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"A splendiferous Halloween story." --The Horn Book

"A great purchase for Halloween or any time of year." --School Library Journal (starred review)

Once upon a time, there was a little old lady who was not afraid of anything But one autumn night, while walking in the woods, the little old lady heard . . . clomp, clomp, shake, shake, clap, clap.

And the little old lady who was not afraid of anything had the scare of her life With bouncy refrains and classic art, this timeless Halloween story...

"A splendiferous Halloween story." --The Horn Book

"A great purchase for Halloween or any time of year." --School Library Journal (starred review)

Once upon a time, there was a little old lady who was not afraid of anything But one autumn night, while walking in the woods, the little old lady heard . . . clomp, clomp, shake, shake, clap, clap.

And the little old lady who was not afraid of anything had the scare of her life With bouncy refrains and classic...

Not only in corporations but also within governments and not-for-profit institutions, organizational violence is on the rise. Drawing on his extensive experience as a consultant and human resource executive, Dr. Williams looks at the nature of violence; identifies its tenets, vessels, structures, and processes; and then offers ways to create what he calls an aura of calm, a state within organizations that is essential to ending violence. The book concludes with a detailed questionnaire, which the author has devised and tested and which manakement will find valuable in its effort to assess...

Dr. Williams contends that over the last 20 years a change has occurred in organizations that has created a syndrome of dysfunctions that are neither good for businesses nor for the people who work in them. Williams sees businesses as living entities, and argues that how they act and react will have an impact on their employees, and often a devastating impact. In much the same way as businesses make decisions, people make choices, and seldom are these decisions and choices congruent. Unless disparate self-interests and goals can be reconciled--unless a partnership can be restored between...

For organizational and personal change to happen and be sustainable, there must first be a system of thought balanced against action. Williams and his concept of congruence provide an alternative to the often chaotic, unbalanced ways in which change is currently understood and its accomplishment attempted. He challenges the organizational model of compartmentalized structures, offers a persuasive refutation of the fashionable paradigm of organizational transformation (one based on dominance and control), and argues a provocative notion that innovation is actually the successful result of...

With compliance now its main goal, human resource management has become a hodgepodge of unconnected functions and tasks. Williams argues persuasively that lost in the day-to-day effort is another, equally important goal: employee and organizational development. One result is that human resource management has lost credibility as a profession and in its own way, much like many of the organizations it serves, has become dysfuntional. To correct this imbalance--compliance over development--and in fact to salvage the HR profession itself Williams challenges HR people to abandon their search...

This book explains in theoretical and practical terms the creation of effective change within organizations. The book states that dysfunction is a current fact of life, creating chronic problems for people and organizational systems. The author describes the basis for dysfunction and develops an effective belief system that can guide personal and organizational functioning. Specifically, the author defines the parameters of creating effective balance and, through three primary cases (city government, utility corporations and gay/lesbian organizations), shows how dysfunction can guide...

In the pre-Hispanic Mesoamerican world, histories and collections of ritual knowledge were often presented in the form of painted and folded books now known as codices, and the knowledge itself was encoded into pictographs. Eight codices have survived from the Mixtec peoples of ancient Oaxaca, Mexico; a part of one of them, the Codex Zouche-Nuttall, is the subject of this book. As a group, the Mixtec codices contain the longest detailed histories and royal genealogies known for any indigenous people in the western hemisphere. The Codex Zouche-Nuttall offers a unique window into how the...

The pre-Hispanic Mixtec people of Mexico recorded political and religious history, including the biographies and genealogies of their rulers, in pictograms on hand-painted, screen-fold manuscripts known as codices. Functioning rather like movie production storyboards, the codices served as outlines of oral traditions to stimulate the memories of bards who knew the complete narratives, which were sung, danced, and performed at elite functions. Centuries later we have limited access to those original performances, and all that remains for our codex interpretation is what is painted on the...