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This work has been selected by scholars as being culturally important, and is part of the knowledge base of civilization as we know it. This work was reproduced from the original artifact, and remains as true to the original work as possible. Therefore, you will see the original copyright references, library stamps (as most of these works have been housed in our most important libraries around the world), and other notations in the work.

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• Published on: 2015-08-08
• Original language: English
• Number of items: 1
• Dimensions: 9.21" h x .81" w x 6.14" l, 1.44 pounds
• Binding: Hardcover
• 340 pages

Most helpful customer reviews

8 of 9 people found the following review helpful.
A Fascinating Book of Early Science and Industry.
By An Avid Reader
Anyone interested in the early scientific discoveries of the industrial age and its history will find this book to be a rare and wonderful read. An extremely comprehensive and complete text for 1927!

18 of 25 people found the following review helpful.
Reprint of the 1927 edition
By S. Stultz
This is a rare reprint and should not be confused with the 1992 40th edition, or the upcoming (2005) 41st edition. This is the 36th edition from 1927 and the reprint is not a publication of Babcock & Wilcox.

1 of 1 people found the following review helpful.
Steam is a witchy mistress - read this book if you want to build something that uses her powers. Don't die.
By Matt S
You have to be a special kind of person to read books like this. I am that kind of person.

Steam is very very dangerous. People have no idea what so ever how dangerous it is. This is good reading if you are doing any kind of DIY steam project.

Please, seriously that little mist that comes off of your boiling water is a witchy mistress. Give it room and she leaves you alone, but don't try to close her personal space or you will get "tore up".

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• Sales Rank: #1135050 in Books
• Published on: 1600
• Binding: Paperback

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WHY SHOULD I WORRY ABOUT KEEPING WORKERS HAPPY IN A TIME OF RISING UNEMPLOYMENT?

Because you can't afford not to. In an eye-opening survey of 10,000 employers in 43 states, the Best Places to Work are not only the most engaging work environments for employees―they are also the most efficient, productive, and successful. Even in the toughest economic times.

WHAT SEPARATES THE "BEST" FROM THE REST?

These companies understand and utilize the six "universal drivers" of employee engagement:

Caring, Competent, and Engaging Senior Leaders

Effective Managers Who Keep Employees Aligned and Engaged

Effective Teamwork at All Levels

Job Enrichment and Professional Growth

Valuing Employee Contributions

Concern for Employee Well-Being

HOW CAN I GET THE "BEST" FROM MY EMPLOYEES, MY COMPANY, AND MYSELF?

Simple. Re-engage them.

Praise for Re-Engage

"Authors Leigh Branham, SPHR, and Mark Hirschfeld delve into how the best places to work keep employees at all levels engaged and productive, and offer lessons on how to revitalize your own employees’ engagement."
―SHRM/HR Magazine

• Sales Rank: #1416232 in Books
• Published on: 2010-02-05
• Original language: English
• Number of items: 1
• Dimensions: 9.30" h x 1.14" w x 6.40" l, 1.42 pounds
• Binding: Hardcover
• 368 pages

About the Author
Leigh Branham, SPHR, is Founder and Principal of Keeping the People, Inc., a talent management consulting firm that helps organizations analyze root causes of turnover and employee disengagement, then develop and implement employer-of-choice strategies. His previous experience includes serving as Leader of Talent Management for Right Management Consultants. Branham is the author of The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late (AMACOM, 2005), was based on post-exit surveys of employees in 17 industries conducted from 1998 through 2003. Selected by businessbookreview.com and The Library Journal as one of the top 30 business books of the year, it was released in audio form by Executive Soundview.

Mark Hirschfeld (Omaha, NE) is Principal of SilverStone Group Management consultants and has written numerous articles.

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5 of 5 people found the following review helpful.
What differentiates the best places to work from all the rest
By Lawrence Blumenthal
Have you ever wondered what employees think about their companies when they really want to work there vs. when they really do not want to work there? If you could unzip the minds of thousands of employees and understand how they see their companies, think what you could learn about your own organization.

"Re-Engage" gives you a front row seat to millions of interviews by employees of 10,000 companies as they completed the "Best Place to Work" survey. Leigh and Mark have analyzed the entire range of survey responses and have found key insights that differentiate the best places to work from all the rest. Put these insights to work in your organization.

Here are a few of key drivers of employee engagement highlighted in the book:
- Trust level in senior leadership
- Coaching and feedback provided by managers
- Being recognized and valued for one's contributions
- Having opportunities to learn and grow on the job

"Re-engage" presents a model of six universal drivers of employee engagement that come directly from the survey data. But more importantly, each driver is illustrated by many verbatim quotes and comments as well as the highest scoring company for each driver - who the company is, what they do and how they have optimized employee engagement.

There are many leading practices, approaches and methods described throughout that offer tremendous potential if they were to be leveraged in your company. If you want to reduce the number of habitual underperformers, chronic complainers or professional victims, and increase the percentage of high performers, you will want to take advantage of Leigh's and Mark's recommendations.

I think one of the most critical chapters is the one on building effective teams. Since so much of our work today is done by multi-function or multi-geographic teams, companies can no longer afford to have teams who do not execute well. Customer satisfaction, productivity and quality depend on what these teams deliver. This chapter describes how to set up the conditions for effective teamwork and can provide a road map for you to use in your own organization.

Companies all over the world are faced with unprecedented levels of change in today's business environment. The demand for leaders at all levels who can guide engaged teams to meet their marketplace challenges far outstrips the supply. "Re-Engage" provides new insights and real world guidelines that can help you meet your organization's challenges today.

2 of 2 people found the following review helpful.
Worth Reading, with Caution
By Amazon Customer
Written by a pair of business consultants, the principal message of "Re-Engage" is both simple and entirely consistent with the human relations school of managerial thought: treat adults like adults, and they will work like responsible, motivated employees. The authors' views were informed by a great deal of quantitative and qualitative data. Collected by Quantum Workplace on an annual basis since 2004, the research portion of this project consisted of some 2.1 million surveys with more than one million qualitative responses. Employee engagement seems to be defined as a heightened sense of commitment felt by an employee for a particular company, job, or manager and that produces desirable outcomes such as greater levels of effort or longer employment tenures.

Statistical analyses pinpointed several actions taken by leading companies in order to inspire higher levels of engagement. These include nurturing trust, aligning employee efforts with organizational objectives, encouraging professional and personal growth, and recognizing/rewarding positive performance, among others. Throughout the book, the authors refer to what they dubbed three "crosswind factors." These are variables, including generational diversity, diseconomies of scale, and difficult economic conditions, that greatly influence the enactment of various engagement principles. In other words, context matters!

There is plenty to like about this book. For one, it is teeming with rich, qualitative data. This allows the reader to see, in telling fashion, what the "good companies" do well and what the "bad companies" do poorly. The authors' grasp of reality is another noteworthy strength of Re-Engage. So often, human relations literature becomes somewhat aloof, almost acting as if "being nice," by itself, will drive employees to higher levels of productivity. One can sense that the authors of this book have a firmer understanding of what is and is not realistic.

Of course, Re-Engage also contains notable shortfalls. Consider the following:

~ Are these truly America's best places to work? Were all U.S.-based, Fortune 500 companies included in this research? Certainly it is not possible to involve every major American company, but neither should the authors/publisher use the title "America's best places to work" if several Fortune 500 companies did not participate. Also, the survey itself leaves something to be desired. A copy is not included in the book, but the reader can access it online at [...]
. One might reasonably question subjective survey items such as "My employer is family friendly" and "We have enough staff to get the work done right." Questions of validity and reliability are not answered. The book references several appendices that are supposed to be available at the book's website. If they exist, I could not locate them.

~ Re-Engage is no masterpiece in literary terms. While books such as Good to Great offer considerable insight through extensive commentary, this particular book relies most heavily on employee responses that are simply transcribed into book form. There is little weighty discussion. Indeed, some portions of Re-Engage look and feel more like a workbook than, say, something written by Drucker, Senge, or Collins. Do not be fooled by the page count. The book can be read rather quickly--comparatively speaking.

~ Probably due to confidentiality, the authors mention company names very sparingly. Indeed, most companies specifically mentioned by the authors are not Fortune 500 caliber. One fault that might be laid at the feet of the authors is an overreliance on certain companies. For instance, they use an interview with the management of Gaylord Palms Hotel and Resort in a few different chapters.

~ Thorough analysis is withheld at times. For instance, the authors, in the opinion of this reader, fail to sufficiently consider questions such as those that follow: Could these attempts to enhance employee engagement generate a higher sense of employee entitlement? Could it be that the best places to work are simply better hirers? Is it possible that the "best places to work" are better only in comparative terms, i.e., if the neighboring ship is skippered by the devil himself, then my ship, though it be commanded by Captain Bligh, appears to be the "best place to work." Furthermore, there is little acknowledgement of the fact that many employees surveyed probably had an "ax to grind."

If nothing else, Re-Engage is not boring. Indeed, the reader's mind should be stimulated by this book, and her preconceived notions should be challenged. Where it lacks scientific rigor, thorough analysis, and rich commentary, it compensates with penetrating questions, often implied, that test the reader's assumptions about employees and their engagement with the company. Re-Engage deserves a good rating, yet it falls well short of a business masterpiece.

2 of 2 people found the following review helpful.
A wake-up call for leaders and managers
By Louis L. Marines
The great recession will be over soon, and we'll once again confront the reality of competing - both within the U.S. and overseas - to bring the best and brightest people onto our teams. Today's most talented individuals, whether they are Boomers or Millennials, actively seek out workplaces where their contributions are valued, they are part of the team, and they are treated with respect and consideration. Employees and team members who are not "engaged" do not stay long, and take valuable brainpower and skills out the door when they leave. People have been sitting tight for 3-4 years, and when the upturn comes, those who are restless will be on the move. The cost of losing dissatisfied people is more than simply monetary, it affects those who remain behind and can even impact the firm's brand in the marketplace. How can you take action now to retain your strongest employees and attract the talent you need to get a head start on the economic recovery?
Leigh Branham and Mark Hirschfeld explain in detail why and how your workplace can create a culture that consistently values every employee. Containing both provocative questions and practical tools, this book gives leaders exactly what they need to turn their firms into engaged workplaces that attract and retain the best talent available. This is not a quick patch-up: Branham and Hirschfield have created a robust outline that takes time and dedication to implement, and that will produce dynamic results. Their comprehensive program ties in to business strategy, brand identity, development of current and future leaders, and firm culture from top to bottom.
The real life stories alone are of great value to every leader, manager, and human resources director. These case studies show real people solving real problems for their companies, and many of the solutions and ideas can be used by any firm. This book is stuffed with top-notch research, and compelling quotes from people who have disengaged - and then reengaged - with the workplace. The authors have issued a wake-up call to managers and leaders across the board. I recommend they read this book, pay attention and take action.

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• Sales Rank: #355305 in Books
• Published on: 2013-06-01
• Original language: English
• Number of items: 1
• Dimensions: 8.98" h x .82" w x 6.04" l, 1.29 pounds
• Binding: Paperback
• 368 pages

About the Author
Richard Hooper is a former Lutheran pastor with degrees in both theology and the philosophy of world religions. He has been a nationally syndicated radio commentator on religion, Hooper and a columnist for United Press International's web forum: www.ReligionandSpirituality.com, and is the founder of The Sedona Institute for Comparative Theology. His website is http://sanctuarypublications.com

Most helpful customer reviews

5 of 5 people found the following review helpful.
A Masterpiece of Spiritual Mysticism
By K. Marie
The perfect coffee table book, just open it to whatever page you are drawn to and receive the perfect message for your day. Hooper has done a phenomenal job of bringing together the wisdom and insights of some of our greatest Mystics into this beautifully done book. No longer do we need to look through multiple
books to find these beautiful expressions of wisdom. - Krystalya Marie', Author of the One-Minute Energy Tune-Up Series of books and products.

4 of 4 people found the following review helpful.
it quickly became a major disappointment. The sacred sayings within the book are without ...
By Andrew Smith
I bought this book, in part, based on the testimony of all the positive reviews. However, it quickly became a major disappointment. The sacred sayings within the book are without reference to their sources. The entire book has no bibliography. A paraphrase of the Buddha that appears early on is so sensational that I investigated, and lo, it appears on a "Fake Buddha Quotes" website. If I want Fake Buddha Quotes or charlatan paraphrases of sacred teachings, that is what Facebook and Twitter are for. Moreover, the editor-author pursues the simplistic thesis that "all religions are one," further suggesting that if you are not a monist, then you must be a dualist. I am sympathetic to the ultimate reality beyond reality being beyond religious dogma, but the editor pursues that perspective in dogmatic manner. I am a huge fan of the premise of this book, but couldn't look past its smug insistence on its theological worldview, much less its willingness to paraphrase Buddha and not provide access to the original source of the paraphrase or any bibliographic references for the entire volume.

3 of 3 people found the following review helpful.
A Mystics treasure
By howard i westin
Richard Hooper has afforded any and all writers an immediate resource of mystical literature. I am impressed with his organizational skills as he presents this vast library of wisdom. Reading Hooper's introduction leads us swiftly through the philosophic differences inherent within the world's great religions. In this day of increasing interest in all forms of spirituality this book should be on every coffee table. Howard I Westin, J.D; M.Div

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[S621.Ebook] Fee Download Les Gaulois en guerre (French Edition)From ERRANCE

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• Original language: French
• Dimensions: 6.34" h x 1.22" w x 9.53" l,
• Binding: Paperback

Most helpful customer reviews

1 of 1 people found the following review helpful.
Not the Best Source of the Gauls/Celts
By D. McDavitt
This book is in French. It was disappointing- I expected a new authoritative source on Gallic warfare based on a synthesis of previous research, but with novel elements gleaned from recent archaeological finds. What the book contains is a rather hackneyed rehashing of old knowledge, and amateur black & white photos of reenactors (of questionable accuracy). There are maps & diagrams- but crudely made on a home computer. Weapon & helmets are mostly drawings or reenactor gear. Despite the carnyx featured on the cover- the book fails to cover any information about them! Overall it reads & looks like a poor college research paper. Skip it & seek "The World of the Celts", by Simon James.The World of the Celts

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