and development of innovation capabilities can occur at both the individual and team levels. At the individual level, training is important to build confidence and provide a consistent understanding of innovation (debunking the many myths about innovation), and communicate the organization's expectations around innovation. Subsequent coaching continues to build confidence, given that confidence is one of the strongest predictors of creative performance (Luthans, Youssef & Avolio, 2007). Given that innovation is a team activity, we argue that team coaching is then required to translate the individual learning into team learning. Team coaching has been found to correlate positively with innovation: Rousseau, Aube and Tremblay (2013) analyzed teams in a public safety organization and found a positive relationship between team coaching and innovation, for example.
Reward - giving something to recognize effort and achievement (Armstrong, 2006) - can be used to encourage and reinforce innovative behaviours within individuals and teams. When developing a reward strategy for innovation, there are four main considerations: (1) reward timing, (2) reward type, (3) which behaviours to reward, and (4) whether the reward is at the individual or team level.
Автор: Medley, Mark Название: Untitled Book 2 ISBN: 0771062311 ISBN-13(EAN): 9780771062315 Издательство: Random House (USA) Рейтинг: Цена: 1471.00 р. Наличие на складе: Нет в наличии.
Автор: Stewart, Mark Stewart, Heather Название: Left hand writing skills ISBN: 1869981804 ISBN-13(EAN): 9781869981808 Издательство: Неизвестно Рейтинг: Цена: 1890.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: With the third Left Hand Writing Skills series book the writer can now apply all that has been learned to writing with a pen. Ink is the real test of success for the left-handed writer! First, to create words which are accurately formed and legible, and then to avoid spoiling them by smudging as the left hand follows the pen across the page.
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