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Publishers Weekly Review

Levering revisited 20 of the best and worst companies he featured in The 100 Best Companies to Work for in America to identify essential characteristics and dynamics that motivate employees, stimulate productivity and a sense of personal fulfillment. He contends that, apart from wages and special benefits, a great workplace, regardless of the type of product or service, results from a company's nonmanipulative approach as opposed to the mechanistic model of scientific management, the elitist ``human-relations'' psychological treatment of workers or the variety of mostly bottom line, objective-centered management theories of experts such as Peter Drucker and Tom Peters. The author suggests that the fact that companies with good workplace practices also have top market ratings may encourage an effort on the part of other management teams and labor pools to pursue quality in both products and employee relations. First serial to Self; Macmillan Book Clubs dual main selection. (July) (c) Copyright PWxyz, LLC. All rights reserved

CHOICE Review

Incorporating practical application with theory, this volume gives managers and academicians a basis from which to grow. With detailed accounts of specific corporate successes and mistakes, Levering attempts to pinpoint the characteristics of a "good" workplace. He discerns the characteristics by researching what he feels are 20 of the best-run companies in the US today. Discussed are such topics as corporate politics, the familial environment, criticism, and job enrichment. Levering skillfully refreshes the reader's memory by describing in relative depth the contributions of managerial forefathers such as Frederick Hertzberg, Elton Mayo, and Frederick Taylor. Using this approach, the author significantly advances our understanding of the impact of these and other leaders on present-day management. One need not share enthusiasm for any particular mentor or case study; coverage of them seems to be rather objective. In the latter portion of the book, Levering outlines key characterisitics of companies rated as being great places to work; cites occurrences of managerial corruption; and offers thought-provoking closing statements. Nicely documented and lucidly written, the book stimulates extremely interesting lines of thought. Of interest to managers, academicians, graduate students, and, perhaps, upper-division undergraduates. -K. T. Miller, Fairleigh Dickinson University

Booklist Review

The follow-up volume to The 100 Best Companies to Work for in America (Booklist 80:1278 My 15 84) focuses on 23 firms, describing their philosophies and offering direct comment from their employees. Trust, confidence, and pride in one's work are cited as staple attributes within successful organizations, as is the positive fallout these virtues engender. Publix Super Markets and Marion Labs, for example, foster communication and provide exceptional benefits. Northwestern Mutual Life offers a job enrichment program, Federal Express created the concept of GFT (guaranteed fair treatment), and Pitney Bowes oversees CPR (council of personnel relations). In addition, the text charts the lives and ideologies of corporate thinkers such as Peter Drucker and Elton Mayo. This volume offers ample proof that positive work environments can and do exist at profitable and respected companies. Bibliography, notes; to be indexed. GRH. 331.2'0973 Personnel management-U.S. / Job satisfaction-U.S. / Quality of work life-U.S. / Work environment-U.S. [CIP] 87-43226