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The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't (精装)
by Robert I. Sutton
| Category:
Management, Organizational Behavior, Workplace, Business life |
| Market price: ¥ 248.00
MSL price:
¥ 228.00
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| Stock:
Pre-order item, lead time 3-7 weeks upon payment [ COD term does not apply to pre-order items ] |
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MSL rating:
 Good for Gifts |
| MSL Pointer Review:
Common sense dressed in modern business context, this book is the definitive survival guide for dealing with workplace bullying. |
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AllReviews |
1 Total 1 pages 8 items |
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David Siegfried (Boolist, MSL quote), USA
<2007-08-30 00:00>
We all know them or know of them--the jerks and bullies at work who demean, criticize, and sap the energy of others, usually their underlings. It could be the notorious bad boss or the jealous coworker, but everyone agrees that they make life miserable for their victims and create a hostile and emotionally stifling environment. Fed up with how these creeps treat others and poison the workplace, Sutton declares war and comes out calling them exactly what they are - "certified assholes." Caricatured in sitcoms such as The Office, these brutes are too often tolerated until irreparable damage is done to individuals and the organization as a whole. Sutton's "no asshole rule" puts a stop to the abuse in no uncertain terms. Similar rules have transformed such companies as JetBlue, the Men's Wearhouse, and Google into shining examples of workplaces where positive self-esteem creates a more productive, motivated, and satisfied workforce. If you have ever been a victim, just reading Sutton's analysis brings calm relief, empowerment, and reassurance that you're not alone. |
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Jean Pouliot (MSL quote), USA
<2007-08-30 00:00>
Whether they are called jerks, bullies or a**holes, every organization has people who seem designed precisely to increase the misery of others. Though some of these folks are enormously talented in their own way, their personalities are so defective that whatever positives they bring are drowned out by a vast sea of negatives. Whether an organization is headed by one of these miserable SOBs or is simply awash in them, Robert Sutton's little book gives the rest of us the tools to identify them and (at least try to) drain their power.
Sutton bases his conclusions on his personal experiences and on the seemingly extensive sociological and even zoological research that has been done on workplace bullying. It doesn't say much about human bullying that it so closely mirrors that found in baboons fighting over control of the food at a garbage dump. Lower-ranked males and female baboons get more than their share of shoves, bites and threats - just as in the office. Sutton shows how animalistic human interactions like these drive much of the unhappiness and lost productivity that we experience there.
Sutton describes how social distance - say between managers and subordinates - is a significant predictor of bullying. While many organizations revel in paying their executives exorbitant salaries, some buck the trend and are very profitable. Costco, where CEO James Sinegal sets his pay at no more than 10 times the amount of his lowest paid worker, is an example. Sinegal's deliberate strategy is to reduce the social distance between himself and his employees, helping to set the stage for a productive workplace. And it seems to be working.
Sutton describes how to calculate the TCA - "total cost of a**holes". This is the extra cost that meanies bring to the workplace in terms of lost productivity, time wasted in consoling victims, plotting revenge, and the time wasted by managers and human resources on coaching and retraining the offender. Though the biggest a**holes are often the biggest producers, Sutton shows how their departure can actually improve group productivity. After one nasty star salesman at Mens Wearhouse was let go, productivity at that branch shot up 30% - more than offsetting the loss of the bully. The fear that companies have about dumping their a**hole superstars is ill-founded.
Sutton's book is skimpy in two ways. It could have used juicier a**hole horror stories. And his prescription for dealing with a**holes is weak. In capitalist cultures, being an a**hole can be precisely what makes one successful. People like Steve Jobs of Apple are famous for using intimidation and tantrums to get their way. And even Sutton admits that being an a**hole is a necessary tactic in some situations. So in a culture that runs on and rewards a**hole behavior, victims have few options beyond limiting their contact or mentally disengaging when the chimps start hurling turds. Sadly, sometimes the only weapon one has is to imagine a devastating revenge, even if one never uses it. The mere thought that someday, a "that guy is gonna get his" is enough to help victims through another demoralizing day at the office.
I had originally intended to give this book three stars, but I have been talking about it for days. That rates it an extra star. Though Sutton has no foolproof way for getting rid of a**holes (other than not hiring them in the first place) the book shows that when it comes to a**holes, not everyone has to have one. |
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A HR Consultant (MSL quote), USA
<2007-08-30 00:00>
I consult to organizations about "people problems." I have recommended this best-seller to a lot of clients, especially managers who are interested in attracting and keeping good people - unfortunately, too many companies have a-hole managers who driving good people out and that create waves of fear that dampen creativity and productivity. Chapter 2 makes a strong argument about why organizations that treat people like dirt are shooting themselves in the foot. It shows that the costs are higher than many managers realize.
Chapter 3, on "How to Implement the Rule, Enforce It, and Keep It Alive," is the one that I emphasize and that my clients find especially useful. It shows goes through the steps that good companies take - and that bad companies ought to take - to hire, train, reward, and (when necessary) punish and expel nasty people. Sutton not only uses academic research to bolster this advice, he takes examples from a wide range of organizations, from law firms to Southwest Airlines to Gold's Gym.
I've also suggested Sutton's ARSE Test to a lot of my clients, and they find that fun as well - it is a "self-exam" and a lot of people have completed it (it is in the book and on the web on Guy Kawasaki's blog).
This isn't a long book, but it is filled with great ideas. I especially recommend it for people who work in HR, but just about everyone encounters jerks at work, and Sutton's little book can help. |
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Sylvia Bergeson (MSL quote) , USA
<2007-08-30 00:00>
This book is for those who work with bullies in the workplace. Although I didn't find all my answers here, I did find peace knowing I am not alone and that people deal with bullies in different ways. This book sounds arrogant by the title, but it does get you to pick it up and read. It is a practical and honest advice book and I recommend it to those who wish they could rid the workplace of bullies. Too bad bullies don't always know they are bullies and won't see themselves in this book. |
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James Redpath (MSL quote), Saudia Arabia
<2007-08-30 00:00>
A really wonderful book, that can help you feel better and cope in a distressing work environment. Whether it be baring witness or the target of abuse direct or indirect. I know the title may throw some people off. Let's face it; the "A" word really says it all to those that make our daily work uncomfortable or even in those painful meetings or clients. Sutton even explains how the terms jerk, bully, abusive environment, and so forth can't accurately describe the situation. These are not simply bullies, its abusive behavior and on the borderline of harassment or discrimination. Sutton first defines a**hole and then treats the subject of just plain a**holes in the office from three perspectives: 1) trying to create an a**hole free environment, 2) the damage it creates in productively and general hiring costs, and 3) how to live in such an environment. He provides definitive support and studies on the subject which are entertaining and funny at times. It's not a touch and free good book, its based on facts and supporting research.
I must admit, I starting reading his book from the fourth chapter to the end where it discusses how to survive an environment full of a**holes. This was more applicable in my situation. Interesting Sutton points out specific avoidance and non-productive behavior I have witness myself that clearly confirms the affects a**hole have on productively. The beginning chapters are a little slow which mostly state the facts and definition as well as the weeding out a**hole in the hiring process. Good reading for Human Resources folks in the hiring and review process. The remaining chapters are most entertaining for us all that have to work in such an environment or with people and need to manage. In general the book has some great stories on real life people and is funny at times. As we all know it is much easily to be cruel than it is to be nice. I think everybody knows that. And misery loves company and helps us all cope. Join the crowd and get the book to learn about what we all non- a**holes can do together to survive and support each other. And maybe it can help an a**hole himself get better, that I can't only hope. Incidentally I bought one book and am passing it around having each person sign it after they read it. Some have even bought their own copy to pass forward or keep as a reference. |
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Lynn Lyon (MSL quote), USA
<2007-08-30 00:00>
I highly recommend this book for employees or work teams who find themselves struggling to maintain energy and focus on the job because of the destructive behavior of one or more individuals. This book is a quick read - I finished it in one weekend. It should also become required reading for HR departments and leadership teams who have struggled to preserve a positive and efficient corporate culture.
Dr. Sutton provides an analytical approach, guidance for calculating costs, and a pro-active approach that can improve the workplace for the sake of the company, work groups and individual contributors.
This book goes beyond the usual coverage for bullies and hostile environments that describe the fairly obvious results, the legal limitations, and recommended rapid exit strategies for individuals who are in the midst of it all.
Dr. Sutton bravely asserts that this problem does not have to continue and spread throughout the organization. He provides practical and rational insight for making changes that focus on positive results for the company and the employees.
I especially like the simple diagnostic question about the impact the individual has on the energy levels of those around them.
After 15 years of success with fabulous bosses and a minimal/manageable amount of exposure to @#$holes, I found out why other people I knew did not love their jobs the way I had in the past when I started working for a bully.
Being proactive and determined to succeed, I searched for answers to questions like - How can I manage this situation better? How can I find ways to be more effective and less reactive under these circumstances? How can I shield my team and try to be a catalyst for change in this department? What are the most important results that I need to focus on and manage?
I was discouraged to find other material that I read on bullies and hostile environments, concluded the bullies always "win" - that the jerk would persevere and often expand their influence. The targets and others impacted generally had 3 choices, accept and adopt the practices, become apathetic and do the minimum to get by spending a large percentage of time doing CYA or leave the department or the company. The books also spent a lot of time focusing on different legal positions.
This book provides hope that you can survive and impact change without a lawsuit. I wish everyone who is dealing with an #$%hole the courage, stamina, and good fortune to improve the situation. |
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Chester Perry (MSL quote), USA
<2007-08-30 00:00>
This is an easy book to read and not very long. However, I know there are thousands of people out there who will feel better just by picking up this little book and knowing they are not alone. There is a bumper sticker that says, "my kid beat up your honor student." Unfortunately, that is what happens all too often in the work world. Talented people are often trumped by the politically skilled. It seems this is an epidemic not just in corporations but all kinds of organizations, big and small. I believe that there are many people who cannot handle authority because they use it to control people and to make themselves feel powerful by abusing their subordinates. Bravo, Dr. Sutton!
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Maureen Rogers (MSL quote), USA
<2007-08-30 00:00>
Once in a while, a business book comes along that really hits a very important nail right on the head. Stanford Professor Bob Sutton's new book is one of them.
What the book does is argue that it is both anti-humane and counter-productive to give jerks free reign in the workplace, and that organizations riddled with destructive individuals - no matter how "valuable", powerful, and successful they are - should make conscious and deliberate steps towards changing their bad behaviors. Or get rid of them.
I hope that those who might be put-off by the title, or the use throughout the book of "the word" can get over it. Sutton may be provocative here, but he's not being cute. There really is no substitute for that particular word, and anyone who's experienced one at work - as victim, innocent by-stander, or even occasional perpetrator - knows it.
Sutton has the statistics to back up his claims that allowing bad behavior in the workplace is costly, citing studies that show the high proportion of people who have been negatively impacted by those insult, demean, and humiliate those under them in the organization. He even comes up with a mechanism for calculating how to itemize the overall cost of having jerks around by factoring in items like the cost of recruiting replacements for people who quit, HR expenditures on interventions and counseling, etc.
Sutton notes that many companies do, in fact, have some sort of "no jerk rule", but he is clear in pointing out that just having a rule in place is not enough. The rule needs to be enforced. You can't start making exceptions, and you have to develop a culture in which if someone's acting like a jerk - and we're all pretty much capable of acting like one on occasion, even if we're not chronic offenders - anyone can call them on it, even if the jerk's the boss.
For those who get stuck in bad situations, and where walking out is not an option, Sutton offers good advice. Forget those calls for passion and commitment. If you're in a bad company, you should "develop indifference and emotional attachment," he advises. "There are times when the best thing for your mental health is to not give a damn about your job, company, and especially all those nasty people." He goes on to offer further coping strategies: find and hang out with "the good guys," look for small victories, offer emotional support to other victims (while avoiding the rat-hole of non-productive gripe sessions), take control of what you can... All sound advice.
My quibbles with the book are minor: I think that Sutton may err on the side of providing a little too much "survey said" - they all started to sound the same. And a couple of his jerk examples were so extreme that I'm afraid that some people will come away from their reading convinced that the pedestrian abuse that they suffer or witness in their workplace is so minor that it's not worth thinking about. Or that even chronic offenders will be able to let themselves off the hook - "Hey, I'm not as bad as that jerk."
I'm sure, based on its title alone, Bob Sutton's new book will fare pretty well. But I'd hate to see it end up as a gag gift or stocking stuffer. Quibbles aside, this is an important book for anyone concerned about creating a healthier workplace. In an increasingly fractious and on-edge world, it would be comforting to know that, at least while you were at work, you weren't going to have to deal with obnoxious jerks determined to make your life miserable. |
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1 Total 1 pages 8 items |
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