01016nam a22002651i 450099100224117970753620030513221537.0030925s1981 fi |||||||||||||||||eng 951648686Xb12261737-39ule_instARCHE-030932ExLBiblioteca InterfacoltàitaA.t.i. Arché s.c.r.l. Pandora Sicilia s.r.l.510Vainio, Reino452821Local connectedness in cauchy space theory /by Reino VainioÅbo :Åbo Akademis Förlag,19811 v. ;25 cmActa Academiae Aboensis.Series B,Mathematica et physica ;41/1Matematica.b1226173702-04-1408-10-03991002241179707536LE002 D Ann. 914/I 6111002000008207le002-E0.00-lo 00000.i1265229508-10-03Local connectedness in cauchy space theory151984UNISALENTOle00208-10-03ma -engfi 0103049oam 2200517 450 991015428440332120190911100038.00-8144-3767-2(OCoLC)960905904(MiFhGG)GVRL04QK(EXLCZ)99434000000002239820161012h20172017 uy 0engurun|---uuuuardacontentrdamediardacarrierTrust factor the science of creating high-performance companies /Paul J. Zak1st editionNew York :AMACOM, American Management Association,[2017]�20171 online resource (248 pages) illustrationsGale eBooksIncludes index.0-8144-3766-4 Includes bibliographical references and index.chapter 1. The science of culture -- chapter 2. Ovation -- chapter 3. eXpectation -- chapter 4. Yield -- chapter 5. Transfer -- chapter 6. Openness -- chapter 7. Caring -- chapter 8. Invest -- chapter 9. Natural -- chapter 10. Joy = trust x purpose -- chapter 11. Performance.For decades, alarms have sounded about declining engagement. Yet companies continue to struggle with toxic cultures, and the low productivity and unhappiness that go with them. Why is “culture” so difficult to improve? What makes so many good employees check out? Neuroscientist Paul Zak shows that innate brain functions hold the answers. It all boils down to trust. When someone shows you trust, a feel-good jolt of oxytocin surges through your brain and triggers you to reciprocate. This simple mechanism creates a perpetual trust-building cycle—the key to changing stubborn workplace patterns. Drawing on his original research, Zak teases out science-backed insights for building high-trust organizations. Trust Factor opens a window on how brain chemicals affect behavior, why trust gets squashed, and ways to consciously stimulate it by celebrating effort, sharing information, promoting ownership, and more. The Ofactor™ survey, data, and examples support the action plans. Engagement programs and monetary rewards are Band-Aids on broken bones. To get to the root of the problem, you’ve got to go deeper. Packed with examples from The Container Store, Zappos, and Herman Miller, Trust Factor harnesses our neurochemistry to effectively cultivate work places where trust, joy, and commitment compound naturally.Corporate cultureTrustPerformanceOrganizational effectivenessOrganizational behaviorCorporate culture.Trust.Performance.Organizational effectiveness.Organizational behavior.658.3/12Zak Paul J.120699MiFhGGMiFhGGBOOK9910154284403321Trust factor2892466UNINA