The headlines ring with stories of opioid addiction and overdose. Parents complain about their children's screen addiction, law enforcement decries the flood of fentanyl, scores of Americans overdose and die daily, and teen alcohol poisoning and marijuana-induced psychosis rates continue to rise. Disabling depression and anxiety are diagnosed at alarming rates in families across the country. Now, more than ever, families struggle to live with, care for, and protect their family members suffering with addiction or mental illness. Kenneth Perlmutter, a California psychologist with 30-plus years in the field, has written Freedom from Family Dysfunction specifically for family members who love someone battling addiction or mental illness who want to break the cycles of codependency and relapse plaguing their dysfunctional systems. The combination of compelling vignettes, lively dialogues, and step-by-step instructions makes this guidebook an indispensable tool for the parents, partners, adult children, and the clinicians who treat them, to heal the powerlessness, pain, and impossibility of life with someone they've been trying to help, sometimes for decades. Perlmutter takes a systemic and inter-generational view, combining current knowledge with his deep personal experience of addiction and family dysfunction to guide readers toward understanding their systems, their positions in them, and the forces that keep things stuck. "Stress-Induced Impaired Coping (SIIC)" is the term he's coined to describe his ground-breaking model of family system pathology and recovery. He invites families to see themselves not as dysfunctional, but as wounded, as they work toward connection, closeness, and the restoration of systemic mental wellness and sustainability. Best of all, the method works regardless of whether the one identified as "the problem" makes changes or not. Family members who take up Perlmutter's method will: * create closeness by pursuing connection over being right * reject "tough love" * learn to communicate authentically and to set boundaries confidently and fairly * rebuild trust, authenticity and equality in family relationships * reduce chaos, anxiety and distress in the mind and in the home * shift the entire family system itself toward wellness

One of the most groundbreaking sociology texts of the 20th century, Howard S. Becker's Outsiders revolutionized the study of social deviance. Howard S. Becker's Outsiders broke new ground in the early 1960s-and the ideas it proposed and problems it raised are still argued about and inspiring research internationally. In this new edition, Becker includes two lengthy essays, unpublished until now, that add fresh material for thought and discussion. "Why Was Outsiders a Hit? Why Is It Still a Hit?" explains the historical background that made the book interesting to a new generation coming of age in the 60s and makes it of continuing interest today. "Why I Should Get No Credit For Legalizing Marijuana" examines the road to decriminalization and presents new ideas for the sociological study of public opinion.

Change and innovation are the cornerstones of dynamic and modern business.

Or so we are told.

Whether it’s a merger or re-org; a new process, policy, or IT “solution”; or reconfiguring the office layout, change has become the ultimate easy button for leaders, who pursue it with abandon and thereby unleash an endless torrent of disruption on employees. The result is life in the blender: a perpetual state of upheaval, uncertainty, and unease.

Yes, companies need to grow, innovate, and adapt to changing needs. But stressed-out employees rarely go the extra mile, chaos rarely produces agility or speed, and it’s hard innovate or grow while bleeding talent to turnover and quiet quitting. This is how change stymies the very progress that it seeks.

Drawing on decades spent leading HR operations at Deloitte and Cisco, Ashley Goodall explores the essential nature of human performance and offers a radical new alternative to the constant turbulence that defines corporate life. By prioritizing team cohesion (instead of reshuffling teams at will), by communicating in real words (rather than corporate speak), by striving for predictability (instead of charisma), by honoring shared rituals (instead of corporately-mandated bonding), by fixing only the things that are truly broken (instead of moving fast and breaking everything in sight) and more, leaders at every level can create environments that allow people to do the best work of their lives.