Personnel and human resources Books

Book SynopsisA powerful tool for anyone in employment, no matter what their field, The Recognition Book examines the traits, behaviors, and skills fundamental to doing an excellent job an demonstrates how to shine in today's competitive corporate world. Packed with case studies, practical tools, techniques, hint and tips, the book is a useful reference guide for all. This unique and engaging book is essential reading for anyone wanting to stand out from the crowd and become the model employee. Whether you work for a multi-national or small business, whether you have just started your career or you're a seasoned executive, this guide will help you develop and hone all the attributes that make you invaluable to your employer.Trade Review"Far too many of us walk around feeling invisible. Working hard and doing all that is asked of us and more, but hardly anyone notices either us or our contribution -- until The Recognition Book. Paul Warriner has written a must-read book that is straightforward, jargon-free, and so compelling for all those who recognition can make the world of difference for. No one needs to feel invisible anymore." --Ren Carayol MBE, broadcaster, broadsheet columnist, and author of Corporate VoodooSPIKE "I've been working with Paul as my mentor for over five years. He has helped me in reaching my full potential in the workplace and has surpassed my expectation in helping me and my family at being happy! Anyone wanting to stand out and make change, this book is for you, and Paul's experience and knowledge will change your life as it has done mine." --Chris Clark, professional head of HSQE, Chiltern Railways "It is precisely these principles and ideas that we all need to look closely at and then use. The Recognition Plan particularly is a helpful reference guide. It's all there in the pages of The Recognition Book." --Ben Morris, CFO, The Pentagon Group

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Book SynopsisThe Help Them Grow or Watch Them Go card deck is an interactive tool built to accompany the bestselling book by Beverly Kaye and Julie Winkle Giulioni. These fifty-six cards share the most insightful career development questions that leaders around the world have been asked--or wish they had been asked.Questions range from "What do you predict will be the ''next big thing'' in your field?" to "What one skill would help you be twice as effective?" and even, "When do you feel most alive?" Use them to assess your career development style, engage others, plan a career conversation with your own manager, and more!

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Book SynopsisAchieve higher levels of workforce engagement and retain more employees A strong U.S. economy with record-low unemployment rates and the shift to Millennialsnow the largest generation in the workforceare driving specific challenges for organizations to engage and retain employees. Engaged employees don''t just happen, they are nurtured by organizations with great cultures and strong leadership. Talent Keepers puts a new spin on a systematic approach to employee engagement and retention with precise tactics that have achieved proven results. This book includes research-based methods of engaging employees, beginning the moment they are hired. With six client case studies that focus on how the organization put an engagement plan into practice and achieved success, readers will come away with specific, actionable strategies they can begin implementing immediately in their organization. Put an engagement plan into action Find actionable sTable of ContentsPreface xi Acknowledgments xiii Introduction: Energizing a Changing Workplace 1 Blink, and Your Staff Has Changed 2 Embracing the Data (and Everything After) 4 The Confluence of Generations 6 “Begging Them to Stay” 7 Good Leadership Still Wins 8 Building a Winning Strategy 8 1 Engaging Your Talent Is a Business Imperative 11 The True Cost of Turnover 15 Leadership as a Market Advantage 20 Introducing the Leader Engagement Index 22 2 What Engages People at Work? 29 The Tipping Point 30 I Don’t Need No Satisfaction 33 The Four Drivers of Employee Engagement 35 The Four Drivers and the Leadership Engagement Index 42 3 Leaders and Their Impact 47 The Case for a Focus on Leadership 49 Why Focusing on Leaders Gets Results 51 Best Boss/Worst Boss 58 Leaders Underestimate Their Impact 60 Different Background, Different Response 62 Commit, Engage, Excel 67 4 Communication: The Lubricant of Change 71 Blaming Up 74 What Not to Do 76 What to Do: Sharing Down 81 5 Solving the Career Growth Dilemma 85 Recognize the Right Way 88 Trust Each Other with Your Careers 89 Shifting Career Aspirations 90 The Stay Interview 92 Career Growth and Accountability 100 Job Stratification 103 WOWs, Wet Socks, and Snorkels 103 6 New Rules for Building a Leadership Team 109 The Fish Rots … 111 Promote for More Than Just Job Skill 115 Measuring “Will Do” and “Can Do” 120 7 Creating an Engagement and Retention Culture 125 Can You Fix Culture? 130 Communication Is Still the Key 132 Creating the Culture 133 8 Building the Business Case for Engagement and Retention 145 Where’s the Money? 147 Finding the Money 148 Spreading the Impact 149 Building a Winning Strategy 152 Appendix: TalentKeepers’ Experience and Capabilities 155 About the Authors 161 Index 163

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Book SynopsisIn providing an insightful overview of a wide range of global human resource issues facing MNCs, this pathbreaking Handbook highlights emergent topics and new research findings that could shape the field of future IHRM research.Theoretical discussion of the variables and processes that affect IHRM policies and practices is provided by renowned contributors with widely differing academic backgrounds, paradigmatic orientations, and theoretical and methodological approaches. They explore extensive subject matter including: the importance of linking IHRM policies and activities to organizational strategy staffing, performance management, leadership development, and diversity management international assignment and mobility issues the role of IHRM in the management of global teams and cross-border joint ventures, mergers and acquisitions. Illustrating that IHRM research is theoretically eclectic, and drawing upon a range of paradigms and perspectives, this cutting-edge Handbook will be invaluable to academics and practitioners with an interest in human resource management, industrial and employment relations, management and international business.Trade Review‘Handbook of Research in International Human Resource Management represents a welcome contribution of IHRM literature and will be required readings for both novices and veteran researchers.' -- Dana B. Minbaeva, British Journal of Industrial Relations'. . . a rich array of contributors including some of the biggest names in the field.' -- Roger Bell, Delta Intercultural AcademyTable of ContentsContents: 1. International Human Resource Management Research: An Introduction to the Field Ingmar Björkman and Günter K. Stahl PART I: THE ROLE OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT 2. Strategic International Human Resource Management in Multinational Enterprises: Developments and Directions Helen De Cieri and Peter J. Dowling 3. The Dual Logics Behind International Human Resource Management: Pressures for Global Integration and Local Responsiveness Philip M. Rosenzweig 4. The Human Resource Department: Roles, Coordination and Influence Philip Stiles and Jonathan Trevor 5. Comparing HRM Policies and Practices Across Geographical Borders Chris Brewster 6. International Human Resource Management and Firm Performance Jaap Paauwe and Elaine Farndale 7. Global Knowledge Management and HRM Paul Sparrow PART II: RESEARCH ON GLOBAL STAFFING, PERFORMANCE MANAGEMENT AND LEADERSHIP DEVELOPMENT 8. Global Staffing David Collings and Hugh Scullion 9. The Compensation of Expatriates: A Review and a Future Research Agenda Jaime Bonache 10. Global Performance Management Systems Wayne F. Cascio 11. Developing Global Leadership Capabilities and Global Mindset: A Review Joyce S. Osland, Allan Bird, Mark Mendenhall and Asbjorn Osland 12. Diversity Management Joerg Dietz and Lars-Eric Petersen PART III: RESEARCH ON INTERNATIONAL ASSIGNMENTS 13. Expatriate Adjustment and Performance: A Critical Review David C. Thomas and Mila B. Lazarova 14. Issues Facing Women on International Assignments: A Review of the Research Hilary Harris 15. International Business Travellers: A Challenge for IHRM Denice E. Welch and Verner Worm 16. International Assignee Selection and Cross-Cultural Training and Development Paula Caligiuri and Ibraiz Tarique 17. The Evolution from Repatriation of Managers in MNEs to ‘Patriation’ in Global Organizations Michael Harvey and Milorad M. Novicevic PART IV: RESEARCH ON INTERNATIONAL TEAMS, ALLIANCES, MERGERS AND ACQUISITIONS 18. Decoupling and Coupling in Global Teams: Implications for Human Resource Management Jennifer L. Gibbs 19. Global Virtual Team Dynamics and Effectiveness Martha Maznevski, Sue Canney Davison and Karsten Jonsen 20. International Joint Venture System Complexity and Human Resource Management Randall Schuler and Ibraiz Tarique 21. Managing Culture and Human Resources in Mergers and Acquisitions Philip K. Goulet and David M. Schweiger PART V: THEORETICAL PERSPECTIVES ON INTERNATIONAL HUMAN RESOURCE MANAGEMENT 22. A Resource-Based View of International Human Resources: Toward a Framework of Integrative and Creative Capabilities Shad S. Morris, Scott A. Snell and Patrick M. Wright 23. International Human Resource Management and Economic Theories of the Firm Marion Festing 24. International Human Resource Management Research and Institutional Theory Ingmar Björkman 25. International Human Resource Management and Social Network/Social Capital Theory Mark L. Lengnick-Hall and Cynthia A. Lengnick-Hall 26. International Human Resource Management, Fairness and Trust: An Organizational Support Theory Framework Ellen Whitener 27. Gender and International Human Resource Management Jeff Hearn, Beverly D. Metcalfe and Rebecca Piekkari 28. Critical Theoretical Perspectives on International Human Resource Management Tuomo Peltonen 29. Language Effects in Multinational Corporations: A Review from an International Human Resource Management Perspective Rebecca Piekkari Index

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Book SynopsisTechnology can have huge benefits for the HR function. Whether it's saving time by streamlining processes, boosting engagement by enabling analysis of people data or improving employee development by allowing staff to access the content they need on different platforms, wherever and whenever they need it; the opportunities are vast. However, with more apps, software and platforms than ever before, the volume and variety of available technologies can be overwhelming. This makes it extremely difficult for HR professionals to know where to start when assessing what technologies are out there and which are worth investing in. Introduction to HR Technologies addresses these issues in clear, accessible and jargon-free language and is an indispensable guide for HR professionals needing to get to grips with technologies and understand how to use them to add tangible business value. Covering all the core areas of HR including recruitment, performance management, learning and development (L&D) and reward, Introduction to HR Technologies allows practitioners to identify areas where technologies can be used to drive performance and what to look for when assessing technological solutions. There is also discussion of artificial intelligence (AI), machine learning and the Internet of Things (IoT) and what they mean for HR. This book is essential reading for all HR professionals looking to use technology confidently to increase performance, improve processes and add value to both employees and the business as a whole.Trade Review"At the heart of every organization is the workforce and ensuring its effectiveness is the responsibility of HR technology. By sharing her deep knowledge and significant experience in managing accelerated change, author Stacey Harris has delivered an innovative and practical handbook about the technologies that move business forward every day." * Jeanne Achille, CEO, The Devon Group *"Introduction to HR Technologies is essential reading for professionals at all levels working in the HRIS arena as it covers every facet of the HR landscape including past, present, and future. It is an easy read that provides practical advice and thought-provoking questions to help you assess your current environment and grow your company." * Alison Silvester, AVP IT Leader of S&D IT, The Hartford *"Finally, a book for leaders that can actually make your work life better. Stacey does an exceptional job capturing the intimate details of the ever-changing state of work, human resources, and HR technology. She breaks down complexities and outdated thinking, challenges people to think about human resources and technology differently and tackles the intersection of work and life. Her thoughtfulness and care for bringing human resources and HR technology closer to the business is a welcomed approach for leaders everywhere."" * Lisa Sterling, Chief Administrative and HR Officer, Evercommerce *"Technology's role in continuing to position HR as critical to business performance is crucial - this book does a great job in exploring the impact it has had in the past, and opportunities for the future. It gives you insights as an HR leader on how, and why, you need to think about technology as a key part of your plan. Important food for thought!" * Lisa Stafford, Professor of Management, Director of Graduate MS in Management program, Fairfield University *"I could not put it down. As I read through this book, my thought was that it cannot come fast enough. With Human Capital at the top of the pyramid, we need to unleash our HR department to deal with the new realities and get away from the PROCESS focus. Reskill and have this department laser-focused on building a high-performance workforce to increase business outcomes. This is such welcome news, and every progressive HR leader needs to rethink not only their role, but the team's role. This takes us to a reskilling/upskilling effort like we have never witnessed before." * Ron Thomas, Managing Director, Strategy Focused Group *"Whether you are on point to find the best fit technology solution or you are new to the field of HR, this book is the primer you need to go from 0-60 on HR Technology. Stacey Harris is a master at informing you without overwhelming you with extraneous detail. Along the way, you'll enjoy her real-world stories - always keeping the "human" in HR Tech." * Leighanne Levensaler, EVP of Corporate Strategy, Workday & Co-Head Workday Ventures *"This is the kind of book you keep on your desk with pages folded, binder cracked, coffee stains on the cover - well-worn from thumbing through it again and again. An essential reference guide for seasoned HR technologists and aspiring people operations professionals alike." * Kyle Lagunas, GM Global Talent Acquisition Lead *"As we are emerging from a tumultuous 18 month period of time where the need for real time insights about our employees has never been more critical, Introduction to HR Technologies provides HR and technology practitioners with the roadmap they need to fully understand their HR tech investments. Stacey Harris is a terrific writer and researcher who does a great job of laying out the strategic and practical realities of why HR technology matters now more than ever before, and how to leverage these solutions to achieve your performance and process objectives." * Kim Seals, Investor, Advisor, Board Member *"HR Technology has become everyone's responsibility, but it can be unclear what it means and where to start. Utilizing her extensive data from the Sapient Insights annual HR System Survey, Stacey brings real world insights to educate the reader about HR Technology and importantly why you should care." * Michael Krupa, Senior Director, Inclusive Growth, CISCO *"This book is a terrific primer for HR Professionals and a must-read for anyone who's buying HR solutions. Stacey Harris offers a truly insightful and easy to understand reference on how anyone in the people function can use HR Technology to contribute to an amazing outcome-focused organization." * Anita Lettink, Speaker and Analyst, HRTech Radar *Table of Contents Chapter - 00: Preface; Chapter - 01: What is Human Resources technology?; Chapter - 02: The history of HR technology use; Chapter - 03: Who uses HR technology?; Chapter - 04: Who owns HR technology?; Chapter - 05: Core HR administration applications; Chapter - 06: HR service delivery applications; Chapter - 07: Time management applications; Chapter - 08: Talent management applications; Chapter - 09: HR analytics and planning; Chapter - 10: Emerging HR technology and the future of work; Chapter - 11: HR technology as an environment; Chapter - 12: The HR systems strategy; Chapter - 13: The journey continues – Keep learning

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Book SynopsisSue Noble is the Founder and Director of Noble Learning Ltd where she delivers qualification, training and development in coaching, change management and leadership to individuals and organizations. Based in Sussex, UK, she is a founding member of the Change Management Institute (CMI) Coaching and Mentoring Think Tank. Amy Tarrant is the Project Management Lead for a global corporate and speciality insurer where she focuses on internal change capacity. She is also their Programme Manager for the Operations Transformation Programme and is based in Brighton, UK. She is a founding member of the CMI's Coaching and Mentoring Special Interest Group.Trade Review"Every coaching client is a person undergoing change - even if they are not fully aware of how radical that change is. The role of coach is evolving from coaching individuals to coaching individuals within their systems, to coaching the systems themselves. A substantial change-related toolkit is essential for coaches and that's what this book provides." * Professor David Clutterbuck, Practice Lead at Coaching and Mentoring International Ltd. Practice Lead at David Clutterbuck Partnership *"If you care deeply about your organization and your people, then put this book on your reading list and get to it quickly! Amy and Sue hold your hand through the journey, planning for today and ensuring benefits tomorrow with this no-nonsense guide to delivering organizational change through coaching." * Hina Shavdia, Head of Change, AXIS International *"Coaching generates engagement, puts responsibility and authority with others and enables high performance. It's fundamental to successful change. This comprehensive and profound book makes this case and gives the reader the practical directions to get on with the job. It will be a bible and handbook for anyone concerned with delivering large scale change." * Myles Downey, Leader, Performance Coach and Author *"Organizational Change is all about producing benefits and you can't do this without individual change. This book brings humanity, care and respect to those experiencing organizational change through the use of coaching in a way most Organizational Change books have not. It's about time change was made more humane in organizations and this is the book to start the journey." * Ketan Patel, Founder, Change Reaction and UK Co-lead, Change Management Institute *"The world needs more people that combine organizational, team and individual change. Sue Noble and Amy Tarrant, provide a very practical and informative book to help those facilitating Organizational change understand how they can utilise coaching to support the process." * Professor Peter Hawkins Ph.D., Chairman Renewal Associates *"This is it ... a practical and thoughtful formula for organizational advancement and impact! It's the first business-related book that I have read during my 40-year career that is truly a page-turner. It seamlessly integrates two timely, timeless and must-master success topics - coaching people and change. Through relevant and global examples, strategies and use-them-now tools, the authors expanded my mindset and toolkit around change and continuous improvement today. By giving us the What? So what? and Now What? regarding the drivers, opportunities and challenges around change, it's a blueprint for engagement and action. It's an essential read for advancing companies that want to leverage their human capital technology and build for sustainable change." * Robin Peppe Sterneck, President of Sterneck Capital Management and Co-Facilitator of ‘Emerging Leaders’ at The Central Exchange *"Coaching People Through Organizational Change impressively uses the brain science of Emergenetics® as a vehicle to more effectively navigate change. This connection, lucidly explained, is the gap that this book fills in the workplace. It is clear, pragmatic and therefore powerful, in helping people to be more effective at work." * David Sales, Director, Emergenetics UK *Table of Contents Chapter - 01: Organizational change in context; Chapter - 02: Acquisitions, digitalization and regulation - The change giants; Chapter - 03: Coaching in a change context; Chapter - 04: Best practice coaching methods for change practitioners; Chapter - 05: Introduction to Emergenetics® and its relevance to change and coaching; Chapter - 06: Post-acquisition challenges; Chapter - 07: Resistance to organizational change; Chapter - 08: Business transformation and ambiguity; Chapter - 09: Stakeholder engagement; Chapter - 10: Making change stick; Chapter - 11: Building an internal coaching capability; Chapter - 12: Techniques to coach people through change

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Book SynopsisTrade Review‘This volume provides a comprehensive, contemporary and readable mapping of HRM’s emergence as a field of study, its theoretical foundations, and future directions for scholars and practice. Taking a unique approach to HRM, the editors skilfully present two integrative early chapters capturing the role of theory followed by a thoughtful selection of 41 entries written by well-known authors laying out each theory and its application to HRM. Key target audiences include Master’s students, PhD candidates and early career researchers; but seasoned scholars will also benefit from the detailed but short reviews in each chapter and the range of perspectives in the collection. To provide just a taster, these include perspectives embedded in principles of organisation behaviour/theory, Critical Theory, labour process theory, sensemaking, stakeholder theory, institutional theory, paradox theory, post-colonial theory, and intersectionality. The impressive range of theories included reminds us that HRM’s conceptual foundations are broad, and draw on diverse disciplinary perspectives. As a reference volume, this collection will undoubtedly not only help those wishing to learn about alternative theories, but also help researchers move beyond traditional boundaries to explore new directions in HRM research.’ -- Dora Scholarios, University of Strathclyde, UK'Since the advent of the field of human resource management critics have accused the field of lacking theory. Significant strides have been made in building and applying theory in HRM and A Guide to Key Theories for Human Resource Management Research brings together all of the progress in this area.' -- Patrick M. Wright, University of South Carolina, US‘This guide is highly valuable for human resource (HR) researchers and practitioners. Written by experts in the field it illuminates how HR theories are not only key to our academic understanding but also indispensable for practice. Few things are as practical as good theory and the authors manage to condense key ideas in a highly readable, useful book.’ -- Michael Dickmann, Cranfield University, UKTable of ContentsContents: Foreword xxiv Elaine Farndale Acknowledgements xxvii List of abbreviations xxviii PART I INTRODUCTION CHAPTERS Chapter I Theory for the HRM discipline: where have we been and where are we going? 2 Kate Hutchings, Adrian Wilkinson and Snejina Michailova Chapter II Theory as a tool in the craft of conducting research 18 Snejina Michailova PART II THEORY ENTRIES 1 Attribution theory 45 Karin Sanders 2 Commitment system theory 52 David Cross and Yvonne G. T. van Rossenberg 3 Conservation of resources theory 59 Katrina Radford 4 Contingency theory 67 Thomas Garavan and Fergal O’Brien 5 Critical theory 73 Richard Longman and Catherine Mackintosh 6 Equity theory 80 Shuisheng Shi and Jason D. Shaw 7 Gender theory 86 Janne Tienari 8 Human capital theory 93 Irena Grugulis 9 Identity theory 100 Dan V. Caprar and Benjamin W. Walker 10 Institutional theory – comparative 107 Pauline Dibben and Geoffrey Wood 11 Institutional theory – organisational 113 Pauline Dibben and Geoffrey Wood 12 Intersectionality theory 119 Susan Shortland and Stephen J. Perkins 13 Job demands-resources (JD-R) theory 126 Steve Granger, Madelynn R. D. Stackhouse and Brianna Barker Caza 14 Labour process theory 133 Andrew Smith and Jo McBride 15 Leadership substitutes theory 139 Wilhelm Barner-Rasmussen, Mats Ehrnrooth and Jennie Sumelius 16 Leadership theory – moral 146 Giles Hirst, Damien Hughes, Li Kaiwen and Yingnan Shi 17 Learning theory – organisational 157 Yusuf M. Sidani 18 Learning theory – social 164 Dana L. Ott 19 Motivation theory 171 Ryan Gould 20 Paradox theory 185 Charmine E. J. Härtel and Anna Krzeminska 21 Postcolonial theory 191 Snehanjali Chrispal 22 Power theory 197 Emma Hughes and Tony Dundon 23 Psychological capital theory 204 Jian-Min (James) Sun 24 Psychological contract theory 211 David Guest and Ricardo Rodrigues 25 Psychological safety theory 218 Jie Shen 26 (Re)socialisation theory 224 Miriam Moeller 27 Resource based theory 231 Jaap Paauwe 28 Self-determination theory 238 Elena Shulzhenko 29 Sensemaking theory 247 Kelly Fisher 30 Signalling theory 254 Ricardo Rodrigues and David Guest 31 Social capital theory 261 Marian van Bakel and Sven Horak 32 Social cognition theory 268 Angelo S. DeNisi 33 Social exchange theory 274 Sachiko Yamao 34 Social network theory 280 David Weir and Sa’ad Ali 35 Sociotechnical systems theory 287 Angela Knox 36 Stakeholder theory 294 Anabella Davila 37 Stereotype theory 301 Jan Selmer 38 Strategic choice theory 306 Thomas Garavan and Fergal O’Brien 39 Systems theory 312 Brian Harney 40 Transaction cost economics theory 319 Paul Willman 41 Upper echelon theory 325 Stephen J. Perkins and Susan Shortland Index

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Book SynopsisKasper Spiro is co-founder and Chief Learning Strategist at Easygenerator, previously holding the CEO position for 11 years. Based in the Netherlands, he has been involved in knowledge sharing, performance support and e-learning for over three decades. Kasper is an international speaker, podcast host, and author for various L&D magazines. Videhi Bhamidi is Director of Research at Easygenerator. Based in India, she has more than a decade of experience in e-learning, learning technology and user experience, working with diverse L&D teams worldwide specializing in social, mobile and blended learning methods.

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Book SynopsisThis thoroughly revised second edition draws on the author’s decades of observations and experiences in academia, providing insight and responding to the challenges of fostering a successful academic career. Written in a clear and concise style, the book provides fully updated, forthright and practical counsel on achieving and maintaining a successful, balanced career amidst today’s intensifying institutional needs and demands. Iain Hay offers a deep understanding of academic career development from PhD to retirement and in this book addresses a wide range of areas such as writing compelling job applications, handling job offers, academic networking, preserving your public reputation, working with research teams, and how to undertake productive sabbatical leave. The breadth of coverage in this updated book ensures that it will be an excellent resource not only for students and early career academics striving to understand how to establish and cultivate an excellent career path, but also to more senior scholars who are mentoring post graduate students and junior colleagues whilst working to sustain their own careers.Trade Review‘The book’s new edition revisits and builds on the insightful and actionable advice previously given in the already solid first edition. Notably, it adds more nuance to its content, which will make it even more relevant to academics outside of higher education institutions located in English-speaking countries.’ -- Iván Farías Pelcastre, University of Birmingham, UK‘In the context of increasingly challenging and precarious times in higher education, this highly readable 2nd edition offers valuable and insightful advice based on experience and research for lecturers at any stage of their career to reflect upon as they seek to navigate and sustain rewarding and balanced academic careers.’ -- Ruth Healey, University of Chester, UK‘Written as an accessible and thoughtful guide, How to be an Academic Superhero is an essential resource for navigating the many stages of an academic career. From the pre-Ph.D. school selection stage through tenure and retirement, Iain Hay exposes the frequently hidden pathways and challenges of an engaged and successful academic career by emphasizing the importance of planning and imagining one’s individual trajectory while also highlighting the importance of maintaining broader life balance.How to be an Academic Superhero provides relevant examples, current resources and a concise set of strategies for successfully navigating each career stage. Although much is written about early career stages, many fewer resources exist for traversing mid-and-later career opportunities and challenges. Iain Hay leverages his deep experiences across multiple positions in the academy and clearly and concisely distils the essential elements of a well-rounded academic career.’ -- Holly Barcus, Macalester College, US‘An academic career is an increasingly challenging one, and professional success clearly requires a truly vocational level of commitment. In this comprehensive work, Professor Iain Hay, himself a decorated academic superhero, provides a comprehensive and practical guide to realizing excellence in the multiple and complex roles that an aspiring academic must fulfill.’ -- Michael Meadows, Nanjing University, China‘In this volume, Iain Hay, a highly successful scholar in his own right, methodically outlines the steps needed to make oneself into an academic star. This is well-considered advice about the do’s and don’ts of success in the world of researchers, intellectuals, and teachers for those who want to make a living from the life of the mind. In an era of budget cuts, widespread anxiety, and limited opportunities for aspiring scholars, this book offers insightful, practical, and inspiring guidance about how to realize one’s potential as a researcher and teacher. Hay confronts head-on the multiple challenges faced by today’s young academics, and the paths around or through them. I wish I had such a book back when I was a budding scholar.’ -- Barney Warf, University of Kansas, USTable of ContentsContents: 1 Making academic superheroes PART I SETTING OUT AS AN ACADEMIC SUPERHERO 2 Get qualified 3 Find a good adviser 4 Get mentors; get advice 5 Prepare a good CV PART II REFINING YOUR ACADEMIC SUPERHERO CREDENTIALS 6 Focus your powers 7 Make an early impact 8 Get informed and stay current 9 Get known and networked 10 Learn about local cultures and use ‘the system’ PART III APPLYING YOUR ACADEMIC SUPERPOWERS WHERE THEY ARE NEEDED 11 Cultivate high quality referee reports 12 Find the right job 13 Write a compelling job application 14 Perform well at job interviews 15 Manage job interview failure and success PART IV PERFORMING AS AN ACADEMIC SUPERHERO 16 Manage your career 17 Manage your time 18 Publish papers 19 Publish a book (or two) 20 Speak 21 Secure funding 22 Attract postgraduate students 23 Join or start a research team 24 Teach well 25 Think about university service and leadership positions 26 Find a voluntary role 27 Consider consulting 28 Get recognized PART V PRESERVING YOUR ACADEMIC SUPERPOWERS 29 Review your performance 30 Take sabbatical 31 Get refreshed 32 Sustain collegiality 33 Preserve your public reputation 34 Stay happy and healthy 35 Manage disruptions, interruptions and transitions successfully 36 Conclusion: acknowledging dual strands of success for your academic career References Index

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Book SynopsisElgar Advanced Introductions are stimulating and thoughtful introductions to major fields in the social sciences, business and law, expertly written by the world’s leading scholars. Designed to be accessible yet rigorous, they offer concise and lucid surveys of the substantive and policy issues associated with discrete subject areas.This insightful Advanced Introduction provides a road map for building and maintaining a sustainable career. Delving into the meaning of a ‘sustainable career’, the book examines the factors that threaten a career’s sustainability, such as economic turbulence, changes in organizational practices, and advances in technology, offering actions that can be taken to overcome these threats and strengthen the sustainability of careers.Key Features: Identifies the role of gender in building a sustainable career Introduces a new model of career sustainability, emphasizing the relevance of employees’ home life in building a sustainable career Demonstrates how building a sustainable career is the shared responsibility of employees and their families, employers, and society Establishes that some groups in society are substantially more vulnerable than others and require additional or different resources to build and maintain a sustainable career This Advanced Introduction will be a valuable guide for scholars and advanced students of sustainable careers, human resource management, and organizational behavior. It will also be useful for practitioners and policy makers in these fields as well as individuals who want to build a more sustainable career.Trade Review‘How does one build and sustain a career over the lifespan? Greenhaus and Callanan provide a roadmap for how to navigate careers in today’s turbulent work environment. Full of practical tips and research-based insights, this book is a must read for anyone at any career stage who is interested in achieving health, satisfaction, and productivity at work.’ -- Tammy Allen, University of South Florida, US‘Jeff Greenhaus’s and Gerard A. Callanan’s book, Advanced Introduction to Sustainable Careers is a well-researched, well-written, and highly accessible book on the latest literature on sustainable careers. Readers will walk away with fresh new insights on sustainable careers, and how to build, manage, and renew them for healthy satisfied and productive lives on and off the job. Scholars, students, and managers will gain new understandings on the contemporary career challenges faced across the workforce in building sustainable careers including gig workers, vulnerable populations, the continuing work-home barriers facing women’s careers, and the career issues all workers face in increasingly turbulent environments.’ -- Ellen Ernst Kossek, Purdue University, USTable of ContentsContents: 1. An overview of the concept of a sustainable career 2. A model of career sustainability 3. Building a sustainable career: appraising the present and the future 4. Building a sustainable career: taking action 5. Employees who face vulnerabilities and obstacles to a sustainable career 6. The challenges of maintaining a sustainable career over the life span 7. Gender and the work–home challenge 8. Concluding thoughts on sustainable careers Index

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Book SynopsisTrade Review“In the last few years, [Zeynep] Ton has become a revolutionary force in a field that would seem unlikely to generate many—the Kafkaesque-titled Operations Management. Her central thesis is that many of [the] big-box retailers have been making a strategic error…but she believes her core findings are relevant in nearly every industry. After re-evaluating the relationship between worker management and profit, she argues that many corporate leaders will realize that paying their workers more and treating them better will actually make everyone better off. And this, indeed, would foment a small revolution.” —The New York Times Magazine “…At a time when the complexity of workers’ jobs is increasing and labour force investment declining, [The Good Jobs Strategy] is a methodically researched riposte to cutting staff and wages.” —Financial Times “In this brilliantly conceived and written book, Zeynep Ton shows that companies that view their workforce as an asset to be maximized rather than a cost to be minimized, have both happier workers and better business results. This book is a “must read” for anyone that wants to think creatively about how they manage their workforce.” —Marshall Fisher, professor at The Wharton School and co-author of The New Science of Retailing “Using years of research and analysis, Zeynep Ton has proven what great leaders know instinctively—an engaged, well-paid workforce that is treated with dignity and respect creates outsized returns for investors. She demonstrates that the race to the bottom in retail employment doesn’t have to be the only game being played. In fact, The Good Jobs Strategy shows that smart business leaders can create great shareholder value while creating good jobs.” —José Alvarez, senior lecturer at Harvard Business School and former president and CEO of Stop & Shop “Stop the presses. Tear out the front page. Employers can increase profits by paying their employees more and treating them better. Raising wages and improving working conditions is not just a matter of public policy. The private sector itself can make a huge difference. Everyone who cares about good jobs—and especially every CEO—needs to read this highly informative and thoroughly readable book.” —Peter Edelman, professor of law at Georgetown Law Center and author of So Rich, So Poor: Why It’s So Hard to End Poverty in America “In The Good Jobs Strategy, Zeynep Ton offers insights into how successful companies utilize operational excellence to thrive, and she reminds us that the spirit and culture of an organization—that sparkle in the eye—comes only from fully engaged employees.” —Michael Eskew, former CEO of UPS

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Book SynopsisThis comprehensive book offers a fascinating set of over 40 evidence-based case studies derived from international research on work, employment and human resource management (HRM). Written in an accessible style, this book comprises contributions from leading experts in the field, covering contemporary applications of complex issues related to the future of work, employment regulations, leadership cultures and human resource strategy. Key features include: Research-based case studies for HRM, employment relations and leadership teaching purposes An online companion for tutors featuring points for discussion and guided assessments for students Critical questions to stimulate classroom conversation. Providing important insights into real-world scenarios, this book is a useful supplement to any business and management class focusing on HRM, employment relations and leadership. Contributors include: A. Athelstan, C. Atkinson, W. Been, C. Bischoff, P. Boselie, J. Brooks, G. Caillard, J. Chan, H. Cook, N. Cullinane, R. Deakin, W. Despotovic, T. Dobbins, J. Donaghey, T. Dundon, R. Fells, R.B. Gould, I. Grugulis, P. Gunnigle, K. Hardy, B. Harney, G. Harve, E. Hickland, H. Hoel, S.A. Hurrell, J. Jenkins, M. Johnson, S. Johnstone, S. Jooss, P.J. Jordan, A. Kellner, L. Kemp, E. Knies, A. Kynighou, D.H. Langerud, J. Lavelle, F. Lee Cooke, P. Leisink, M. Martinez Lucio, L. McCann, A. McDonnell, G. Mazzoni, S. Monaghan, P. Mowbray, C. Murphy, S. Mustchin, R. O'Donnell, W. O'Donohue, M. O'Sullivan, N. Payton, S. Procter, P. Prowse, A. Rafferty, S. Ressia, R. Robinson, A. Roe, L. Ryan, T.F.H. Said, F.R. Sánchez, D. Scholarios, H. Scullion, V. Telljohann, A.R. Timming, P. Turnbull, M. Walker, C. Warhurst, M. Whittall, S. Wiblen, S. Wild, A. Wilkinson, J. Winterton, J. Wolfram Cox, G. Wood, C. Woodhams, S. Wright, R. ZeffaneTrade Review'This superb collection of research based cases illuminates cutting-edge and contemporary themes in work, employment and organisational studies within and beyond the bounds of organisations. In a context of unprecedented challenge and change to traditional employment relationships the cases provide an invaluable multi-perspective resource for educators and learners seeking to come to terms with emergent and established employment issues.' --Aoife McDermott, University of Cardiff, UK'This book, by two of the world's leading HR Professors, is a must read by HR professionals, students and academics because these case studies show the impact of HR in the world of work and employment. The individual chapters are written by distinguished senior HR academics to highlight the role that HR in the modern workplace.' --Sir Cary Cooper, CBE, University of Manchester, UK'This is a timely collection of critically-oriented and research-based cases, written by an impressive array of scholars from across the globe. Covering a plethora of themes and issues, locations, industry sectors and occupations, it provides an invaluable set of resources for teaching in human resources and employment relations subjects.' --Bill Harley, University of Melbourne, AustraliaTable of ContentsContents: 1 Work, employment and human resource management: Case study applications 1 Tony Dundon and Adrian Wilkinson SECTION I PEOPLE RESOURCING 2 Fishing for diversity in legal talent pools: Recruiting early talent at Pinsent Masons 7 Dora Scholarios and Scott A. Hurrell 3 Rethinking the selection process in Saltire Brokers 14 Scott A. Hurrell, Giuliana Mazzoni and Dora Scholarios 4 Defending wellbeing at work: A case study on autism 20 Alan Roe and Alexandra Athelstan-Price 5 Flexibility in recession and recovery 25 Stewart Johnstone and Stephen Procter SECTION II HR STRATEGY, REWARDS AND PERFORMANCE 6 Determinants of human resource management strategy in a franchise 32 Ashlea Kellner 7 Contribution based pay in local government 39 Mathew Johnson 8 A high performance work system in a multi-stakeholder context 45 Eva Knies, Peter Leisink and Paul Boselie 9 Performance management: Rewarding for performance at Sprooker Inc. 52 Ryan B. Gould and Wayne O’Donohue 10 Gender pay gaps at Southside University Hospital Trust 59 Carol Woodhams, Sheila Wild and Carol Atkinson 11 The campaign for a ‘real Living Wage’ 67 Peter Prowse, Tony Dobbins and Ray Fells SECTION III WORKPLACE RELATIONS AND VOICE 12 Employee voice and transnational regulation: Double-breasting at BritCo 76 Niall Cullinane, Tony Dundon, Jimmy Donaghey, Eugene Hickland and Tony Dobbins 13 Is Ryanair the Southwest Airlines of Europe? 80 Geraint Harvey and Peter Turnbull 14 Uber and the problem of regulatory arbitrage 90 Michael Walker 15 Public sector employee engagement initiatives and employee voice results 95 Russell Robinson 16 Resistance, mischief and misbehavior @ The Jad-Gin Co. (JGC) 100 Caroline Murphy, Lorraine Ryan and Tony Dundon 17 The divided workforce: Zero hours work at Sports Direct 105 Michelle O’Sullivan SECTION IV HUMAN RESOURCE DEVELOPMENT, DIVERSITY, SKILLS AND TRAINING 18 Learning from doing and telling at work 112 James Brooks, Irena Grugulis and Hugh Cook 19 For some or all? Debating the value of inclusive and exclusive approaches to talent management 118 Sharna Wiblen 20 What is competence? Theory, policy and practice 123 Jonathan Winterton and Travis Turnbow 21 Gender at Victoria Police: A long way travelled 129 Georgina Caillard and Julie Wolfram Cox 22 Workplace bullying at Neptune Plc 137 Ria Deakin and Helge Hoel 23 New forms of worker organising: Sex work in Argentina 142 Kate Hardy SECTION V CULTURE AND JOB QUALITY 24 System error, restart? Allegations of sex discrimination at Microsoft Corp. 148 Anthony Rafferty 25 Changing organisational hierarchies: KnowledgeLtd 156 Rory Donnelly 26 Worker wellbeing at Jacaranda House 161 Susan Ressia, Adrian Wilkinson and Paula K. Mowbray 27 What makes a good job for low-waged workers? 166 Chris Warhurst and Sally Wright 28 Organizing project-based work in the games industry: Two contrasting cases 172 Wike Been and Noëlle Payton 29 Human resource management and relationship marketing: How two organizations leveraged tattoos to build their brand 178 Andrew R. Timming SECTION VI LEADERSHIP AND CHANGE 30 Meaningless leadership 184 Leo McCann 31 Amazon: HRM and change in the house of neo-liberalism 191 Brian Harney and Tony Dundon 32 Leadership and change at Ford Motor Company 201 Dan H. Langerud and Peter J. Jordan 33 Implementing performance management in a public sector organisation in a developing country 207 Thuraya Farhana Haji Said SECTION VII INTERNATIONAL HRM 34 HR function at MNC subsidiary level: Mediating challenges and tensions 216 Jonathan Lavelle, Patrick Gunnigle and Sinead Monaghan 35 Implementing HRM within multinational corporations: Localisation or global standardisation? 222 Anastasia Kynighou 36 Global talent and mobility in a decentralised multinational enterprise 230 Anthony McDonnell, Stefan Jooss and Hugh Scullion 37 Strategy and people management in China – Haier as an example 239 Fang Lee Cooke 38 Emiratization: Benefits and challenges of strategic and radical change in the United Arab Emirates 245 Rachid Zeffane and Linzi Kemp 39 Survival and outsourcing in the South African clothing and textiles industry: The changing fortunes of ClothTran 254 Christine Bischoff and Geoffrey Wood 40 Cultural and logistical preparation of expatriates 261 William Despotovic SECTION VIII GLOBAL LABOUR RIGHTS 41 Labor practices in Apple’s supply chains in China 266 Jenny Chan 42 Framing workers’ rights internationally: The case of Volkswagen and transnational collective agreements 272 Stephen Mustchin, Miguel Martínez Lucio, Michael Whittall, Fernando Rocha and Volker Telljohann 43 Labour rights and global standards: What the Ali Enterprises fire tells us about social accountability and labour conditions in an international supply chain 277 Jean Jenkins Index 285

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Book SynopsisRupert Morrison is an industry leader and entrepreneur in data-driven business. He is the founder and CEO of Arahi and was previously the CEO and co-founder of Concentra Analytics. Based in London, UK, he is also an international conference speaker and industry writer, whose contributions have featured in Forbes, HR Director and Personnel Today. He is the author of Data-Driven Organization Design, also published by Kogan Page.Trade Review"Building a forward-looking OP&A unit is crucial at these times of increasing economic disruption. This book is so much more than an optional read." * Ian Kantor, Founder, Investec *"In his new book, Rupert astutely illustrates applying systems theory to organizational planning for driving outcomes in a complex environment. He gives us courage to rethink planning as a dynamic and insightful process to build long term organizational capabilities." * Shradha Prakash, VP, Future of Work, Org Design and Talent Enablement at Prudential Financial *"Rupert masterfully offers ideas, specific analytical tools and cases on planning, transformation, workforce, and technology to improve organizations. Anyone interested in creating more effective organizations will find this an exceptional guide." * Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan Partner The RBL Group *"Leadership is about taking an organization from one place to another knowing that the movement can only come from the people. This book shows how data can power alignment, speed and purpose on the journey." * Pär Åström, President Gardena Division, Husqvarna Group *"In his new book Organizational Planning and Analysis, Rupert offers a compelling guide for executive and practitioner alike. If you truly believe that people are your organization's greatest asset and you have been frustrated with previous efforts to make a workforce transformation real, then look no further. Blending strategy, finance, workforce planning and analytics, this book offers a logical, evidence-based process for introducing OP&A as a new capability in your organization. Doing so will ensure that you can achieve sustained and measurable workforce success. Highly recommended." * David Stroud, Director, Workforce Insight Pty Ltd *"If you enjoyed Data-Driven Organization Design, the prequel to this book, then you'll love Organizational Planning and Analysis. Rupert is one of the genuine thought leaders in our field. He first outlined the key concepts outlined in this book to me as a guest on the Digital HR Leaders podcast. I was captivated. If you want to understand how to use data and analysis to build organizational capabilities through workforce planning and drive business success, then this is the book for you." * David Green, co-author of Excellence in People Analytics, Managing Partner at Insight222 and host of the Digital HR Leaders podcast. *"We all know, in theory, that planning and analysis founded on good data is an organizational must. Getting the theory into day-to-day practice is more problematic. Rupert Morrison clearly and carefully lays out why and how to do this. What's not to follow in his guidance? The benefits are huge." * Naomi Stanford, organization design author and consultant *"A practical guide to using data to continuously optimize organizational performance, aligning for innovation, agility and productivity. A must build muscle for all organizations today." * Kent McMillan, Managing Director, Global Organization Strategy & Design Lead, Accenture *"In a world where business leaders are told to reflect properly and plan effectively, this book equips them with the right questions to ask and a framework for generating continuous performance. Ultimately, it ushers in a leadership approach that is confident and clear in the face of an increasingly volatile and opaque business landscape. Essential reading." * John Brown, Founder and CEO, Don’t Cry Wolf *"Simplicity is something hard to achieve. OP&A is a simple yet very effective concept to solve one of the most complex challenges that organisations face today. This is an essential read to anyone in charge of teams." * Thiago R. Kiwi, Head of Marketing & Communications at Headspring Executive Development *Table of Contents Section - ONE: Introduction; Chapter - 1.1: Organizational planning and analytics; Chapter - 1.2: Data-driven organization design; Chapter - 1.3: Financial planning and analytics; Section - TWO: Making it real - Transformation and optimization; Chapter - 2.1: Introduction; Chapter - 2.2: Preparing to execute; Chapter - 2.3: Implementation; Chapter - 2.4: Ongoing optimization; Section - THREE: Workforce Planning; Chapter - 3.1: Introduction; Chapter - 3.2: Supply forecasting and top-down demand planning; Chapter - 3.3: Bottom-up position planning, finalizing the workforce plan and monitoring progress; Section - FOUR: OP&A analysis; Chapter - 4.1: Introduction; Chapter - 4.2: Laying the foundations for effective OP&A analysis; Chapter - 4.3: Ignoring statistical traps and leveraging data science; Section - FIVE: The OP&A function; Chapter - 5.1: Introduction; Chapter - 5.2: Stage 1: Scoping the macro operating design and writing the business case; Chapter - 5.3: Stage 2: Detailing the OP&A function; Chapter - 5.4: Stage 3: Making the OP&A function real; Chapter - 18: Glossary

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Book SynopsisThe ability to communicate effectively is crucial to anyone who wants to advance their career.Written by Christine Harvey, a leading expert on workplace communication, this book quickly teaches you the insider secrets you need to know to in order to communicate better.The highly motivational ''in a week'' structure of the book provides seven straightforward chapters explaining the key points, and at the end there are optional questions to ensure you have taken it all in. There are also cartoons and diagrams throughout, to help make this book a more enjoyable and effective learning experience.So what are you waiting for? Let this book put you on the fast track to success!Table of Contents : Sunday: Why communication matters : Monday: Making a great first impression : Tuesday: Communicating at meetings : Wednesday: Using the telephone : Thursday: Secrets of email : Friday: Dealing with difficult people : Saturday: Lifelong communication success

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Book SynopsisTrade Review"You don't have to spend years on stage to be good at the art of improvisation. In his new book, Getting to 'Yes, And', improv veteran Bob Kulhan shows you how improvisation techniques can positively impact almost any business situation. Read this intriguing book and get ready to take communication at work to a whole new level."—Ken Blanchard, coauthor of The New One Minute Manager and Collaboration Begins with You"Prescriptive, educational, and funny, this book is filled with disarmingly easy improv techniques to up our game at work. Getting to "Yes and" has earned its place on the bookshelves, desks, and nightstands of savvy business readers. It's Dale Carnegie Training for the 21st century."—Jack Canfield, CEO, The Canfield Training Group and bestselling author of The Success Principles "For years, the business world has echoed 'yes and,' but we were light on details—until now. In a fun romp from Chicago's Second City to Duke University's Fuqua School of Business and beyond, this book threads together improv and such business essentials as negotiation, sales, goal setting, and conflict resolution. Read it, follow it, and you'll get better results, maybe even a few laughs along the way."—Dave Logan, USC Marshall School of Business and bestselling co-author, Tribal Leadership"Improvisation is the key to collaboration and innovation, and Bob Kuhlan is an improv star! This book shows you how to use improvisation for business success. It's filled with specific, practical, actionable advice, and it's lots of fun to read."—Keith Sawyer, author of Group Genius and Zig Zag: The Surprising Path to Greater Creativity"Kulhan is an experienced improviser with a deep understanding of the art form. And, he is a talented teacher with years of experience translating the essence of improv into valuable business lessons. His no nonsense (yet entertaining) style is perfect for anyone in either business or improv who wants to bring the two worlds together."—Daniel Klein, Stanford Graduate School of Business, Department of Theater, and d.school"Kulhan was early to the realization that we are constantly innovating in business and in life, and that there is a method to doing it better. He brings very sharp tools to promote collective success, through motivating, making decisions, energizing, building ideas, and managing status differences. Although a key insight in the book is that improvisation isn't synonymous with comedy, nobody will mind that Bob presents these important ideas with a lively and fun way."—Paul Ingram, Columbia Business School"Getting To 'Yes And' is a transformative book. With focus, care, professionalism, and good humor, Kulhan delivers a how-to guide for implementing improvisation in business. At the center, we will definitely be incorporating his techniques into our future programs."—Rick Barrera, COO The Center for Heart Led Leadership and author of Overpromise and Overdeliver"I don't know anyone who likes this more or commits harder than Bob. Bob is an improviser's improviser. Buy this book!"—TJ Jagodowski, Improviser and author of Improvisation at the Speed of Life"When it comes to the application of improv tenets in the business world, there is no one better than Bob Kulhan. Any university, business, and (now) reader is fortunate to have him as their lead facilitator. If I ran the business world, I would insist this book be a part of every curriculum, in every company."—Susan Messing, Instructor and Performer, iO, The Annoyance, and The Second City and Adjunct Professor, DePaul University, The University of Chicago, The School at Steppenwolf, and The World"I have known Bob Kulhan for a damn 20 years. He's a great improviser, a great teacher, and an o.k. guy. His commitment to improvisation is spring loaded and fuel injected. He's super positive (too positive) and rather smart! Read this book because why not?"—Mick Napier, Founder, The Annoyance Theatre and author of Behind the Scenes and Improvise"Bob Kulhan's skills as an improvisational teacher and player offer an insightful and energetic point of view to any group.I have thoroughly enjoyed playing with this dummy for almost twenty years now. And I look forward to many more."—Jack McBrayer, Actor, 30 Rock, The Middle, Wreck-It Ralph"Bob is a thoughtful and caring teacher of improvisation. He's a tireless champion of the art form and he'd stop me from singing his praises if that didn't directly contradict improv's first rule: Acceptance. Deal with it, Bob."—Jordan Klepper, anchor of Comedy Central's The Opposition with Jordan Klepper and former correspondent on The Daily Show with Trevor Noah"Getting to "Yes And" is an eye-opening and innovative business book written by a business person and professor for business people."—Soundview Executive Summaries"It's impossible not to smile when you read this book. Whether it is the 'Eights' exercise or celebrating ridiculous ideas, "Yes And"will remind you how to have fun at work – and as a result I'm convinced your business will be more effective...Can't recommend this book highly enough. It will be a GREAT addition to your bookshelf."—MyBusinessBookClub"Teaching momentary situational analysis, snap decision making and workplace camaraderie makes this book an excellent read for any manager looking to build a great team."— Kelly Gibbons, ForbesTable of ContentsIntroduction: More than One Way to Hit a Piñata 1. Thinking Outside of Thinking Outside of the Box 2. Just Say "Yes, and . . ." 3. I'm with the Brand 4. Energy Independence 5. Teaming Up 6. Must Be Something Ideate 7. Busted 8. Take Me to Your Leadership 9. How to Eat an Elephant 10. And Wait . . . There's More!

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Book SynopsisIn a world adapting to continuous change and disruption, delivering a great employee experience is vital. How can organizations create an experience that enables their people to thrive; an experience that unlocks productivity and creates competitive advantage? Employee Experience by Design is a practical guide for HR professionals, business leaders and anyone needing to create an employee experience that empowers people to perform at their best. By setting out simple steps that any team or organization can follow, it demystifies EX, and shows how to design an exceptional experience for employees. Drawing on positive psychology, the book demonstrates what a good workplace experience means for people. A world away from perks and benefits, the authors show how to discover what really drives an excellent EX. They then walk through a user-friendly framework covering all levels of EX, from organizational culture to people processes and everyday behaviours. Employee Experience by Design shows how to build a robust business case for employee experience and align EX activity with organizational strategy to demonstrate impact. Readers will also learn how to measure EX and demonstrate return on investment. Packed with clear and practical tips, tools, and examples from organizations including ING, Expedia Group and ADEO, this book is essential reading for anyone looking to develop a happy, productive, high-performing environment in which people can excel.Trade Review"For many people work is a cause of stress and anxiety - this book is here to solve that. Using the latest research and evidence - while being fantastically readable - the book gives a positive, people-first approach to making work better!" * Bruce Daisley, author of The Joy of Work *"This is a must-read book for anyone working in the field of employee experience. It offers simple, practical tools and advice to help you make a positive difference to your employee experience. Bringing together the latest research and thinking from positive psychology and human-centred design, Emma Bridger and Belinda Gannaway demystify EX and provide everything you need to start making a difference today." * Mark Levy, EX adviser and former pioneer of employee experience at Airbnb *"Employee experience is now rightly starting to be viewed as being as important as customer experience. This book is therefore a timely and vital read for leaders wanting to have high-performing businesses powered by great people. The insights and tools included are highly practical and you can start using them straight away to make a real difference in the life of your team and your business." * Pete Markey, CMO, Boots *"As the global pandemic has accelerated our transformation to a fully digital economy and society, dubbed the fourth industrial revolution, too many focus on the technology tools. This is a mirage because tools need humans. What we are really entering is the human capital era where human talent is the most valuable resource. Our ability to adapt through leading our teams on learning tours will be the hallmark of the most successful and resilient organizations. Engaging talent in continuous learning and adaptation requires designing the ultimate employee experience. Drawing on their deep expertise in leading transformational change, talent engagement, employee experience and the psychology underpinning human motivation, Emma Bridger and Belinda Gannaway have crafted an approachable handbook to do just that. My advice: read it with your teams so you can rethink your organization to unleash maximum human potential." * Heather E McGowan, future-of-work strategist and co-author of The Adaptation Advantage *"Successful companies understand that employee experience must be intentionally designed and delivered to both drive impactful business outcomes and meet the needs of their people. Employee Experience by Design takes you on a guided tour of employee experience from the foundational basics to the future of what's next. More importantly, packed within is a comprehensive reference of practical guidance and techniques for building an EX mindset and elevating your organization's EX practice today." * Damon Deaner, Director, Employee Experience & Design, IBM Talent & Transformation *"This book provides an extensive insight into creating a successful employee experience. A step-by-step approach in how to implement a user-friendly job-worker experience is put forward. The book also provides the reader with methodological advice on how to measure the employee experience." * Dr Julian Edwards, Research Fellow, The Open University *"A must-read for anyone with an interest in employee experience. Employee Experience by Design is a practical guide for both beginners and more practised EX professionals, providing a valuable methodology for approaching EX design at a strategic and solution level." * Ann-Marie Blake, Board Member, International Association of Business Communicators (IABC) *"A great introduction to what employee experience is and how it can be developed using design thinking. Anyone taking an employee-centric approach to internal communication will find this useful in terms of connecting communications to experience." * Dr Kevin Ruck, co-founder, PR Academy, and editor of Exploring Internal Communication: Towards informed employee voice *"Finally, a practical and accessible guide that is a must-read for designing better employee experiences. Filled with easy-to-execute activities to bring EX to life anywhere and real-life examples from organizations, this book will be your go-to resource. The blend of research, context and lived experiences comes together seamlessly to show the way." * Lindsay Bousman PhD, former Senior Director of Talent Programs, Expedia Group *"It's brave to talk of employee experience in the current guise of work. Often one of those overly used phrases, it could be construed as the latest tactic in convincing people they have it good when in reality they don't. With Employee Experience by Design there's no longer a hiding place for falsehoods and platitudes regarding EX. If you're NOT following what's in this book, then you're not designing, developing and delivering a considered, optimized and fulfilling employee experience. This book is that useful: it should be the touchstone for all who aspire to really show they care about their people and their experience of work. Leaders, ignore this at your peril." * Perry Timms MCIPD and FRSA, founder and Chief Energy Officer at PTHR, TEDx speaker, and Adjunct Professor/Visiting Fellow at four UK business schools *Table of Contents Chapter - 01: Introducing employee experience design – Definitions and approaches; Chapter - 02: Making the case for EX; Chapter - 03: Busting myths – What’s really driving your EX?; Chapter - 04: Culture, leadership and EX; Chapter - 05: EX design in action; Chapter - 06: Scoping the employee experience; Chapter - 07: Empathy and the opportunity space; Chapter - 08: Ideate; Chapter - 09: Prototype, test and iterate; Chapter - 10: Measuring employee experience; Chapter - 11: What next in EX?; Chapter - 12: Index

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Book SynopsisFeaturing fresh insights on fostering collaboration, developing credibility, and building trust, the bestselling author of HR on Purpose!! Steve Browne shows us what a powerful global force the HR profession can be for bringing about meaningful change in the workplace, and challenges practitioners to examine what HR is really doing to improve our organizations, our people, and ourselves.

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Book Synopsis''An adventure into the very human science of making breakthroughs together.'' - Charles Duhigg, Pulitzer Prize-winning journalist and author of The Power of HabitThe best groups are more than the sum of their parts - but why does teamwork so often fail to fulfill this promise? Award-winning entrepreneur and journalist Shane Snow takes us on an extraordinary tour of the hidden science of team dynamics, revealing the counterintuitive reasons that some groups break out while far too many break down.Examining history-making groups like the Wu Tang Clan and the Russian national hockey side alongside teams whose failures have had lasting impact, Snow reveals the answers, and what the rest of us can learn from the rare teams that do the impossible together. In this stimulating, pacey adventure through history, neuroscience, psychology, sports and business, Snow explores the secrets of the best teams the world has to offer. You''ll discover: Trade ReviewPerfectly describes and prescribes the crucial traits of the ultimate teams -- Shane Battier, NBA champion and head of analytics for the Miami HeatUnlocks the secret sauce to create the highest performing teams. I couldn't put it down -- Dan Schawbel, New York Times bestselling author of Now, Discover Your Strengths and Fortune 500 consultantAn adventure into the very human science of making breakthroughs together -- Charles Duhigg, Pulitzer Prize–winning journalist and author of The Power of HabitPirates, rappers, buddy cops AND changing the world?! Dream Teams isn't just a ton of fun; it's a force of nature - and an important message -- Jane Chen, TED fellow and founder of Embrace InnovationsPushes beyond business-book bromides. A great storyteller! -- Anne-Marie Slaughter, president and CEO of New AmericaOne of the easiest and most enjoyable business books - by a sharp-witted journalist and brilliant entrepreneur -- Josh Golden, publisher and president of Ad AgeChallenging, vivid, and pragmatic -- Keith Yamashita, founder of SYPartnersWonderful! -- Kelly Leonard, executive director of The Second CityNot just a book that every leader should read. It's a message the world itself needs right now -- Adam Braun, founder of Pencils of Promise and MissionUA mesmerizing read for anyone looking to up-level their team building and leadership skills -- Kathryn Minshew, CEO of The Muse

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Book SynopsisConsidered one of the first and most important management gurus', the name Belbin is synonymous with Team Role theory, a familiar concept for managers and management trainers across the world. This fully updated third edition of Team Roles at Work provides the practical application of the theory in everyday work situations.This new edition has up-to-date practical examples and summaries to reflect contemporary scenarios, and a brand-new chapter on remote team working, an issue that has gained even greater significance in recent times. The book also includes a Foreword to capture the impact of Meredith's work in the field of management and team working. Further information accompanies the book on the Belbin website, www.belbin.com, including a summary of the nine Team Roles with their icons, descriptions, strengths, and allowable weaknesses.Team Roles at Work is the best-selling, second book written by Meredith Belbin, designed for any manager who wants toTable of Contents1. How roles at work emerged, 2. The qualifications mystery, 3. Emergence of a Team Role language, 4. Eligibility versus suitability, 5. Coherent and incoherent role profiles, 6. Interpersonal chemistry in the workplace, 7. Managing difficult working relationships, 8. A strategy for self-management, 9. The art of building a team, 10. The management of succession, 11. Leadership for the modern world, 12. Real teams in a virtual world

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Book SynopsisFor the past 100 years, we’ve progressively dehumanized our places of work. We’ve learned to systemize, homogenize, and mechanize – all in the quest for greater efficiency and cost-saving. We’ve forgotten that the human being is the centre of work. This book highlights the ten essential performance and development conversations leaders must have to restore human spirit at work. First, it explains the importance of cultivating an authentic workplace by resisting the dumbing down of work and respecting employee dignity. Second, it presents five developmental conversations, from coaching to relationship-building. Third, it outlines five performance conversations, from climate review to innovation. An organization – any organization – is a group of people working together towards a common goal, but we tend to lose sight of this simple idea. Too often, human resources are lumped in with technological resources, administrative resources and financial resources. Managers become obsessed with processes, procedures and systems. Tim Baker provides leaders with a roadmap to bring the human being back to work.Table of ContentsPart I—Cultivating an Authentic Workplace CHAPTER 1—The dumbing down of work CHAPTER 2—Human spirit and work CHAPTER 3—The concept of workplace dignity CHAPTER 4—A lack of authentic conversations CHAPTER 5—Two task-focused pillars of authentic conversations CHAPTER 6—Three people-focused pillars of authentic conversations Part II—Five Developmental Conversations CHAPTER 7—Conversation #1—The coaching conversation CHAPTER 8—Using G.R.O.W. for a better coaching conversation CHAPTER 9—Conversation #2—The delegation conversation CHAPTER 10—Ten keys to a better delegation conversation CHAPTER 11—Conversation #3—The visioning conversation CHAPTER 12—Visioning questions to ask CHAPTER 13—Conversation #4—The encouraging conversation CHAPTER 14—Twelve powerful ways to engage or disengage people at work CHAPTER 15—Conversation #5—The relationship building conversation CHAPTER 16— Five steps to relationship building conversations PART III—FIVE Performance conversations CHAPTER 17—Overview of the five conversations framework CHAPTER 18—Rationale and benefits of the five conversations framework CHAPTER 19—Conversation # 6—The climate review conversation CHAPTER 20—Conversation # 7—The strengths and talents conversation CHAPTER 21—Conversation # 8—The opportunities for growth conversation CHAPTER 22—Conversation # 9—The learning and development conversation CHAPTER 23—Conversation # 10—The innovation and continuous improvement conversation

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Modern Labor Economics: Theory and Public Policy, now in its fourteenth edition, continues to be the leading text for one-semester courses in labor economics at the undergraduate and graduate levels.It offers a thorough overview of the modern theory of labor market behaviour and reveals how this theory is used to analyze public policy. Designed for students who may not have extensive backgrounds in economics, the text balances theoretical coverage with examples of practical applications that allow students to see concepts in action.The authors believe that showing students the social implications of the concepts discussed in the course will enhance their motivation to learn. As such, this text presents numerous examples of policy decisions that have been affected by the ever-shifting labor market. This new edition continues to offer: a balance of relevant, contemporary examples; coverage of the current economic climate; introd

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Book SynopsisJanice Caplan is an international HR consultant, board level coach-mentor, non-executive director of University of Portsmouth and former CIPD Vice-President. As co-lead of The Scala Group, a UK based HR consultancy and ACE, a consortium of European HR consultancies, Janice has advised big-name clients on talent management and organisation development in the diverse fields of professional services, retail, media, engineering, technology and the nuclear industry. Janice is also a sought after international conference presenter and the author of The Value of Talent (also published by Kogan Page).Trade Review"An inspiring read for the world we live and work in today." * Heather Matheson, Managing Director, HR Insight *"A hands-on panoramic view, built on a wealth of significant business experiences and identifying key levers, to make of strategic talent management a sustainable design element in HR and OD initiatives." * Valérie Saintot, Head of Operational Resource Controlling & Organisation Section at European Central Bank *"Strategic Talent Development is a must read book for academics and practitioners alike. A new gem for those trying to find clear answers for the future of organizations." -- Professor Andrés Hatum, PhD. Author of Next Generation Talent Management (Palgrave, 2010), and The New Workforce Challenge (Palgrave, 2013)"Strategic Talent Development is rich with practical and thought-provoking ideas and is perfectly pitched to the challenges facing businesses today. Caplan persuasively argues that getting the best out of people will increase profits and competitiveness and she shows how to do it in an inspiring and easy-to-follow manner. A particular strength of the book comes from Caplan's clear understanding of how to set the cultural tone and direction from the top, as well as deal with day-to-day people problems and create robust processes to support the business strategy." -- Sir Michael Bear, Director, Arup Group Ltd, Lord Mayor of London 2010 – 2011"Why has it been so difficult to define usefully the meaning of 'people' in organisations when they are so obviously key to effective organisations? Despite the wonders of technological advances it is only people who can wreck or develop an organisation. This excellent book shows, through a four point framework, both thought-leadership and good practice in engaging the elusive factor of 'talent': how to spot it, develop it, and keep it so that a learning organisation is created. This demands new ways of thinking and behaving by leaders and managers. This book shows a stimulating way forward." * Bob Garratt, Visiting Professor at Cass Business School, London, and Stellenbosch Business School, South Africa *"Strategic Talent Development succeeds in being both a guide and a series of thought-provoking and intelligently linked essays to help businesses strategically develop their talent. It is in fact a book that aims to develop and to engage all members of the work team, whether the team is one that is fluid and changing, a more stable one, or a big global corporation." -- Emilio Giordano, Chief Financial Officer, Società Italiana per Condotte d'Acqua S.p.A.Table of Contents Chapter - 00: Introduction; Chapter - 01: The new world organization; Chapter - 02: Organizational values; Chapter - 03: Strategic framework; Chapter - 04: A focus on the future; Chapter - 05: Self-managed succession: learning; Chapter - 06: Self-managed succession: careers; Chapter - 07: Creating a people databank: succession and workforce planning; Chapter - 08: Performance and pay; Chapter - 09: Nearby management; Chapter - 10: Faraway leadership

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Book SynopsisThis book presents an evidence-based analysis of the human resources function in an international sample of organizations, showing how the HR function is changing, how it needs to change, and what makes for an effective human resources management strategy.Trade Review"Lawler and Boudreau continue to raise the bar on the HR Function. The combination of thoughtful research, rigorous analysis, and cutting insight provide the HR practitioner with all the evidence needed to affect real change."—Ravin Jesuthasan, Managing Director, Towers Watson"Are you concerned about the present and the future state of the HR profession and the HR function? This book is a valuable compendium of longitudinal data, and a wake-up call to professional associations, educators, and organizational decision makers everywhere."—Wayne F. Cascio, University of Colorado, Denver, and author of Managing Human Resources"Lawler and Boudreau conclude that HR is not changing rapidly enough to help companies strategically manage their people in a knowledge economy. The authors provide clear suggestions for those wishing to take human capital leadership to the next level."—Sara Rynes, University of Iowa"CEO's study offers fresh perspective on the ongoing struggle to make Human Resources a source of strategic value. Lawler and Boudreau provide useful insights, showing us how to turn this 'promise into reality' by reinventing the HR business model."—Daryl David, Senior Vice President, Human Resources, Edison International

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Book SynopsisInternational competition and variable economic conditions have brought the threat of layoffs to the doorsteps of workers and managers in all sectors of our economy. One response to this problem is Unemployment Insurance-Supported Work Sharing. This book provides a balanced assessment of this policy in the United States, Canada, and Europe.

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Book SynopsisPerformance appraisal is a key tool for meeting the managerial needs of the modern organization. Daley examines the entire process of designing a performance appraisal system from determining its organizational purpose to constructing an objective appraisal instrument for measuring employee performance. Emphasis is also placed on the role of employee feedback and appraisal training. The cognitive behavior that shapes and influences the rating process is detailed. The book integrates the literature and practices detailed in business management, psychology, and sociology with that focusing on the public sector.After an overview of performance appraisal research and the effect of public-private differences, Daley examines the reasons for performance appraisal and the basic mechanics--why?, what?, when?, who?--of establishing an appraisal process. Special emphasis is placed on the role of performance appraisal in the organization. He looks at the array of appraisal inTable of ContentsPreface An Overview Fundamentals of Appraisal The Organization and Performance Appraisal Techniques and Performance Appraisal Performance Appraisal Types Performance Appraisal Feedback Diagnostics Conclusion References Index

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Book SynopsisPrevious research on corporate cultures and ethical business cultures has focused almost exclusively on studies of multinational corporations from a handful of developed countries. This book addresses the intersection of human resource development and human resource management with ethical business cultures in the four BRIC countries, and four other fast-growing emerging economies: those of Mexico, Indonesia, South Africa and Turkey. Drawing on longitudinal large-scale survey-based studies, it compares managers'' and employees'' perceptions of ethical business cultures in these countries, contrasting them with the US economy. It then discusses the economic and socio-cultural context and current research on business ethics in each of these countries, including implications for research and practice. This significant study will appeal to scholars, researchers and students in business ethics, management, human resource management and development, and organization studies, and addresses isTable of ContentsIntroduction: business ethics and ethical cultures in emerging markets Douglas Jondle and Alexandre Ardichvili; Part I. Ethical Business Cultures: Country Perspectives: 1. Ethical business culture in Brazil: advantages and obstacles of national jeitinho Edgard Cornacchione and Liliane Klaus; 2. Business ethics and ethical business cultures in the Russian Federation Alexandre Ardichvili; 3. Ethical business cultures in the emerging market of India Thomas Thakadipuram; 4. Ethical business cultures in China Jessica Li; 5. Business ethics in South Africa Deon Rossouw; 6. Ethical business culture in Turkey: implications for leadership in a global economy Ahmet Coskun and Mesut Akdere; 7. Business ethics in Mexico: the seeds of justice Martha Sanudo; 8. Ethical business cultures in Indonesia Jane Maringka and Noor Rahmani; Part II. Building and Sustaining Ethical Business Cultures: 9. The ethical nature of organizations: global perceptions Jack Wiley and Kelsey-Jo Ritter; 10. Good ethics is good business: the case of Cargill Emery Koenig; 11. Ethics and culture: challenges for businesses operating in the global economy Douglas Jondle and Alexandre Ardichvili; Epilogue Douglas Jondle and Alexandre Ardichvili.

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Book SynopsisWith the number of international migrants globally reaching an estimated 272 million (United Nations report, September 2019), the need for intercultural training is stronger than ever. Since its first edition, this handbook has evaluated the methodologies and suggested the best practice to develop effective programs aimed at facilitating cross-cultural dialogue and boosting the economic developments of the countries mostly affected by migration. This handbook builds and expands on the previous editions by presenting the rational and scientific foundations of intercultural training and focuses on unique approaches, theories, and areas of the world. In doing so, it gives students, managers, and other professionals undertaking international assignments a theoretical foundation and practical suggestions for improving intercultural training programs.Trade Review'It truly is a key springboard for training and research in the current age of identity. It comprehensively presents two crucial elements: what we know about effective intercultural training theoretically, methodologically, and empirically, and what we don't know. This is an essential reference for practitioners, teachers, and researchers.' Cindy Gallois, Emeritus Professor of Psychology, University of Queensland, Australia'This long-awaited volume achieves a leviathan task: it bridges theory and practice, details intercultural training methods that are culture-general and culture-specific, and clarifies intercultural training's past and present while forging a cohesive vision for future development and growth. This is, quite simply, essential reading for intercultural researchers and practitioners.' Adam Komisarof, Professor of Intercultural Communication and Acculturation, Keio University, Japan, and President-Elect, International Academy for Intercultural Research'This handbook is both a classic and contemporary highlight in intercultural training research and practice. The editors have set a cornerstone for the field by bringing internationally recognised scholars together. This volume is a must for every professional in the field.' Claude-Hélène Mayer, Professor in Industrial and Organisational Psychology, University of Johannesburg, South Africa'Since its first edition, this book has been an indispensable resource for scholars, practitioners, and students who study or develop training methods to enhance intercultural competence. This edition preserves its legacy: high quality analysis and sound guidance for practice or future research.' Mark E. Mendenhall, J. Burton Frierson Chair of Business Leadership, University of Tennessee, USA'Here is an essential update for interculturalists seeking synergy and human community in an age of invasive technology, ideological divides, ecological disasters, and corrosive us-versus-them political populism. The authors force us to ask how we will rewire our brains to live together in a way that promises a synergistic future.' George F. Simons, creator of DiversophyTable of Contents1. Introduction and Theoretical Framework Dan Landis and Dharm P. S. Bhawuk; Part I. Theoretical Foundations of Intercultural Training: 2. Harry Triandis's Contributions to Intercultural Training as a Field of Research: A Bibliometric Analysis Dharm P. S. Bhawuk and Atma P. Bhawuk; 3. Interdisciplinary History of Intercultural Communication Studies: From Roots to Research and Praxis Steve J. Kulich, Liping Weng, Rongtian Tong, and Greg DuBois; 4. Culture Theories and Intercultural Training Dharm P. S. Bhawuk; 5. An Analysis of Methods for Intercultural Training Sandra M. Fowler and Masa Yamaguchi; 6. Intercultural Simulations: Theory and Practice Michael B. Saltzman; 7. Toward a Social Network Theory of Reentry Ruobing Chi and Judith N. Martin; 8. Intractable Conflict, Delegitimization and Intercultural Training Meytal Nasie and Daniel Bar-Tal; 9. Evaluation of Cross-Cultural Training: A Review Anna Kallschmidt, Jessica Mesmer-Magnus, Chockalingam Viswesvaran and Satish Deshpande; Part II. Practice of Intercultural Training: 10. International Initiatives in K-12 and Higher Education: Learning from and Moving Beyond Disciplinary History Jennifer Mahon and Kenneth Cushner; 11. The Triad Training Model in Counseling, Cultural Diversity, and Intercultural Training Tomoko Yoshida; 12. Multicultural Counseling Training and Intercultural Training: A Synthesis Ben C. H. Kuo; 13. Training for Cross-Cultural Competence in the United States Military Sharon Glazer; 14. Developing Intercultural Competency Training in Global Organizations: An Examination of the Cadre of Global Managers Miriam Moeller and Michael Harvey; Part III. Indigenous Psychology and Intercultural Training: 15. Brazilian Cultural Patterns and Intercultural Training Cláudio V. Torres, Maria Cristina Ferreira, and Laura Novaes Andrade; 16. Russian Cultural Patterns and Intercultural Training Valerie Alexandra and Olga Kovbasyuk; 17. Indian Psychology and Intercultural Training Dharm P. S. Bhawuk; 18. Culture-Inclusive Theories for Intercultural Training in Confucian Societies: An In-Depth Analysis of Face Dynamism Rong Chen and Kwang-Kuo Hwang; 19. Japanese Psychology and Intercultural Training: Presenting Wa in a Nomological Network David Dalsky and Jueyun Su; Part IV. New Interdisciplinary Approaches to Intercultural Training: 20. Cultural Neuroscience Basis of Intercultural Training and Education Shihui Han and Ilari Erik Mäkelä; 21. Perceptual Representation: An Etic Observational Category for Guiding Intercultural Communication Adaptation Milton J. Bennett; 22. Emotional Contagion, Intimate Intercultural Relationships, and Intercultural Training Elaine Hatfield, Shari Paige and Richard L. Rapson; 23. Dialogue and Culture: Reflections on the Parameters of Cultural Dialogue Sthaneshwar Timalsina; 24. Optimizing Globalization through 'Intelligent Swarming': Suggested Activities for Training Gary Fontaine; Part V: Summing Up: 25. Intercultural Training for the New Global Village Dharm P. S. Bhawuk and Dan Landis.

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Book SynopsisInclusive Business Models talks about organizations that employ principles of business to address the needs of the poor. It takes an analytical approach to derive insights about business models by comparison with other inclusive models seen within the same sector and through comparisons with models from a different sector. This cross sector comparison, especially with a number of case studies, would enable readers to cumulate their learning, and act as a guide to management students, practicing managers and entrepreneurs for understanding and analyzing any business model that intends or claims to be inclusive. This book is beneficial for students of entrepreneurship, social enterprises and human resource management. Sections of this book would be relevant for courses on social enterprises, developmental economics and inclusive business models taught globally, given that India today has emerged as a hotbed of experiments and innovations to deal with the problems of poverty and inequality.Table of Contents1. Introduction; 2. Vaatsalya Hospitals: Affordable healthcare in proximity; 3. Gyanshala: Providing inclusive education; 4. Rang De: Creating a platform for social investment; 5. LaborNet: Empowering informal sector labourers; 6. SELCO: Inclusive model for energy access; 7. Hasiru Dala innovations: Improving lives of waste pickers; 8. Reliance Retail: Creating inclusive supply chain; 9. IDE Nepal: Developing smallholder ecosystem; 10. RuralShores: Delivering inclusive service; 11. GNFC's Neem initiative: A social business; 12. Bringing it all together; References.

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Book SynopsisWith the number of international migrants globally reaching an estimated 272 million (United Nations report, September 2019), the need for intercultural training is stronger than ever. Since its first edition, this handbook has evaluated the methodologies and suggested the best practice to develop effective programs aimed at facilitating cross-cultural dialogue and boosting the economic developments of the countries mostly affected by migration. This handbook builds and expands on the previous editions by presenting the rational and scientific foundations of intercultural training and focuses on unique approaches, theories, and areas of the world. In doing so, it gives students, managers, and other professionals undertaking international assignments a theoretical foundation and practical suggestions for improving intercultural training programs.Trade Review'It truly is a key springboard for training and research in the current age of identity. It comprehensively presents two crucial elements: what we know about effective intercultural training theoretically, methodologically, and empirically, and what we don't know. This is an essential reference for practitioners, teachers, and researchers.' Cindy Gallois, Emeritus Professor of Psychology, University of Queensland, Australia'This long-awaited volume achieves a leviathan task: it bridges theory and practice, details intercultural training methods that are culture-general and culture-specific, and clarifies intercultural training's past and present while forging a cohesive vision for future development and growth. This is, quite simply, essential reading for intercultural researchers and practitioners.' Adam Komisarof, Professor of Intercultural Communication and Acculturation, Keio University, Japan, and President-Elect, International Academy for Intercultural Research'This handbook is both a classic and contemporary highlight in intercultural training research and practice. The editors have set a cornerstone for the field by bringing internationally recognised scholars together. This volume is a must for every professional in the field.' Claude-Hélène Mayer, Professor in Industrial and Organisational Psychology, University of Johannesburg, South Africa'Since its first edition, this book has been an indispensable resource for scholars, practitioners, and students who study or develop training methods to enhance intercultural competence. This edition preserves its legacy: high quality analysis and sound guidance for practice or future research.' Mark E. Mendenhall, J. Burton Frierson Chair of Business Leadership, University of Tennessee, USA'Here is an essential update for interculturalists seeking synergy and human community in an age of invasive technology, ideological divides, ecological disasters, and corrosive us-versus-them political populism. The authors force us to ask how we will rewire our brains to live together in a way that promises a synergistic future.' George F. Simons, creator of DiversophyTable of Contents1. Introduction and Theoretical Framework Dan Landis and Dharm P. S. Bhawuk; Part I. Theoretical Foundations of Intercultural Training: 2. Harry Triandis's Contributions to Intercultural Training as a Field of Research: A Bibliometric Analysis Dharm P. S. Bhawuk and Atma P. Bhawuk; 3. Interdisciplinary History of Intercultural Communication Studies: From Roots to Research and Praxis Steve J. Kulich, Liping Weng, Rongtian Tong, and Greg DuBois; 4. Culture Theories and Intercultural Training Dharm P. S. Bhawuk; 5. An Analysis of Methods for Intercultural Training Sandra M. Fowler and Masa Yamaguchi; 6. Intercultural Simulations: Theory and Practice Michael B. Saltzman; 7. Toward a Social Network Theory of Reentry Ruobing Chi and Judith N. Martin; 8. Intractable Conflict, Delegitimization and Intercultural Training Meytal Nasie and Daniel Bar-Tal; 9. Evaluation of Cross-Cultural Training: A Review Anna Kallschmidt, Jessica Mesmer-Magnus, Chockalingam Viswesvaran and Satish Deshpande; Part II. Practice of Intercultural Training: 10. International Initiatives in K-12 and Higher Education: Learning from and Moving Beyond Disciplinary History Jennifer Mahon and Kenneth Cushner; 11. The Triad Training Model in Counseling, Cultural Diversity, and Intercultural Training Tomoko Yoshida; 12. Multicultural Counseling Training and Intercultural Training: A Synthesis Ben C. H. Kuo; 13. Training for Cross-Cultural Competence in the United States Military Sharon Glazer; 14. Developing Intercultural Competency Training in Global Organizations: An Examination of the Cadre of Global Managers Miriam Moeller and Michael Harvey; Part III. Indigenous Psychology and Intercultural Training: 15. Brazilian Cultural Patterns and Intercultural Training Cláudio V. Torres, Maria Cristina Ferreira, and Laura Novaes Andrade; 16. Russian Cultural Patterns and Intercultural Training Valerie Alexandra and Olga Kovbasyuk; 17. Indian Psychology and Intercultural Training Dharm P. S. Bhawuk; 18. Culture-Inclusive Theories for Intercultural Training in Confucian Societies: An In-Depth Analysis of Face Dynamism Rong Chen and Kwang-Kuo Hwang; 19. Japanese Psychology and Intercultural Training: Presenting Wa in a Nomological Network David Dalsky and Jueyun Su; Part IV. New Interdisciplinary Approaches to Intercultural Training: 20. Cultural Neuroscience Basis of Intercultural Training and Education Shihui Han and Ilari Erik Mäkelä; 21. Perceptual Representation: An Etic Observational Category for Guiding Intercultural Communication Adaptation Milton J. Bennett; 22. Emotional Contagion, Intimate Intercultural Relationships, and Intercultural Training Elaine Hatfield, Shari Paige and Richard L. Rapson; 23. Dialogue and Culture: Reflections on the Parameters of Cultural Dialogue Sthaneshwar Timalsina; 24. Optimizing Globalization through 'Intelligent Swarming': Suggested Activities for Training Gary Fontaine; Part V: Summing Up: 25. Intercultural Training for the New Global Village Dharm P. S. Bhawuk and Dan Landis.

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Book SynopsisOver the years, there has been more and more research to test the validity of personnel assessment methods, an area which is far from easy. This book compares traditional practices against new techniques, including social media analytics, wearables, mobile phone logs, and gamification. Researchers and businesses alike know the importance of making good, and avoiding bad, selection decisions, but are unsure of how to proceed effectively. This book maps out the viable options and advises on best practice. The author combines both practical applications and academic, psychological research to explain how each method works, the theory behind it, and the extent of the evidence that supports it.Table of Contents1. Introduction; 2. Important issues in selection and assessment; 3. Traditional and discredited methods; 4. Self report tests; 5. Observer reports; 6. Behavioural tests; 7. Physiology; 8. Biography; 9. Big data; 10. The future of assessment.

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Book SynopsisOver the years, there has been more and more research to test the validity of personnel assessment methods, an area which is far from easy. This book compares traditional practices against new techniques, including social media analytics, wearables, mobile phone logs, and gamification. Researchers and businesses alike know the importance of making good, and avoiding bad, selection decisions, but are unsure of how to proceed effectively. This book maps out the viable options and advises on best practice. The author combines both practical applications and academic, psychological research to explain how each method works, the theory behind it, and the extent of the evidence that supports it.Table of Contents1. Introduction; 2. Important issues in selection and assessment; 3. Traditional and discredited methods; 4. Self report tests; 5. Observer reports; 6. Behavioural tests; 7. Physiology; 8. Biography; 9. Big data; 10. The future of assessment.

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Book SynopsisComplexity is slowing companies down, costing them on average 10% of their profits. Based on cutting-edge research, this practical 'how to' guide will show businesses how to remove complexity to boost profits and morale.Trade Review'In this book Melvin Jay and his team at The Simplicity Partnership have managed to accomplish something rare - a business book that is both conceptually fascinating and academically sound whilst remaining practical for business leaders. A must-read for anyone struggling with the challenge of our age.' Emmanuel Gobillot, best-selling author of The Connected Leader and LeaderShift 'This is an excellent book and tackles one of the biggest issues facing global companies ? complexity. It provides simple and insightful ways on how an organisation can look at its level of complexity and ideas on how to simplify.' Mike Johnson, CEO CASTROL 'Simplicity's approach presented in this book is easily comprehensible and can be used as a practical guide for how to reduce complexity in any company.' Cenk Eldem, Global Head of Bayer Complexity Reduction Programs 'This book describes how to create a culture of simplicity in a very clear, concise and simple way.' Raja Al-Khatib, Chief of Staff to Group CEO, and Group Director of Internal Communications, Vodafone 'Readable, eye-opening and fascinating. This book is for anyone struggling to address the challenges of complexity in large organisations. Collinson and Jay tackle these issues head-on, and using insights from academic research and practical experience, provide actionable advice on creating a simplification strategy that is both compelling and fascinating.' Professor Moira Clark, Director of The Henley Centre for Customer Management, Henley Business SchoolTable of ContentsWhat is Complexity, What is Simplicity? The True Cost of Complexity: What are the Business & Human Consequences of Complexity What are the Causes of Complexity?: The Human Factor Where Complexity Hides in Your Company and how to Find it? How to Work Out how much Complexity is Actually Costing You How to Remove Complexity 20 Quick and Easy Things You Can Do The Simplicity Tool Kit How to Remove Product Complexity How to Remove Strategic Complexity How to Remove Process Complexity How to Simplify Management Information and Reporting How to Remove Organisational Complexity How to Change the Management Behaviours that Cause Complexity Communicating with Simplicity

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Book SynopsisFrom the top experts on healthcare workforce engagement comes a vital road map to reduce the alarmingly highâand fast-growingârate of staff burnout and to transform care.More than half of U.S. physicians and 40 percent of nurses experience one or more symptoms of burnout. This crisis poses a serious threat to our health systems, impacting not only the well-being of the caregiving workforce but also that of their patients.Written by a team of thought leaders with deep expertise in healthcare workforce engagement and cultural development, The Engaged Caregiver shows leaders, managers, and front-line providers how to:âRecognize the early signs of burnout and turn it aroundâAddress staff more effectively to keep them engagedâBuild strong, reliable teams with a real sense of purposeâMap their organizationâs core values and get everyone on boardTable of ContentsForeword Thomas H. Lee, MD, MScAcknowledgments Introduction Martin WrightC H A P T E R1 The Critical Importance of StrategicTalent Management Joseph Cabral, MS, and Matt Turner, MAC H A P T E R2 Engaging People Through Inclusion Ingrid Summers, MHSC H A P T E R3 Defining and Delivering a ComprehensiveEngagement Strategy Shannon Vincent and Lynn EhrmantrautC H A P T E R4 Strengthening Transformational Leadership Eric W. Heckerson, EdD, RN, FACHE,and Brad Pollins, MS, SPHRC H A P T E R5 Measures, Metrics, and Key Drivers Kristopher H. Morgan, PhD, and Stephanie B. Weimer, MAC H A P T E R6 Building Data Plans to Drive Improvement David ShinselC H A P T E R7 Nursing Engagement Christina Dempsey, DNP, MSN, CNOR, CENP, FAAN,and Mary Jo Assi, DNP, RN, NEA-BC, FAANC H A P T E R8 Bolstering Physician Engagementand Resilience Chrissy Daniels, MS, and Matt Turner, MAC H A P T E R9 Contextualizing Resilience Deirdre E. Mylod, PhD, and Thomas H. Lee, MD, MScC H A P T E R10 The Virtuous Cycle Craig Clapper, PE, CMQ/OE,and Steve Kreiser, CDR (USN Ret.), MBAC H A P T E R11 Transforming Experience Rachel Biblow and Martin WrightNotes Index

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Book SynopsisCourse Overview by Author: Employee benefits refer to compensation other than hourly wage, salary, or incentive payments.Protection programs provide family benefits, promote health, and guard against income loss caused by catastrophic factors such as unemployment, disability, and serious illnesses.Paid time-off policies policies compensate employees when they are not performing their primary work duties, for example, vacation and holidaysAccommodation and enhancement benefits promote opportunities for employees and their familiesText Overview: Practical approach. Commonly referenced by HR practitioners. Contains 12 chapters, organized into 4 parts: (1) Introduction to Employee Benefits; (2) Retirement, Health Care, and Life Insurance; (3) Services; and (4): Extending Employee BenefitsEach chapter contains a chapter

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Book SynopsisChapter 1 Intercultural Readiness: Translating talent into competence Chapter 2 Why we need intercultural competences Chapter 3 The four competences Chapter 4 Different talents, new abilities Chapter 5 Debunking a popular myth Chapter 6 Intercultural competences for culturally diverse teams Chapter 7 What makes an organization interculturally competent? Table of ContentsChapter 1 Intercultural Readiness: Translating talent into competence Chapter 2 Why we need intercultural competences Chapter 3 The four competences Chapter 4 Different talents, new abilities Chapter 5 Debunking a popular myth Chapter 6 Intercultural competences for culturally diverse teams Chapter 7 What makes an organization interculturally competent?

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Book SynopsisStep up your Excel skills with our 6-page laminated guide focusing on tips and tricks for using data efficiently while ensuring data quality. Curtis Frye, author of multiple books on Excel, creator of many Lynda.com videos and an experienced corporate trainer used his experience and knowledge to cover the most relevant functions for users at different levels. This is the second in the Excel 2016 series. Suggested uses: Workplace -- Kept conveniently at your desk for easy reference; Company Training -- reduce help-desk calls and keep productivity flowing for a team or for your entire company; Students/Teachers/Parents -- help for classroom or homework; College Professors/Students -- offers a range of guides for different levels.

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Book SynopsisLearn in a week, what the leading experts on appraisals learn in a lifetime.Table of ContentsSunday: Clarify the real purpose and benefits of doing appraisals, so that you can see why it's worthwhile to give time and energy to them. Monday: Learn how to formulate a meaningful and relevant appraisal, which will give the appraisee and the organisation useful information. Tuesday: Explore how to set up the appraisal process in a way that makes it easy for you and the appraisee to be well-prepared. Wednesday: Look at the attitude and approach you need as an appraiser to elicit the most useful outcomes from the appraisal interview. Thursday: Learn how to structure the review part of the appraisal interview to make it meaningful. Friday: Learn how to condut the future development part of the appraisal interview in a way that results in achievable actions. Saturday: Explore the importance of follow-through after the appraisal interview, to make it part of a whole performance development process, so that it translates into continuous improvement.

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Book SynopsisReady for SAP SuccessFactors Employee Central? First, master the Employee Central workforce admin functionality. Next, learn to configure permissions, implement mass changes, and set up workflows, company structures, and business rules. Finally, explore integration with SAP and third-party applications to get the most out of your HR setup.

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Book SynopsisIn Job Satisfaction: Influencing Factors, Gender Differences and Improvement Strategies, the authors examine the way engagement in a work setting that promotes shared decision-making and a participative management style also encourages improved morale and job satisfaction among allied healthcare professionals. Additionally, integration of mindfulness practice in the work setting has been shown to lead to an improvement in emotional regulation and job satisfaction. Next, the authors present a study involving lecturers in polytechnic institutions who have been incorporating technology in their teaching methods for five or more years in Penang, Kedah, and Perlis, Malaysia. A separate study is discussed which aimed to identify influencing factors related to job satisfaction among academic librarians such as: gender, emotional empathy, moral judgment, interpersonal relations, job demand, job environment, job enrichment, job involvement, job schedule, job quality, compensation, promotion, isolation in the workplace, group cohesion, perceived leadership behavior, as well as other factors that interact with individual personality in influencing job satisfaction. Following this, findings from a study on leadership in higher education are discussed, with data drawn from a large national sample, in order to examine job satisfaction and role strain among academic administrators. The authors also present a study aimed to address a gap in the literature on studies on employee engagement in the countrys public sector, revealing the types of engaged employees and the factors that influence their engagement within the sector. Later, role of family-work interface dimensions, organisational support, and life satisfaction are examined as possible determinants of job satisfaction, in relation to gender. Strategies to improve job satisfaction are presented. A further study is presented on the effect of gender differences in job satisfaction and differences amongst group of Northern Malaysian teachers. The authors offer an outline that may be used to improve job satisfaction in the future. Afterwards, the gender amongst prison staff and its effect on overall job satisfaction is examined based on data collected in three different prisons in the state of Indiana, USA. In the final chapter, eight policy suggestions for improving part-time faculty job satisfaction are presented.

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