A Cure for the Common Company: A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Newark
John Wiley & Sons, Incorporated
2023
|
| Ausgabe: | 1st ed |
| Schlagworte: | |
| Online-Zugang: | HWR01 |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (259 Seiten) |
| ISBN: | 9781119899983 |
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| 245 | 1 | 0 | |a A Cure for the Common Company |b A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
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| 264 | 1 | |a Newark |b John Wiley & Sons, Incorporated |c 2023 | |
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| 505 | 8 | |a Cover -- Title Page -- Copyright Page -- Contents -- A Note to the Reader -- Acknowledgments -- Introduction -- Why Culture Is the Solution -- Chapter 1 Inspiration from a Fire Truck: The Case for Building a Workplace Well-Being Culture -- Willpower Is a Failed Strategy (for most of us) -- A Well-Being Culture Is a Competitive Advantage -- The Foundation of Employee Health and Well-Being -- The Path to a Well-Being Culture -- Is It Wellness or Well-Being? -- The Embers Are Hot -- Who Is on the Well-Being Culture Team? -- Human Resources -- Occupational Health -- Health Promotion Specialists -- Lifestyle Medicine -- The Well-Being Culture Building Blocks -- How I Help Hopkins Get Healthy -- That's a Wrap-Let's Get Started -- Chapter 2 Getting Personal: How Our Subcultures Influence Our Well-Being -- Influence of Subcultures on Lifestyle Habits -- The Remote Worker Subculture -- How to Support Healthy Subcultures -- Supporting Subcultures Gathered Around Healthy Themes -- Customize the Organizational Experience at the Team Level -- Talk About Health and Well-Being -- Give Your Leaders Driving Lessons -- How I Help Hopkins Get Healthy -- Pushing Back on Unhealthy Subcultures -- Cultural Health Awareness -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 3 Best Companies Value Well-Being: Shared Values -- The Value of Shared Values -- Choosing the Shared Values -- Make Well-Being a Shared Vision -- Characteristics of a Shared Vision -- Sharing the Well-Being Values and Vision -- Maybe Not Everyone Agrees -- Making the Shared Values Come to Life -- Include Employee Health and Well-Being in the Annual Performance Evaluation -- That's a Wrap -- Chapter 4 Oh, the Weather Outside Is Frightful: Social Climate -- Getting to Know Your Community of Meteorologists -- Onboarding -- Meet and Greet -- Vulnerability and Trust | |
| 505 | 8 | |a Feeling Respected and Having Our Opinions Count -- Communication -- Having Fun Together -- Volunteering -- Egalitarian Companies -- Singin' in the Rain -- Recruitment and Orientation -- Self-Care -- Feedback -- Gratitude, Appreciation, and Recognition -- Celebrating -- Holidays -- Smiling -- Packing for the Same Vacation -- There's No Place Like Home -- Let's Not Sell Happiness Short! -- Dying for a Paycheck -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 5 All the Cool Kids Are Doing It (or Thinking It): Norms -- How Norms Work on Us and Our Organizations -- Spotting the Health Norms in Your Culture -- Norms Can Be Intentionally Changed or Created -- Choosing Norms to Change -- There's No Place Like Home -- Avoid Going to Extremes -- A Case Study in a Low-Stress Start to the Day -- That's a Wrap -- Chapter 6 More Than My Love Handles: Culture Connection Points -- Recruitment and Selection -- First Impressions -- Information and Communication -- Benefits and Programs -- Stories and Narratives -- Rewards and Recognition -- Learning and Training -- Symbols and Traditions -- Death by Sitting: Cues from Our Work Environment -- Policies -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 7 The Friends and Family Plan: Peer Support -- Willpower is A Bad Strategy -- Be Your Best With A Buddy -- All Aboard: Peer Support Drives Safety at Union Pacific -- If Only it Were A Norm Or Part of The Subculture -- Extend Your Reach with Champions -- Creating Peers Through Group Programs -- I'm Not Sure How to Lend Peer Support -- Social Connectedness -- There's No Place Like Home -- How I Help Hopkins Get Healthy -- That's A Wrap! -- Chapter 8 How to Be the Best Boss: Lead with Well-Being -- Making Well-Being a Priority -- Put Well-Being on the Agenda -- Incorporate Well-Being into Annual Events and Other Customs | |
| 505 | 8 | |a Address Institutional Barriers to Success -- Be a Well-Being Role Model -- Manage with Well-Being Skills -- What We Say Matters -- Management Style Matters -- Well-Being Training Matters -- Be a Force of Change -- Praise and Persistence -- Pushback -- Communicate Often and Vary the Messenger -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 9 Culture Killers: Watch Out for the Speed Bumps -- Culture Killer #1-All Talk, No Action -- Culture Killer #2-Lack of Accountability -- Culture Killer #3-The Antagonist -- Culture Killer #4-The Arrogant -- Culture Killer #5-Losing Focus (or Never Having It to Start With) -- Culture Killer #6-Faster Is Not Better -- Culture Killer #7-Ignoring the Actual Work -- Culture Killer #8-Passion Without a Foundation -- Culture Killer #9-When Your Goal Is Return on Investment (ROI) -- The Speed of Change -- That's a Wrap! -- Chapter 10 Counting Culture: Assessing Your Progress -- Your Opinion Matters -- How Is the Subculture of My Team? -- Is the Social Climate on My Team Improving? -- How Is My Team Doing on Creating Norms That Support Health and Well-Being? -- How Is My Manager Doing Creating a Team Well-Being Culture? -- A Bigger Picture -- What's on Your Mind? -- Am I Doing My Part to Create a Well-Being Culture? -- Measuring the Effect of Well-Being Programs -- The Pragmatism of Participation -- Results-When the Dust Settles -- A Well-Being Culture Is an Investment, Not a Cost -- Your Measurement Partners -- How I Help Hopkins Get Healthy -- Organizational Assessment Tools -- That's a Wrap -- Chapter 11 Dinner Is Served -- The Best Company to Work For . . . Twice -- The Cost of Being Frugal -- A Job Is More Than a Paycheck -- Is Your Organization Ready for the Next Challenge? -- Making Lifestyle Medicine a Norm -- How I Help Hopkins Get Healthy -- That's a Wrap (for Real This Time) -- Notes | |
| 505 | 8 | |a About the Author -- Index -- EULA. | |
| 650 | 4 | |a Organizational behavior | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Safeer, Richard |t A Cure for the Common Company |d Newark : John Wiley & Sons, Incorporated,c2023 |z 9781119899969 |
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Datensatz im Suchindex
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| author | Safeer, Richard |
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| bvnumber | BV049408809 |
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| contents | Cover -- Title Page -- Copyright Page -- Contents -- A Note to the Reader -- Acknowledgments -- Introduction -- Why Culture Is the Solution -- Chapter 1 Inspiration from a Fire Truck: The Case for Building a Workplace Well-Being Culture -- Willpower Is a Failed Strategy (for most of us) -- A Well-Being Culture Is a Competitive Advantage -- The Foundation of Employee Health and Well-Being -- The Path to a Well-Being Culture -- Is It Wellness or Well-Being? -- The Embers Are Hot -- Who Is on the Well-Being Culture Team? -- Human Resources -- Occupational Health -- Health Promotion Specialists -- Lifestyle Medicine -- The Well-Being Culture Building Blocks -- How I Help Hopkins Get Healthy -- That's a Wrap-Let's Get Started -- Chapter 2 Getting Personal: How Our Subcultures Influence Our Well-Being -- Influence of Subcultures on Lifestyle Habits -- The Remote Worker Subculture -- How to Support Healthy Subcultures -- Supporting Subcultures Gathered Around Healthy Themes -- Customize the Organizational Experience at the Team Level -- Talk About Health and Well-Being -- Give Your Leaders Driving Lessons -- How I Help Hopkins Get Healthy -- Pushing Back on Unhealthy Subcultures -- Cultural Health Awareness -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 3 Best Companies Value Well-Being: Shared Values -- The Value of Shared Values -- Choosing the Shared Values -- Make Well-Being a Shared Vision -- Characteristics of a Shared Vision -- Sharing the Well-Being Values and Vision -- Maybe Not Everyone Agrees -- Making the Shared Values Come to Life -- Include Employee Health and Well-Being in the Annual Performance Evaluation -- That's a Wrap -- Chapter 4 Oh, the Weather Outside Is Frightful: Social Climate -- Getting to Know Your Community of Meteorologists -- Onboarding -- Meet and Greet -- Vulnerability and Trust Feeling Respected and Having Our Opinions Count -- Communication -- Having Fun Together -- Volunteering -- Egalitarian Companies -- Singin' in the Rain -- Recruitment and Orientation -- Self-Care -- Feedback -- Gratitude, Appreciation, and Recognition -- Celebrating -- Holidays -- Smiling -- Packing for the Same Vacation -- There's No Place Like Home -- Let's Not Sell Happiness Short! -- Dying for a Paycheck -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 5 All the Cool Kids Are Doing It (or Thinking It): Norms -- How Norms Work on Us and Our Organizations -- Spotting the Health Norms in Your Culture -- Norms Can Be Intentionally Changed or Created -- Choosing Norms to Change -- There's No Place Like Home -- Avoid Going to Extremes -- A Case Study in a Low-Stress Start to the Day -- That's a Wrap -- Chapter 6 More Than My Love Handles: Culture Connection Points -- Recruitment and Selection -- First Impressions -- Information and Communication -- Benefits and Programs -- Stories and Narratives -- Rewards and Recognition -- Learning and Training -- Symbols and Traditions -- Death by Sitting: Cues from Our Work Environment -- Policies -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 7 The Friends and Family Plan: Peer Support -- Willpower is A Bad Strategy -- Be Your Best With A Buddy -- All Aboard: Peer Support Drives Safety at Union Pacific -- If Only it Were A Norm Or Part of The Subculture -- Extend Your Reach with Champions -- Creating Peers Through Group Programs -- I'm Not Sure How to Lend Peer Support -- Social Connectedness -- There's No Place Like Home -- How I Help Hopkins Get Healthy -- That's A Wrap! -- Chapter 8 How to Be the Best Boss: Lead with Well-Being -- Making Well-Being a Priority -- Put Well-Being on the Agenda -- Incorporate Well-Being into Annual Events and Other Customs Address Institutional Barriers to Success -- Be a Well-Being Role Model -- Manage with Well-Being Skills -- What We Say Matters -- Management Style Matters -- Well-Being Training Matters -- Be a Force of Change -- Praise and Persistence -- Pushback -- Communicate Often and Vary the Messenger -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 9 Culture Killers: Watch Out for the Speed Bumps -- Culture Killer #1-All Talk, No Action -- Culture Killer #2-Lack of Accountability -- Culture Killer #3-The Antagonist -- Culture Killer #4-The Arrogant -- Culture Killer #5-Losing Focus (or Never Having It to Start With) -- Culture Killer #6-Faster Is Not Better -- Culture Killer #7-Ignoring the Actual Work -- Culture Killer #8-Passion Without a Foundation -- Culture Killer #9-When Your Goal Is Return on Investment (ROI) -- The Speed of Change -- That's a Wrap! -- Chapter 10 Counting Culture: Assessing Your Progress -- Your Opinion Matters -- How Is the Subculture of My Team? -- Is the Social Climate on My Team Improving? -- How Is My Team Doing on Creating Norms That Support Health and Well-Being? -- How Is My Manager Doing Creating a Team Well-Being Culture? -- A Bigger Picture -- What's on Your Mind? -- Am I Doing My Part to Create a Well-Being Culture? -- Measuring the Effect of Well-Being Programs -- The Pragmatism of Participation -- Results-When the Dust Settles -- A Well-Being Culture Is an Investment, Not a Cost -- Your Measurement Partners -- How I Help Hopkins Get Healthy -- Organizational Assessment Tools -- That's a Wrap -- Chapter 11 Dinner Is Served -- The Best Company to Work For . . . Twice -- The Cost of Being Frugal -- A Job Is More Than a Paycheck -- Is Your Organization Ready for the Next Challenge? -- Making Lifestyle Medicine a Norm -- How I Help Hopkins Get Healthy -- That's a Wrap (for Real This Time) -- Notes About the Author -- Index -- EULA. |
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| dewey-full | 158.7 |
| dewey-hundreds | 100 - Philosophy & psychology |
| dewey-ones | 158 - Applied psychology |
| dewey-raw | 158.7 |
| dewey-search | 158.7 |
| dewey-sort | 3158.7 |
| dewey-tens | 150 - Psychology |
| discipline | Psychologie |
| discipline_str_mv | Psychologie |
| edition | 1st ed |
| format | Electronic eBook |
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| id | DE-604.BV049408809 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T23:05:37Z |
| indexdate | 2024-07-10T10:06:17Z |
| institution | BVB |
| isbn | 9781119899983 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-034735893 |
| oclc_num | 1369649748 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 Online-Ressource (259 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2023 |
| publishDateSearch | 2023 |
| publishDateSort | 2023 |
| publisher | John Wiley & Sons, Incorporated |
| record_format | marc |
| spelling | Safeer, Richard Verfasser aut A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce 1st ed Newark John Wiley & Sons, Incorporated 2023 ©2023 1 Online-Ressource (259 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Cover -- Title Page -- Copyright Page -- Contents -- A Note to the Reader -- Acknowledgments -- Introduction -- Why Culture Is the Solution -- Chapter 1 Inspiration from a Fire Truck: The Case for Building a Workplace Well-Being Culture -- Willpower Is a Failed Strategy (for most of us) -- A Well-Being Culture Is a Competitive Advantage -- The Foundation of Employee Health and Well-Being -- The Path to a Well-Being Culture -- Is It Wellness or Well-Being? -- The Embers Are Hot -- Who Is on the Well-Being Culture Team? -- Human Resources -- Occupational Health -- Health Promotion Specialists -- Lifestyle Medicine -- The Well-Being Culture Building Blocks -- How I Help Hopkins Get Healthy -- That's a Wrap-Let's Get Started -- Chapter 2 Getting Personal: How Our Subcultures Influence Our Well-Being -- Influence of Subcultures on Lifestyle Habits -- The Remote Worker Subculture -- How to Support Healthy Subcultures -- Supporting Subcultures Gathered Around Healthy Themes -- Customize the Organizational Experience at the Team Level -- Talk About Health and Well-Being -- Give Your Leaders Driving Lessons -- How I Help Hopkins Get Healthy -- Pushing Back on Unhealthy Subcultures -- Cultural Health Awareness -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 3 Best Companies Value Well-Being: Shared Values -- The Value of Shared Values -- Choosing the Shared Values -- Make Well-Being a Shared Vision -- Characteristics of a Shared Vision -- Sharing the Well-Being Values and Vision -- Maybe Not Everyone Agrees -- Making the Shared Values Come to Life -- Include Employee Health and Well-Being in the Annual Performance Evaluation -- That's a Wrap -- Chapter 4 Oh, the Weather Outside Is Frightful: Social Climate -- Getting to Know Your Community of Meteorologists -- Onboarding -- Meet and Greet -- Vulnerability and Trust Feeling Respected and Having Our Opinions Count -- Communication -- Having Fun Together -- Volunteering -- Egalitarian Companies -- Singin' in the Rain -- Recruitment and Orientation -- Self-Care -- Feedback -- Gratitude, Appreciation, and Recognition -- Celebrating -- Holidays -- Smiling -- Packing for the Same Vacation -- There's No Place Like Home -- Let's Not Sell Happiness Short! -- Dying for a Paycheck -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 5 All the Cool Kids Are Doing It (or Thinking It): Norms -- How Norms Work on Us and Our Organizations -- Spotting the Health Norms in Your Culture -- Norms Can Be Intentionally Changed or Created -- Choosing Norms to Change -- There's No Place Like Home -- Avoid Going to Extremes -- A Case Study in a Low-Stress Start to the Day -- That's a Wrap -- Chapter 6 More Than My Love Handles: Culture Connection Points -- Recruitment and Selection -- First Impressions -- Information and Communication -- Benefits and Programs -- Stories and Narratives -- Rewards and Recognition -- Learning and Training -- Symbols and Traditions -- Death by Sitting: Cues from Our Work Environment -- Policies -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 7 The Friends and Family Plan: Peer Support -- Willpower is A Bad Strategy -- Be Your Best With A Buddy -- All Aboard: Peer Support Drives Safety at Union Pacific -- If Only it Were A Norm Or Part of The Subculture -- Extend Your Reach with Champions -- Creating Peers Through Group Programs -- I'm Not Sure How to Lend Peer Support -- Social Connectedness -- There's No Place Like Home -- How I Help Hopkins Get Healthy -- That's A Wrap! -- Chapter 8 How to Be the Best Boss: Lead with Well-Being -- Making Well-Being a Priority -- Put Well-Being on the Agenda -- Incorporate Well-Being into Annual Events and Other Customs Address Institutional Barriers to Success -- Be a Well-Being Role Model -- Manage with Well-Being Skills -- What We Say Matters -- Management Style Matters -- Well-Being Training Matters -- Be a Force of Change -- Praise and Persistence -- Pushback -- Communicate Often and Vary the Messenger -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 9 Culture Killers: Watch Out for the Speed Bumps -- Culture Killer #1-All Talk, No Action -- Culture Killer #2-Lack of Accountability -- Culture Killer #3-The Antagonist -- Culture Killer #4-The Arrogant -- Culture Killer #5-Losing Focus (or Never Having It to Start With) -- Culture Killer #6-Faster Is Not Better -- Culture Killer #7-Ignoring the Actual Work -- Culture Killer #8-Passion Without a Foundation -- Culture Killer #9-When Your Goal Is Return on Investment (ROI) -- The Speed of Change -- That's a Wrap! -- Chapter 10 Counting Culture: Assessing Your Progress -- Your Opinion Matters -- How Is the Subculture of My Team? -- Is the Social Climate on My Team Improving? -- How Is My Team Doing on Creating Norms That Support Health and Well-Being? -- How Is My Manager Doing Creating a Team Well-Being Culture? -- A Bigger Picture -- What's on Your Mind? -- Am I Doing My Part to Create a Well-Being Culture? -- Measuring the Effect of Well-Being Programs -- The Pragmatism of Participation -- Results-When the Dust Settles -- A Well-Being Culture Is an Investment, Not a Cost -- Your Measurement Partners -- How I Help Hopkins Get Healthy -- Organizational Assessment Tools -- That's a Wrap -- Chapter 11 Dinner Is Served -- The Best Company to Work For . . . Twice -- The Cost of Being Frugal -- A Job Is More Than a Paycheck -- Is Your Organization Ready for the Next Challenge? -- Making Lifestyle Medicine a Norm -- How I Help Hopkins Get Healthy -- That's a Wrap (for Real This Time) -- Notes About the Author -- Index -- EULA. Organizational behavior Erscheint auch als Druck-Ausgabe Safeer, Richard A Cure for the Common Company Newark : John Wiley & Sons, Incorporated,c2023 9781119899969 |
| spellingShingle | Safeer, Richard A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce Cover -- Title Page -- Copyright Page -- Contents -- A Note to the Reader -- Acknowledgments -- Introduction -- Why Culture Is the Solution -- Chapter 1 Inspiration from a Fire Truck: The Case for Building a Workplace Well-Being Culture -- Willpower Is a Failed Strategy (for most of us) -- A Well-Being Culture Is a Competitive Advantage -- The Foundation of Employee Health and Well-Being -- The Path to a Well-Being Culture -- Is It Wellness or Well-Being? -- The Embers Are Hot -- Who Is on the Well-Being Culture Team? -- Human Resources -- Occupational Health -- Health Promotion Specialists -- Lifestyle Medicine -- The Well-Being Culture Building Blocks -- How I Help Hopkins Get Healthy -- That's a Wrap-Let's Get Started -- Chapter 2 Getting Personal: How Our Subcultures Influence Our Well-Being -- Influence of Subcultures on Lifestyle Habits -- The Remote Worker Subculture -- How to Support Healthy Subcultures -- Supporting Subcultures Gathered Around Healthy Themes -- Customize the Organizational Experience at the Team Level -- Talk About Health and Well-Being -- Give Your Leaders Driving Lessons -- How I Help Hopkins Get Healthy -- Pushing Back on Unhealthy Subcultures -- Cultural Health Awareness -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 3 Best Companies Value Well-Being: Shared Values -- The Value of Shared Values -- Choosing the Shared Values -- Make Well-Being a Shared Vision -- Characteristics of a Shared Vision -- Sharing the Well-Being Values and Vision -- Maybe Not Everyone Agrees -- Making the Shared Values Come to Life -- Include Employee Health and Well-Being in the Annual Performance Evaluation -- That's a Wrap -- Chapter 4 Oh, the Weather Outside Is Frightful: Social Climate -- Getting to Know Your Community of Meteorologists -- Onboarding -- Meet and Greet -- Vulnerability and Trust Feeling Respected and Having Our Opinions Count -- Communication -- Having Fun Together -- Volunteering -- Egalitarian Companies -- Singin' in the Rain -- Recruitment and Orientation -- Self-Care -- Feedback -- Gratitude, Appreciation, and Recognition -- Celebrating -- Holidays -- Smiling -- Packing for the Same Vacation -- There's No Place Like Home -- Let's Not Sell Happiness Short! -- Dying for a Paycheck -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 5 All the Cool Kids Are Doing It (or Thinking It): Norms -- How Norms Work on Us and Our Organizations -- Spotting the Health Norms in Your Culture -- Norms Can Be Intentionally Changed or Created -- Choosing Norms to Change -- There's No Place Like Home -- Avoid Going to Extremes -- A Case Study in a Low-Stress Start to the Day -- That's a Wrap -- Chapter 6 More Than My Love Handles: Culture Connection Points -- Recruitment and Selection -- First Impressions -- Information and Communication -- Benefits and Programs -- Stories and Narratives -- Rewards and Recognition -- Learning and Training -- Symbols and Traditions -- Death by Sitting: Cues from Our Work Environment -- Policies -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 7 The Friends and Family Plan: Peer Support -- Willpower is A Bad Strategy -- Be Your Best With A Buddy -- All Aboard: Peer Support Drives Safety at Union Pacific -- If Only it Were A Norm Or Part of The Subculture -- Extend Your Reach with Champions -- Creating Peers Through Group Programs -- I'm Not Sure How to Lend Peer Support -- Social Connectedness -- There's No Place Like Home -- How I Help Hopkins Get Healthy -- That's A Wrap! -- Chapter 8 How to Be the Best Boss: Lead with Well-Being -- Making Well-Being a Priority -- Put Well-Being on the Agenda -- Incorporate Well-Being into Annual Events and Other Customs Address Institutional Barriers to Success -- Be a Well-Being Role Model -- Manage with Well-Being Skills -- What We Say Matters -- Management Style Matters -- Well-Being Training Matters -- Be a Force of Change -- Praise and Persistence -- Pushback -- Communicate Often and Vary the Messenger -- How I Help Hopkins Get Healthy -- That's a Wrap -- Chapter 9 Culture Killers: Watch Out for the Speed Bumps -- Culture Killer #1-All Talk, No Action -- Culture Killer #2-Lack of Accountability -- Culture Killer #3-The Antagonist -- Culture Killer #4-The Arrogant -- Culture Killer #5-Losing Focus (or Never Having It to Start With) -- Culture Killer #6-Faster Is Not Better -- Culture Killer #7-Ignoring the Actual Work -- Culture Killer #8-Passion Without a Foundation -- Culture Killer #9-When Your Goal Is Return on Investment (ROI) -- The Speed of Change -- That's a Wrap! -- Chapter 10 Counting Culture: Assessing Your Progress -- Your Opinion Matters -- How Is the Subculture of My Team? -- Is the Social Climate on My Team Improving? -- How Is My Team Doing on Creating Norms That Support Health and Well-Being? -- How Is My Manager Doing Creating a Team Well-Being Culture? -- A Bigger Picture -- What's on Your Mind? -- Am I Doing My Part to Create a Well-Being Culture? -- Measuring the Effect of Well-Being Programs -- The Pragmatism of Participation -- Results-When the Dust Settles -- A Well-Being Culture Is an Investment, Not a Cost -- Your Measurement Partners -- How I Help Hopkins Get Healthy -- Organizational Assessment Tools -- That's a Wrap -- Chapter 11 Dinner Is Served -- The Best Company to Work For . . . Twice -- The Cost of Being Frugal -- A Job Is More Than a Paycheck -- Is Your Organization Ready for the Next Challenge? -- Making Lifestyle Medicine a Norm -- How I Help Hopkins Get Healthy -- That's a Wrap (for Real This Time) -- Notes About the Author -- Index -- EULA. Organizational behavior |
| title | A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| title_auth | A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| title_exact_search | A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| title_exact_search_txtP | A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| title_full | A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| title_fullStr | A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| title_full_unstemmed | A Cure for the Common Company A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| title_short | A Cure for the Common Company |
| title_sort | a cure for the common company a well being prescription for a happier healthier and more resilient workforce |
| title_sub | A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce |
| topic | Organizational behavior |
| topic_facet | Organizational behavior |
| work_keys_str_mv | AT safeerrichard acureforthecommoncompanyawellbeingprescriptionforahappierhealthierandmoreresilientworkforce |