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Despite the obvious gains in efficiency gained through the proliferation of technology and mobile access most people still long for validation. Missing are the essential elements of quality, consistency, and excellence. Instant access may not equate to instant success. Do you feel like your obvious intellect, business acumen, and capability should be propelling you faster with more enjoyment in all your endeavors? You have the potential to accelerate your career and relationships if you can unlock the secrets to more effective interactions. Management expert Jay Young has chronicled the insights gained over 20 years of management leadership to identify the behaviors and blind spots that derail the personal effectiveness of talented people. In Are You Ineffective, Young uses the advisory knowledge that he has gained working with Fortune 500 companies, senior executives, start-ups, and non-profits to identify the patterns of personal actions that may be undermining your effectiveness and your ability to achieve better results. The evaluation tools help you with identification, justification, and correction of your ineffective actions. Are You Ineffective empowers you to improve your personal brand and effectiveness at every level.
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As societies have shifted from industrialism to informationalism, organizations have adapted to the new environment of rapid change, ubiquitous use of information and communication technology (ICT), and instant access to knowledge. In addition, the newest generation to enter the workforce, Gen-Y, has been shaped extensively by ICT. Gen-Y, as any generation, has its own unique set of values, attitudes, and behaviors that may impact existing processes and practices in organizations. The book explores how organizations are reacting or changing to accommodate Gen-Y through the attitudes and perceptions of members of the established workforce (two non Gen- Y generations). Members of the Baby Boomers and Gen-X generations who work with Gen-Y provided views on Gen-Y values, work ethic, characteristics, and behaviors. They also identified organizational and personal changes that might be attributed to Gen-Y's presence. Many who interact with Gen-Y will discover similarities in the comments. Managers and HR will gain insight on how non Gen-Ys view their new colleagues and will benefit from reviewing the conclusions and recommendations.
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