Thursday, 30 September 2010

[F983.Ebook] Get Free Ebook Crossroads (Eternally Yours Book 2), by Sophie Slade

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Crossroads (Eternally Yours Book 2), by Sophie Slade

This is the second in Sophie Slade's Eternally Yours series. Although this book can be read as a stand alone, it is advised to read the first book, TOUCHED BY A VAMPIRE (ETERNALLY YOURS BOOK ONE), first. This book also ends on a slight cliffhanger.

WARNING 18+: This book is erotic paranormal romance and contains material that may be considered offensive to some readers, which includes graphic language, explicit sex, and adult situations.

SYNOPSIS: As the head of the North Vampire Coven and owner of Caprice Casino and Club Moroii, alpha-male billionaire Lance Steel has more money and incredible good looks than any one man deserves. He is a great husband and father, but he’s also a vampire. His wife, Leila, is human and his son is a dhampir—half human and half vampire—but in order to live a human life with his wife and son, he wants to become human again.

As a brilliant doctor and scientist, Leila has developed a sunlight serum, and friends Amy and Elias are working on a cure for vampirism, but is Lance willing to give up his vampire and become human again for his family? Or will his decision cost him the lives of his wife and son, and the destruction of his entire coven? Which path will he choose at the crossroads?

*The first book in this series is TOUCHED BY A VAMPIRE (ETERNALLY YOURS BOOK ONE), by: Sophie Slade. The third book in this series will be TO LOVE A VAMPIRE, set for release 2016.



  • Sales Rank: #191193 in eBooks
  • Published on: 2015-11-22
  • Released on: 2015-11-22
  • Format: Kindle eBook

About the Author
Sophie Slade is the author of Erotic Romance. She started writing TOUCHED BY A VAMPIRE, never intending to publish it. However, her husband read it, loved it, and encouraged her to finish writing the book. Now, this book is the first in the series ETERNALLY YOURS. The next book in the series, CROSSROADS, and stand-alone books IF TOMORROW NEVER COMES and THE CHRISTMAS RING, along with the first book in another series PLEASING THE PACK (DIAMOND PACK ALPHAS, BOOK 1) are coming soon from Simply Sexy Reads. Sophie has a Bachelor of Arts in Communications, News Editorial sequence, from the University of Tennessee at Martin, and a minor in English. Sophie is a full-time author and resides in Florida with her husband and children.

Most helpful customer reviews

1 of 1 people found the following review helpful.
Awesome read!
By Rebecca A
This is the second book in the series and book one has to be read first!

Lance and Leila have just gotten married after the birth of their son Jase but soon they discover that trouble has followed them on their holidays. There is a group of Vampires called The Outsiders and they believe that Lance and Leila have the means of becoming human again.

As Lance forms an alliance with Xander Reed and the werewolves it is clear that they all must work together to face this new enemy and discover who is at the bottom of it.

Lance believes that to protect his family best he must become a human and Leila believes that she must become a vampire to protect her family. Will the two be able to come to an agreement before it is too late for both of them?

This book has romance, mystery and lots of para-normal! I think it's funny how Leila gets so wrapped up in sex while she is pregnant and is almost insatiable! Luckily she has a husband who is very eager to make her happy. I really enjoyed how the two both had opposite views on how they would stay safe and to be honest I couldn't see how Lance would be able to protect his family when he was a human when I saw what they were up against.

I really enjoyed all of the para-normal groups working together to protect Lance, Leila and Jase for the greater good! I can't wait to see what happens in the next book as Lance's history comes back to haunt his future!

2 of 2 people found the following review helpful.
CROSSROADS is a brilliantly clever paranormal tale that takes a look at reversing ...
By Frank Scozzari
Second in the 'Eternally Yours' book series, CROSSROADS is a brilliantly clever paranormal tale that takes a look at reversing vampirism.

Leila, a human doctor wife in love with her vampire husband Lance—who wants to be human again, does all she can to make his wish come true. She formulates a sunlight serum and with the help of friends embarks on finding a cure for vampirism. But as they draw near to a true remedy, Lance has second thoughts. Does he really want to give up eternal life for love and family?

This is a steamy-adult erotic tale that holds nothing back. The writing is superb. Vivid characters and a twisting story plot drive this colorful cast forward to an ending that immensely satisfies but leaves you wanting more. As far the vampire romance genre, this is one of the most entertaining books I’ve read in years.

1 of 1 people found the following review helpful.
Action Packed!
By ElleLainey
Book – Crossroads (Eternally Yours #2)
Author – Sophie Slade
Star rating - ★★★★★
Plot – action packed!
Characters – as brilliant as book 1
Movie Potential - ★★★★★
Ease of reading – very easy to read
Cover – Great!
Suitable Title - Yes
Would I read it again – Yes

** I WAS GIVEN THIS BOOK, BY THE AUTHOR, IN RETURN FOR AN HONEST REVIEW **

I had the honour of reading this as a beta read, before anyone else had seen it and LOVED IT! It's just as good as book one, with Lance getting to tell his story, this time around.

I LOVE Lance!! He's so suave and sexy and he can say more with one look or a few words than other guys need pages to say. It doesn't hurt that Sophie's dream casting places Liam Hemsworth as Lance. I mean...swoon!

And, yes! I totally spent the entire book thinking about Liam Hemsworth as Lance. The fit is perfect. Especially in the hot, steamy scenes with Leila. I thought, with them married and baby Jace to take care of, that the heat might die down and the sex would take a back-seat to being parents and married life, but was I wrong or was I wrong? Holy Hotness!
I mean, Sophie's not afraid to pull a rabbit out the hat, when you least expect it. I thought the alley and elevator scenes in book one were hot, but the car scene and the chaise 'quickie' were HAWT!

I'm in love with the new characters, too. Adeline is interesting and I'm really curious as to how she's going to affect the story. I also heard a rumour that the Werewolf Alpha Xander will be getting his own book series. I can only say Hallelujah! I am so intrigued by his character and by the weird but interesting chemistry between him and the “should-be” Alpha Elias and their human girl Kalyssa. They could be something interesting.

But, my heart still belongs to Lance, even if it does drift, occasionally to Kellen, who is still amazing and hot, especially in his new suits. I'd love to see him get more of a story and a HEA of his own, but I don't see it being with Crissy. It just doesn't fit, for me, so I'm interested to see how his story will turn out, in the long term.

I also love how the plot picks up straight from the end of book one. There's no pretense of everything being hunky dory. We're straight in, at the wedding, and then we get a little hotness before the action starts. Of which there is plenty.

You'll also get great, kick-ass action. Intense, quick and fiery, but perfectly fitted into the plot and the characters. The action fits in with where they are, what they're doing and keeps the spice alive, in their marriage. It causes fights, arguments and resentment, guilt and all the emotions of any other character. But with these guys, it's suped up to a supernatural level.

The other amazing addition is Jace, himself. Now, as a baby, at the start of the book, he shouldn't be a big character, but he is. He's a dhampir, so his growth rate is ridiculously quick and he's talking before the end of the book. This not only makes sense, for the world Sophie has built, but it makes things interesting. Jace becomes this handful of a toddler and does all the unexpected things that kids do. He grows, learns and he's very much showing off his vampire tendencies in this story. I love that!

The really interesting thing that caught me completely by surprise, was the venture into Lance's past, with flashbacks. I loved seeing how he became a vampire, but also how it still affects him. I spent most of the book thinking that Selestra – a character from the flashback - would make an appearance. But, I'm not going to ruin the story for you, by saying whether or not she does. ;)

It was great to see the witch Raven pop up again. She's a great character and I love the depth that she can add to events and the mystery she provides. I always know that when she makes an appearance, something really bad, but really good, is going to happen.

I totally had a moment, thanks to Raven, where I sat there reading and did a fist bump, while yelling “PLOT TWIST!” in excitement.

And that ending...

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Friday, 24 September 2010

[T181.Ebook] Ebook Download The Chinese Medicinal Herb Farm: A Cultivator's Guide to Small-Scale Organic Herb Production, by Peg Schafer

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The Chinese Medicinal Herb Farm: A Cultivator's Guide to Small-Scale Organic Herb Production, by Peg Schafer

A leading light in the field of medicinal herb cultivation, The Chinese Medicinal Herb Farm is the first cultivation guide of its kind, and presents invaluable information for growers interested in producing high-quality efficacious herbs in all climates of the US, with the historical connectedness of ancient practitioners.

It has become increasingly important-especially as the market for herbal medicine continues to grow-that we transition to local and domestic medicinal cultivation. Increasingly there are concerns in regards to not only the quality but the purity of imported herbs, and wild herbs picked for medicinal purposes are ever more endangered than in past years both at home and abroad.

Peg Schafer, longtime grower and teacher, guides readers with information on propagating, cultivating, and harvesting Chinese herbs, and presents fascinating new scientific data that reveal the age-old wisdom of nature and the traditional systems of Chinese medicine. Through 79 detailed herb profiles--all tested and trialed on Schafer's certified organic farm-Schafer offers easy-to-follow information, suitable for both growers and practitioners, for growing efficacious wild-simulated herbs. Also included is important information on species conservation, crop integration, and how to avoid the introduction of invasive species. Sidebars on traditional medicinal uses for each herb and delicious recipes are also featured throughout.

Vegetable and CSA farmers will find this book of great interest for adding value-added crops to their repertoire, and beginner growers looking to incorporate medicinals into their gardens will find this an invaluable guide to understanding where herbal medicine comes from, and will make eating-your-medicine more accessible than ever.

  • Sales Rank: #201875 in Books
  • Published on: 2011-11-30
  • Original language: English
  • Number of items: 1
  • Dimensions: 10.00" h x 1.02" w x 8.03" l, 2.00 pounds
  • Binding: Paperback
  • 324 pages
Features
  • Ships from Vermont

Review

Book News-

Schafer, affiliated with the Chinese Medicinal Herb Farm in Petaluma, California, co-founded the first U.S. company to offer organic, domestically grown Chinese medicinal herbs. In this guide for Chinese medicine practitioners and organic farmers, she gives advice on organically growing and harvesting 79 medicinal herbs. Most of the herbs are used in Chinese medicine, but a few belong to the Ayurvedic tradition. The first section of the book gives background on herbal traditions, risks to the future of herbalism, and conservation and global trade in medicinal plants. This section also gives general advice on cultivation in the nursery, garden, and field, and on harvesting, drying, storing, and shipping herbs, collecting and saving seeds, and selling herbs. The book then provides profiles of 79 herbs. Each herb entry gives a plant description, advice on propagation and planting, a list of suitable plant companions, and a brief summary of medicinal uses, plus notes on field production, pests and diseases, and harvest and yield. Each entry also includes a couple of color photos of plants in the field and the roots, flowers, or other parts when processed for medicinal use.



Booklist-

"Comprehensive" best describes Schafer's specialized resource. She begins, appropriately, with a discussion of small-scale cultivation as a way to protect the environment and be part of the international trade in medicinal plants. The growth of herbal trade parallels the increase in the number of Americans exploring acupuncture and other elements of traditional Chinese medicine, so this guide will meet the rising do-it-yourself interest in growing medicinal herbs. Schafer's easily understood instructions are accompanied by boxed inserts of important tips, charts and tables, and photographs. Most of the book is dedicated to 79 detailed herb profiles with growing information and medicinal uses. Also provided are plant and medicinal name cross-references; hardiness-zone maps with a China-U.S. latitude overlay; resources for herb seeds and plants; recommended readings, listings of websites, and herbal and conservation organizations; and an all-important glossary of horticultural, medicinal, and Chinese terms. This genuinely unusual, authoritative manual will likely be in brisk demand.



"For the practitioner of Chinese medicine, The Chinese Medicinal Herb Farm is a teacher, drawing us closer to the herbs we use. For the casual gardener, it is a handbook for growing fresh Chinese herbs as part of a healthy diet. For anyone who has an interest in growing their own Chinese herbs, Peg Schafer gives us a new reason to look forward to spring."--Andrew Ellis, author of Notes from South Mountain: A Guide to Concentrated Herb Granules



"Peg Schafer, the most experienced Chinese medicinal herb grower in North America, charts a new course in Chinese medicinal plant cultivation by providing the guidance needed to grow the most important of these herbs domestically. This book offers more than just cultivation tips, but also an assurance of proper plant identification, optimal growing and harvesting conditions, freshness of materials, and the ability to access Chinese medicinals with the lowest carbon footprint possible."--Roy Upton, Executive Director, American Herbal Pharmacopoeia



"Peg Schafer understands in more ways than one that good health springs from the land. Herbs from the Chinese tradition perfectly complement more familiar healing plants. The concept of "regional medicine farms" resonates so well with the growing desire to eat more locally. But of course! We are what we eat, and that includes the medicinal plants that work with our bodies to create wholeness. Every plant person will instantly recognize the gift waiting within this book-Schafer shares many astute observations of how each plant garners medicinal oomph, what she calls the vital qi (chi) of each herb. And that's the right sort of inspiration to launch any thinking gardener!"--Michael Phillips, author of The Holistic Orchard, and co-author Nancy Phillips of The Herbalist's Way



"Peg Schafer is the best artisanal grower I know. For this book, she has distilled the knowledge of the small group who, over the past two decades, has pioneered North American production of Chinese medicinal herbs, and tested it through direct experience. This book clearly explains the whys as well as the how-tos, and delivers information into the eager hands of all perennial polyculturalists who will grow us a post-peak oil healthcare system; it is a gift to us all."--Jean Giblette, owner, High Falls Gardens and co-founder, LocalHerbs.org



"This is by far the most detailed and thorough book that addresses the urgent issue of organic cultivation and processing of Chinese herbs. It will have a profound effect on future land use, herb availability, pesticide burdens, and sustainability in a field that is expanding rapidly around the world. I can't stress enough how valuable and rare this information is to practitioners and users of Chinese herbal medicine. I highly recommend this book for all TCM herbalists, as well as gardeners and farmers who want to learn the art of the organic cultivation of Chinese medicinals."--Bill Schoenbart, L.Ac., D.A.O.M

About the Author

Peg Schafer is recognized as one of the pioneers and leaders in the field of the cultivation of Asian herbs. After more than fifteen years of commercial herb cultivation and research at the Chinese Medicinal Herb Farm in Petaluma, California, Schafer has distilled her findings into a guide for growers and practitioners of Chinese medicine. Schafer has played an influential role in establishing a network of organizations including Fu Tian Herbs, the first company in the United States to solely offer certified organic, domestically grown Chinese herbs (which she co-founded), The Sonoma County Herb Association, and The Medicinal Herb Consortium. Along with offering seed and field-grown herbs, Schafer's own Chinese Medicinal Herb Farm operates as an experimental farm to investigate herb cultivation and aid herb conservation. Its internship program gives people hands-on knowledge experience in all aspects of growing and harvesting Chinese herbs.

Most helpful customer reviews

0 of 0 people found the following review helpful.
Great resource
By J. Walker
An great resource for those interested in growing Chinese medicinal herbs. The book covers a wide range of the most commonly used herbs and provides plenty of detail on propagating, growing, and harvesting of the herbs as well as expected yields. The reader needs to remember that the author is in California, so the information on plant spacing, best soil/light conditions, etc. sometimes needs a little modification for growers elsewhere (i.e. the east coast), but the suggestions in the book are an excellent starting point.

0 of 0 people found the following review helpful.
Three Stars
By Sonia
I like it but expected more types of herbs!

0 of 0 people found the following review helpful.
Five Stars
By Jerome
Useful book with the details necessary to grow Chinese herbs.

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Friday, 17 September 2010

[X589.Ebook] PDF Download Professional Rope Access: A Guide To Working Safely at Height, by Loui McCurley

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Guides the reader in the development and maintenance of a rope access program

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  • Offers specific guidance for writing a comprehensive managed fall protection plan that includes rope access
  • Thoroughly describes how to perform specific rope access maneuvers that can be used to offer greater safety when working at height
  • Shows how a well-managed rope access program can be used as a tool to get more work accomplished at a lower cost and with greater efficiency than conventional methods can achieve
  • Discusses and clarifies unique distinctions of equipment for rope access, as compared with equipment for fall arrest, positioning, and restraint

  • Sales Rank: #1013306 in Books
  • Brand: McCurley Loui
  • Published on: 2016-06-27
  • Original language: English
  • Dimensions: 11.00" h x 1.00" w x 8.70" l, 1.47 pounds
  • Binding: Hardcover
  • 376 pages
Features
  • Professional Rope Access A Guide to Working Safely at Height

From the Back Cover

The comprehensive guide to performing work at height more safely and at less cost

In the present economy, employers around the globe are working harder than ever to maximize safety in work at height with a careful eye toward fiscal responsibility.   In the drive to do more with less (workers, money, time, resources, etc.) rope access offers the opportunity to raise the bar in both safety and cost-efficiency.  This specialized mode of access and protection is a solution that site owners and managers frequently turn to for putting specially trained, certified technicians in hard-to-reach places with maximum safety and minimal cost.  

Professional Rope Access: A Guide to Working Safely at Height is a comprehensive guide that employers, safety managers, trainers, and technicians can use to develop and maintain a rope access program that will get more work accomplished at a lower cost and with greater safety than conventional methods can achieve.

Professional Rope Access features topics on:

  • Planning For Rope Access such as personnel selection and training and Equipment for Rigging
  • Skills For The Rope Access Technician including Rigging Concepts, Advanced Techniques, Powered Devices, and Rescue
  • Program Administration from Writing a Work Order through Equipment Inspection & Care    

 

For many trades, rope access provides an excellent solution for gaining access to difficult-to-reach locations. The extensive amount of knowledge and training that rope access technicians possess, and the highly disciplined and structured system that comprises rope access, mean that more complex jobs can often be performed more safely and efficiently, in a shorter period of time, resulting in monetary and safety benefits.

Author Loui McCurley is a pioneer of the advent of rope access as a means of safe work at height. Efforts include having helped found the Society of Professional Rope Access Technicians, participating in the development of ISO 22846, and numerous other standards within ANSI Z359, ANSI 459, NFPA, ASTM, and more. Loui is committed to harmonizing regulatory requirements for work at height with practical, safe methods of work and verified technician skills. Her book Falls From Height: A Guide to Rescue (Wiley, 2012) was the first of its kind in fall protection. Loui is a passionate trainer and a frequent presenter at safety conferences including the American Society of Safety Engineers, National Association of Tower Erectors, VPPAC, and the Technical Rescue Symposium.  

 

 

 


 

About the Author
Loui McCurley’s pioneering efforts in safe work at height include having helped found the Society of Professional Rope Access Technicians, participating in the development of ISO 22846, and numerous other standards within ANSI Z359, ANSI 459, NFPA, ASTM, and more. Loui is committed to harmonizing regulatory requirements for work at height with practical, safe methods of work and verified technician skills. Her book Falls From Height: A Guide to Rescue (Wiley, 2012) was the first of its kind in fall protection. Loui is a passionate trainer and a frequent presenter at safety conferences including the American Society of Safety Engineers, National Association of Tower Erectors, VPPAC, and the International Technical Rescue Symposium.  

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0 of 1 people found the following review helpful.
Five Stars
By Alex Wong
If you use IRATA or SPART system BUY IT!

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Tuesday, 14 September 2010

[H986.Ebook] Download Ebook Middle English Verbs of Emotion and Impersonal Constructions: Verb Meaning and Syntax in Diachrony (Oxford Studies in the History of Englis

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Impersonal constructions in the history of English form a puzzling category, in that there has been uncertainty as to why some verbs are attested in such constructions while others are not, even though they look almost synonymous. In this book, Ayumi Miura tackles this under-discussed question with special reference to verbs of emotion in Middle English. Through a careful study of the behaviour of impersonal and near-synonymous non-impersonal verbs, she identifies the factors that determined the presence, absence, and spread of impersonal usage with the verbs concerned. Miura utilizes modern linguistic approaches, including theories and methodologies adopted in the study of psych-verbs in modern languages, which bear close relevance to impersonal verbs of emotion but have traditionally been researched separately. She also draws on categorizations in the Historical Thesaurus of the Oxford English Dictionary and harnesses the online Middle English Dictionary in a novel way, demonstrating that dictionary materials are in fact a valuable tool in the study of early English syntax and semantics.

Miura concludes that a range of factors - such as causation, transitivity, animacy of the target of emotion, and duration of the emotion - influenced the choice of impersonal constructions with Middle English verbs of emotion. We can therefore make reasonable generalizations about when impersonal usage was licensed in these verbs. This careful analysis of the correlation between Middle English verbs of emotion and use or non-use in impersonal constructions represents a new empirical and theoretical contribution to the busy research area of impersonal constructions in the history of English.

  • Sales Rank: #5068632 in Books
  • Published on: 2014-12-01
  • Original language: English
  • Number of items: 1
  • Dimensions: 6.30" h x 1.20" w x 9.20" l, 1.57 pounds
  • Binding: Hardcover
  • 312 pages

About the Author

Ayumi Miura is an Assistant Professor at Kansai Gaidai University in Osaka, Japan. She maintains the website 'HEL on the Web' for students, teachers, and researchers of the history of the English language, her primary field of research.

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[P849.Ebook] Ebook Free The Enduring Legacy of Rodriguez: Creating New Pathways to Equal Educational OpportunityFrom Harvard Education Press

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The Enduring Legacy of Rodriguez: Creating New Pathways to Equal Educational OpportunityFrom Harvard Education Press

In this ambitious volume, leading legal and educational scholars examine San Antonio Independent School District v. Rodriguez (1973), the landmark US Supreme Court decision that held that the Constitution does not guarantee equality of educational opportunity. Charles J. Ogletree, Jr., and Kimberly Jenkins Robinson have brought together a host of experts in their field to examine the road that led up to the Rodriguez decision, assess the successes and failures of the reforms that followed in its wake, and lay out an array of creative strategies for addressing the ongoing inequality of resources and socioeconomic segregation that perpetuate the inequity of opportunity in education.

Successive waves of school reform efforts have failed to counteract the pernicious effects of inequality on student learning and achievement. The widely perceived exhaustion of these conventional approaches has led to a renewed interest in the Rodriguez decision and its impact on efforts to improve educational opportunity and outcomes for all students. A timely volume, The Enduring Legacy of Rodriguez makes a comprehensive statement that will inform research and reform for the next generation of scholars, educators, lawyers, and policy makers.

  • Sales Rank: #683889 in Books
  • Published on: 2015-10-13
  • Original language: English
  • Number of items: 1
  • Dimensions: .90" h x 5.90" w x 8.90" l, 1.10 pounds
  • Binding: Paperback
  • 376 pages

From the Back Cover
In The Enduring Legacy of Rodriguez, leading legal and educational scholars examine San Antonio Independent School District v. Rodriguez (1973), the landmark US Supreme Court decision that held that the Constitution does not guarantee equality of educational opportunity. This ambitious volume assesses the history of the decision and presents a variety of creative strategies to address the pernicious effects of inequality on student learning and achievement.

“Ogletree, Robinson, and their expert cowriters offer hope that this decision can be reversed or that other ways can be found to counter its ill effects. This book is a thoughtful and overdue contribution to improving schools.”
—Jack Jennings, author, Presidents, Congress, and the Public Schools

“There is an enduring tradition in this nation of relentless legal scholars who stand as champions for educational equity. This important volume follows in that tradition, deftly charting the future of educational opportunity.”
—Ronald F. Ferguson, faculty cochair and director, The Achievement Gap Initiative, Harvard University

“Ogletree and Robinson remind us that equalizing educational opportunity in the United States is going to require fundamental changes in law and policy from many directions, from how we allocate our financial resources to rethinking our housing policies. Their book makes a very important contribution toward broadening the conversation we’re having around reforming education.”
—Wendy Kopp, cofounder and CEO, Teach For All

“The Supreme Court’s effective abdication of any role in securing equal educational opportunity requires us to continue to grapple with the past, present, and future effects of the Rodriguez decision, and the essays here make essential contributions to that endeavor.”
—Thomas A. Saenz, president and general counsel, Mexican American Legal Defense and Educational Fund

Charles J. Ogletree, Jr., is the Jesse Climenko Professor of Law and founding and executive director of the Charles Hamilton Houston Institute for Race and Justice at Harvard Law School. Kimberly Jenkins Robinson is a professor at the University of Richmond School of Law and a researcher at the Charles Hamilton Houston Institute for Race and Justice. James E. Ryan is the dean and Charles William Eliot Professor of Education at the Harvard Graduate School of Education.

About the Author
Charles J. Ogletree, Jr., is the Jesse Climenko Professor of Law and founding and executive director of the Charles Hamilton Houston Institute for Race and Justice at Harvard Law School. Kimberly Jenkins Robinson is a professor at the University of Richmond School of Law and a researcher at the Charles Hamilton Houston Institute for Race and Justice.�

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0 of 0 people found the following review helpful.
This is an accessible, insightful, and compelling account ...
By Joshua Weishart, West Virginia University College of Law
This is an accessible, insightful, and compelling account of the disparities in educational opportunity left in the wake of a highly contentious 5-4 Supreme Court decision, still reverberating in the law more than 40 years later. The story retold here about Rodriguez and the issues that the decision left unanswered are as infuriating as they are illuminating. The authors chronicle its influence in having facilitated and impeded decades of lawsuits in state courts. The progress made in reducing educational disparities has been hard fought in state courts but alas not as enduring as Rodriguez.

Thoroughly researched and well-written, this book will appeal to generalists and specialists alike. A reader unfamiliar with this terrain will find her bearing in confronting the steep challenges to educational equality and adequacy explored at every turn—school funding, teacher quality, curricular standards, racial and social integration. For specialists, the new and diverse ideas and proposed agenda for state and federal reforms by leading education law scholars offer fresh, thought-provoking perspectives.

The lasting impression of this well-conceived and much-needed volume is that the legacy of Rodriguez is one of profound discontent with how the law has come to shape educational opportunities in our nation. But these scholars give us hope that renewed attention on the purposes, functions, and principles underlying education rights can ensure that legacy does not endure.

0 of 0 people found the following review helpful.
A Creative perspective to our Educational System
By Petunia D
Interesting read relative to the present educational system. The book does provide a hopeful pathway for us to consider in creating equality in education. I was privileged to listen to Dr Kimberly Robinson who teaches at the Richmond Iniversity School of Law present the book, from a personal perspective. Well worth the read!

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Tuesday, 7 September 2010

[X805.Ebook] Free Ebook ASE Test Preparation - A2 Automatic Transmission / Transaxle (Motor Age Training), by Motor Age Staff

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The Motor Age Study Guide for the ASE A2 Automatic Transmission/Trans-axle test contains:

Tips on preparing for and taking the ASE A2 test, the ASE A2 Test Task List, which lists the knowledge that a technician must have to pass the A2 ASE test. The motor age study guide contains easy-to-read text and detailed illustrations covering the topics of automatic transmissions. As a testament to the confidence we have in the quality of our study guides, we offer a money-back guarantee. If you don't pass your ASE test within 90 days after purchasing one of our corresponding study guides, send us a copy of your test results and book receipt, and we'll refund the entire cost of the study guide - less shipping & handling.

This book is paperback with saddle stitched binding.

Please make sure to review our (Motor Age Training) shipping terms before ordering:
Orders placed before 2:30 pm Monday through Thursday are mailed within 48 hours

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Orders that are deliverable because no one is available to sign for the package will be returned to Advanstar. You may request re-shipment to a different address and pay the additional shipping charges. Or, you may have it re-sent 'signature release'. Orders sent signature release will not be replaced if the package is not received. Additional copies may be purchased again at the buyer's expense, including shipping & handling.

  • Sales Rank: #517819 in Books
  • Published on: 2013
  • Binding: Spiral-bound

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0 of 0 people found the following review helpful.
Very helpful. Found it had current information on transmissions ...
By Amazon Customer
Very helpful. Found it had current information on transmissions.

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Thursday, 2 September 2010

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Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead, by Laszlo Bock

NEW YORK TIMES BESTSELLERWALL STREET JOURNAL BESTSELLER
The Globe and Mail Top Leadership and Management BookForbes Top Creative Leadership Book
From the visionary head of Google's innovative People Operations comes a groundbreaking inquiry into the philosophy of work-and a blueprint for attracting the most spectacular talent to your business and ensuring that they succeed.

"We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing." So says Laszlo Bock, head of People Operations at the company that transformed how the world interacts with knowledge.

This insight is the heart of WORK RULES!, a compelling and surprisingly playful manifesto that offers lessons including:

  • Take away managers' power over employees
  • Learn from your best employees-and your worst
  • Hire only people who are smarter than you are, no matter how long it takes to find them
  • Pay unfairly (it's more fair!)
  • Don't trust your gut: Use data to predict and shape the future
  • Default to open-be transparent and welcome feedback
  • If you're comfortable with the amount of freedom you've given your employees, you haven't gone far enough.


Drawing on the latest research in behavioral economics and a profound grasp of human psychology, WORK RULES! also provides teaching examples from a range of industries-including lauded companies that happen to be hideous places to work and little-known companies that achieve spectacular results by valuing and listening to their employees. Bock takes us inside one of history's most explosively successful businesses to reveal why Google is consistently rated one of the best places to work in the world, distilling 15 years of intensive worker R&D into principles that are easy to put into action, whether you're a team of one or a team of thousands.

WORK RULES! shows how to strike a balance between creativity and structure, leading to success you can measure in quality of life as well as market share. Read it to build a better company from within rather than from above; read it to reawaken your joy in what you do.

  • Sales Rank: #2565 in Books
  • Published on: 2015-04-07
  • Released on: 2015-04-07
  • Original language: English
  • Number of items: 1
  • Dimensions: 9.25" h x 1.25" w x 6.50" l, 1.40 pounds
  • Binding: Hardcover
  • 416 pages

Review
"The book is a true masterpiece."―Forbes.com

"An intriguing profile of an innovative company that continues to shake up the world."―Kirkus Reviews

"Good guidance from the head of Google's innovative People Operations, who wants to show companies how to attract and keep the best managers...Love the read-it-two-ways title."―Library Journal

"Anecdotes about Google's founding and history mingle with discussions of management theory, psychology, and behavioral economics to create a fascinating and accessible read."―Publishers Weekly

"WORK RULES! delivers on its promise. Befitting a volume written deep within the algorithm factory, WORK RULES! is dense with data and counterintuitive conclusions for anyone looking to make the workplace a better place."―Forbes

From the visionary head of Google's innovative People Operations--a groundbreaking inquiry into the philosophy of work and a blueprint for attracting the most spectacular talent to your business and ensuring the best and brightest succeed. The praise for WORK RULES! includes the following bestselling authors and top flight executives:
Adam Grant, author of Give and Take

"WORK RULES! offers a bold, inspiring, and actionable vision that will transform the future of work. It should be mandatory reading for everyone who leads, manages, or has a job."

Daniel Coyle, author of The Talent Code
"Laszlo Bock's book is a dazzling revelation: at once an all-access backstage pass to one of the smartest organizations on the planet, and also an immensely useful blueprint for creating a culture of creativity. It should be given to every leader, every entrepreneur, every manager, every student, and every human being who wants to understand how to build a successful, cohesive, high-performing workplace."

Dan Pink, author of Drive and To Sell Is Human

"Laszlo Bock has written a remarkable book that reveals the secrets of becoming a talent powerhouse. He shows the many benefits of a high freedom culture with a mission that matters. And along the way, he topples pillar after pillar of conventional wisdom on hiring, training, assessing, and compensating the people who power your organization. If you're looking for forehead-smacking insights along with an array of savvy new practices, WORK RULES! is an essential read."

Susan Cain, co-founder of Quiet Revolution and author of Quiet

"WORK RULES! is spectacular. I spent weeks with it, because I wanted to take such careful, detailed notes. I plan to share it with our entire Quiet Revolution team-and I'm sure that all company founders will do the same."

Ram Charan, coauthor of Execution and advisor to boards and CEOs

"WORK RULES! is an exceptional book aimed at any manager who wants great ideas for encouraging success from their team . . . an instant classic for the management shelf."

Indra K. Nooyi, chairman and CEO, PepsiCo

"With a clear-eyed, data-driven look into today's workplace, Bock reveals the non-traditional practices that can fundamentally transform businesses of all kinds."

Tom Gardner, founder and CEO, Motley Fool

"The finest book on organizational culture that I have ever read. WORK RULES! is the essential playbook for creating high-performance cultures that liberate people to do their most important work."

John Doerr, managing director, Kleiner Perkins Caufield & Byers

"WORK RULES! is more than a must-read business book. It's a handbook for high-performance teams that win."

Jeffrey Pfeffer, author of Leadership B.S.

"Some will think that WORK RULES! is a book about Google. It is, but mostly it is much more: a book about how to build people operating systems that permit any organization to get the smartest decisions from their workforce. Clearly written, evidence-based, with practical guidance and a cogent underlying philosophy, WORK RULES! needs to rule the world of work."

Peter H. Diamandis, chairman, XPRIZE; exec. chairman, Singularity

"WORK RULES! is a surprising, unconventional book that is required reading for anyone looking for a job in the tech sector, and for every entrepreneur seeking new modes of innovative thinking."

Robert I. Sutton and Hayagreeva Rao, co-authors of Scaling up Excellence

"A riveting ringside view of people operations at Google. A deft marriage of research and practice that is full of practical tips. It is an indispensable book for all people managers."

Tim Brown, CEO of IDEO and author of Change By Design

"As a company renowned for questioning our assumptions, it should be no surprise that Google has developed unique and profoundly effective approaches to culture, talent and leadership. By debunking many accepted HR practices WORK RULES! establishes itself as a new testament for managing talent in modern times."

Liz Wiseman, author of Multipliers and Rookie Smarts

"Laszlo Bock has done far more than codify Google's recipe for its high-freedom, high-performance workplace, he has created the essential guide for unleashing talent in the digital age. Intelligent, playful, and practical, WORK RULES! is for all leaders who want to inspire brilliance and bring out the best of humanity in their workforce."

About the Author
Laszlo Bock leads Google's people function, responsible for attracting, developing, retaining, and delighting "Googlers." Bock's earlier experience spans executive roles at the General Electric Company, management consulting at McKinsey & Company, start-ups, non-profits, and acting.

During Bock's tenure, Google has been named the Best Company to Work For more than 30 times around the world and received over 100 awards as an employer of choice. In 2010, he was named "Human Resources Executive of the Year" by Human Resources Executive magazine.

Most helpful customer reviews

180 of 189 people found the following review helpful.
Very Useful Information
By Loyd Eskildson
Most books about business aren't worth reading because they're either a selective collection of anecdotes with unknown biases and completeness (eg. Malcolm Gladwell), a summary of the practices of a company that's often a 'flash-in-the pan' (eg. Baldrige Award winners), or the writings of some obscure PhD focusing on some relatively secondary point (eg. employee morale, while ignoring strategy and the competitive environment). Fortunately, this book is an exception - summarizing H.R. practices employed at Google, along with (in some cases) their evolution.

A key point made immediately - Google managers cannot unilaterally decide whom to hir or fire, how someone's performance is rated or rewarded, when software code is of sufficient quality to be incorporated into working systems, final product design and/or launch date, or who is promoted. Instead, each of those decisions is made by a group of peers, a committee, or a dedicated and independent team. Outcomes are thus calibrated across groups, and managers instead focus on clearing roadblocks and inspiring their teams. Google contends that giving non-managerial individuals and teams decision-making authority, providing learning opportunity outside what is needed to do one's job, and increasing reliance on teams works best. (See Kamal Birdi for related academic research.)

Block tells readers that Google relies on three cornerstones in its H.R. practices. The first is its Mission Statement - cornerstone of its culture, intended to convey a mission that matters, a moral rather than business goal. Why? Nothing is a more powerful motivator than knowing you are making a difference in the world. The second is transparency. Weekly, Larry and Sergey host the entire company (live and Internet video) for updates from the prior week, product demonstrations, welcoming new hires, and fielding 30-minutes of questions from anyone on any topic. (Staffers submit questions, discuss, and vote on their priority - 'Hangout On Air Q&A' is the software utilized for this; also utilized by Obama to handle and prioritize questions from audience members when he speaks.) Transparency is valued because it promotes information-sharing, encourages improvement (eg. New York's posting CABG mortality rates for each hospital brought an overall death rate reduction of 41%). Bridgewater Associates (world's largest hedge fund) goes further - recording every meeting and making the available to employees - shows how decisions are made, encourages more precise thinking and communications, reduces politicking/backstabbing, stops the 'I never said that.' Complaints about someone within an email are forwarded to that individual. The third is employee voice. Google has an annual Bureaucracy Busters program where staffers identify their greatest frustrations, vote on them, and initiate actions.

Bock believes that most assessments of potential hies occurs in the first 3 - 5 minutes, if not sooner. Further, most interviews are subconsciously biased towards people like the interviewer. Finally, most interview techniques are worthless. (These assertions are backed by research cited in the end-notes.) In addition, other research has concluded that about 90% of training doesn't bring sustained performance improvement or behavior change. Thus, Google spends considerably more on recruiting than the average firm, with less emphasis on training.

Even the best-intentioned managers compromise their standards as searches drag on.

Side Notes: 1)As late as 2010, most new Googlers took significant salary cuts when joining - some as much as 50% or more. Hints at the value of adding Google to one's resume. 2)Google now prefers to take a bright, hardworking student who graduated at the top of his class at a state school over an average or above-average Ivy League graduate. It also looks for humility and conscientiousness. Google only hires about 0.25% of those considered. 3)As of 2008, Google continuously crawls the Web and reprocesses its findings several times/day.

Continuing, Bock states that only 10% of an organization's applicants (at best) will be top performers - this creates a need for more interviews. Moreover, most top performers aren't currently looking for work. Two teams of senior leaders (one for product management and engineering roles, another for sales, finance, and all else), plus a final reviewer (Larry Page) enforce Google's high hiring standards. A major rationale - this avoids declining standards over time, as well as hiring preference for friends. 3)Google no longer uses case interviews and brainteasers - researchers have found them useless.

Google analyses have found that academic performance didn't predict job performance beyond the first 2 - 3 years after college, so they've stopped requiring grades and transcripts - except from recent graduates. At one point, over half of new hires came from employee referrals, and then dropped off. The reason - they'd exhausted their networks. Google helps boost recollection by having events at which staffers go through their Facebook, LinkedIn, etc. networks, with H.R. individuals standing by. Another reason - Google was taking too long to contact those referred and not providing feedback to the referrer. That too has changed - an initial call is made within 48 hours and the referring Googler is given weekly updates. Since so many of the best potential applicants don't apply, Google has developed an in-house recruiting staff (using 'gHire') that now brings in over half of its new hires. It stopped using job boards (eg. Monster.com) in 2012.

Researchers Schmidt/Hunter in published (1998) a meta-analysis of 85 years of research on how well assessments predict performance. Unstructured job interviews 'explained' 14% of performance variation, reference checks - 7%, experience (3%). Work-sample tests (29%) were best (Google uses); general cognitive ability (26%), when combined with assessment of conscientiousness brought the level to 36%.

Google now uses 'qDroid' - one chooses the attributes they want to test for and supply the job needing to be filled - the system provides questions appropriate for the interview. Bock also commends the sample questions available on the U.S. Dept. of V.A. website.

In 2007, Google started looking for themes across the 10,000 or so individuals it had hired, and the millions it had not hired. Four predictive attributes were identified - 1)General Cognitive Ability, 2)(Emergent) Leadership, 3)'Googleyness' - enjoying fun, having humility, conscientiousness, comfortable with ambiguity, and 4)Role-Related Knowledge. The latter was least important, and Bock sort of waffles around about it. Google now requires all interview feedback to comment on each attribute. Subsequent reviewers may disagree with the conclusions reached by those previously involved, and the system rates interviewers on their longer-term accuracy.

Google became infamous for its long, drawn-out hiring and interview processes. Analysis found that four interviews were enough (provided 86% confidence), and that each additional interview beyond those four only added another 1% confidence in the decisions made. Acting upon this information has cut the median hire time to 47 days, down from 90 - 180. The process begins with resume screening by someone familiar with all Google jobs (Bock omitted the initial computer screening and key words/phrases utilized), a phone or Google+ 'Hangout' interview to assess general cognitive ability, then in-person interviews with hiring manager, peers, subordinates, and a cross-functional representative, followed by summarization of the formal structured prior interviews, along with 'backdoor references' (eg. information from current Googlers who knew the individual before, perhaps in college), an interview with a senior leader, then the CEO. The average Googler spent 1.5 hours each week on hiring in 2013.

Google tries to reduce 'distance' between layers - no executive dining rooms, parking spots, or pensions. Decision-making is based on data, as much as possible. ('Don't politic, use data.') H.R. practices are tested via surveys, test data, and sometimes double-blind experiments. Rejected candidates are sometimes hied to see how they perform. Purported biases are taken seriously and checked out via data - do those reporting to upper managers get more promotions and better ratings, what about those on the more important projects? (Analyses were conducted and the results posted. When the analyses uncover or bear out a problem, Google tries changes.) Engineers are allowed to spend 20% of their time on non-work-related projects (presumably related somehow to bettering Google - some projects have to do with H.R. changes), and a sizable proportion do so.

Sidebar: Bock states that part of the reason women are paid less than men is that they negotiate less - he backs this up with data. Google disseminates this finding to staffers in an effort to encourage them to be more assertive in requesting raises and promotions.

All supervisors receive structured feedback from their subordinates; those with 100 or more subordinates have summaries of that feedback posted for all to see. (These results are not factored into their performance ratings or pay decisions.) Google also regularly uses five questions that predict whether employees are likely to quit - action is triggered if favorable responses fall below 70%.

Google board member John Doerr introduced Intel's goal-setting practices (Objectives and Key Results - OKR) to Google in the early 2000s. Results must be specific, measurable, and verifiable. (Bock suggests having both quality and efficiency measures, and cites Edwin Locke and Gary Latham as guiding authorities.) The firm deliberately sets ambitious goals, believing that if they achieve all of them, the goals are not aggressive enough. ('If you set a crazy, ambitious goal and miss it, you'll still achieve something remarkable' - Larry Page) Larry sets OKRs for Google at the start of each quarter. Everyone's OKRs are visible on Google's internal website. Since research has shown that hours spent cascading goals up and down a firm doesn't improve performance, and those grossly out of alignment are quickly obvious, Google spends little time on that.

Google stopped doing quarterly ratings in 2013 (now every six months) and went to a 5 point scale (from 41). Managers assign a draft rating to each of their employees and then sit with about 5 other managers and review the outcomes to help standardize/calibrate them. This is seen as reducing the incentive/pressure to inflate ratings, and improving fairness. Prior to beginning the sessions (last about 3 hours), the group reviews the seven types of likely bias (eg. recency, central tendency). Not every individual is discussed, but they do look at the various ratings distributions.

Google separates the 'how you did' conversation from the 'how to do better' discussion by about a month. Managers are assisted in this by Google-provided guides.

Google believes that some individuals in technical jobs are worth far more than others at the same level - even after accounting for differences in project impact. Bock cites Bill Gates: 'A great writer of software code is worth 10,000 the price of an average software writer.' (When I wrote software the generally-accepted figure was a much more modest 20X - still quite impressive.) Unfortunately, this runs afoul of typical rewards systems. Google tries to account for these differences with varying stock grants, though these are infrequent (usually generate resentment); public recognition and less dramatic rewards (eg. trip to Hawaii) are more frequent.

Typical reward systems assume a normal-curve distribution of talent/contributions. Bock contends a 'power' (exponential) curve is more appropriate - if for no other reason than the fact that the worst performers don't get hired or, are fired if they were hired. He then documents that power-curve distribution of talent in a number of areas (academic publishing, professional sports, musicians, etc.) using data from O'Boyle/Aguinis and their study of 633,263 individuals. (Also why median incomes in the U.S. almost invariably are lower than mean incomes.) Those falling in the bottom 5% at Google are provided training, sometimes given a new position (usually they rise to average), or fired. The range of rewards within a level at Google can easily vary 300 - 500%; a consequence is that average performance is rewarded with less than average compensation. As for failures - they too are rewarded if seen as thoughtful and well-attempted.

Bock/Google are relatively dismissive of training - Bock references research concluding that most is a waste, primarily because of a lack of evaluation. Google tries to use fellow-workers as trainers (more credible and knowledgeable) and to assess behavior/practice/performance changes that result.

Bock ends by reporting that while Google does offer an excellent menu of benefits, many are free are very low cost to the company. Examples include allowing onsite provision of services for employees that help simplify their busy lives - cleaning, bicycle repair, etc. Employees pay for the services, though sometimes Google is also able to negotiate lower rates.

Overall - an excellent description of how Google recruits, retains, and motivates its staff.

81 of 84 people found the following review helpful.
Excellent complement to "How Google Works"
By Jeremey Donovan
While Eric Schmidt's book "How Google Works" is better, Work Rules adds considerable depth on Google's People Operations practices. Here are my key takeaways:

- Operate on the belief that people are fundamentally good
- Use groups of peers or independent teams for: hiring, promotions, salary increases, awards, and firing (often excluding the direct manager)
- Managers exist to: (a) make tie-breaking decisions (b) coach/train to develop employees (c) care about people's well-being (d) set vision/strategy (e) provide technical advice (f) empower by clearing roadblocks
- Conduct 2x-per-year performance reviews on a 5-point scale and then calibrate (which are separate from continuous feedback); get 360 feedback on ‘do more of’ and ‘do differently’ 1x per year
- Make all goals (objectives and key results) public
- Design physical spaces to encourage interaction across departments
- Help employees meet the people they are helping
- Ensure transparency (in all matters unless unlawful)
- Only hire people who are better than you, who will be successful in the context of your organization, and who will make everyone around them more successful
- Referrals from existing employees are the best source of candidates
- Couple assessments of cognitive/problem-solving/learning ability, conscientiousness, and emergent leadership/fit with structured interviews that are job related: (a) Tell me about a time..? (b) What would you do if…? Note: 4 interviews are sufficient
- Eliminate status symbols
- Pay bonuses based on the median salary of all people in a job
- Have people who are the best at something train everyone else (share principles, role-play, discuss, review video of role-play)
- Make pay commensurate with contribution (following a power law rather than a normal distribution)
- Provide experiential rewards (as a complement to monetary awards)
- Celebrate accomplishment with public recognition
- Reward smart failure and make sure to conduct “what did we learn?” post-mortem sessions
- Provide nudges to influence, not dictate, choice
- Uphold the obligation to dissent (a McKinsey core value)
- Treasure the weird
- Put more wood behind fewer arrows
- Building a great culture requires constant experimentation and renewal

Various programs and processes:
- TGIF: weekly all company meeting to share updates plus 30 minutes of Q&A
- Dogfooding: Have employees test new products and provide feedback before piloting with customer
- Bureaucracy Busters: annual program to identify and fix biggest frustrations
- Upward Feedback Survey: 2x per year survey about manager quality
- 20 Percent time: time for people to engage in side-projects (often 120% time)
- Googlegeist: Annual survey focused heavily on innovation, execution, and retention
- Tech Advisor: network of experienced leaders offering confidential, one-on-one office hours
- Random Lunches: set people up with others they don’t yet know
- Tech Talks: Employees sharing work (and non-work) expertise
- Talks at Google: Outsider (ex: authors, business leaders, entertainers, etc.) sharing their wisdom

45 of 50 people found the following review helpful.
Hire The Best and Free Tibet Goji-Chocolate Creme Pie
By H. Le
It takes a conscious effort for me to choose a book and to spend the time read it through. It is especially rare for me to write a review because that is a dedication of couple of uninterrupted hours (almost an impossible feat in my family with a relentless toddler). With that being said, this book compelled me to share my opinion because I think it gives an extraordinary first person (Laszlo Block) account of how a company (Google) excel with its talent acquisition, retainment, development, and sometimes termination. And most importantly, its continuous improvement to anticipate the needs of an ever-expanding company.

I believe the book itself attracts three primary types of audience;
(1) Managers and Executives who are looking to build a stronger team/company
(2) Human Resource personnel looking to develop themselves and their organization
(3) And finally, people who are interested in innovation/new ideas
I happen to fall into both the first and last category.

I really like this book because it helps explain why I felt connected to some companies versus others regardless of the company size, team dynamic, or manager style. I have spent time at companies that value their employee, others less so. I have seen very strong/cohesive and very poisonous departments operating at the same time within the same company. Right now I am a consultant working for a great company partnering with a not so great company that is riddled with bureaucratic mumbo jumbo.

In short what this book helps me realize is that culture is most important in a company. From the founders to the janitor, everyone at Google seems to be free from the typical corporate constrains, as a result gains and produce much more. It is that foundation and ongoing system that this book attempt to give outsiders a glimpse of the inner workings of the People Operations at Google (HR in most companies).
Google as a whole seems to be a big university lab and encourages people to think, not just to work, as a result it spurs further innovation and the process becomes a chain reaction replicating onto itself. The normal Plan, Do, Study, Act model of performance improvement seem to be taken with a twist, it appears that they apply the scientific method to the process; Realizing/anticipating the need/problem, formulating the options, designing experiments on a small sample size, collecting data and interpreting the results, and most importantly putting it into action for the whole population of Googlers (employees).

What I find fascinating about the way the People Operation follows Google's mission statement of "...organize the world's information and make it universally accessible and useful". They have the capability, capacity, and ability to collect data, understanding it, and make use of it to "Nudge" Googlers to do more beneficial acts such as eating healthier, adapting to the on-boarding process quicker, or saving more on retirement.

One of the resounding topic is Google's hiring process, which essentially is a way for them to hedge the hiring risk by systematically spending enormous amount of time and resources at the beginning of the hiring process to hire the very best. This way, they spend far less time/resources developing an average pool of employees. Rather, they focus on improving the lagging and rewarding "Unfairly" (enormously) to the leading employees.

One of the stories that was most memorable to me is the one about the "Free Tibet Goji-Chocolate Creme Pie". Essentially it was a new lunch item at the Google cafe, however because of the name "Free Tibet...", it was a very sensitive subject amongst Googlers, thus creating an email storm with thousands of responses. The chef who came up with the name was suspended as a result. In the end, the suspension was reversed by Laszlo because he realized that this was an opportunity to reinforce the company culture. Such that if a trivial matter such as a name of a pie causing an uproar, suspending the chef would cause enormous harm to the culture because people will be afraid to express their opinions, and thus stifle future innovation within the company.

So...after my review, you must be wondering why I am only giving this book a four star? It's because I am an iOS user...Actually it's not because of that, but rather it is because Laszlo believes that any company can do what google has done (in terms of its People Operations). I on the other hand think that is not the case. I cannot see how an established company (medium business and up) can achieve all or even most of these cultural changes. I would equate that a typical HR department is like an average person, and operating like google is like competing (and finishing) the Ironman Triathlon. Like most people, putting in real effort will get them through a 10k run, training really hard will get them through a marathon, and giving their all and training every day may allow them to finish that Triathlon. But is it possible for an established company to do that even with all their dedication? I don't think it is possible because of the existing gene pool. Established organizations already have an "average" gene (talent) pool, so the question is can they remove everyone who are below average like the town of Lake Wobegon (where everyone is above average)? That's for you to judge if you choose to read this book, thus my four stars on an otherwise great book.

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