Dave Ulrich is, without question, an HR guru: as with any guru, it’s difficult to know whether to approach them on bended knee or with a degree of trepidation. Having read “The Why of Work”, the best approach is with an open mind, a small pinch of salt – and with sufficient time to take on board what Ulrich (writing with his wife, Wendy, a psychologist) has to say. There is much of immense value here, and much that has the potential to enable leaders and organisations to generate immense value in more than one sense for themselves (and, importantly, both their customers and their shareholders). Like many of the best books in the ‘how to manage business better’ arena, my biggest qualm is that those who stand to gain most from reading it are those least likely to read it.
3 August 2010
Book review: Dave and Wendy Ulrich – The Why of Work
Posted by anton franckeiss under behavioural change, book reviews, HR, leading performance, line managers, motivation, organisational development, recruitment, relationships, reward and recognition, talent management | Tags: change assessment, change management, charles handy, communication, compensation, customer satisfaction, dave ulrich, development, employee engagement, employee value proposition, ethics, harvard mba oath, interpersonal skills, learning and development, legacy, line management, management style, managers, michael foley, news from nowhere, organisational development, organisational performance, organization design, passion, personal performance, productivity, promotion, recruitment, Richard Sennett, signature strengths, sustainability, talent retention, the age of absurdity, the craftsman, the why of work, william morris, working relationships |[3] Comments