| 000 | 08076nam a22004813i 4500 | ||
|---|---|---|---|
| 001 | EBC4857448 | ||
| 003 | MiAaPQ | ||
| 005 | 20240729131233.0 | ||
| 006 | m o d | | ||
| 007 | cr cnu|||||||| | ||
| 008 | 240724s2017 xx o ||||0 eng d | ||
| 020 |
_a9781119384076 _q(electronic bk.) |
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| 020 | _z9781119384083 | ||
| 035 | _a(MiAaPQ)EBC4857448 | ||
| 035 | _a(Au-PeEL)EBL4857448 | ||
| 035 | _a(CaPaEBR)ebr11383856 | ||
| 035 | _a(CaONFJC)MIL1011166 | ||
| 035 | _a(OCoLC)987636727 | ||
| 040 |
_aMiAaPQ _beng _erda _epn _cMiAaPQ _dMiAaPQ |
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| 050 | 4 | _aHD6060.A565 2017 | |
| 082 | 0 | _a658.4 | |
| 100 | 1 | _aAnnis, Barbara. | |
| 245 | 1 | 0 |
_aResults at the Top : _bUsing Gender Intelligence to Create Breakthrough Growth. |
| 250 | _a1st ed. | ||
| 264 | 1 |
_aNewark : _bJohn Wiley & Sons, Incorporated, _c2017. |
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| 264 | 4 | _c©2017. | |
| 300 | _a1 online resource (195 pages) | ||
| 336 |
_atext _btxt _2rdacontent |
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| 337 |
_acomputer _bc _2rdamedia |
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| 338 |
_aonline resource _bcr _2rdacarrier |
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| 505 | 0 | _aCover -- Title Page -- Copyright -- Contents -- Acknowledgments -- Introduction -- Chapter 1: Your Wake-Up Call -- Diversity at the Top: Correlates with Better Performance -- How We Came Together -- Barbara's Wake-Up Call -- When I Became a Real Manager of People -- The Diversity Money Pit -- Women's Networks -- Training for Women -- Focus on the Numbers -- Work-Life Flexibility Policies -- Women's Mentors -- Diversity Workshops -- What Makes the Difference -- Brushing Your Horse -- Lack of "Gender Success" Is Costly -- This Is Your Toolkit -- Endnotes -- Chapter 2: The Business Case for the Advancement of Women -- Let's Do It! -- Defining Superior Performance -- Adding Women to Boards -- The Reason for the Improvement in Financial Performance -- 1. Inclusive Cultures -- The Future of Leadership -- Values Don't Matter If We're Not Making the Numbers -- 2. Improved Innovativeness and Decision Making -- 3. Responsiveness to Customers and Clients -- Minimized Risks and Costs -- This Is So Preventable -- Endnotes -- Chapter 3: Ascent of Neuroscience -- Equal Does Not Mean the Same! -- The Ascent of Neuroscience -- The Domino Effect -- Bell Curve of Gender Tendencies -- The Ability to Peer More Deeply -- Sex Differences in Brain Structure and Function -- Prefrontal Cortex -- Corpus Callosum -- Anterior Cortex -- Insula -- Hippocampus -- Amygdala -- Cerebellum -- Sex Differences in Hormonal Composition -- Testosterone -- Oxytocin -- Cortisol -- The Breakthrough That Knowledge Brings -- Endnotes -- Chapter 4: Ascent of Women -- The First Long Step -- Women Joining Business Clubs -- Cultures Clinging to Tradition -- The Ascent of Women -- Education Across the Globe -- Under My Very Nose! -- Positive Global Signals -- An Economic Necessity Versus a Choice -- Areas Where Glass Ceilings Still Exist -- Women in Medicine -- Women in Law. | |
| 505 | 8 | _aWomen in Engineering -- Women in Computer Science -- Women in Finance -- Endnotes -- Chapter 5: Ascent of Men -- Men Accelerating Change -- Those Who Get It and Are Acting on It -- Those Who Believe in It but Don't Know What to Do -- Those Who Don't Get It or Don't Care to -- The Evolution of an Attitude -- What About Me? -- Some Men Are Out of Line! -- Evolution in Our Thinking -- Are We Stalled or Advancing? -- The "Aha" Moment -- Breaking the Mold -- Endnotes -- Chapter 6: Millennials: Facts and Fictions -- It's Not a Generational Issue -- Raging Hormones -- The Most Educated -- Accustomed to Diversity -- Raised to Be Confident -- Independently Minded -- How Much the Same We Really Are -- Why Women Are Needed in the Tech Industry -- It's Not a Generational Issue -- Endnotes -- Chapter 7: What Works and What Doesn't -- We're over the Tipping Point -- Caring and Hoping Isn't Going to Cut It -- How to Create Sustainable Change -- What Works and Why -- Leadership Accountability -- Gender Coaching and Training -- Male Sponsorship -- Succession Planning -- What Doesn't Work and Why -- Diversity and Compliance Training -- Training for Women -- Women's Networks -- Work-Life Flexibility Programs -- Other Best Practices -- Role Models for Women and Men -- Gender Intelligent Sourcing and Recruitment -- Critical Mass and Critical Mindset -- Endnotes -- Chapter 8: The Role of the Board -- Lack of Mentoring -- Stereotypes in Business -- Richard's Story: Boards in the 2008 Financial Crisis and Their Gender Composition -- What Were the Seven Men and Four Women on the Merrill Lynch Board of Directors Doing? -- The Quota Experience in Norway -- Picking the Best Candidate Remains Vital to Success -- It May All Start with the Board of Directors -- Let's Walk through How They Do That -- Humans Follow Role Models -- Role Models Are Leaders. | |
| 505 | 8 | _aHere Is What We Heard in Our Chat -- Correlations That Count -- Case Study: Canada's S& -- P/TSX 60 Companies -- A Strong Correlation Exists! -- Women's Participation in Management and on Boards -- Men's Beliefs and Behaviors Are Changing. . .Slowly -- Endnotes -- Chapter 9: Measuring Commitment -- A General Model for Gender Diversity in Management Information Systems (MIS) -- Defining a Model for Gender Diversity -- Gender Diversity Model for Management Information System (MIS) -- Is the Chair a Man or a Woman? -- Is the CEO a Man or a Woman? -- What Percentage of the Board Are Women? -- What Percentage of the TMT Are Women? -- What Percentage of Women Are in Power Roles on the TMT? -- Gender Progress Disclosure -- Gender Diversity Targets -- Gender Diversity Statement -- Board Selection Process -- Secret Campaigns to Increase Gender Diversity Will Not Be Successful -- Constructing a New Gender Propensity Index© -- What Happens Next? -- Endnotes -- Chapter 10: How to Rid the Plumbing of Bias -- Gender Parity in New Graduates -- Sourcing, Job Descriptions, and Interviewing -- Sourcing -- Job Posting -- Interviewing -- Nine Levers for Creating Gender-Intelligent Organizations -- 1. Make Gender Intelligence a Strategic Imperative of the Organization -- 2. Show Conduct and Character Exemplary of a Gender-Intelligent Leader -- 3. Embed Gender Intelligence in Hiring Processes -- 4. Embed Gender Intelligence in Talent Management -- 5. Declare Your Intention to Be a Leading Gender-Intelligent Organization -- 6. Generate a Strong Female Leadership Pipeline -- 7. Provide Support, Guidance, and Leadership Training for Women -- 8. Infuse Gender-Intelligent Understanding and Behaviors Internally -- 9. Embed Gender Intelligence in All Client/Customer-Facing Efforts -- Areas Where Systemic Biases May Form -- Just Go in There. | |
| 505 | 8 | _aHaving a Hard Time Getting Women to Join -- You're Creating a Lose-Lose Scenario -- Fixing the Plumbing -- Endnotes -- Chapter 11: What the Future Holds -- How Engaging Are Your Engagement Surveys? -- Brushing the Engagement Survey Horse -- Are We Being Gender Intelligent about This? -- Challenging Tradition -- Feminine Values in Financial Services -- Why Does Gender Success Elude So Many Businesses? -- What If We Do Not Act? -- Steps to Gender Success -- 1. Public Support of Diversity -- 2. Fix the "Plumbing -- 3. Board of Directors to Achieve Gender Balance -- 4. Appoint a Gender Diversity Officer with Real Power -- 5. Measure Company Performance and Take Action Where Needed -- 6. Publicly Report Progress at All Levels -- The Long Ascent -- Endnotes -- Index -- EULA. | |
| 588 | _aDescription based on publisher supplied metadata and other sources. | ||
| 590 | _aElectronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries. | ||
| 650 | 0 | _aSex discrimination in employment. | |
| 655 | 4 | _aElectronic books. | |
| 700 | 1 | _aNesbitt, Richard. | |
| 776 | 0 | 8 |
_iPrint version: _aAnnis, Barbara _tResults at the Top _dNewark : John Wiley & Sons, Incorporated,c2017 _z9781119384083 |
| 797 | 2 | _aProQuest (Firm) | |
| 856 | 4 | 0 |
_uhttps://ebookcentral.proquest.com/lib/orpp/detail.action?docID=4857448 _zClick to View |
| 999 |
_c126116 _d126116 |
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