{"text_format":"2","workbook":"xls","n_sheets":1,"sheets":["report2"],"not_rendered":{"charts":0,"images":0,"macros":0,"external_links":1,"defined_names":2,"comments":0,"pivot_tables":0},"unopened":[],"bounds":{"document_bytes":16777216,"sheet_cells":100000,"run_cost":"one","rows_first":2000,"rows_last":500,"rows_between":2000,"halvings":0,"cell_chars":16384,"cell_head_chars":4096},"cells_cut":0,"cells_raw":0,"read":"whole","date_system":"1900","formulas":"cached_only"}

{"sheet":"report2","index":0,"n_rows":45,"n_cols":5,"rows_kept":45,"cut":false,"hidden":false,"merged":[[0,2,0,3],[0,4,0,5],[1,2,1,3],[1,4,1,5],[2,2,2,3],[2,4,2,5],[3,2,3,3],[4,2,4,3],[5,2,5,3],[6,2,6,3],[7,2,7,3],[8,2,8,3],[10,2,10,3],[11,2,11,3],[14,2,14,3],[21,2,21,3],[21,4,21,5],[22,2,22,3],[22,4,22,5],[23,2,23,3],[23,4,23,5],[24,2,24,3],[25,2,25,3],[29,2,29,3],[30,2,30,3],[31,2,31,3],[32,2,32,3],[37,2,37,3],[38,2,38,3],[42,2,42,3]],"flags":["formulas_cached_only"]}
[null,"1.","Record Nr.",null,"UNINA9910450046603321"]
[null,null,"Autore",null,"Hathaway Patti"]
[null,null,"Titolo",null,"Managing upward [[electronic resource] ] : a partnership plan for employees and bosses / / Patti Hathaway and Susan D. Schubert"]
[null,null,"Pubbl/distr/stampa",null,"Los Angeles, Calif., : Crisp Publications, c1992"]
[null,null,"ISBN",null,"1-4175-2499-5"]
[null,null,"Descrizione fisica",null,"1 online resource (126 p.)"]
[null,null,"Collana",null,"Fifty minute series"]
[null,null,"Disciplina",null,"650.1/3"]
[null,null,"Soggetti",null,"Managing your boss"]
[{"$nulls":4},"Electronic books."]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","On Cover: Managing upward : strategies for succeeding with your boss. How to effectively \"manage your boss.\""]
[null,null,"Nota di contenuto",null,"\"\"TITLE\"\"; \"\"COPYRIGHT\"\"; \"\"PREFACE\"\"; \"\"ACKNOWLEDGMENTS\"\"; \"\"CONTENTS\"\"; \"\"SECTION I Introduction\"\"; \"\"WHAT IS A BOSS?\"\"; \"\"WHO MANAGES WHOM?\"\"; \"\"WHAT THIS BOOK WILL DO\"\"; \"\"BENEFITS\"\"; \"\"WHY ARE YOU READING THIS BOOK?\"\"; \"\"DEFINING THE PARTNERSHIP AND HOW IT CAN WORK BETTER\"\"; \"\"THINK ABOUT YOUR SITUATION\"\"; \"\"CLARIFY YOUR RELATIONSHIP\"\"; \"\"SECTION II Focusing on the Big Picture\"\"; \"\"WHERE DO I START?\"\"; \"\"OTHER WAYS TO FIND OUT YOUR BOSSâ€? PRIORITIES\"\"; \"\"BLEND GOALS\"\"; \"\"BLOCKS TO GOAL ACHIEVEMENT\"\"; \"\"OVERCOMING BLOCKS\"\"; \"\"SECTION III Communicate with Impact\"\""]
[{"$nulls":4},"\"\"WHAT IS EFFECTIVE COMMUNICATION?\"\"\"\"COMMUNICATION GAPS\"\"; \"\"How Well Do You Comprehend or Listen?\"\"; \"\"SECTION IV Talkâ€?s Not Cheap: Building Bridges via Meetings\"\"; \"\"Letâ€?s Talk!\"\"; \"\"BEFORE YOU JUMP INâ€?\"\"; \"\"GETTING STARTED\"\"; \"\"GETTING ACTION FROM BI-WEEKLY MEETINGS\"\"; \"\"THE HIGH COST OF MEETINGS\"\"; \"\"IF YOUR BOSS IS THE MEETING LEADER\"\"; \"\"SECTION V Confronting with Compassion\"\"; \"\"HOW CAN YOU CRITIQUE YOUR MANAGER?\"\"; \"\"CRITICIZING YOUR BOSS\"\"; \"\"FIVE Sâ€?s OF PROVIDING UNSOLICITED FEEDBACK\"\"; \"\"STEP 1: Select Your Timing\"\"; \"\"STEP 2: Secure The Bossâ€? Permission\"\""]
[{"$nulls":4},"\"\"STEP3: Share Specifics\"\"\"\"THE DASS SCRIPT\"\"; \"\"STEP 4: Show Team Benefits\"\"; \"\"STEP 5: Summarize Your Agreement\"\"; \"\"SECTION VI How to Read Your Boss\"\"; \"\"READING YOUR BOSS\"\"; \"\"Step 1: R=Review\"\"; \"\"STEP 2: E=Evaluate Established Patterns\"\"; \"\"STEP 3: A as Apply Appropriate Approach\"\"; \"\"SECTION VII The Care and Feeding of a Boss\"\"; \"\"SIX WAYS TO BECOME A STAR\"\"; \"\"SUCCESSFUL EMPLOYEE ACTIONS\"\"; \"\"KEEP "]
[{"$nulls":4},"YOUR BOSS INFORMED\"\"; \"\"MONTHLY STATUS REPORT\"\"; \"\"TURN COMPLAINTS INTO PROPOSALS\"\"; \"\"PRAISING UPWARD\"\"; \"\"Praise Example\"\"; \"\"THINGS BOSSES DONâ€?T WANT\"\""]
[{"$nulls":4},"\"\"SECTION VIII Managing Time Management Monsters\"\"\"\"PRODUCTIVITY PRINCIPLES\"\"; \"\"PLANNING STEPS\"\"; \"\"How to Manage the Monsters\"\"; \"\"BARRIER 1: INTERRUPTIONS\"\"; \"\"Saying No to Your Boss\"\"; \"\"BARRIER 2: CHANGING PRIORITIES\"\"; \"\"BARRIER 3: COPING WITH MULTIPLE BOSSES\"\"; \"\"BARRIER3 4: LACK OF INFORMATION\"\"; \"\"BARRIER 5: UNAVAILABLE BOSS\"\"; \"\"BARRIER 6: DISORGANIZED BOSS\"\"; \"\"A FINAL THOUGHT\"\"; \"\"SECTION IX Coping with Dreadful Bosses\"\"; \"\"ALL BOSSES ARE NOT CREATED EQUAL\"\"; \"\"INTOLERABLE BOSS BEHAVIOR\"\"; \"\"WHAT CAN YOU DO?\"\"; \"\"RISK TO ACTION STEPS DIAGRAM\"\"; \"\"SCALE 1: Level of Risk\"\""]
[{"$nulls":4},"\"\"SCALE 2: Severity of Problem\"\"\"\"SCALE 3: Risk, Severity and Action Steps\"\"; \"\"CASE STUDY 1: GOOD GUY/BAD GUY\"\"; \"\"CASE STUDY 2: THE BOTTLENECK BOSS\"\"; \"\"SECTION X Chutes or Ladders\"\"; \"\"ASSESS YOURSELF\"\"; \"\"EVALUATING YOUR SCORESHEET\"\"; \"\"HOW TO ACHIEVE GOOD PERFORMANCE EVALUATIONS\"\"; \"\"STEP 1: Set Performance Goals\"\"; \"\"STEP 2: Keep Score All Year Long\"\"; \"\"Types of Criticism\"\"; \"\"Coping with Criticism from Our Boss\"\"; \"\"RESPONDING TO UNJUSTIFIED CRITICISM\"\"; \"\"FOGGING\"\"; \"\"REQUEST SPECIFIC FEEDBACK\"\"; \"\"Case Scenario\"\"; \"\"ADMIT THE TRUTH\"\"; \"\"Valid Criticism Scenario\"\""]
[{"$nulls":4},"\"\"Potential Responses to Situations 1â€?3\"\""]
[null,"2.","Record Nr.",null,"UNINA9910971684003321"]
[null,null,"Autore",null,"Kimmel Michael S"]
[null,null,"Titolo",null,"The history of men : essays in the history of American and British masculinities / / Michael S. Kimmel"]
[null,null,"Pubbl/distr/stampa",null,"Albany, : State University of New York Press, c2005"]
[null,null,"ISBN",null,"9780791483824"]
[{"$nulls":4},"0791483827"]
[{"$nulls":4},"9781423743767"]
[{"$nulls":4},"1423743768"]
[null,null,"Edizione",null,"[1st ed.]"]
[null,null,"Descrizione fisica",null,"1 online resource (273 p.)"]
[null,null,"Disciplina",null,"305.31/0973"]
[null,null,"Soggetti",null,"Men - United States"]
[{"$nulls":4},"Men - Great Britain"]
[{"$nulls":4},"Masculinity - United States"]
[{"$nulls":4},"Masculinity - Great Britain"]
[{"$nulls":4},"Sex role - United States"]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","Bibliographic Level Mode of Issuance: Monograph"]
[null,null,null,"Nota di bibliografia","Includes bibliographical references (p. 241-251) and index."]
[null,null,"Nota di contenuto",null,"Front Matter -- Contents -- Preface -- Acknowledgments -- Introduction -- Invisible Masculinity -- American Masculinities -- Born to Run -- Consuming Manhood -- Baseball and the Reconstitution of American Masculinity, 1880–1920 -- Men’s Responses to Feminism at the Turn of the Century -- The Cult of Masculinity -- From “Conscience and Common Sense” to “Feminism for Men” -- British Masculinities -- From Lord and Master to Cuckold and Fop -- Mundus Foppensis and the Levellers -- “Greedy Kisses” and “Melting Extasy” -- Love Letters Between a certain late Nobleman And the famous Mr. Wilson Discovering The True History of the Rise and surprising Grandeur of that celebrated Beau Printed for A. Moore, near St. Paul London, 1745 (originally published, 1723) -- Notes -- References -- Index"]
[null,null,null,"Sommario/riassunto","In this collection, one of the world's leading scholars in the field of masculinity studies explores the historical construction of American and British masculinities. Tracing the emergence of American and British masculinities, the forms they have taken, and their development over time, Michael S. Kimmel analyzes the various ways that the ideology of masculinity—the cultural meaning of manhood—has been "]
[{"$nulls":4},"shaped by the course of historical events, and, in turn, how ideas about masculinity have also served to shape those historical events. He also considers newly emerging voices of previously marginalized groups such as women, the working class, people of color, gay men, and lesbians to explore the marginalized and de-centered notions of masculinity and the political processes and dynamics that have enabled this marginalization to occur."]