Last night, I met the funniest, sexiest single dad on the planet. I also managed to get into the kind of co-ed naked trouble with him that involved a nurse, a shotgun, a feral turkey, and a pair of pliers. But all's well that ends well, and we already have plans to meet up again. It's early days, but I'm already thinking Drew might be The One. Then I show up to my new nanny gig and who steps out on the front porch, holding the cutest little redhead in the world? Yep, that's right. Drew is Andrew McGuire, my new boss, and he's not about to date the nanny. His daughter's happiness and stability are his top priority. Considering I just fell in love with this precious, motherless girl at first sight, I would be inclined to agree with him. If it weren't for one thing—my heart already has a Drew-shaped hole in it. I'm pretty sure I would miss him, even if we'd never met. But how to convince this amazing man that his heart—and his family—are safe with me? And that he should be my boss with benefits? Forever. Welcome to Bad Dog where the men are incredible, the animals are ridiculous, and the happy ever afters are super emotional and steamy! Boss Without Benefits is a Standalone Romance with Spice!

Alessandra is a naughty personal assistant who breaks into my home when she discovers she's going to lose her job. She deserves a spanking. A very stern one. She thinks I don’t know about her plans, she thinks I’m out of town. When I am; she uses my car, apartment, and even my bed. I might have turned a blind eye before, but not anymore. She’ll find out what having a grumpy boss means. One thing is for sure—I’m removing all benefits. She’s about to find out what it means to have a boss, without the benefits. Author’s Note: It's a novella with enough sexiness for you to enjoy. It is standalone, and there's no cheating!

My new boss is a jerk, but his benefits package is HUGE. You'd think working for "LA's Sexiest CEO" would be fun. You don't know Jack McCann. The arrogant bosshole wants a slave, not an assistant. He barks orders, wears a perma-scowl, and demands superhuman skills in mind reading. When he humiliates me in front of the whole office, I stand up to him... And wait to be fired. Instead, we make out in the elevator. I should hate him. But those rock-hard abs and piercing eyes melt my resistance into a puddle. Trust me, this is purely physical. He doesn't do relationships. Besides, I'd never fall for Lucifer in an Armani suit. Not even when I catch glimpses of a heart beneath that wall of ice. But Jack doesn't know my secret. Mr. Grumpy Boss from Hell is going to be a daddy. Boss with Benefits is a standalone, full-length romance from the Bosses and Babies series. It's packed with scorching hot steam, all the romance feels, and a swoony Happily Ever After that will leave you with a smile on your face. No cheating or cliffhangers!

Blending spiritual wisdom with solid business advice, this practical, hands-on resource offers readers more than 50 tips on becoming better bosses--tips that will greatly enhance readers' management skills as well as positively impact the employees they oversee.

Answer the questions that arise when managers and workers need to adjust to unfamiliar leadership roles and rules in flattened organizational forms. Leading When You’re Not the Boss provides a conceptual framework that you can apply when assessing your own organizations and work. The book discusses the underlying ideas necessary for a shift from a culture of hierarchies to one of relationships and the establishment of intrapreneurial and holistic work environments. This book supports the trend in many corporations toward flattening parts of their traditional top–down hierarchical management systems into more egalitarian, democratized, and distributed organizational forms. It analyzes the weaknesses of "management" culture at a time of ever more rapid change and complexity in the business world and illustrates how flattened organizational units increase agility, innovation, and efficacy. Moreover, it discusses how individuals can exercise effective leadership despite lacking the command-and-control authority of conventional bosses and ways for organizations to cultivate effective "post-management" cultures. Especially in the technology sector, large projects have become too complex to be mastered by any single leader. Drawing on his experience as a senior manager and executive consultant for a number of Fortune Global 500 companies, Roger Strathausen analyzes the situations and benefits that motivate companies to adopt flattened organizational forms. He shows that empowering a multi-talented group to manage itself by horizontal cooperation can deliver products with more speed, efficiency, innovation, and nimbleness than a solo boss could, while yielding higher employee productivity and retention rates. With an entertaining mix of real-world examples and an episodic HBR-style fictitious case study, the author illustrates throughout the book how his leadership lessons can be serviceable only when intelligently tailored to the dynamic complexities of specific situations, including the personalities and competencies of the people involved. What You'll Learn How to tailor the techniques of shared leadership to specific business situations rather than treating them as iron rules How to flourish in nonhierarchical and ambiguously-hierarchical organizational contexts that encourage individual initiative for the joint benefit of the enterprise and personal professional growth How success and fulfillment at work are enhanced by organizational forms in which participants assess the situational relevance of their respective talents and actively apply them to group objectives in lateral cooperation with peers, as opposed to passively receiving orders from appointed bosses Who This Book Is For The primary readerships for this book are business leaders and managers at all levels in corporations and non-managerial professionals who work in self-directed teams. The secondary readerships are practitioners, consultants, and academics interested in the topics of human resources, organizational design, and the future of work.

* New York Times and Wall Street Journal bestseller multiple years running * Translated into 20 languages, with more than half a million copies sold worldwide * A Hudson and Indigo Best Book of the Year * Recommended by Shona Brown, Rachel Hollis, Jeff Kinney, Daniel Pink, Sheryl Sandberg, and Gretchen Rubin Radical Candor has been embraced around the world by leaders of every stripe at companies of all sizes. Now a cultural touchstone, the concept has come to be applied to a wide range of human relationships. The idea is simple: You don't have to choose between being a pushover and a jerk. Using Radical Candor—avoiding the perils of Obnoxious Aggression, Manipulative Insincerity, and Ruinous Empathy—you can be kind and clear at the same time. Kim Scott was a highly successful leader at Google before decamping to Apple, where she developed and taught a management class. Since the original publication of Radical Candor in 2017, Scott has earned international fame with her vital approach to effective leadership and co-founded the Radical Candor executive education company, which helps companies put the book's philosophy into practice. Radical Candor is about caring personally and challenging directly, about soliciting criticism to improve your leadership and also providing guidance that helps others grow. It focuses on praise but doesn't shy away from criticism—to help you love your work and the people you work with. Radically Candid relationships with team members enable bosses to fulfill their three core responsibilities: 1. Create a culture of Compassionate Candor 2. Build a cohesive team 3. Achieve results collaboratively Required reading for the most successful organizations, Radical Candor has raised the bar for management practices worldwide.

"A high-profile business manager describes her development of an optimal management course designed to help business leaders become balanced and effective without resorting to insensitive aggression or overt permissiveness"--