10 Books Like Nine Keys to World-Class Business Process Outsourcing

Steven Levitt, Professor of Economics at the University of Chicago, has written a thoughtful book at the layperson level to help one understand how mathematical and economic tools provide insights into sensitive social issues from racism to abortion.

He delves into predicting the long-term consequences of short-term decisions. This book is not intended for the college classroom, and it is controversial, but I found it to be a fascinating read.

The Servant as Leader may be one of the most influential business books ever published! But how does it apply to outsourcing? Creating a servant/leader mindset is essential to prevent what I call the outsourcing paradox—where you outsource the expert and then tell them how to do the work. It also prevents another common outsourcing ailment I call the Junkyard Dog Factor where a company outsourcing keeps a shadow organization that creates redundancies and limits the cost saving a company can get through outsourcing. Greenleaf’s basic message is simple: manage the business with the supplier as opposed to managing the supplier. Organizations that follow Greenleaf’s advice will most certainly benefit with healthier outsourcing relationships. 

To truly stay ahead of failure, one must embrace discomfort and avoid becoming stagnant. Life is a constant race, and if you stop running, you cannot win. Who Moved My Cheese? serves as a great example that is easy to read, digest, and a powerful reminder to keep pushing forward in the race of life.

The book highlights the importance of not taking good fortune for granted and avoiding getting too comfortable. It teaches that everything is constantly evolving, and it is essential to remain vigilant and open to new opportunities.

I once used this book to teach a group of high schoolers how to stay alert to opportunities and overcome the fear of discomfort.

Friedman, a longtime New York Times foreign affairs columnist, was one of the first to show me what I should love and hate about globalization, circa 1999, at the peak of Western support for neoliberal globalization.

Although his gee-whiz, gung-ho enthusiasm for the world of the Lexus (high-tech globalization with global supply chains and integrated financial markets) sometimes wears thin, he also covers the problems caused by globalization. He even appeals to the need for the “olive trees” of community, family, and religion to make globalization ethical.

Even when the breezy tone annoys me, this book is still my go-to guide for mapping the effects of globalization on business, economics, politics, culture, and the environment.

This book—written by a scholar who also works in government—is both infuriating and enlightening. It takes on the real problem of precarious, poorly paid jobs and, by getting way into the weeds of how companies are organized, gives a clear explanation for how so many jobs became so bad and at least some hope for a policy fix. The root of the problem, Weill shows, is basically outsourcing: large companies hire out jobs (cleaners, security, customer service) to low-paying, often badly managed small companies, and that drives down wages, benefits, and job security. The most insane examples of this occur when laborers are pushed into being independent contractors or franchise owners. Officially they are “small business owners” but in practice, they have no control over their work and no opportunities to grow. The book is full of memorable (and enraging) vignettes and examples, making a dry argument about corporate structure… show more.

This book presents contrasting views on the privatization of policing: whether it is mostly a good thing, its downsides, and which aspects of policing lend themselves to privatization. 

Forst argues that a blend of public and private policing can provide a more equitable and efficient delivery of policing services than can public police alone.  

Manning, unfriendly to economics and management efficiency, takes a dramaturgical perspective, concluding that those paradigms are fundamentally at odds with the traditional policing mandate, which confers on the government a monopoly on the use of coercion. 

I loved this book because it appealed to my all-important keep marketing simple criteria. I used the book to create a straightforward marketing plan for my own business at the time, and I shared it with my clients. I found it to be brilliantly clear, straight to the point, and full of insight and wisdom. It really made me think as I was putting my plan together. 

I think the main idea that a simple marketing plan, laid out on a single page, can be more effective than a complicated multi-page strategy document is a good one. This way of thinking certainly appealed to many of the small business owners I was working with at the time. 

In a recent survey of HR leaders, 80% mentioned that they were continuing to organize their HR department based on the “Ulrich” model. Is there a more impressive recommendation for the impact of this book, and Dave’s research and writing? In HR Champions, Ulrich points out the importance of three types of HR work: business partners, specialists, and shared services. In a recent HR Management article, that model was expanded to include a fourth category: project management. Technology is obviously a much bigger factor in HR work since 1996 when the book was first published. But, this oldie but goodie has aged extraordinarily well and continues to be relevant and insightful. If you are in HR or interested in talent management at scale, this book has to be on your list.

This book tells us that the key to a healthy nonprofit organization is a harmonious board-staff relationship. Easier said than done! I found this to be a fun, upbeat, and down-to-earth manual that walks you through the process of clarifying the roles of the board and staff.

Jean Block guides you through clarifying roles in governance, management, finance, planning, human resources, resource development, and recruitment. I love workbooks and this is one of the best because it enables nonprofit leaders—both board and staff—to roll up their sleeves and work through each key area. It explores the different roles of board and staff in several key nonprofit management functions.

The book gives you a worksheet to help start a conversation about best practices and more clearly define the key roles of the board and staff in your organization. 

I loved Patti McCord’s book because her voice is direct, concise, and easy to follow. I appreciated how she challenged me to think about traditional Human Resource (HR) practices, showcasing how the workforce shifts quickly and consistently in a tech-startup world.

This made it clear to me that HR and leadership practices must shift just as quickly and consistently to match the culture of the organization. McCord did a great job of providing a summary of questions and action items at the end of each chapter, empowering me with tools and takeaways.