Here are 100 books that Administrative Behavior fans have personally recommended if you like
Administrative Behavior.
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I have for 28 years helped organizations around the world scale their business. I'm a dedicated innovator and thought leader in artificial intelligence and digital commerce. My passion for innovation thrives in exploring how AI can transform businesses and improve lives. I've authored 10 books and shared my insights as a professional speaker to educate, inspire, and motivate others. I love delving into the future of AI and innovation, which drives me to constantly learn and share knowledge. This list reflects the books that have significantly influenced my journey. My life is about pushing forward, always looking for alternatives to understand where those paths might lead us.
This book transformed my understanding of human cognition. I love how Daniel Kahneman delves into the dual systems that drive our thoughts—intuitive and deliberate.
This book helped me recognize cognitive biases and informed how I develop AI technologies that align with human behavior. It reinforced the importance of designing AI that complements our natural thinking patterns.
The phenomenal international bestseller - 2 million copies sold - that will change the way you make decisions
'A lifetime's worth of wisdom' Steven D. Levitt, co-author of Freakonomics 'There have been many good books on human rationality and irrationality, but only one masterpiece. That masterpiece is Thinking, Fast and Slow' Financial Times
Why is there more chance we'll believe something if it's in a bold type face? Why are judges more likely to deny parole before lunch? Why do we assume a good-looking person will be more competent? The answer lies in the two ways we make choices: fast,…
When I was younger, I got into a lot of trouble. Many good-hearted people helped me. In part, this inspired me to become a clinical psychologist. When I was in graduate school at Harvard, I became disillusioned with clinical psychology and inspired to figure out why people are motivated to help others. During this process, a lecturer from the Biology Department, Robert Trivers, approached me and we exchanged drafts of papers we were writing. Trivers’ ideas caused me to see altruism and morality in an entirely different, and much more valid, way. In Survival of the Virtuous I demonstrate how psychological findings on altruism and morality can be gainfully interpreted from an evolutionary perspective.
As a psychologist, I marveled at the integration of ideas from psychology and evolutionary biology (with some philosophy thrown in) about the evolution of morality presented by the biologist D.S. Wilson and the philosopher Elliott Sober. Unto Others is a bold book that challenges the pervasive position in biology that moral traits cannot evolve through group selection. Using examples from several species, these authors explain how competitions in which altruistic groups defeat selfish groups can select for altruistic traits even though selfish individuals within these groups fare better than altruistic individuals.
I admired the courage of these authors to go against the grain and withstand the vilification that their iconoclastic ideas evoked.
No matter what we do, however kind or generous our deeds may seem, a hidden motive of selfishness lurks--or so science has claimed for years. This book, whose publication promises to be a major scientific event, tells us differently. In Unto Others philosopher Elliott Sober and biologist David Sloan Wilson demonstrate once and for all that unselfish behavior is in fact an important feature of both biological and human nature. Their book provides a panoramic view of altruism throughout the animal kingdom--from self-sacrificing parasites to insects that subsume themselves in the superorganism of a colony to the human capacity for…
At the very beginning of my studies, I asked myself a question that still accompanies me today: “Why are some people successful and others not?” I've always been interested in people who are successful through their own efforts instead of building on the success of previous generations through their heritage. In my search for what distinguishes successful from less successful people, I began to read a variety of relevant books and attend seminars. These books and seminars dealt with the topics of success, personality development, marketing and sales, rhetoric, psychology, and management as well as self-management and personal productivity. To date, I've read several hundred books on these topics and attended a number of seminars.
Reflection and reason are overrated, according to renowned psychologist Gerd Gigerenzer.
Much better qualified to help us make decisions is the cognitive, emotional, and social repertoire we call intuition, a suite of gut feelings that have evolved over the millennia specifically for making decisions.
Gladwell drew heavily on Gigerenzer's research. But Gigerenzer goes a step further by explaining just why our gut instincts are so often right.
I have heard Gerd Gigerenzer lecture and read several of his books. If you want to use your gut feeling and your mind, this book tells you how.
Why is split second decision-making superior to deliberation? Gut Feelings delivers the science behind Malcolm Gladwell's Blink.
Reflection and reason are overrated, according to renowned psychologist Gerd Gigerenzer. Much better qualified to help us make decisions is the cognitive, emotional, and social repertoire we call intuition, a suite of gut feelings that have evolved over the millennia specifically for making decisions. Gladwell drew heavily on Gigerenzer's research. But Gigerenzer goes a step further by explaining just why our gut instincts are so often right. Intuition, it seems, is not some sort of mystical chemical reaction but a neurologically based behavior…
I am Professor of Experimental Economics at the University of Auckland where my work lies at the interface of economics and psychology. In a discipline (and a world) that tends to emphasize human self-interest, I have always been interested in our willingness to engage in unselfish behavior. Incentivized decision-making experiments with human participants where payments depend on the nature of their decisions are a powerful way of analyzing behavior. Are people willing to put their money where their mouth is? My background running experiments made me well-positioned to study some of these questions; a lot of them in collaboration with other social scientists including psychologists and political scientists.
I am tempted to say: Because Frank is a delightful writer and leave it at that.
This book reiterates similar themes in discussing how a variety of supposedly non-economic factors affect economic decisions.
In this book Frank discusses how noble human tendencies (moral sentiments) may have not only survived the pressures of the material world, but actually have been nurtured by them. The title is a play on the David Hume quote that “Reason is, and ought to be the slave of the passions, and can never pretend to any other office than to serve and obey them.”
To those interested, I also recommend any of Frank’s other books including Choosing the Right Pond, The Winner Take All Society, and The Darwin Economy.
The idea rests on a simple paradox, namely, that in many situations the conscious pursuit of self-interest is incompatible with its attainment. We are all comfortable with the notion that someone who strives to be spontaneous can never succeed. So too, on brief reflection, will it become apparent that someone who always pursues self-interest is doomed to fail.
The four authors who worked on this publication all bring different perspectives and have different backgrounds, which make this book very special. A City Manager, an artist/historian, an individual with a Ph.D. in Public Affairs, and is an Executive Director of a Non-Profit Organization, and then myself who has worked in municipalities since age 11 and then transitioned to higher education as an administrator, instructor, and researcher. We all were able to bring together our experiences, expertise, and passion to create a book that is designed to be a useful resource for both practitioners and scholars alike. Most of all, we all feel very passionate about making the places we live better for everyone.
Understanding organizational behavior is critical in the city planning process both for scholars and practitioners.
Vasu does an excellent job in describing the different theories contending with organizational behavior. I actually use this book in my organizational behavior courses I teach at both the undergraduate and graduate levels in Public Affairs.
Organizational Behavior and Public Management reveals how organizational behavior enables managers to direct resources that advance the programs and policies of public and government. This edition offers a public sector perspective of core topics, such as communication, decision-making, leadership, management ethics, motivation, organizational change, participation and performance appraisal. Contemporary Psychology called this book "skillful and comprehensive...There is a need for a text like this...the device of juxtaposing theory and application is a sound one." The authors discuss such topics as communication, decision making, worker participation and total quality management, organizational change, management systems, information, computers and organization theory in public…
The future of talent management is now. I’m a teacher, consultant, and board member who is deeply interested in the social and economic impact of the freelance revolution. Millions of people around the world are now working for themselves as independent professionals or “solopreneurs”. Millions more are taking on freelance assignments to augment their income or increase their expertise and experience. Technology makes it possible for professionals in many fields to work remotely and free themselves from the limitations of their local economy. These benefits organizations by offering greater access to talent and gives professionals greater access to opportunity.
Gene Dalton and Paul Thompson changed the way we think about career development through their research and what they called the four stages of development. It has influenced career development and talent management practices in companies around the world. Deeply accessible and practical, the four stages are fully described and the book is rich in application tools, methods and best practices.
I'm a sociologist at the University of Edinburgh, and for almost fifty years I’ve researched a large variety of topics, from the story of the guidance systems of nuclear missiles to the instantaneous auctions that, today, determine the ads you are shown online. But I keep returning to the topic of trading and the global financial system. The processes that lie behind this shape our lives in profound ways, but they are often both complicated and opaque. We need reliable guides for them, and the authors and books that I am recommending are among the very best guides!
Taking the Floor is the story of a 20-year intellectual odyssey, by Daniel Beunza, one of the world’s most insightful analysts of the financial system. He delves in-depth into the organization of a Wall Street trading room, beginning with him negotiating access to it when he was working on his PhD. He also reveals how later conversations with key people in the trading room made him rethink many of his first impressions, showing him that what he took to be a typical form of organization was actually very deliberately designed to be unusual.
I particularly admire Beunza’s nuanced take (co-developed with the sociologist David Stark) on how traders use mathematical models. Traders are far from the naïve users of models that they are often portrayed as being, and instead often use models in a sophisticated way, not as guides to the truth of markets but as insights into what their…
An inside look at a Wall Street trading room and what this reveals about today's financial system
Debates about financial reform have led to the recognition that a healthy financial system doesn't depend solely on how it is structured-organizational culture matters as well. Based on extensive research in a Wall Street derivatives-trading room, Taking the Floor considers how the culture of financial organizations might change in order for them to remain healthy, even in times of crises. In particular, Daniel Beunza explores how the extensive use of financial models and trading technologies over the recent decades has exerted a far-ranging…
As a consultant, author, and researcher, for several years I have been very passionate about the study of companies that are very successful in the marketplace, but that are also human-oriented. In other words, I am very interested in companies that are profitable, but at the same time, are kind, compassionate, and caring with their main stakeholders. I like that these companies continually aim to foster robust long-term relationships with these stakeholders, and look for win-win agreements with them. What I love about these companies is that they focus on the quantitative aspects of business (e.g., profitability, growth, etc.) but also in its qualitative aspects (empathy, support, gratitude, generosity, etc.).
I personally recommend this book because it clearly pinpoints the importance of some relevant values (e.g., gratitude, purpose, meaning) and their practical application to the work environment. I like the way this text discusses the regular use of these values and their direct relationship with business key parameters (e.g., growth, etc.). I found useful the description of the human workplace shown in the book, which includes traits like trust, meaningful work, empowerment, and others. There are some interesting insights on the importance of employee experience and specific ways to enhance it, among other topics. Finally, it is interesting that this book is littered with valuable statistical data backing its more relevant themes.
Join the movement to harness the transformative power of people-and lead your company to superior business results!
By building a sense of belonging, purpose, meaning, happiness, and energy in every employee, you'll create a profound connection between your workforce and your organization and its goals. And that's the key to business success.
From the pioneers of the management strategy that has transformed business culture worldwide, Making Work Human takes you step by step through the process of implementing a culture of performance and gratitude in the workplace, seizing the competitive edge and driving business sustainability. Mosley and Irvine use game-changing…
As a consultant, author, and researcher, for several years I have been very passionate about the study of companies that are very successful in the marketplace, but that are also human-oriented. In other words, I am very interested in companies that are profitable, but at the same time, are kind, compassionate, and caring with their main stakeholders. I like that these companies continually aim to foster robust long-term relationships with these stakeholders, and look for win-win agreements with them. What I love about these companies is that they focus on the quantitative aspects of business (e.g., profitability, growth, etc.) but also in its qualitative aspects (empathy, support, gratitude, generosity, etc.).
I really like this book because it provides the reader with very actionable ways to develop a more human-oriented workplace. I found interesting the way this book thoroughly dissects relevant themes related to the work environment, such as: the importance of an authentic voice, employee wellness, the significance of sustainable actions, and the value of giving back, among others. It is very useful that this book includes several examples of companies to illustrate these topics. I found it valuable that each relevant theme discussed in this book is accompanied by a human action plan, with very practical suggestions.
The secret to business success? Get REAL and be HUMAN!
As human beings, we are built to connect and form relationships. So, it should be no surprise that relationships must also translate into the workplace, where we spend most of our time! Companies that recognize this will retain the most productive, creative, and loyal employees, and invariably seize the competitive edge.
The most successful leaders are those who actively form quality relationships with their employees, who honor fundamental human qualities-authenticity, openness, and basic politeness-and apply them day in and day out. Paying attention and genuinely caring about the effects people…
It is shocking how many leaders suffer from imposter syndrome, and how little practical advice is out there about how to help. It’s been my mission to identify not only precisely what leaders need to be able to do well, but also how can they learn these things in the most efficient and durable way. Leadersmithing sets out a practical path to mastery and provides the toolkit leaders will really need. After I wrote it, I took on some senior leadership roles of my own. Even before Covid I had stress-tested the wisdom of this book, and post-covid I am even more confident that this leadership book really helps.
Kleiner’s Core Group Theory was an aha moment for me, because it teaches senior leaders how to use their power well. The theory explains how top leaders act on their organisations like a magnet on iron filings: the slightest clue or cue they give ripples out, and is amplified and copied by everyone that follows them. This makes it crucial that leaders are careful about even the smallest behavioral choice they make: their priorities, who they pay attention to, the jokes they make – all of these will be seen as role model behaviors and replicated by those trying to impress. There is no such thing as off-stage for a leader.
When corporate leaders announce, with seeming sincerity that they make their decisions on behalf of their shareholders, their words are taken at face value. But as recent news stories prove, this imperative is routinely violated.
In Who Really Matters Art Kleiner argues that the dissonance between a declared mission and actual operation can be seen in both large and small organistions. All organisations have one motive in common: everything they do - choosing which projects to back, who to promote, where to spend the money is affected by the perceived wants and needs of a core group of key people.…
