[Q702.Ebook] Free Ebook The Developing Child, by Elizabeth Murphy

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Using personality type as theorized by Swiss psychiatrist Carl Jung to help in understanding differences in children, this book gives adults an opportunity to examine some suggested paths for developing positive relationships with the children in their lives. Examples are used to show how psychological type theory applies to daily life. By understanding each of the sixteen psychological types, adults can increase their awareness of more effective ways to help children grow and develop their special gifts and talents.

The more that children and adults understand one another, the better their chances of building strong relationships. Each generation passes its knowledge on to another. This generation of adults can be the initial thread in the cloth that is woven to create enhanced relationships with children, and The Developing Child reveals practical strategies for nurturing the bonds between adults and young people.

• Sales Rank: #410138 in eBooks
• Published on: 2013-07-25
• Released on: 2013-07-25
• Format: Kindle eBook

Most helpful customer reviews

12 of 13 people found the following review helpful.
Great Insight on how the preferences evolve in children
By A Customer
This book explains the individual preference in a very concise and easy to understand format. Through its explanation, one can see why children behave differently. It offers tips on how to help children grow in a more balanced way so that they can enjoy the strength of their preferences and minimize the impact of the weakness from their preference by learning effective coping skills.

11 of 12 people found the following review helpful.
A super introduction to type with children
By A Customer
I found this book an easy read with many examples from daily life. The chapters were not too long, which made it easy to read one and think about the ideas presented. Mrs. Murphy's provides the reader with advice and help to parents and students themselves in helping to appreciate and understand one another. The first chapter is essential in understanding Mrs. Murphy's approach in using the type-theory.
She has great insight into the personality. I especially found her examples helpful in explaining the types and their behaviors. If someone is looking for a book to understand theirselves, their children, thier students, or even their spouse, this book is worth the buy.
One more thing. This book is for parents, educators, or anyone trying to grasp the concepts of the MBTI. Since I have read it many times, I have a clearer understanding of personality types.

1 of 1 people found the following review helpful.
written by a school psychologist; more useful for teachers than parents
By Carol C.
Elizabeth Murphy, Ed.D., is a licensed psychologist and creator of the Murphy-Meisgeier Type Indicator for Children, a tool used to identify Jungian type preferences in children. Essentially, the author goes through each of the attitudes and functions and discusses how type preferences come into play in home & school environments. She also shares examples of conflict or challenges that may arise when a parent or teacher fails to take into account the child's preference.

This provides a good analysis overall of type in children and more importantly, provides plenty of easy-to-follow examples. For example, it explains why a child with a thinking preference asks "Why?" -- and why "because I said so; that's why" is an ineffective answer. She explains why thinking children may say things that feeling parents would interpret as rude or insensitive, and how they can fail to understand why they are being scolded. She shares examples of how to introduce and introverted child and an extraverted child to a new school.

Although the author provides home & school applications, the examples are definitely skewed toward the school setting, and even many of the home applications involve school-related topics. I sense that this book is directed more toward teachers than toward parents, but there is certainly good guidance for both.

Another book on this topic that may be easier for parents is Nurture by Nature: How to Raise Happy, Healthy, Responsible Children Through the Insights of Personality Type

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[V158.Ebook] Fee Download Supply Chain Risk Management: Vulnerability and Resilience in Logistics, by Donald Waters

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Effective, sustainable supply chain networks are an integral part of any organization's success. However, in a global, rapidly evolving environment full of turbulence and uncertainty, supply chains are more vulnerable than ever. 

Now in its second edition, Supply Chain Risk Management is essential reading for risk managers and supply chain managers or operators who want to know about the growing impact of risk on supply chains, its management and how to mitigate its effects. Using jargon-free, accessible language, it identifies both the possible effects that disruptions can cause and how to plan for them, discussing risks varying from traffic congestion to major environmental disasters. 

This practical book: 
- defines risk and supply chain management 
- explains current trends affecting supply chains 
- offers detailed guidance on how to identify and analyse the various risks to supply chains 
- describes approaches to risk management and steps needed for its implementation 
- gives practical advice on how to create a resilient supply chain and, in the worst case, how to plan for and respond to disasters 
- includes up-to-date case studies such as the BP oil spill and the Chilean mining disaster

• Sales Rank: #5028200 in Books
• Published on: 2011-11-15
• Original language: English
• Number of items: 1
• Dimensions: 9.00" h x .55" w x 6.00" l, 1.21 pounds
• Binding: Hardcover
• 262 pages

Most helpful customer reviews

2 of 2 people found the following review helpful.
Excellent!
By Jan Husdal
This excellent book by Donald Waters offers a comprehensive overview of many important issues in managing supply chain risk. More than 15 case studies and a straightforward hands-on practical approach make this book an enjoyable read. I almost forgot that I bought this book as a text book. This book is written with the manager in mind, and is interspersed with examples from real life, along with calculations and illustrations that explain the concept in a manner that is practical and easy to follow even if you know nothing about supply chain management theory, common sense is all it takes. I highly recommend this book for anybody who wishes to learn the principles of supply chain risk management and put them into practice in one's own business. Worth the price? YES!

0 of 0 people found the following review helpful.
Timely and relevant
By Amazon Customer
Great book and lots of case studies. I would give a 5, but the format gets a little repetitive. The book also glosses over some of the topics which will require you to find additional resources to learn more in depth. As a supply chain professional I find the book relevant and timely.

1 of 2 people found the following review helpful.
A must in any project manager's library
By Amazon Customer
This is one of the best descriptive books in the topic, written in a simple, easy to understand language. Excellent specific SCRM guidelines are provided, as it has been written with the practitioner in mind (although researchers could find some topics constructives.) It can also be use as a complement reading in Business Continuity Management courses.

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[V567.Ebook] Free Ebook Highland Lover: Murray Family, Book 12, by Hannah Howell

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A reckless need to break free of his family led Gregor MacFingal Cameron on a quest for a rich bride, only to fall prey to kidnappers and be tossed into a cold cell. He is soon joined by a frightened young woman who makes him regret his mercenary search for a wife. After a daring escape, he gladly joins Alana Murray's quest to rescue her sister, and soon temptation leads to seduction, with unspoken promises easily made, but harder to keep. Alana knows the bond forged by danger and desperation has earned her an ally willing to fight for her sister's cause. But Gregor's tantalizing seduction leaves her breathless, and she seizes her one chance to experience true passion before an arranged marriage seals her fate-never anticipating the inescapable intensity of a man and a love that will change everything.

• Sales Rank: #50691 in Audible
• Published on: 2014-03-26
• Released on: 2014-03-26
• Format: Unabridged
• Original language: English
• Running time: 539 minutes

Most helpful customer reviews

1 of 1 people found the following review helpful.
Highland Lover
By mnix
Alana Murray's twin sister is missing. When her brothers set out to find their sibling, Alana does what any good sister would do. She follows them, keeping far enough behind so that they can't send her back home. Unfortunately, she gets separated from them and captured by the Gowans, who want to hold her for ransom.

Gregor MacFingal Cameron has left his family in search of a bride. He thinks he's found one and is on his way home to talk with his father when he is captured by the Gowans. He's been in their prison a few days when they toss a child down with him. Gregor thinks the person sharing his cell is no child, but there's no way to be sure.

Working together, Alana and Gregor break out of the prison and start a quest to find Alana's sister. Along the way, they must keep ahead of the Gowans and battle the growing attraction that they feel for each other.

I very much enjoyed Highland Lover. Ms. Howell weaves a tale of adventure and romance that captures the reader and holds them spellbound. Particularly well done is Alana, who is a strong woman who won't be taken advantage of. This was my first Hannah Howell adventure, and it won't be my last. Lovers of historical fiction will enjoy this book very much.

Amelia
Reviewed for Joyfully Reviewed

0 of 0 people found the following review helpful.
Great reading.
By Lemon Drop
To date, I have enjoyed reading Ms Howell's Highland Murray and Wherelock series. I will be purchasing additional books in this genre. The only problem I have is reading them too fast.

3 of 4 people found the following review helpful.
Hannah Howell does it again... great story!
By E. Reyes
I am a big fan of Hannah Howell's Highland series and was anxiously waiting for this book to come out... it did not disappoint. I really enjoy the fact that she includes characters from previous books in her novels as it makes you feel like the people and families are more real knowing that they continue on, even after their own stories are told. I like how she switches back and forth from telling the stories from a male character's point of view to a female's. This book is not as steamy as some of the previous books in the series (I thought the 3 Murray daughters' stories were much steamier and the plots slightly more involved/complex). But I still thoroughly enjoyed this latest book by Hannah Howell and cannot wait for the next one coming in December 2006. This is a must read for her usual fans and if you are new to the series and have never read them, I highly encourage you to do so, I know you will fall in love and not be able to put them down until you have gotten through the entire series (like me!).

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[S190.Ebook] Ebook Free The Employee Recruitment and Retention Handbook, by Diane Arthur

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"Competition for skilled employees is fierce! This book provides comprehensive, practical advice to employers to get and keep the people they need. It covers such vital topics as what workers want - including a sense of making a real impact in their jobs and getting learning opportunities; why workers leave - sometimes just because they can (it's so easy to find a new job), often because they feel undervalued or bored where they are; and what best-practice companies are doing to attract and retain the talent necessary to remain competitive. Expert Diane Arthur discusses: both traditional and new strategies, including a huge array of special incentives and perks; online recruiting via sites like Monster.com or a company's own Web site; successful programs from Cisco Systems, Bank of Boston, Eli Lilly, McDonald's, and dozens of other companies, including many small firms; and, Competency-based recruiting and interviewing, contingent workers, telecommuting and other alternative work arrangements, future trends, and more".

• Sales Rank: #1748118 in Books
• Published on: 2001-04-15
• Original language: English
• Number of items: 1
• Dimensions: 1.26" h x 7.33" w x 10.26" l, 2.00 pounds
• Binding: Hardcover
• 416 pages

Review
...an important new resource..a'must have'reference tool to provide sound ideas for establishing effective recruitment and retention techniqes." -- HR Magazine December 2001

About the Author

Diane Arthur (Northport, NY) is a well-known human resources consultant, trainer, and the author of several books, including The Complete Human Resources Writing Guide and Recruiting, Interviewing, Selecting & Orienting New Employees.

Most helpful customer reviews

12 of 12 people found the following review helpful.
A Truly Great Challenge
By Robert Morris
I cannot think of a greater challenge to organizations today than to find, hire, and then keep peak performers. This is one of two books which I have just read. Both suggest excellent strategies and tactics to meet this challenge. (The other is authored by Harry E. Chambers.) But what if an organization now has few -- if -- any peak performers? Obviously, it must develop them. How? In Hidden Value, O'Reilly and Pfeffer explain how great companies achieve extraordinary results with ordinary people.
You can also hire them. In my opinion, one with which Arthur may agree, organizations must be constantly, indeed aggressively involved in recruiting all the time. That is to say, at least decision-makers must be identifying "the best and the brightest" workers employed elsewhere. Perhaps there is no need for them now. Even so, it is important to know who they are, to establish contact with them, and then stay in touch. One CEO I know has a simple but very effective strategy. Whenever she encounters someone who makes a highly favorable impression on her, she offers her business card. "I know you are very happy where you are now. That's great. And frankly, we do not have a suitable position available at the moment anyway. However, if you ever think about making a change, please give me a call. I'd really like to hear from you." Perhaps 18-24 months later, that person calls her.
Arthur organizes her material within 11 chapters, ending each with a summary of key points. She then provides two especially informative appendices: "Employee Benefits Glossary" and "Legal Issues." Her advice on using an outside source (e.g. an executive recruitment firm) to help generate and screen candidates will be most beneficial to larger organizations. However, almost all of the other material will be of substantial assistance to any organization, regardless of its size or nature. All by itself, Chapter 6 is worth the cost of the book. In it, Arthur offers a wealth of suggestions concerning competency-based recruiting and interviewing, correctly stressing the importance of first establishing a solid pre-recruitment foundation, one which takes into account questions such as these which anyone involved in the interview process should be prepared to answer fully:
1. Am I thoroughly familiar with the qualities being sought in an applicant?
2. Are these qualities both job-related and realistic?
3. Can I clearly communicate the duties and responsibilities of this position to applicants?
4. Am I prepared to provide additional relevant information about the job and the company to the applicant?
In other words, whenever a position becomes available, take full advantage that opportunity (a) to determine whether or not it should be filled and (b) if it must be filled, to identify job-specific competencies (prior to recruitment) and other factors which are necessary for success. In Chapter 7, Arthur includes Exhibit 8-1 which lists and briefly discusses "Reasons for High Turnover." For those organizations which have a problem with employee attrition, Arthur suggests a number of probable causes. In fact, I think all of the "exhibits" are informative, as with chapter summaries helping the reader to focus on key points which can easily be reviewed later. I also highly recommend Exhibit 11-1 in the final chapter which lists and briefly discusses 20 "Future Job Projections"; Arthur also includes Web sites which offer additional information about each, such as "workplace concierge" and "corporate anthropologist." Good stuff indeed.
Arthur's expert guidance can help any organization to formulate or refine a cohesive, comprehensive, and cost-effective system by which to recruit and then retain the people it needs. Obviously, I think highly of her book. However, given the importance of the issues it addresses as well as the serious implications of decisions which must be made, I strongly recommend that several different sources (including hers) be consulted. Amazon.com identifies a number of possibilities; those who review them can assist the selection process.

1 of 1 people found the following review helpful.
Good Material; Needs to be Update
By Scoop
10-23-10
I selected this book to use in an academic setting, teaching
a student about Recruitment and Retention. The categories in this
book are right on target. The problem is the copyright date - 2001.
If I had it to do over I would not have selected this book ONLY because
sections of it are outdated.
The chapter on Electronic Recruiting is showing its 10 year age. My suggestion:
update the book including a major rework of Internet and electronic references. This handbok should be revised every three years.
Scoop

0 of 0 people found the following review helpful.
The Employee Recruitment and Retention Handbook
By M Vasquez
Starting a new job can be intimidating for most people but a new opportunity in becoming successful in their life. In order to accomplish success, people will need to prove to the Employer that their definitely the perfect candidate for the position for which their applying for. Many people compete for the same occupation which will make the chances limited for an individual. In order to be given a chance people must convene their standards in having the experience and degree for the job title. According to the chapters, I read there is an importance in the following qualities that is most important characteristics' of being a good employee are being able to listen and follow commands, being dependable. Employer's look for that dependable person that will bring gains and fresh new ideas to the table.

To become a good employee means being able to listen and follow commands given by the Employer. This is an important quality because it shows respect to the Employer. Listening and following orders will reduce mistakes and prevent accidents. For example, the boss asks to complete a power point presentation for the President of the company because he/she needs to make sure the company is successful and that the employees' do their job accurately. Imagine the employee presented the wrong issue and didn't listen and follow instructions as was told by the Employer, it can lead to getting fired. It will show the employee is not focusing and have a high risk of misplacing any important document that may be classified. Also, could cause a huge dilemma between the Employer and the President of the company which supposedly all are representing. An employee must be patient and listen to the Employer without any interruptions and undivided attention. Communication is needed between both the employee and Employer in order to prevent accidents.

Another important characteristic of becoming a good employee is being dependable. The Employer appreciates when an employee's devoted to their job without them having to look over their shoulders constantly. Showing initiative puts the Employer at ease because the employee has the ability to act on their own For example, make decisions without the help or advice of other people, unless needed approval from the boss. Improving things at work will just be a positive approach. To be more efficient will demonstrate that a person's an excellent employee. Illustrating and delivering in such a way will guide to better prospects in the job field by receiving more responsibility leading to a promotion. Dependability proves capability of tackling a particular problem with organization.

Last, but not least, becoming a good employee it's important to be healthy. The significance of having a job is physically being at the job. A person eating healthy foods, getting plenty of rest, and exercising assist to keeping the mind and body strong and functional. Also, being in good health can put off sickness. Taking care of oneself avoids calling out sick from work. A situation like that is uncontrollable, nobody plans to get sick, a part of being a human being. Sickness just causes a person to lose time and especially money. The best thing to do is avoid getting the co-workers infected with the same illness that will increase with the presence at the job. A career is extremely important, but health is what keeps you alive.

In conclusion, the three qualities that is most important characteristics' of becoming a good employee are being able to listen and follow commands, being dependable, and be healthy. It is very difficult to find a job that is perfect, but is possible, just show the best to enjoy and respect the work and job title. The finest is when waking up in the morning and know how to pursue doing what a person knows is imperative, being a great employee. It will always benefit the employee whether it's for a promotion or recommendation. Starting or resigning from a job, a person wants to be documented as a very rigid and strong-minded
employee.

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