Free PDF The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace

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The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace

Free PDF The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace

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Audible Audiobook

Listening Length: 8 hours and 18 minutes

Program Type: Audiobook

Version: Unabridged

Publisher: Gildan Media, LLC

Audible.com Release Date: December 2, 2014

Whispersync for Voice: Ready

Language: English, English

ASIN: B00PWX1BE4

Amazon Best Sellers Rank:

This is my favorite book of the year! It's packed with science-based guidance on how to be a better employee, a better manager, and a better business owner. I'm the founder and CEO of a relatively new company, and this book is now my go-to guide for how to build my business in the most effective way possible. I'm a behavioral scientist myself, with a Ph.D. in Brain and Cognitive Sciences, so I certainly appreciate the value of applied research, but the truth is that I honestly don't have the time to stay current on all the studies that are published on how to motivate employees, how to hire, how to design effective office spaces, and how to gain a competitive advantage in the knowledge-based economy. This book compiles over 1000 peer-reviewed scientific journal articles, saving me years of time and effort. The best part of the book is the tools guide at the end of each chapter--a little checklist of action items for managers, business owners, and up-and-coming employees. I don't have to reread the book to make sure that I'm applying its lessons; I can just refer to the end of each chapter to make sure I'm on track. I can't say enough good things about this book. It's totally riveting and fun to read. FIVE STARS!

Only 30% of people are fully engaged at work. To get the rest more engaged, provide opportunities in the following three areas. 1. Meet psychological needs of employees (autonomy, competency, and connectedness). Autonomy: Give people flexibility on how, where, when to perform tasks. Competency: Give plenty of feedback, recognition (public), and opportunities for growth (including failure). Connectedness: Close relationships come with proximity, familiarity, similarity, and self-disclosure. 2. Address the limits of the body and mind. We must refresh our brains, or they wear down. People need regular breaks from work, even if to just get up and walk around every hour. Great employers provide opportunities to exercise, play, nap, get sunlight and access to nature, and healthy snacks. 3. Integrate work and family life: Work-life integration makes more sense than trying to balance it. So blend, don’t separate work and family life. Allow people to leave work for kids’ activities and invite families to visit work to understand where parents work and how. Great workplaces require thought and participation of everyone.

Healthy organizations are also best places to work. In fact, creating a best place to work is one of the three main reasons for starting a worksite wellness/wellbeing program. As the vernacular in worksite wellness shifts to wellbeing (even though there is no real difference between the two!), increasing recognition is being paid to how the other dimensions of wellness/wellbeing contribute to organizational health, besides just the physical health of the employee. These dimensions also contribute to the creation of a best place to work.The nature of the workplace is changing. This creates the need for the organization to not only be more efficient, but to also create the conditions that create the opportunity for both the workplace and its employees to thrive. Dr. Friedman put it this way: “Creating the conditions that allow employees to do their best work.” Dr. Friedman makes the point that today’s workplaces need to “harness intelligence, creativity and interpersonal skill.”The book is divided into three parts:1. Workplace design2. Motivation3. Employee recruitment and retentionI found the book easy to read despite the significant reference to the published research literature. In addition to reporting on the research literature, the book contains a nice mix of stories and suggestions about how to apply the research learnings. I also appreciated the action items for managers and emerging leaders at the end of each chapter.If you are interested in or involved in or desire to create healthy, best places to work, this book should be on your reading list.

Note: The author is a Social Psychologist but this book falls under I/O psychology category more accurately.As a potential I/O student, and an English teacher, I think this book succeeded in introducing crucial aspects of the modern workplace and how they all related to productivity. The author cites historical figures from the past and big tech companies of the present. The novel moves fast enough to stay interesting yet dives deep enough to impart a decent understanding.For skimmers, Emerging leaders and managers, you will find helpful tips at the end of each chapter.According to Gallop, employee disengagement is at a monumental 80% which costs over 550 billion dollars every year. Every HR department should operate with these insights in mind.

Overall, the book is well-written and insightful. As an engineering major who has only taken a couple of tech management classes as electives, I haven’t had a lot of time to devote to non-engineering reading material so it was a bit disappointing that a lot of the insights and studies/cases discussed were things I had already come across from my organizational behavior textbook, Harvard Business School Publishing case studies for my entrepreneurship and venture initiation class, and the one Malcolm Gladwell book (Blink) I read years ago.I would rate this as a 3.5, but I rounded up rather than down since the end of each chapter contained useful, actionable recommendations.This book is probably best suited for someone who is just beginning to explore topics like workplace environments, workplace dynamics, etc.

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