The Psychology of Spies and Spying tells the story of the people involved in spying: the human sources (agents) who betray their country or organisation and the professional intelligence officers who manage the collection and reporting process. It provides a rigorous psychological analysis of the personality and motivation of individuals involved in spying.
This book shows the importance of developing trust between agents and handlers, between agencies and their government and ultimately the public. It shows how agent handlers, operating in environments of complete secrecy, need to manage dark side behaviours because agents are selected for their access to secrets, not for their qualities. It explains why motivation is rarely simple since it is invariably a combination of many issues.It explains how fiction writers are good at developing plots and the characterisation of spies, but few capture the motivation of agents well. Finally spy gadgets and techniques are also described in detail. Included are twelve agent case studies in which most were motivated by ideology, had significant misfortune in their youth and offered their services rather than being coerced into betrayal.
The Psychology of Spies and Spying promotes the view that in the world of intelligence, it is trust not betrayal which dominates the mindset.
Many organizations approach the issue of employee engagement and motivation by tapping into age, gender and other stereotypes. Motivation and Performance challenges these notions, bringing together evidence that group differences are often exaggerated and that getting to the heart of what really motivates individuals is what's most important. This book is a practical guide to ensuring that organizations consider all motivators - job security as well as the need for personal growth - to improve employee satisfaction, boost organizational productivity and reduce staff turnover.
Underpinned by original research, Motivation and Performance features case studies from finance, retail, the public and other sectors to show how the principles of motivating employees apply at all levels of the organization, not just at the leadership level, and how values and motivation can be changed and developed. Complete with a framework for conducting effective visits to front-line locations, it will help HR professionals ask the right questions, choose whether to implement external motivation-building programmes and make a real impact on an employee's desire to progress in the company.
Buying a table tennis table will make your staff happier. Working eight hours a day, five days a week, will result in the most productivity. Paying higher salaries will always result in higher motivation. But will it really?
There are a staggering number of myths, stereotypes and out-of-date rules that abound in the workplace. This can make it feel impossible to truly know how to get the most out of your career, your team and your organization. In Myths of Work, Ian MacRae and Adrian Furnham take an entertaining and evidence-based look at the most pervasive myths about our working lives, from the serious to the ridiculous, to give you the insight you need to become a better manager in the modern workplace. Fascinating real life case studies from organizations around the world display the myths (and how to overcome them) in practice.
Myths of Worktakes the most up-to-date academic research in business and psychology and combines it with practical insights, a lively writing style and a handy dip-in-and-out structure to form your ultimate guide to becoming a better enlightened manager.
