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Review briefs
REVIEW
Strategy, Structure and Style, Edited by HOWARD THOMAS, DON O’NEAL and MICHAEL GHERTMAN,Wiley (1997), 383 pp., E34.95.
A wide range of papers (19) that explore how the emphasis in global competition shifts from one style to the next as companies in one country see their counterparts in other nations become increasingly effective by using different formulas for competing. Divided into the three crucial strategic elements that attempt to bridge management theory and business practice. Excellent material for those seriously studying recent developments. A practical hands-on approach to these issues is covered in Continuously Improving an Organization’s
Performance:
High-
DONALDP. CUSHMANand SARAH SANDERSONKING, State University of New York Press (1997), 158 pp., npq. Speed
Management,
People,
Performance
Compensation
& Pay:
for
Dynamic
Changing
Organ-
THOMAS P. FLANNERY, DAVID A. HOFRICHTER and PAUL E. PLATTEN, The Free Press (1997), 269 pp., $27.00.
izations,
Based on the experience of The Hay Group, who for the past forty years have set the global standard for effective pay strategies. Identifies the four most common organizational work culturesfunctional, process, time-based and network-and explains how to align innovative pay policies with each culture. Likely to become essential reading for those with responsibilities in this vital area.
Power ness
Partnering: Excellence
A Strategy in
the
21st
for BusiCentury,
SEAN GADMAN, Butterworth-Heinemann (1997), 173 pp., E14.99.
Review Briefs are not detailed reviews. They are mainly brief notes and descriptions of books received for review to enlighten the reader on their general intention and approach. The expectation is that more books can be described to readers than has proved possible by publishing only critical reviews. The descriptive information should enable interest in the books to be raised beyond that induced by just listing the titles. However, it is recognized that a critical review can be far more informative about a book than is attempted with Review Briefs and, accordingly, offers to review any books are solicited. Having been described in Review Briefs, a review should critically examine the contents of a publication as an assessment of whether its stated intentions have been met and whether the way it achieves these intentions is attractive to the reader. It is expected that each review will require IOOO1500 words and will be fully attributed. The reviewer keeps the book but Long Range Planning makes no payment. As an alternative, it may be apparent that either a single ‘milestone’ class publication or several books on a single topic could constitute a wider perspective Essay Review. This would be expected to comprise an article of some 3000-4000 words and would have a written introduction by the Review Editor. The Journal would make its usual article contribution payments to the author of an Essay Review. Readers interested to review any book in Review Briefs should be prepared to offer a copy deadline some 5 months ahead which can be relied on in planning the Journal. As a matter of readership policy, reviewer preference will be given to practising managers, or planners. Your interest should be expressed as a specific request to review a book from Review Briefs, preferably giving some intimation of why you think your review would be of interest to readers, addressed to: Bruce Lloyd, Book Review Editor, 46 Aberdare Gardens, London NW6 3QA, UK. Wherever possible, both Reviews and Review Essays should be supplied in hard copy and in electronic form on floppy disk-see Notes for Contributors on the inside back cover.
ability to manage their knowledge assets. “Power partnering” is concerned with creating an environment of interaction between workers, customers, suppliers and other stakeholders, where the focus is on meeting their collective interests in the most relevant and effective/creative way possible. In order to achieve these objectives it is invaluable to integrate the thinking, learning and experience revealed in the 34 useful articles Action Learning at Work, edited by ALAN MLJMFORD, Gower (1997), 430 pp., E49.50. One particular dimension of “power partnering” is definitively explored in The Franchise
Book Reviews and Review Briefs
Paradox:
New Direction,
Dif-
STUARTPRICE,Cassell (1997), E65.00. An invaluable textbook and essential reading for anyone seri-
ferent
In the future (if not today) successful companies will be defined by their
BRIEFS
Strategies,
ously concerned with the future of a fascinating, but far from risk-free, industry.
WHARTON
on Dynamic
Competitive
GEORGE S. DAY and DAVID J. REIBSTEIN, The WHARTON SCHOOLwith ROBERT GUNTHER, Wiley (1997), 465 pp., E24.95. Strategy,
Offers a number of new perspectives on competitive strategy from various members of the faculty at Wharton and (a few) other leading business schools around the world. New insights into key areas such as game theory, scenario planning and market-driven strategy.
Strategy, Structure and Style, Edited by HOWARD THOMAS, DON O’NEAL and MICHAEL GHERTMAN,Wiley (1997), 383 pp., E34.95.
A wide range of papers (19) that explore how the emphasis in global competition shifts from one style to the next as companies in one country see their counterparts in other nations become increasingly effective by using different formulas for competing. Divided into the three crucial strategic elements that attempt to bridge management theory and business practice. Excellent material for those seriously studying recent developments. A practical hands-on approach to these issues is covered in Continuously Improving an Organization’s
Performance:
High-
DONALDP. CUSHMANand SARAH SANDERSONKING, State University of New York Press (1997), 158 pp., npq. Speed
Management,
People,
Performance
Compensation
& Pay:
for
Dynamic
Changing
Organ-
THOMAS P. FLANNERY, DAVID A. HOFRICHTER and PAUL E. PLATTEN, The Free Press (1997), 269 pp., $27.00.
izations,
Based on the experience of The Hay Group, who for the past forty years have set the global standard for effective pay strategies. Identifies the four most common organizational work culturesfunctional, process, time-based and network-and explains how to align innovative pay policies with each culture. Likely to become essential reading for those with responsibilities in this vital area.
Power ness
Partnering: Excellence
A Strategy in
the
21st
for BusiCentury,
SEAN GADMAN, Butterworth-Heinemann (1997), 173 pp., E14.99.
Review Briefs are not detailed reviews. They are mainly brief notes and descriptions of books received for review to enlighten the reader on their general intention and approach. The expectation is that more books can be described to readers than has proved possible by publishing only critical reviews. The descriptive information should enable interest in the books to be raised beyond that induced by just listing the titles. However, it is recognized that a critical review can be far more informative about a book than is attempted with Review Briefs and, accordingly, offers to review any books are solicited. Having been described in Review Briefs, a review should critically examine the contents of a publication as an assessment of whether its stated intentions have been met and whether the way it achieves these intentions is attractive to the reader. It is expected that each review will require IOOO1500 words and will be fully attributed. The reviewer keeps the book but Long Range Planning makes no payment. As an alternative, it may be apparent that either a single ‘milestone’ class publication or several books on a single topic could constitute a wider perspective Essay Review. This would be expected to comprise an article of some 3000-4000 words and would have a written introduction by the Review Editor. The Journal would make its usual article contribution payments to the author of an Essay Review. Readers interested to review any book in Review Briefs should be prepared to offer a copy deadline some 5 months ahead which can be relied on in planning the Journal. As a matter of readership policy, reviewer preference will be given to practising managers, or planners. Your interest should be expressed as a specific request to review a book from Review Briefs, preferably giving some intimation of why you think your review would be of interest to readers, addressed to: Bruce Lloyd, Book Review Editor, 46 Aberdare Gardens, London NW6 3QA, UK. Wherever possible, both Reviews and Review Essays should be supplied in hard copy and in electronic form on floppy disk-see Notes for Contributors on the inside back cover.
ability to manage their knowledge assets. “Power partnering” is concerned with creating an environment of interaction between workers, customers, suppliers and other stakeholders, where the focus is on meeting their collective interests in the most relevant and effective/creative way possible. In order to achieve these objectives it is invaluable to integrate the thinking, learning and experience revealed in the 34 useful articles Action Learning at Work, edited by ALAN MLJMFORD, Gower (1997), 430 pp., E49.50. One particular dimension of “power partnering” is definitively explored in The Franchise
Book Reviews and Review Briefs
Paradox:
New Direction,
Dif-
STUARTPRICE,Cassell (1997), E65.00. An invaluable textbook and essential reading for anyone seri-
ferent
In the future (if not today) successful companies will be defined by their
BRIEFS
Strategies,
ously concerned with the future of a fascinating, but far from risk-free, industry.
WHARTON
on Dynamic
Competitive
GEORGE S. DAY and DAVID J. REIBSTEIN, The WHARTON SCHOOLwith ROBERT GUNTHER, Wiley (1997), 465 pp., E24.95. Strategy,
Offers a number of new perspectives on competitive strategy from various members of the faculty at Wharton and (a few) other leading business schools around the world. New insights into key areas such as game theory, scenario planning and market-driven strategy.