Paul Eder, PhD

What is the difference between those bold enough to pursue their dreams and others who never get comfortable enough to ignite their lives? The doers are "Firestarters" and, because of them, the world is a much different, and often, better place.

This motivational how-to book provides insights into the crucial difference between people who make things happen and those who only think about making an impact. Based on research from many disciplines and interviews with professionals at the… Show more

What is the difference between those bold enough to pursue their dreams and others who never get comfortable enough to ignite their lives? The doers are "Firestarters" and, because of them, the world is a much different, and often, better place.

This motivational how-to book provides insights into the crucial difference between people who make things happen and those who only think about making an impact. Based on research from many disciplines and interviews with professionals at the top of their fields, Firestarters creates a complete roadmap to achieve personal success and make an impact in the world.
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"A strategic and well-designed process to plan for leadership and key employee turnover can support the culture and strategic direction of the organization."

Question your data-collection practices regularly and in a strategic way. Ask yourself how you are using your data to develop, execute, and measure the strategies that drive your organization’s performance. Otherwise, forget about the big data revolution. The next generation of consumable information may instead be “silly” data. Big brother may be watching everything you do, but don’t worry: much of the data will be worthless. Unlike financial institutions, data is not too big to fail.

Here is a list of 10 real benefits government agencies can expect from DATA Act – if all goes well.

How often do you stop to ask why your organization exists? Agencies often forget their identity in the midst of everyday work. The answer usually lies somewhere between "providing jobs for federal employees" and "saving the world." But that "somewhere between" is very large, and it's easy for organizations to lose themselves in the vast possibilities of what they could be doing to further a variety of different potential missions.

The data climate has changed. That doesn't mean data itself has changed, but the way we perceive, collect, store, retrieve, and analyze data certainly has.

Five principles that public sector organizations can employ when planning for and integrating an on-demand contracting capability into their tool belt.

A high level framework for determining how individual citizens evaluate government effectiveness.

A strategy that incorporates aspects of multiple social orientations would likely ensure acceptance
and buy-in by a larger proportion of employees. This buy-in may be especially important in
organizations undergoing large-scale changes, such as mergers, re-structuring, and technology
system implementation.

When employees’ coworkers exhibit higher levels of withdrawal, individual employees are more likely
to withdraw from their own work. The authors explored whether this relation would be curbed by a
positive exchange relationship with one’s organization, as suggested by organizational support theory
(Eisenberger, Huntington, Hutchison, & Sowa, 1986). Among 23 work groups in a manufacturing
organization (Study 1), high perceived organizational support (POS) eliminated the relation… Show more

When employees’ coworkers exhibit higher levels of withdrawal, individual employees are more likely
to withdraw from their own work. The authors explored whether this relation would be curbed by a
positive exchange relationship with one’s organization, as suggested by organizational support theory
(Eisenberger, Huntington, Hutchison, & Sowa, 1986). Among 23 work groups in a manufacturing
organization (Study 1), high perceived organizational support (POS) eliminated the relation between
work group and individual tardiness. Among 94 work groups in a retail sales organization (Study 2),
POS reduced the relation between work group withdrawal and individual withdrawal.
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