MARC details
| 000 -LEADER |
|---|
| fixed length control field |
03343cam a2200289 i 4500 |
| 001 - CONTROL NUMBER |
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| control field |
u78304 |
| 005 - DATE AND TIME OF LATEST TRANSACTION |
|---|
| control field |
20220114174504.0 |
| 007 - PHYSICAL DESCRIPTION FIXED FIELD--GENERAL INFORMATION |
|---|
| fixed length control field |
ta |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
160526s2016 enk b 001 0 eng |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER |
|---|
| International Standard Book Number |
9780749474881 |
| 040 ## - CATALOGING SOURCE |
|---|
| Original cataloging agency |
DLC |
| Language of cataloging |
eng |
| Transcribing agency |
DLC |
| Description conventions |
rda |
| Modifying agency |
DLC |
| -- |
UK-LoPHL |
| 082 04 - DEWEY DECIMAL CLASSIFICATION NUMBER |
|---|
| Classification number |
658.406 |
| 100 1# - MAIN ENTRY--PERSONAL NAME |
|---|
| Personal name |
Scarlett, Hilary |
| Relator term |
author. |
| 9 (RLIN) |
113110 |
| 245 10 - TITLE STATEMENT |
|---|
| Title |
Neuroscience for organizational change : |
| Remainder of title |
an evidence-based practical guide to managing change / |
| Statement of responsibility, etc. |
Hilary Scarlett. |
| 264 #1 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE |
|---|
| Place of production, publication, distribution, manufacture |
London : |
| Name of producer, publisher, distributor, manufacturer |
Kogan Page, |
| Date of production, publication, distribution, manufacture, or copyright notice |
2016. |
| 300 ## - PHYSICAL DESCRIPTION |
|---|
| Extent |
x, 205 pages : |
| Other physical details |
illustrations |
| 336 ## - CONTENT TYPE |
|---|
| Content type term |
text |
| Source |
rdacontent |
| 336 ## - CONTENT TYPE |
|---|
| Content type term |
still image |
| Source |
rdacontent |
| 337 ## - MEDIA TYPE |
|---|
| Media type term |
unmediated |
| Source |
rdamedia |
| 338 ## - CARRIER TYPE |
|---|
| Carrier type term |
volume |
| Source |
rdacarrier |
| 520 ## - SUMMARY, ETC. |
|---|
| Summary, etc. |
"As the pace of change in organizations increases, leaders and HR personnel must support their employees, show understanding as to why employees might react in a certain way, what they need from their working relationships, and how staff might be better motivated. Neuroscience can offer insights into all these issues. Neuroscience for Organizational Change shows how to take the findings from neuroscience and put them into action by looking at the importance of communicating change effectively through storytelling, explaining how better understanding of the brain enables better planning of organizational change, managing emotions, and creating a feeling of social connection that employees can draw on for support during times of change. Each chapter includes illustrations, solutions and examples of what other companies have done, and questions/checklist at the end"-- |
| Assigning source |
Provided by publisher. |
| 520 ## - SUMMARY, ETC. |
|---|
| Summary, etc. |
"Understanding how employees' brains work enables organizations to build cultures, design structures and processes that help people to be more innovative, productive and engaged. This has lasting impact in terms of meeting business objectives and becoming an employer of choice. We need to change the way we manage change in organizations: by understanding the brain we can do this better. Neuroscience brings a new lens through which to look at people and to understand why they react to situations in a certain way, what they need from work relationships to perform at their best, and how they might be better motivated. Neuroscience for Organizational Change not only provides evidence that will persuade the most sceptical of leaders but also provides many practical examples of how to apply the insights. The book provides a 'win-win': it will enable the organization to improve performance and also help to support the mental and emotional well-being of employees. Amongst other areas, Neuroscience for Organizational Change explores why we find organizational change difficult and what we can do to keep people focused and performing at their best. It looks at our need for social connection at work, the essential role that leaders and managers play, how best to manage emotions and reduce bias to avoid making flawed decisions, and why we need communication, involvement and storytelling to help us through change. It also sets out a new science-based planning tool, SPACES, to enhance motivation"-- |
| Assigning source |
Provided by publisher. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Organizational change |
| General subdivision |
Psychological aspects. |
| 9 (RLIN) |
58760 |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Organisational behaviour |
| 9 (RLIN) |
41427 |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Cognitive neuroscience. |
| 9 (RLIN) |
59794 |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
|---|
| Suppress in OPAC |
Do not suppress in OPAC |