Choose an application

• Reference Manager
• EndNote
• RefWorks (Direct export to RefWorks)

This volume is a critical edition of the ten-year correspondence (1706-1716) between Gottfried Wilhelm Leibniz, one of Europe’s most influential early modern thinkers, and Bartholomew Des Bosses, a Jesuit theologian who was keen to bring together Leibniz’s philosophy and the Aristotelian philosophy and religious doctrines accepted by his order. The letters offer crucial insights into Leibniz’s final metaphysics and into the intellectual life of the eighteenth century. Brandon C. Look and Donald Rutherford present seventy-one of Leibniz’s and Des Bosses’s letters in the original Latin and in careful English translation. Few of the letters have been translated into English before. The editors also provide extensive annotations, deletions, and marginalia from Leibniz’s various drafts, and a substantial introduction setting the context for the correspondence and analyzing the main philosophical issues.

Philosophers --- Leibniz, Gottfried Wilhelm, --- Des Bosses, Barthélémy, --- Des Bosses, Bartholomaeus --- Des Bosses, Barthélémy --- Des Bosses --- Leibnitz, Gottfried Wilhelm --- Leibniz, Gottfried Wilhelm --- Philosophes --- Correspondence. --- Des Bosses, Barthélémy, --- Philosophers - Germany - Correspondence --- Leibniz, Gottfried Wilhelm, - Freiherr von, - 1646-1716 - Correspondence --- Des Bosses, Barthélémy, - 1663-1738 - Correspondence --- Leibniz, Gottfried Wilhelm, - Freiherr von, - 1646-1716 --- Des Bosses, Barthélémy, - 1663-1738 --- Des Bosses, Barthelemy,

Choose an application

• Reference Manager
• EndNote
• RefWorks (Direct export to RefWorks)

Business communication --- Administrative communication --- Communication, Administrative --- Communication, Business --- Communication, Industrial --- Industrial communication --- Communication --- Business meetings --- Supervision of employees --- Supervisors --- Bosses (Supervisors) --- Supervisory employees --- Employees --- Managing your boss --- Personnel management --- Meetings --- E-books

Choose an application

• Reference Manager
• EndNote
• RefWorks (Direct export to RefWorks)

In Syndicate Women, sociologist Chris M. Smith uncovers a unique historical puzzle: women composed a substantial part of Chicago organized crime in the early 1900s, but during Prohibition (1920-1933), when criminal opportunities increased and crime was most profitable, women were largely excluded. During the Prohibition era, the markets for organized crime became less territorial and less specialized, and criminal organizations were restructured to require relationships with crime bosses. These processes began with, and reproduced, gender inequality. The book places organized crime within a gender-based theoretical framework while assessing patterns of relationships that have implications for non-criminal and more general societal issues around gender. As a work of criminology that draws on both historical methods and contemporary social network analysis, Syndicate Women centers the women who have been erased from analyses of gender and crime and breathes new life into our understanding of the gender gap.

Organized crime --- Female offenders --- Female offenders. --- 1900s. --- chicago. --- contemporary social network analysis. --- crime bosses. --- criminal opportunities. --- criminal organizations. --- criminology. --- female gangsters. --- gender based framework. --- gender inequality. --- general societal issues. --- historical methods. --- historical puzzle. --- non criminal. --- organized crime. --- profitable crime. --- prohibition. --- relationships. --- territorial. --- women.

Choose an application

• Reference Manager
• EndNote
• RefWorks (Direct export to RefWorks)

Prodded by economists in the 1970's, corporate directors began adding stock options and bonuses to the already-generous salaries of CEO's with hopes of boosting their companies' fortunes. Guided by largely unproven assumptions, this trend continues today. So what are companies getting in return for all the extra money? Not much, according to the empirical data. In Indispensable and Other Myths: Why the CEO Pay Experiment Failed and How to Fix It, Michael Dorff explores the consequences of this development. He shows how performance pay has not demonstrably improved corporate performance and offers studies showing that performance pay cannot improve performance on the kind of tasks companies ask of their CEO's. Moreover, CEO's of large established companies do not typically have much impact on their companies' results. In this eye-opening exposé, Dorff argues that companies should give up on the decades-long experiment to mold compensation into a corporate governance tool and maps out a rationale for returning to the era of guaranteed salaries.

Chief executive officers -- Salaries, etc. --- Compensation management -- United States. --- Executives -- Salaries, etc. -- United States. --- Chief executive officers --- Executives --- Compensation management --- Business & Economics --- Labor & Workers' Economics --- Salaries, etc --- Salaries, etc. --- CEOs (Executives) --- Executive officers, Chief --- E-books --- american business. --- american economy. --- behavioral theory. --- big business. --- board members. --- bosses. --- business. --- capitalism. --- ceos. --- chief executive officer. --- compensation. --- corporate culture. --- corporate directors. --- corporate governance tools. --- corporate performance. --- corporations. --- economists. --- economy. --- era of guaranteed salaries. --- executive pay. --- human resource professionals. --- large salaries. --- leadership. --- motivation. --- performance pay. --- project management. --- stock options.

Choose an application

• Reference Manager
• EndNote
• RefWorks (Direct export to RefWorks)

Employees --- Training of --- Laborers --- Personnel --- Workers --- Persons --- Industrial relations --- Personnel management --- Supervisors --- Formation --- Training of. --- Australia. --- New Zealand. --- Employee development --- Employee training --- In-service training --- Inservice training --- On-the-job training --- Training of employees --- Training within industry --- Vestibule schools --- Occupational training --- Employer-supported education --- Bosses (Supervisors) --- Supervisory employees --- Managing your boss --- Education --- Aotearoa --- Nea Zēlandia --- Neu-Seeland --- Neuseeland --- New Zealand --- Nieu-Seeland --- Niu-hsi-lan --- Nouvelle-Zélande --- Nov-Zelando --- Nova Zelanda --- Nova Zelandii͡ --- Novai͡a Zelandii͡ --- Novai͡a Zelandyi͡ --- Novi Zeland --- Nový Zéland --- Novzelando --- Nowa Zelandia --- Nu Ziland --- Nueva Zelanda --- Nueva Zelandia --- Nuova Zelanda --- Nya Zeeland --- Nýja-Sjáland --- Nýsæland --- Nyū Jīrando --- Nyu Ziland --- Nyūjīrando --- NZ --- Seland Newydd --- Uus-Meremaa --- Zeelanda Berria --- Ahitereiria --- Aostralia --- Ástralía --- ʻAukekulelia --- Austraalia --- Austraalia Ühendus --- Australian Government --- Australie --- Australien --- Australiese Gemenebes --- Aŭstralii͡ --- Australija --- Austrālijas Savienība --- Australijos Sandrauga --- Aŭstralio --- Australské společenstv --- Ausztrál Államszövetség --- Ausztrália --- Avstralii͡ --- Avstraliĭski sŭi͡uz --- Avstraliĭskiĭ Soi͡uz --- Avstraliĭskii͡at sŭi͡uz --- Avstralija --- Awstralia --- Awstralja --- Awstralya --- Aystralia --- Commonwealth of Australia --- Cymanwlad Awstralia --- Državna zaednica Avstralija --- Government of Australia --- Ḳehiliyat Osṭralyah --- Koinopoliteia tēs Aystralias --- Komanwel Australia --- Komonveltot na Avstralija --- Komonwelt sa Awstralya --- Komunaĵo de Aŭstralio --- Komunejo de Aŭstralio --- Kūmunwālth al-Usturāl --- Mancomunidad de Australia --- Mancomunitat d'Austràlia --- Negara Persemakmuran Australia --- New Holland --- Nova Hollandia --- Osṭralyah --- Ōsutoraria --- Persemakmuran Australia --- Samveldið Ástralía --- Usṭralyah --- Usturāliy --- Whakaminenga o Ahitereiria