Manage the 800 pound Gorilla- your corporate culture-or it will manage you Editorial Reviews "Culture matters. What Ford calls the fourth factor is at least as important as products, customers, and cash in getting results and generating shareholder value. Any executive who wants to successfully manage culture should heed the practical advice Ford provides." -Jonathan Schwartz, CEO, Sun Microsystems, Inc. "Ford's wonderful new book on the Gorilla of corporate culture is brilliantly practical, carefully thought out, and clearly written. To mix metaphors, the blind men (and women) can finally begin to see the sides of the elephant when it comes to culture." -Michele Bolton, Author of The Third Shift "Ford has done a great job of creating a book that allows leaders at all levels of the organization to lead more effectively by understanding and managing culture. A must read for executives " -Brian Scudamore, Founder and CEO, 1-800-GOT-JUNK? Book Description Corporate culture is the 800 pound Gorilla in your organization-it does whatever it wants to. You can't ignore it. If you focus only on managing products, customers, and cash, leaving the fourth factor- culture-to take care of itself, your culture may undermine your success in the first three. Managing the fourth factor is crucial to any leader's success and this book will show you how to do that. Failure to manage corporate culture can result in - Inability to change strategic directions more quickly than your competition - A failed merger or joint venture - The isolation of functional silos in the organization. Most executives hate dealing with culture because they don't know how to manage or measure it, let alone change it. So they focus on managing products, customers, and cash, leaving the fourth factor-culture-to take care of itself. All too often, the neglected fourth factor undermines success in the first three. A successful culture provides a competitive advantage that is virtually impossible to duplicate. This will be increasingly important as the global talent shortage becomes more severe. Statisticians estimate that in 2008, approximately 12 million experienced workers will leave the workforce and only 3.5 million new workers will enter the workforce. Your organization needs to be able to attract and retain talent in that market. Managing culture is vital to your ability to do that. Understanding how culture maintains and reproduces itself is the key to managing culture. Dr. Ford provides plenty of real-world examples and specific behaviors to make culture real and visible. And she deals specifically with the pragmatics of managing culture change. In this engaging, practical look at organizations, you'll learn how to take charge of your destiny by managing the fourth factor. Dr. Ford takes culture from a soft, nebulous concept that can't be managed to a strategic asset that must be managed. More Editorial Reviews "Ford has finally provided an answer to every CEOs question: "We've tried everything and the problem persists. What's wrong?" Read The Fourth Factor, and you'll pick up that missing organizational link." -George W. Kessinger, CEO, Goodwill Industries International "This is an important work on a significant subject for serious leaders who want to grow extraordinary organizations. Dr. Ford elaborates with clarity and wisdom about the power of culture in any environment." -Nido R. Qubein, Chairman, Great Harvest Bread Company, President, High Point University About the Author Maverick, entrepreneur, catalyst, leader, sage advisor, change agent. Dr. Linda Ford is all of these. Linda is committed to helping senior executives manage the fourth factor-culture. She consults and speaks on improving business performance. After twenty five years in Silicon Valley, Linda is back home in Texas. She lives in Austin with her cat, Lizzie.

Though we do everything we can, sometimes, we fail to achieve the desired results. There is a mysterious 4th Factor that controls the results of man’s actions.

Publications on emotion (and the affective sciences in general) have exploded in the last decade. Numerous research teams and individual scholars from many different disciplines have published research papers or books about many different aspects of emotions and their role in behaviour and society. However, One aspect of emotional research that has been somewhat neglected, is the way in which emotional terms translate into other languages. When using terms like anger, sadness, fear, disgust, and joy for so-called basic emotions, as well as terms like shame, guilt, pride, regret and contempt for more complex emotions, it is naturally assumed that the emotion terms used for research in the native language of the researchers and translated into English are completely equivalent in meaning. However, this is not generally the case. In many cases there is no direct one to one relationship between an English term and a term in an alternative language. In fact, there can be significant differences in the way that these seemingly similar emotional terms can be applied across various languages, with important implications for how we review and appraise this work. This book presents an extensive cross-cultural and cross-linguistic review of the meaning of emotion words, adopting a novel methodological approach. Based on the Component Process Model, the authors developed a new instrument to assess the meaning of emotion terms. This instrument, the GRID questionnaire, consists of a grid of 24 emotion terms spanning the emotion domain and 142 emotion features that operationalize five emotion components (Appraisals, Bodily reactions, Expressions, Action tendencies, and Feelings). For the operationalization of these five emotion components, very different emotion models from the Western and the cultural-comparative emotion literature were taken into account. 'Components of Emotional Meaning' includes contributions from psychological, cultural-comparative, and linguistic perspectives demonstrating how this new instrument can be used to empirically study very different research questions on the meaning of emotion terms. The implications of the results for major theoretical debates on emotion are also discussed. For all researchers in the affective sciences, this book is an important new reference work.

When using emotion terms such as anger, sadness, fear, disgust, and contempt, it is assumed that the terms used in the native language of the researchers, and translated into English, are completely equivalent in meaning. This is often not the case. This book presents an extensive cross-cultural/linguistic review of the meaning of emotion words

Ranging from elegantly simple to extremely complex, a wide variety of flavors and fragrances stimulate our senses. It is difficult to understand the myriad sensory interactions involved because of the sheer complexity of their chemical composition. The aim of this text is to describe the use of chemometric techniques for understanding these complex systems and to serve as a practical guide to the acquisition, organization and reduction of chemical and sensory data. It explains chemical, sensory and multivariate analysis tools and their application. Pertinent concepts are discussed in-depth and are sufficiently illustrated with enough original data in complementary tables and figures to provide the basis for the execution of complex studies. The book emphasizes techniques that have been proven to work rather than those that "should" work from a theoretical standpoint. The book focuses on the acquisition of quality data and the subsequent interpretation of data rather than numerical computations used in data analysis. Chemometrics: Chemical and Sensory Data is an excellent resource for students and newcomers to flavor and fragrance research, as well as for experienced workers and product development managers.