Personnel and human resources Books

Book Synopsis`Koput and Broschak have brought together in one place the key resources with which anyone interested in social capital, in all of its varieties, should be familiar. The introductory chapter is a comprehensive yet accessible primer on the formation, deployment, and consequences of social capital at multiple levels of analysis and also provides a clear agenda for future research. This volume is a "must have" for anyone working on social capital or related topics.' - Alison Davis-Blake, University of Minnesota, US `This volume collects foundational empirical papers that develop the concept of social capital, including studies of job search, team composition and inter-organizational collaboration. The collection is graced by a thoughtful introductory essay that explores both the strengths and limitations of the social capital concept.' - Walter W. Powell, Stanford University, US Innovative social investments are key to succeeding in the increasingly connected business environment. Within this authoritative volume, the editors have brought together seminal works which will help managers and entrepreneurs to better understand how to forge investments in social relationships to match the unique needs and circumstances of their business. Rather than comprising a social capital menu from which businesses can order by mimicking others, the selected articles in this volume provide a foundation to grasp the social mechanisms at work in the generation and use of social capital. This important collection provides both scholarly and lay readers an opportunity to weigh the evidence of social capital's limits as well as its promise.Trade Review‘Koput and Broschak have brought together in one place the key resources with which anyone interested in social capital, in all of its varieties, should be familiar. The introductory chapter is a comprehensive yet accessible primer on the formation, deployment, and consequences of social capital at multiple levels of analysis and also provides a clear agenda for future research. This volume is a “must have” for anyone working on social capital or related topics.’ -- Alison Davis-Blake, University of Minnesota, US‘This volume collects foundational empirical papers that develop the concept of social capital, including studies of job search, team composition and inter-organizational collaboration. The collection is graced by a thoughtful introductory essay that explores both the strengths and limitations of the social capital concept.’ -- Walter W. Powell, Stanford University, USTable of ContentsContents: Acknowledgements Introduction Kenneth W. Koput and Joseph P. Broschack PART I THEORETICAL BACKGROUND 1. Nan Lin (1999), ‘Social Networks and Status Attainment’ 2. Ted Mouw (2003), ‘Social Capital and Finding a Job: Do Contacts Matter?’ 3. Ronald S. Burt (1999), ‘The Social Capital of Opinion Leaders’ PART II INTERNAL PRACTICES 4. Wenpin Tsai and Sumantra Ghoshal (1998), ‘Social Capital and Value Creation: The Role of Intrafirm Networks’ 5. Carrie R. Leana and Harry J. van Buren III (1999), ‘Organizational Social Capital and Employment Practices’ 6. Marc-David L. Seidel, Jeffrey T. Polzer and Katherine J. Stewart (2000), ‘Friends in High Places: The Effects of Social Networks on Discimination in Salary Negotiations’ 7. Martin Gargiulo and Mario Benassi (2000), ‘Trapped in Your Own Net? Network Cohesion, Structural Holes, and the Adaption of Social Capital’ 8. Scott E. Seibert, Maria L. Kraimer and Robert C. Liden (2001), ‘A Social Capital Theory of Career Success’ 9. Mark C. Bolino, William H. Turnley and James M. Bloodgood (2002), ‘Citizenship Behavior and the Creation of Social Capital in Organizations’ 10. Tatiana Kostova and Kendall Roth (2003), ‘Social Capital in Multinational Corporations and a Micro-Macro Model of its Formation’ 11. Ray Reagans, Ezra Zuckerman and Bill McEvily (2004), ‘How to Make the Team: Social Networks vs. Demography as Criteria for Designing Effective Teams’ 12. David Obstfeld (2005), ‘Social Networks, the Tertius Iungens Orientation, and Involvement in Innovation’ PART III ORGANIZATION-ENVIRONMENT RELATIONS 13. Richard A. D’Aveni and Idalene F. Kesner (1993), ‘Top Managerial Prestige, Power and Tender Offer Response: A Study of Elite Social Networks and Target Firm Cooperation During Takeovers’ 14. Johannes M. Pennings, Kyungmook Lee and Arjen van Witteloostuijn (1998), ‘Human Capital, Social Capital, and Firm Dissolution’ 15. Gautam Ahuja (2000), ‘Collaboration Networks, Structural Holes, and Innovation: A Longitudinal Study’ 16. Roberto M. Fernandez, Emilio J. Castilla and Paul Moore (2000), ‘Social Capital at Work: Networks and Employment at a Phone Center’ 17. Juan Florin, Michael Lubatkin and William Schulze (2003), ‘A Social Capital Model of High-Growth Ventures’ 18. Brian Uzzi and Ryon Lancaster (2003), ‘Relational Embeddedness and Learning: The Case of Bank Loan Managers and Their Clients’ 19. Joseph P. Broschak (2004), ‘Managers’ Mobility and Market Interface: The Effect of Managers’ Career Mobility on the Dissolution of Market Ties’ 20. Brian Uzzi and Ryon Lancaster (2004), ‘Embeddedness and Price Formation in the Corporate Law Market’ 21. Roberto M. Fernandez and Isabel Fernandez-Mateo (2006), ‘Networks, Race, and Hiring’ Index

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Book SynopsisThe second edition of this Handbook provides up-to-date insight into ground-breaking research on international human resource issues today. These issues are faced by multinational companies which can be as small as one person with a computer and Internet connection or as large as a medium-sized country. Written by the field's most distinguished researchers, the book will stimulate thought for new research and provide a glimpse of where we have been and where we are going. The book explores issues such as the importance of linking IHRM activities to organizational strategy and culture; talent management; staffing; performance management; leadership development; diversity management; international assignment and mobility issues; and the role of IHRM in the management of global teams and cross-border joint ventures, mergers and acquisitions. The Handbook illustrates that IHRM research is both theoretically deep and eclectic. Drawing upon a range of paradigms and perspectives this compendium will prove invaluable for HRM scholars, doctoral students, and others interested in IHRM research. Contributors: R.V. Aguilera, A. Bird, I. Bjorkman, J. Bonache, C. Brewster, P. Caligiuri, W.F. Cascio, C.W.S. Chui, D.G. Collings, A. Colvin, O. Darbishire, S.C. Davison, H. De Cieri, J.C. Dencker, J. Dietz, P.J. Dowling, E. Farndale, M. Festing, P.N. Gooderham, M. Harvey, J. Hearn, K. Jonsen, E.P. Kleinlogel, M.B. Lazarova, C. Lengnick-Hall, M.L. Lengnick-Hall, W. Mayrhofer, M. Maznevski, M. Mendenhall, B.D. Metcalfe, M. Moeller, S.S. Morris, J.S. Osland, J. Paauwe, T. Peltonen, R. Piekkari, A. Reichel, R.S. Schuler, H. Scullion, J.B. Sears, S. Snell, P. Sparrow, G.K. Stahl, P. Stiles, L. Stirpe, I. Tarique, D.C. Thomas, S. Tietze, P.M. Wright, B.-J. ZhongTrade ReviewThe editors should be congratulated in producing a volume that goes beyond the traditional boundaries of the subject. . . There is a high standard maintained throughout the handbook with chapters written by 48 authors from across the world. This allows discussion to move away from the traditional US-centric nature of the discipline and gives the book a truly international flavour. The range of scholars, from PhD candidates to established professors makes for an impressive collection, which should be widely read by human resource management and international business academics and practitioners alike. --Andy Hodder, Relations Industrielles / Industrial RelationsTable of ContentsContents: 1. Introduction Ingmar Björkman, Günter K. Stahl and Shad S. Morris PART I: THE ROLE OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT 2. Strategic Human Resource Management in Multinational Enterprises: Developments and Directions Helen De Cieri and Peter J. Dowling 3. The International HR Department Philip Stiles 4. International Employment Relations: The Impact of Varieties of Capitalism Alexander Colvin and Owen Darbishire 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 International HRM Paul Sparrow PART II: RESEARCH ON GLOBAL STAFFING, PERFORMANCE MANAGEMENT AND TALENT DEVELOPMENT 8. Global Staffing David G. Collings and Hugh Scullion 9. Compensating Global Employees Jaime Bonache and Luigi Stirpe 10. Global Performance Management Systems Wayne F. Cascio 11. Global Talent Management: Theoretical Perspectives, Systems, and Challenges Randall S. Schuler and Ibraiz Tarique 12. Developing Global Mindset and Global Leadership Capabilities Joyce S. Osland, Allan Bird and Mark Mendenhall 13. Research on Intergroup Conflict: Implications for Diversity Management Joerg Dietz, Emmanuelle Patricia Kleinlogel and Celia Wing See Chui PART III: RESEARCH ON INTERNATIONAL ASSIGNMENTS AND GLOBAL CAREERS 14. Expatriate Adjustment and Performance Revisted Mila B. Lazarova and David C. Thomas 15. Alternative Forms of International Working Wolfgang Mayrhofer, Astrid Reichel and Paul Sparrow 16. International Assignee Selection and Cross-Cultural Training and Development Paula Caligiuri and Ibraiz Tarique 17. Patriation of Global Cultural ‘Nomads’: The Reconceptualization of Repatriation in a Global Context Michael Harvey and Miriam Moeller PART IV: RESEARCH ON INTERNATIONAL TEAMS, ALLIANCES, MERGERS AND ACQUISITIONS 18. Global Virtual Team Dynamics and Effectiveness Karsten Jonsen, Martha Maznevski and Sue Canney Davison 19. International Joint Venture System Complexity and Human Resource Management Randall S. Schuler and Ibraiz Tarique 20. The Role of Human Resource Management in Cross-border Acquisitions Joshua B. Sears, Ruth V. Aguilera and John C. Dencker PART V: THEORETICAL PERSPECTIVES ON INTERNATIONAL HUMAN RESOURCE MANAGEMENT 21. A Resource-based View of International Human Resources: The Role of Integrative and Creative Capabilities in Gaining a Competitive Advantage for MNCs Bi-Juan Zhong, Shad S. Morris, Scott Snell and Patrick M. Wright 22. International Human Resource Management and Economic Theories of the Firm Marion Festing 23. International Human Resource Management Research and Institutional Theory Ingmar Björkman and Paul N. Gooderham 24. IHRM and Social Network/Social Capital Theory Mark L. Lengnick-Hall and Cynthia A. Lengnick-Hall 25. Gender, Intersectionality and International Human Resource Management Jeff Hearn, Beverly Dawn Metcalfe and Rebecca Piekkari 26. Critical Approaches to International Human Resource Management Tuomo Peltonen 27. Language and International Human Resource Management Rebecca Piekkari and Susanne Tietze Index

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Book SynopsisThe Handbook of Employee Engagement contains cutting edge contributions from a wide array of world-class scholars and consultants on state-of-the-art topics key to the science and the practice of employee engagement. The volume presents comprehensive and global perspectives to help researchers and practitioners identify, understand, evaluate and apply the key theories, models, measures and interventions associated with employee engagement. The Handbook provides many new insights, practical applications and areas for future research. It will serve as an important platform for ongoing research and practice on employee engagement.Combining an excellent balance of academic perspectives and practical applications this Handbook will prove to be invaluable for academic researchers in the field of organizational behaviour, organizational development and organizational psychology. In addition, human resource and organizational development practitioners and consultants should not be without this `state-of-the-art' and informative resource.Trade Review‘. . . an impressive number of international contributions have been collected in the Handbook, from many of the field’s leading researchers, including its founding father, William Kahn. As a developing scholar in this field, I found much in the list of contents to interest me, and I immediately turned to some of the contributions to find out more. It is pleasing to see contributions from both academic and consultancy based engagement practitioners and the overall style of writing is accessible and clear. . . I think that the editor has met his objectives for the volume and has done an excellent job in creating a volume that summarises that state of play of engagement research. . . This volume is a very welcome addition to the field and certainly a work I will find value in revisiting over time.’ -- Natalie Jones, Human Resource Development InternationalTable of ContentsContents: Preface PART I: WHAT IS EMPLOYEE ENGAGEMENT? ISSUES, THEORIES, MODELS AND MEASUREMENT 1. Employee Engagement: 10 Key Questions for Research and Practice Simon L. Albrecht 2. The Essence of Engagement: Lessons from the Field William A. Kahn 3. A Comprehensive Framework for Understanding and Predicting Engagement Steven Fleck and Ilke Inceoglu 4. Job Attitudes and Employee Engagement: Considering the Attitude “A-factor” Daniel A. Newman, Dana L. Joseph and Charles L. Hulin 5. Toward an Evidence-based Model of Engagement: What We Can Learn from Motivation and Commitment Research John P. Meyer, Marylène Gagné and Natalya M. Parfyonova 6. Engagement as a Motivational Construct Ilke Inceoglu and Steven Fleck 7. Measuring Change: Does Engagement Flourish, Fade, or Stay True? Helena D. Cooper-Thomas, Nicola Leighton, Jessica Xu and Neal Knight-Turvey 8. “Engage Me Once Again”: Is Employee Engagement for Real, or is it “Same Lady – Different Dress”? Lior M. Schohat and Eran Vigoda-Gadot PART II: WHAT INFLUENCES EMPLOYEE ENGAGEMENT? KEY DRIVERS, MODELS AND ISSUES 9. Job Demands and Resources as Antecedents of Work Engagement: A Qualitative Review and Directions for Future Research Saija Mauno, Ulla Kinnunen, Anne Mäkikangas and Taru Feldt 10. Using the Demands–Control–Support Model to Understand Manager/Supervisor Engagement Gabriel M. De La Rosa and Steve M. Jex 11. Engaging Middle Managers: Activities and Resources Which Enhance Middle Manager Engagement Karina Nielsen and Eusebio Rial González 12. Leadership and Engagement: A Brief Review of the Literature, a Proposed Model, and Practical Implications Jesse Segers, Peggy De Prins and Sonja Brouwers 13. The Role of Employee Trust in Understanding Employee Engagement Benjamin Schneider, William H. Macey, Karen M. Barbera and Scott A. Young 14. Organizational Conditions Fostering Employee Engagement: The Role of “Voice” Constant D. Beugré 15. Key Driver Analyses: Current Trends, Problems, and Alternative Approaches Charles A. Scherbaum, Dan J. Putka, Loren J. Naidoo and David Youssefnia 16. The Personal Side of Engagement: The Influence of Personality Factors Cristina de Mello e Souza Wildermuth 17. Analyzing the Contribution of Emotional Intelligence and Core Self-evaluations as Personal Resources to Employee Engagement M. Auxiliadora Durán, Natalio Extremera and Lourdes Rey 18. Mindsets and Employee Engagement: Theoretical Linkages and Practical Interventions Peter A. Heslin PART III: THE DYNAMICS AND REGULATION OF EMPLOYEE ENGAGEMENT: FLUCTUATIONS, CYCLES, AFFECT AND FLOW 19. Engagement and “Job Crafting”: Engaged Employees Create their Own Great Place to Work Arnold B. Bakker 20. Affective States and Affect Regulation as Antecedents of Dynamic Work Engagement Carmen Binnewies and Bettina Fetzer 21. More Engagement is Not Necessarily Better: The Benefits of Fluctuating Levels of Engagement Jennifer M. George 22. Passion for Work: Work Engagement versus Workaholism Marjan J. Gorgievski and Arnold B. Bakker 23. Flow in Work as a Function of Trait Intrinsic Motivation, Opportunity for Creativity in the Job, and Work Engagement Giovanni B. Moneta PART IV: MANAGEMENT AND HR SYSTEMS, PRACTICES, AND PROCESSES: LEADERSHIP, TEAMS AND EMPOWERMENT 24. Engaging HR Strategists: Do the Logics Match the Realities? Paul Sparrow and Shashi Balain 25. Organizational Socialization and Newcomer Engagement Alan M. Saks and Jamie A. Gruman 26. Staff Nurse Work Engagement in Canadian Hospital Settings: The Influence of Workplace Empowerment and Six Areas of Worklife Heather K.S. Laschinger 27. Engaged Work Teams Joanne Richardson and Michael A. West 28. Enhanced Employee Engagement through High-Engagement Teams: A Top Management Challenge George B. Graen PART V: GLOBAL PERSPECTIVES ON EMPLOYEE ENGAGEMENT 29. Developing and Validating a Global Model of Employee Engagement Jack W. Wiley, Brenda J. Kowske and Anne E. Herman 30. Work Engagement from a Cultural Perspective Akihito Shimazu, Daisuke Miyanaka and Wilmar B. Schaufeli PART VI: PERFORMANCE, OUTCOMES AND INTERVENTIONS: WHAT ENGAGEMENT INFLUENCES AND HOW TO DEVELOP IT 31. The Nature and Consequences of Employee Engagement: Searching for a Measure that Maximizes the Prediction of Organizational Outcomes Peter H. Langford 32. Feeling Good and Performing Well? Psychological Engagement and Positive Behaviors at Work Uta K. Bindl and Sharon K. Parker 33. How to Improve Work Engagement? Wilmar B. Schaufeli and Marisa Salanova 34. Using Theatre-based Interventions to Increase Employee Self-efficacy and Engagement Richard Carter, Paul Nesbit and Miriam Joy Index

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Book SynopsisThis insightful book discusses vital concepts of system sustainability in terms of productivity, quality improvement, innovation and cost control in the context of maximizing the potential of staff in the health care sector through effective human resource management.Health systems in the western world face increasingly intense pressure to contain or reduce costs, while countries such as China and India move towards universal coverage. The contributors illustrate that radical gains in efficiency and innovative practice are required internationally in health care systems. They argue that the high proportion of health care system costs invested in staffing place the human resource function at the forefront of meeting this challenge. Sustained system change and productivity gains, more effective management of staff and work climate are essential elements of reform and are all covered in this bookThe book provides practical examples as to how health service managers can rise to the challenge of sustaining services against greater pressures than ever before. It will strongly appeal to academics and students of health service management and public sector management. Health service managers, HR professionals in health as well as clinical staff will also find plenty of informative information in this enriching compendium.Contributors include: J. Appleby, N. Ashkanasy, F. Barwell, H. Bevan, M. Cooke, S. Cross, H. Flanagan, A. Grove, J. Hartley, M. Hopkins, H. Laschinger, S. Leggat, P. Mazelan, J. Ovretveit, A. RichardsenTrade ReviewHealthy organisations are twice as likely to get better results than unhealthy ones, and this could be a matter of life and death if your business is healthcare. Whatever way you look at it, HR has a key role to play and the authors once again points the way. --Clare Chapman, Group People Director, BT (British Telecoms)If healthcare systems around the world are to respond to the growing demands of an ageing population and advances in technology, then healthcare workforces will need to managed with imagination, agility and innovation. This important book sets out some of these challenges in a thoughtful and accessible way, allowing the reader to tap into the research pedigree of its authors and to draw out lessons and evidence which will inform both strategy and practice. --Stephen Bevan, Director, Centre for Workforce Effectiveness, The Work FoundationTable of ContentsContents: PART I: OVERALL CONTEXT: QUALITY, COST, PRODUCTIVITY IN HEALTH CARE ORGANISATIONS 1. Background and Context Ronald J. Burke, Peter Spurgeon and Cary L. Cooper 2. Productivity in Health Care John Appleby 3. Raising Quality and Reducing Costs – in One Improvement? John Øvretveit 4. A Trilogy for Health Care Improvement: Quality, Productivity and Innovation Helen Bevan PART II: HUMAN RESOURCE MANAGEMENT 5. The Contribution of ‘Best-Practice’ HR Management to Better Organisational Performance Sandra G. Leggat 6. Fostering Creativity in Health Care: Health Care Workers as Agents of Creativity March L. To, Neal M. Ashkanasy and Cynthia D. Fisher 7. Hospital Restructuring and Downsizing: Déjà Vu All Over Again Ronald J. Burke 8. A Better Model of Managing Sickness Absence Hugh Flanagan, Fred Barwell, Patti Mazelan and Peter Spurgeon PART III: BETTER LEADERSHIP, BETTER ORGANISATIONAL PERFORMANCE 9. Nurse Leaders: Partners in Health Care Leadership Margaret M. Hopkins and Deborah A. O’Neil 10. Enhancing Medical Leadership and Engagement: Impact upon Organisational Performance Peter Spurgeon 11. A Review of Quality Improvement in Health Care and Recommendations for the Future Amy L. Grove and James O. Meredith 12. Leadership Across Complex Systems and Boundaries Jean Hartley PART IV: MANAGING STAFF BETTER 13. Workforce Engagement and Organisational Performance Astrid M. Richardsen and Ronald J. Burke 14. Organisational and Health Effects of Workplace Empowerment in Health Care Settings Heather Laschinger 15. Stress Amongst Health Care Professionals and What Can be Done Cary L. Cooper 16. A Safer Clinical Systems Approach Matthew Cooke, Steve Cross and Peter Spurgeon PART V: CONCLUDING COMMENTS 17. Concluding Comments Peter Spurgeon, Ronald J. Burke and Cary L. Cooper Index

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Book SynopsisA key element in the development and competitiveness of businesses rest on the management and enhancement of 'human resource'. Although it is a subject very much in vogue, the organisation of human resources is too rarely grounded in the relevant historical and comparative contexts which shape their practice. Furthermore, there is a need to counter the over-simplistic 'one best way' views and management exhortation so common to this topic, and historical comparisons offer insight into the nature, scale and long-term impact of trends, whilst uncovering the complex interaction of differing circumstance and 'optimum practice'.This important new two volume set presents key reading in paternalism and industrial welfare; employee relations and the professionalisation of management; Taylorism and flexibility: technological change and the division of labour; industrial training and skills; and labour and politics are covered in a theoretically informed and critical fashion.Trade Review'Both [volumes] will no doubt be of more than marginal interest to both teachers and students of management, even some practising HR managers, a number of whom are possibly readers of this journal. They will be, for example, ready-at-hand for the tutor when assembling reading material for the HRM section of an MBA course.'Table of Contents25 articles, dating from 1910 to 1995 Contents: Volume I: Introduction by the Editors Part I: Paternalism and Industrial Welfare Part II: Employment Relations and the Professionalisation of Management Part III: From Taylorism to Flexibility? • Volume II: Part I: Technological Change and the Division of Labour Part II: Industrial Training and Skills Part III: Labour and Politics

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Book SynopsisThis book goes beyond the dos and don'ts of a mechanical set of skills to provide thoughtful and practical guidelines on the effective management of professional relationships. Exercises and case studies are used to pinpoint unsatisfactory aspects of the reader's relationships with colleagues, bosses, students and clients.Table of ContentsIntroduction to the Series. Foreword. Introduction. 1. What are social skills? 2. How well do you know your social self? 3. How well do you know those you work with? 4. Effective communication. 5. Managing change. Conclusion. Index.

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Book SynopsisThis book offers a guide to coaching people at work. A discussion of what coaching is and why it is important is followed by a discussion of personality factors and other obstacles to coaching. Examples of good coaching practice and how to set up a coaching programme are included.Table of Contents1. What is coaching and why is it important?. 2. Personality factors and other obstacles to coaching. 3. The nature of successful coaching. 4. How is coaching done?. 5. The coaching programme. References. Further Reading. Index.

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Book SynopsisThis is an excellent text for practising managers and students on management and occupational psychology courses. It deals with all aspects of organisational life from recruitment and selection to motivation, leadership and organizational change. The book provides a comprehensive coverage of all aspects of behaviour at work.Trade Review'I congratulate the authors of this book for their comprehensive coverage of all aspects of behaviour at work. Although primarily written to be a textbook, and written by teachers of organisational psychology, it is by no means dry and academic.' People Management 'I recommend it for use particularly in graduate courses and for advance undergraduate courses. Corporations that provide their own in-house training and development programmes should also give this book serious consideration.' Journal of Occupational and Organisational Psychology.Table of Contents1. Selection, placement and careers. 2. Personality and individual differences at work. 3. Interpersonal perception and interaction. 4. Motivation. 5. Behavioural approaches to motivation. 6. Leadership and management styles. 7. Group dynamics. 8. Identifying organisational problems. 9. Organisational change. 10. Managing your boss. 11. Understanding and coping with change. 12. Empowerment and self-management.

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Book SynopsisWith the use of case studies and examples this book shows how innovation at work has its roots in the creative development of all staff members. This book will show how companies gain competitive advantage by introducing an innovative culture in the organization.Trade Review'This is a concise and constructive book full of practical analysis and guidance for managers and staff in general who are trying to bring about improvements in working practices.' Health Service Journal. Table of Contents1. Creativity and innovation at work. 2. Confidence in creativity. 3. Becoming an innovator. 4. Creative teams at work. 5. Innovation in organisations. 6. Managing Innovation. 7. Key innovations.

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Book SynopsisThis book contains an overview of research into stress in the workplace and also provides a practical framework for which both students and managers can develop their skills and knowledge to implement effective intervention strategies in organisations.Trade Review"This book is good in every way. It addresses its subject fairly and squarely in a literary style that neither overwhelms nor patronises. It offers a balance of pragmatic application and robust theory. It is well 'signposted' for easy access." Julie Hyde, Professional Manager, November 2001.Table of Contents1. Introduction. 2. What is stress?. 3. Stress reactions and sources of stress. 4. The approach. 5.Addendum: Interventions.

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Book SynopsisDiscovery-oriented supervision is a whole new dimension of supervision. It explores deep down inside the other person' s ideas about psychotherapy; to discover their inner, probably unformed, deeper pool of ideas about psychotherapy. This volume will help trainees, teachers and supervisors to become acquainted with the area of supervision.Table of ContentsPart I Introduction to The Discovery-oriented Approach. An introductory Background to The Discovery-oriented Approach to Supervision. Some advantages of Discovering and Developing The Trainee's Deeper Framework for psychotherapy. How can a Training Program Include The Discovery-oriented approach? Some Qualities of a Good Discovery-oriented Teacher. Some Qualities of a Good Discovery-oriented Trainee. Some Practical-logistical Guidelines in discovery-oriented Training of Psychotherapists. Part II Introduction to The methods of Discovering and Developing The Trainee's Deeper Framework for psychotherapy. Method 1,Identify and use The Part The Trainee Selected to study. Method 2,How and Why is This Part so Pleasing, Displeasing,or inexplicable? Method 3,What is The Therapist Trying to Accomplish Right Here? Method 4,What is The Trainee's Answer to The 'basic Questions'? Method 5, assign Homework, Conclusions and Invitations. References. Index

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Book SynopsisThe 2030 Agenda for Sustainable Development adopted at the United Nations Sustainable Development Summit on September 25, 2015 contains holistic, far reaching, and people-centered set of universal and transformative goals and targets. These call for strengthening capacities and providing an enabling environment for access to opportunities that are sustainable from economic, social, and environmental standpoints. Sustainability focus of the organization needs to go hand in hand with sustainable HRM systems, processes, and practices. But the reality is that sustainability is seldom a part of HR plans or strategic HR practices of most of the organizations.Hence, this book, Human Resource Management for Organizational Sustainability offers a new paradigm by focusing on human resource systems and processes from the lens of sustainability. The book puts together the concepts, researches, and practices that advance the understanding of organizational sustainability through human resource management contributed by specialists from Austria, Germany, India, Netherlands, Spain, United Kingdom, and United States, with examples, cases, and review questions. Whereas environment-related aspects have been receiving increasing attention over the years, the “people” element of social responsibility has received limited attention in management education and also in the business world. This book will bridge the knowledge gap and will provide valuable insights into how sustainable HRM practices can contribute not only to organizational sustainability but also to sustainability at large.

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Book SynopsisOver the last 30 years nonprofit organizations have grown massively in capacity, scope, and authority across the world. With growing demand for services, there are numerous opportunities for nonprofits to respond innovatively and sustainably.Any experienced nonprofit manager knows the role is sometimes frustrating but always exhilarating, working with people and empowering them. Severe funding cuts make this more testing, but new prospects are appearing. If you are new to management or the sector, you need a book describing good practice to inform and guide you. Managing a small nonprofit, requires you to multitask, manage your time and prioritize tasks, while taking on extra responsibilities, you need new skills such as fundraising, all covered in this book.This book covers essential aspects (staffing, communications, charity governance, donations, corporate social responsibility, crowdfunding). With useful case studies, resources and links, it avoids jargon and intellectualizing. Topics include effective business planning, empowering staff and clients, writing successful fundraising applications and preparing government tenders for the U.S. and UK.

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Book SynopsisSuccessful Recruitment provides the practical guidance and knowledge needed to recruit the right people, avoiding the many pitfalls that can arise in the recruitment process. It begins by identifying why recruitment is so often unsuccessful, leading to time, money, and energy being wasted in recruiting people who lack the attributes required to succeed in your organization. It then sets out how to put in place an effective recruitment process, by: Planning the process; Laying firm foundations, ensuring that job descriptions, person specifications, and application forms are fit for purpose; Ensuring that advertising is targeted to reach the right applicants; Sifting and shortlisting to ensure that the right candidates are selected for interview; Developing the knowledge, skills and processes to ensure that interviews enable you to accurately assess the candidate’s ability to do the job; Effectively utilizing other assessment methods alongside the interview; Concluding the process properly and ensuring that the right candidate is appointed; Effectively inducting the successful candidate into your organization.The author pays particular attention to the recruitment interview, explaining three different approaches to interviewing and the key skills required to conduct an effective interview, as well as considers some of the specific issues involved in recruiting internationally. The book concludes by considering the future trends and innovations which will affect how recruiting is handled over the next decade.

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Book SynopsisNow, more than ever before, organizations are encouraging work collaboration both in-person and remotely to increase productivity, enhance innovation, and attain the best results. However, leaders and teams often lack the essential knowledge, tools, and techniques required to avoid failure and achieve optimal outcomes.This book offers a refreshing approach that provides unique insights, examples, tools, techniques, checklists, and templates for successful collaborations. It opens with a review of the collaboration decagon of competencies–a self-test to reveal strengths, gaps, and practical tips to apply. Then, collaboration mindfulness is explained and guidelines based on the COIN model explain how to put this crucial mindset into action. Next, practical advice is offered for how to both encourage and manage discussion and disagreement throughout all four phases of the collaboration process.Having a clear focus for the collaboration topic as a problem or an opportunity is reviewed in detail, with tips on how to decide and discuss most efficiently. Guidelines for how to manage conflict and deal with challenging people are offered, based on strategies for each of the four conflict stages. Additionally, whole-brain techniques are explained to help collaboration teams invent the most unique options and solutions for innovation and change. The book concludes with proven strategies for how to overcome eight common obstacles to collaborations with confidence.

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Book SynopsisThe ascent of startups on the Fortune 500 ranking, displacing some of the more notable companies, raised not only attention but also questions. Fundamentally, startups are built on a very different organizational culture as compared to a traditional Fortune 500. Could these cultural differences be the reason startups are in the forefront of technology innovation, disrupting industries dominated by more established competitors and thriving in today’s volatile business environment?Department of Startup: Why Every Fortune 500 Should Have One aims to help CEOs, presidents, and human resource practitioners on how they can transform their large corporation to thrive in a fast, social media conscious, and unforgiving market a la startup.

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Book SynopsisThis book is perfect for leaders across the enterprise who have a difficult time attracting, retaining, understanding, communicating with, motivating, engaging, and otherwise developing their millennial employees and job candidates.Diving deep into millennial psychology and language using a potent blend of data and anecdotes, stories and history, What Millennials Really Want from Work and Life debunks the many myths around millennials pushed by sensationalist media, showing how millennials want many of the same things as other generations, just more quickly and in a different order and form.Giving helpful context based on his own powerful and unlikely story of continuous struggle and overcoming massive challenges as a millennial, the author weaves a compelling narrative through the historical, psychological, linguistic, and other threads underlying the millennial experience at work and in life. Based on his in-depth analysis of data and trends, Kruman makes specific recommendations for corporate leaders looking to get—and keep and develop—top millennial talent into their ranks, diving deep into specific benefits, communication methods and tools, mission and vision, and other elements of branding relevant to millennial attraction, engagement, and retention. This book is likewise for early and mid-career millennials looking to better under stand themselves and make compelling cases for improvements around the aforementioned in their own companies.

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Book SynopsisThe book shows the most effective way of balancing the fundamental pillars, assisting the modern day manager by handling a dynamic, constantly adjusting workplace, which easily adapts to all challenges and changes. It was written by an international management professor and technology expert speaking directly to managers and engineers about the four dimensions of international project management; people, value engineering and multinational cooperation. International Project Management will bridge the gap of knowledge and highlight the modern and effective findings related to international project management, value engineering, and multinational cooperation. The author teaches about specifics of international project management and he defines what exactly a project should contain, sharing personal examples as well as models that include all the required steps to reach the set goals. Readers will be able to immediately implement these skills into work, find the motivation to move forward, and have confidence easily manage and complete tasks.

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Book SynopsisThe book shows the most effective way of balancing the fundamental pillars, assisting the modern day manager by handling a dynamic, constantly adjusting workplace, which easily adapts to all challenges and changes. It was written by an international management professor and technology expert speaking directly to managers and engineers about the four dimensions of international project management; people, value engineering and multinational cooperation. International Project Management will bridge the gap of knowledge and highlight the modern and effective findings related to international project management, value engineering, and multinational cooperation. The author teaches about specifics of international project management and he defines what exactly a project should contain, sharing personal examples as well as models that include all the required steps to reach the set goals. Readers will be able to immediately implement these skills into work, find the motivation to move forward, and have confidence easily manage and complete tasks.

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Book SynopsisTalent development is key to organizations keeping pace with the rapidly changing social and technological developments of today’s workplace. Companies are calling for talent that possesses a mastery of discipline and systems, combined with an ability to handle cross-functional, multicultural teams, projects, and assignments. Colleges and universities face challenges in preparing students across all the competency dimensions employers demand.The T-model configures academic and professional development in a way that allows institutions to provide students with a solid foundation, one built through rich academic and co-curricular experiences that allow them to grow and adapt to the evolving workplace. The T-model comprises five key elements: mastery of academic discipline, system understanding (systems thinking), boundary spanning competencies, interdisciplinary understanding, and a strong sense of self (the ME of the T). In this volume, readers are introduced to the dynamics of the workplace that generate the need for T-professionals, followed by discussion of each of the five key elements of the T-model. Readers are then introduced to and shown how representatives from different segments of higher education infuse the T-model across the curriculum. The book’s final section offers insights from industry professionals on the necessity to grow as a T, once a new graduate enters the workforce.

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Book SynopsisA key skill for any leader is the ability to hire a great team, and this skill requires a considerable depth of knowledge of the complex subject of fit. Most organizations talk about the need to hire for fit, but many go about hiring in the wrong way because their leaders don’t fully understand the concept of fit.Hiring for Fit goes to the heart of what fit really means and provides expert insight for anyone involved in making hiring decisions. The author studied the personality traits and attributes of successful hires and developed a comprehensive system to hire the right fit for any role. The entire process is an application of her unique Trait Alignment Protocol (TAP), which is the key to identifying fit and maintaining fit over the long term.By applying the thorough and practical fit strategy described in the book, leaders will gain expertise in the complex subject of fit, replace seat-of-the-pants hiring with a reliable process, gain confidence in assessing a candidate’s fit, make well-founded hiring decisions that avoid common hiring pitfalls, and pave the way for effective employee retention and advancement and for succession planning.

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Book SynopsisDriven by rapid external change, the modern corporation is lean and cost conscious. A consequence is an increasingly common project management situation of a medium important, medium complex business change project that cannot justify a full-time team. Consequently, it is resourced by in-house staff working on the project as homework, meaning in addition to their normal responsibilities. The authors term this a composite project.This book postulates that composite projects are increasingly used to meet the demands of rapid business change. However, they are largely unrecognized as a separate organizational category of project, with particular characteristics, management needs, and risks.The People Project Triangle refers to the trade-off between the project, the ongoing business, and the people working in them. When pressure mounts it is often the people who bear the brunt, risking stress and burnout. The authors assert that with better recognition, clearer understanding and appropriate measures, many of the common problems with composite projects can be foreseen and avoided or mitigated.

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Book SynopsisTrust, it binds us together in our deepest most fulfilling relationships, attracts and retains the best employees, and turns clients into raving fans. Let me show you how to heal old wounds, become a sought out business leader to work for, and create a loyal following of people who cannot imagine going without the service you provide to them. Broken trust and old wounds. Learn how to forgive and learn without condoning the act that broke your trust. Old wounds only hold you back, not the other person. The trust that binds. Understand and feel the freedom you have by knowing others have your back. Creating a culture of trust. Be the leader of integrity that the best and brightest want to work for. Client connection. Move far beyond customer loyalty by being the company your clients tell everyone else about. Trust is truly the missing key to unlocking business and personal success!

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Book SynopsisIn Lean on Civility: Strategies for Changing Culture in Manufacturing Workplaces, the authors explain how incorporating civility can drive success in your business. As a key component of workplace training, civility can have a significant impact on workplace culture and also increase measurable outputs related to continuous improvement—including but not limited to quality, efficiency, and cost. When organizations are deliberate and strategic about increasing supervisors’ and managers’ civility competencies in four key skill areas, they experience almost immediate improvements in interpersonal relationships, communication, morale, retention, trust, and productivity. Lean on Civility: Strategies for Changing Culture in Manufacturing Workplaces offers a practical tool kit—complete with strategies and tools (like the Masotti Feedback Method)—that you can take back to your workplace and implement immediately.

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Book SynopsisResearch shows that work is the primary cause of stress for many working adults. Whether it is ill-prepared co-workers, office bullies, overt discrimination, rude customers or any other of a multitude of workplace incivility occurrences, employers and business owners have the ability to create workplace cultures that foster civility and enable people to put their best foot forward at work - Civility at Work offers an essential toolkit of strategies, tools, insights and information for small business owners, entrepreneurs and managers who want to build a business based on character, civility, can common courtesies. It’s never too late for embedding civility in processes and systems, however, incorporating ethics, social justice, equity and fair play into your mission, values, and vision from the beginning can save a lot of time and set you up for success.

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Book SynopsisHow did Americans come to believe that working at home is feasible, productive, and desirable? Easy Living examines how the idea of working within the home was constructed and disseminated in popular culture and mass media during the twentieth century. Through the analysis of national magazines and newspapers, television and film, and marketing and advertising materials from the housing, telecommunications, and office technology industries, Easy Living traces changing concepts about what it meant to work in the home. These ideas reflected larger social, political-economic, and technological trends of the times. Elizabeth A. Patton reveals that the notion of the home as a space that exists solely in the private sphere is a myth, as the social meaning of the home and its market value in relation to the public sphere are intricately linked.Trade Review“This easy to read, fun, and unique book approaches discourses on work/life in a way that no one has before.” -- Elizabeth Fish Hatfield * editor of Communication and the Work-Life Balancing Act *"Patton draws on an impressive array of archival sources to demonstrate how communication technologies and architectural design have constructed ideals about working at home. Her nuanced historical analysis importantly reveals that our contemporary struggles over work/life balance are not new." -- Amy Corbin * author of Cinematic Geographies and Multicultural Spectatorship in America *"Remote Work Won’t Save Us: The home office was never designed to give workers more freedom. The pandemic has only made it worse," by Robin Kaiser-Schatzlein https://newrepublic.com/article/158704/remote-work-wont-save-us-home-office-elizabeth-patton-review * The New Republic *"Easy Living: The Rise of the Home Office [is] a piece of engaging and prescient scholarship which, especially at the present moment, makes a valuable contribution to now central and ongoing global debates about what working from home has meant, means now, and might mean in the future." * Visual Studies *"Easy Living sheds necessary light on the practice of working from home. It is also (and seemingly unintentionally) timely: as societies negotiate an exit from the pandemic emergency and attempt to move towards some form of the new normal, choices about whether to continue working from home or to return to the office are being made on both corporate and individual levels." * LSE Review of Books *"Easy Living offers a strong critique of the contemporary myth of work-life balance, a myth that 'keeps workers from recognizing the exploitation of their labor and the dependence on service workers to support work-life balance'....Although written before the onslaught of Covid-19, Easy Living exposes the long-standing discourses of gender, race, and class undergirding American experiences of work and home, discourses laden with power and inequality that the pandemic has exposed." * Television & New Media *Table of ContentsContents Introduction Part I: Where Does Work Belong?: Toward a New Conception of Home 1 The Home and Its Function 2 Industry Stay Out 3 The Telephone and Better Living 4 Portable Typewriters for Home Use Part II: Consuming Office Practices and Technology in the Postwar Suburban Middle-Class Home 5 The Quest for Easy Livin’ in the Suburban Home 6 The Big Business of Homemaking 7 Junior-sized Offices 8 An Office Away from the Office Part III: The Birth of the Live-Work Lifestyle 9 Real Men Live in the City 10 Pseudo-Bohemian Bacherlorettes 11 Work Where You Live Part IV: Neoliberal Domestic Workspaces 12 The Electronic Cottage 13 Adaptable Parents, Flexible Jobs and Adaptive Homes 14 Urban Professional Lifestyles Acknowledgments Bibliography Index

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Book SynopsisThe Other End of the Needle demonstrates that tattooing is more complex than simply the tattoos that people wear. Using qualitative data and an accessible writing style, sociologist Dave Lane explains the complexity of tattoo work as a type of social activity. His central argument is that tattooing is a social world, where people must be socialized, manage a system of stratification, create spaces conducive for labor, develop sets of beliefs and values, struggle to retain control over their tools, and contend with changes that in turn affect their labor. Earlier research has examined tattoos and their meanings. Yet, Lane notes, prior research has focused almost exclusively on the tattoos—the outcome of an intricate social process—and have ignored the significance of tattoo workers themselves. "Tattooists," as Lane dubs them, make decisions, but they work within a social world that constrains and shapes the outcome of their labor—the tattoo. The goal of this book is to help readers understand the world of tattoo work as an intricate and nuanced form of work. Lane ultimately asks new questions about the social processes occurring prior to the tattoo’s existence. Trade Review"A compelling, in-depth look at tattoo artists and their social world as they pursue fulfilling, enchanting work in the midst of a dehumanizing capitalist system. Lane provokes fascinating questions about how artists organize spaces, navigate laws, and construct authenticity as tattoos become increasingly popular. Reading made me want to get more tattoos – and ask my artist all sorts of questions!" -- Ross Haenfler * author of Straight Edge Hardcore Punk, Clean Living Youth, and Social Change *"It takes two to tattoo–someone being tattooed and the tattooist. Their encounter has to be face-to-face, and this fact shapes how tattooists work, regardless of whether they approach their work as a craft or as high art. In this fascinating book, David Lane takes us into the many corners of the tattooists’ world, revealing how the occupation retains its traditions in the face of dramatic changes." -- Joel Best * University of Delaware *"Looking at the nature, habits, and cultural codes of professional tattooing, Lane reveals the complexity of tattooing as an art form, work world, and social process. The tattooists appear as resilient agents who resist capitalist alienation, unionization, and state-level regulations. We also see the artists as gatekeepers who maintain the class, race, and gender order of professional tattooing. A truly interesting read." -- Katherine Irwin * University of Hawai’i at Manoa *"In The Other Side of the Needle, David C. Lane provides an absorbing and accessibly written view of the tattoo world from the perspective of tattoo workers. Drawing on an art-world perspective and packed with insights from tattooists, the book explores the working lives of tattooists. It provides a much-needed and thorough treatment of this understudied area and will be of interest to scholars in the production of culture as well as to anyone interested in tattoos and tattooing. -- Victoria D. Alexander * Goldsmiths, University of London *Table of ContentsContents List of Figures Figure 1.1: The Stratified World of Tattooing Figure 7.1: Authenticity of Machine Ownership List of Tables Table 4.1: State and Local Tattoo Bans Introduction: Tattooing for Beginners 1 The Social World of Tattooing 2 Organizing Space 3 Careers of Tattooists 4 Legal Consciousness among Workers 5 Ties to Conventional Institutions and Ideas 6 Sources of Contention 7 External Threats and the Maintenance of Boundaries Conclusion: Continuity and Change Methodological Appendix Acknowledgments Notes References Index

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Book SynopsisWinner of the 2021 Society of Professors of Education Outstanding Book Award Historically, Americans of all stripes have concurred that teachers were essential to the success of the public schools and nation. However, they have also concurred that public school teachers were to blame for the failures of the schools and identified professionalization as a panacea. In Blaming Teachers, Diana D'Amico Pawlewicz reveals that historical professionalization reforms subverted public school teachers’ professional legitimacy. Superficially, professionalism connotes authority, expertise, and status. Professionalization for teachers never unfolded this way; rather, it was a policy process fueled by blame where others identified teachers’ shortcomings. Policymakers, school leaders, and others understood professionalization measures for teachers as efficient ways to bolster the growing bureaucratic order of the public schools through regulation and standardization. Beginning in the mid-nineteenth century with the rise of municipal public school systems and reaching into the 1980s, Blaming Teachers traces the history of professionalization policies and the discourses of blame that sustained them.Trade Review“This accessible and appealing history has an important message for various stakeholders in the professional status and image of teachers.” -- Christine A. Ogren * coeditor of Rethinking Campus Life: New Perspectives on the History of College Students in the US *"How teachers advocating for their students could backfire" by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2019/12/11/how-teachers-advocating-their-students-could-backfire/#comments-wrapper * Washington Post *"There is a lot of life to this book, which is full of many terrific narratives that are engaging, often astounding, and some almost comical. It’s easy to 'blame teachers' and this excellently researched book offers a way to work through that problem." -- Kate Rousmaniere * author of The Principal's Office: A Social History of the American School Principal *"Why has teaching remained such stubbornly difficult, fraught work despite a long record of policy and reform? D’Amico Pawlewicz’s brilliant new historical analysis lays bare the powerful reasons." -- Jackie Blount * author of Fit to Teach: Same-Sex Desire, Gender, and School Work in the Twentieth Century *Episode #84 "The Blame Game: 100 Years of Teacher Bashing" Have You Heard * Have You Heard podcast *"The school reopening debate reveals that we don’t listen to teachers about schools," by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2020/07/10/school-reopening-debate-reveals-that-we-dont-listen-teachers-about-schools/ * Washington Post *"Blaming Teachers is a major contribution to the labor history of teachers as well as an important challenge to how we think about the legacy of teacher unions. It is sure to be a part of the conversation on either of these questions in the history of education. Further, since understanding the history of one’s occupation is one distinction of a 'profession,' this book should be read in any teacher-preparation pro- gram that dares to treat its students as future professionals." * History of Education Quarterly *Table of ContentsContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class During the Great DepressionContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class during the Great Depression 4 “The Enlistment of Better People”: Responses to the Teacher Shortages of the Post World War II Years 5 “A Brave New Breed”: Teacher Power and Isolation, 1960 - 1980 Epilogue Acknowledgments Index

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Book SynopsisWinner of the 2021 Society of Professors of Education Outstanding Book Award Historically, Americans of all stripes have concurred that teachers were essential to the success of the public schools and nation. However, they have also concurred that public school teachers were to blame for the failures of the schools and identified professionalization as a panacea. In Blaming Teachers, Diana D'Amico Pawlewicz reveals that historical professionalization reforms subverted public school teachers’ professional legitimacy. Superficially, professionalism connotes authority, expertise, and status. Professionalization for teachers never unfolded this way; rather, it was a policy process fueled by blame where others identified teachers’ shortcomings. Policymakers, school leaders, and others understood professionalization measures for teachers as efficient ways to bolster the growing bureaucratic order of the public schools through regulation and standardization. Beginning in the mid-nineteenth century with the rise of municipal public school systems and reaching into the 1980s, Blaming Teachers traces the history of professionalization policies and the discourses of blame that sustained them.Trade Review“This accessible and appealing history has an important message for various stakeholders in the professional status and image of teachers.” -- Christine A. Ogren * coeditor of Rethinking Campus Life: New Perspectives on the History of College Students in the US *"How teachers advocating for their students could backfire" by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2019/12/11/how-teachers-advocating-their-students-could-backfire/#comments-wrapper * Washington Post *"There is a lot of life to this book, which is full of many terrific narratives that are engaging, often astounding, and some almost comical. It’s easy to 'blame teachers' and this excellently researched book offers a way to work through that problem." -- Kate Rousmaniere * author of The Principal's Office: A Social History of the American School Principal *"Diversifying the teaching profession requires confronting history" by Diana D’Amico Pawlewicz https://www.sfchronicle.com/opinion/openforum/article/Diversifying-the-teaching-profession-requires-14990452.php * San Francisco Chronicle *"Why has teaching remained such stubbornly difficult, fraught work despite a long record of policy and reform? D’Amico Pawlewicz’s brilliant new historical analysis lays bare the powerful reasons." -- Jackie Blount * author of Fit to Teach: Same-Sex Desire, Gender, and School Work in the Twentieth Century *Episode #84 "The Blame Game: 100 Years of Teacher Bashing" Have You Heard * Have You Heard podcast *"The school reopening debate reveals that we don’t listen to teachers about schools," by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2020/07/10/school-reopening-debate-reveals-that-we-dont-listen-teachers-about-schools/ * Washington Post *"Blaming Teachers is a major contribution to the labor history of teachers as well as an important challenge to how we think about the legacy of teacher unions. It is sure to be a part of the conversation on either of these questions in the history of education. Further, since understanding the history of one’s occupation is one distinction of a 'profession,' this book should be read in any teacher-preparation pro- gram that dares to treat its students as future professionals." * History of Education Quarterly *Table of ContentsContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class During the Great DepressionContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class during the Great Depression 4 “The Enlistment of Better People”: Responses to the Teacher Shortages of the Post World War II Years 5 “A Brave New Breed”: Teacher Power and Isolation, 1960 - 1980 Epilogue Acknowledgments Index

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Book SynopsisPrecarity and Belonging examines how the movement of people and their incorporation, marginalization, and exclusion, under epochal conditions of labor and social precarity affecting both citizens and noncitizens, have challenged older notions of citizenship and alienage. This collection brings mobility, precarity, and citizenship together in order to explore the points of contact and friction, and, thus, the spaces for a possible politics of commonality between citizens and noncitizens.The editors ask: What does modern citizenship mean in a world of citizens, denizens, and noncitizens, such as undocumented migrants, guest workers, permanent residents, refugees, detainees, and stateless people? How is the concept of citizenship, based on assumptions of deservingness, legality, and productivity, challenged when people of various and competing statuses and differential citizenship practices interact with each other, revealing their co-constitutive connections? How is citizenship valued or revalued when labor and social precarity impact those who seemingly have formal rights and those who seemingly or effectively do not? This book interrogates such binaries as citizen/noncitizen, insider/outsider, entitled/unentitled, “legal”/“illegal,” and deserving/undeserving in order to explore the fluidity--that is, the dynamism and malleability--of the spectra of belonging. Trade Review"This judiciously selected compilation shines by threading the critical link of insecurity through spaces of belonging, labor, and migration across time and contexts. Through the lens of precarity, the insightful, accessible, brilliant essays in this collection expose the complexity and fragility of life at the heart of our troubled times. It breaks new ground and will be read widely." -- Cecilia Menjívar * co-editor of The Oxford Handbook of Migration Crises *"Precarity and Belonging is a marvelous and timely collection. The essays brilliantly explore how the increasing precarization of life impacts the social and physical mobility of both citizens and noncitizens, blurring the boundaries between them and thus making possible a politics of commonality." -- Jonathan Xavier Inda * author of Targeting Immigrants: Government, Technology, and Ethics *Table of ContentsIntroduction: Toward a Politics of Commonality: The Nexus of Mobility, Precarity, and (Non)citizenship CATHERINE S. RAMÍRE Z, JUAN POBLETE, SYLVANNA M. FALCÓN, STEVEN C. McKAY, AND FELICITY AMAYA SCHAEFFERPart I Mobility and Migration 1 More Equal Than Others: Managing the Boundaries of Citizenship BRIDGET ANDERSON 2 Refractions of the Nation: The Democratic Impacts of “Chain Migration” ADRIÁN FÉLIX 3 Racialization of Central Americans in the United States LEISY J. ABREGO AND ALEJANDRO VILLALPANDO 4 The Waste of Globalization’s Party ALEJANDRO GRIMSON 5 Occupation on Sacred Land: Colliding Mobilities on the Tohono O’odham Reservation FELICITY AMAYA SCHAEFFER 6 A State-to-Come: Tibetan Refugee-Citizenship and the Nation in Exile TSERING WANGMO DHOMPAPart II Labor and Precarity 7 Apartheid, Migrant Labor, and Precarity in Comparative Perspective MARCEL PARET 8 Labor Precarity, Immigration, and the Challenges of Accessing Worker Rights: Evidence from California SHANNON GLEESON 9 Negotiating Indenture: Migrant Domestic Work and Temporary Labor Migration in Singapore RHACEL SAL A ZAR PARREÑAS AND KRITTIYA KANTACHOTE 10 Pocketed Proletarianization: Why There Is No Labor Politics in the “World’s Factory” BIAO XIANG 11 The Urban Exclusion of Internally Displaced Farmers in Medellín, Colombia CLAUDIA MARIA LÓPEZPart III Belonging and (Non)citizenship 12 Exclusionary Inclusion: Applying for Legal Status in the United States SUSAN BIBLER COUTIN AND VÉRONIQUE FORTIN 13 Formal and Informal Citizenships: The Spectrum of Practices and Statuses in Latin America and the United States JUAN POBLTE 14 Denizenship 227 NICHOLAS DE GENOVA 15 Black No More: Black Denizenship and the Struggle for the Future CATHERINE S. RAMÍREZ 16 Imperial Citizenship: Marshall Islanders and the Compact of Free Association EMILY MITCHELL-EATON Afterword: The Politics of Precarity and Noncitizenship under Global Capitalism TANYA GOLASH-BOZA Acknowledgments Notes on Contributors Index

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Book SynopsisWhile women have struggled to gain recognition in the discipline of philosophy, there is no shortage of brilliant female thinkers. What can these women teach us about ethics, politics, and the nature of existence, and how might we relate these big ideas back to the smaller everyday concerns of domestic life, work, play, love, and relationships? Australian novelist Julienne van Loon goes on a worldwide quest to answer these questions, by engaging with eight world-renowned thinkers who have deep insights on humanity and society: media scholar Laura Kipnis, novelist Siri Hustvedt, political philosopher Nancy Holmstrom, psychoanalytic theorist Julia Kristeva, domestic violence reformer Rosie Batty, peace activist Helen Caldicott, historian Marina Warner, and feminist philosopher Rosi Braidotti. As she speaks to these women, she reflects on her own experiences. Combining the intimacy of a memoir with the intellectual stimulation of a theoretical text, The Thinking Woman draws novel connections between the philosophical, personal, and political. Giving readers a new appreciation for both the ethical complexities and wonder of everyday life, this book is inspiration to all thinking people.Trade Review"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *Table of ContentsContents Foreword Introduction CHAPTER 1 Love CHAPTER 2 Play CHAPTER 3 Work CHAPTER 4 Fear CHAPTER 5 Wonder CHAPTER 6 Friendship Notes Bibliography Acknowledgments

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Book SynopsisWhile women have struggled to gain recognition in the discipline of philosophy, there is no shortage of brilliant female thinkers. What can these women teach us about ethics, politics, and the nature of existence, and how might we relate these big ideas back to the smaller everyday concerns of domestic life, work, play, love, and relationships? Australian novelist Julienne van Loon goes on a worldwide quest to answer these questions, by engaging with eight world-renowned thinkers who have deep insights on humanity and society: media scholar Laura Kipnis, novelist Siri Hustvedt, political philosopher Nancy Holmstrom, psychoanalytic theorist Julia Kristeva, domestic violence reformer Rosie Batty, peace activist Helen Caldicott, historian Marina Warner, and feminist philosopher Rosi Braidotti. As she speaks to these women, she reflects on her own experiences. Combining the intimacy of a memoir with the intellectual stimulation of a theoretical text, The Thinking Woman draws novel connections between the philosophical, personal, and political. Giving readers a new appreciation for both the ethical complexities and wonder of everyday life, this book is inspiration to all thinking people.Trade Review"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *Table of ContentsContents Foreword Introduction CHAPTER 1 Love CHAPTER 2 Play CHAPTER 3 Work CHAPTER 4 Fear CHAPTER 5 Wonder CHAPTER 6 Friendship Notes Bibliography Acknowledgments

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Book SynopsisWomen, people with disabilities and LGBTQ2+ people are more present on the sports scene, but important transformations are still needed in organizations so that these people are better represented and included in all sports disciplines. This book, which is the result of a research project conducted with sports organization managers, coaches, athletes, experts and other stakeholders in the field, proposes concrete solutions for sport organizations. Throughout the book we propose and explain good practices in the area of equity, diversity and inclusion (EDI). Together with numerous testimonials and examples from the field, these practices adapted to the sport environment make it possible to overcome the barriers that prevent women and people from historically marginalized groups from participating in sport and from reaching leadership positions within these organizations. The practices presented in this book are based on an analytical framework for inclusion in organizations that can be applied beyond the Quebec and Canadian context.

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Book SynopsisIf you take a chain, pile it up and then push it, what direction will it go? Nowhere you can predict and not very far. If you take it by the end and pull it, which way will it go? It will follow you. Leadership is not about what sets you apart from those you lead—it’s about what binds you together. It is not about controlling others—it’s about trusting others. It’s not about your achievements—it’s about unleashing your team’s greatness. In short, leadership really isn’t about you—it’s about your people. Take Bob Davids, co-author of this book and successful leader of six businesses in fields as diverse as engineering and winemaking. His achievements often came thanks to being able to refrain from acting when others might have found intervening irresistible. By trusting his employees to be better than him in their area of responsibility and letting them act, Bob unleashed the human greatness that no one else—including employees themselves—suspected. Yet to lead without acting does not mean doing nothing. It means creating conditions in which things happen by themselves. Leadership Without Ego is about a transformation of the concept of leadership in the past two decades: a change of beliefs about how best to lead, along with radically different leadership practices. The ideas in this book have already changed the fortunes of hundreds of businesses and the lives of tens of thousands of employees. They can do the same for your business, your people—and you.Table of ContentsArrows.- Beach Vs Seminars.- Better.- Bosses Vs Leaders.- Bullshit.- Caltech Tools.- Cars, Etc..- Coffee.- Common Sense.- Communication.- Communication, As Glue.- Control, Cream.- Culture & Trust.- Culture Of Responsibility.- Decisions, Stealing Them.- Difference.- Discipline.- Dogs.- Down, Lie.- Dual Standards, Or No-One Is Special.- Eagles.- Ego, Generals' And Presidents.- Equality.- Excuses.- Evil.- Exit To Start.- Fun Killers.- Generalities.- Getting Out Vs Getting In.- Growing, From Within.- Hands, Ripping It From Yours.- Holding Back, Not To.- Honesty, The First Step To Being A Leader.- Hourglass.- Idiots, The Virtues Of.- Idiots, Making Them.- Ingredients & Inventory.- Ink, Free.- Inspirations Vs Perspiration.- The Instant They Leave.- Intellectualizing By Floating.- Job Interviews.- Karma.- Keeping The Culture.- Kicking A Baby Bird.- Kicking, In The Rear Vs In The Front.- Lateness, Chronic.- Learning From My Mistakes.- Lesson, Father's.- Limits To Thinking... In Handcuffs.- Listening And Creativity.- Listening And Ideation.- Loop Closing.- Love Vs Respect.- Low Sights.- Lunatic.- Lying.- Making A Person Better.- Marketing Your Creativity.- Mbwa Is Better Than Mba.- Meetings, Knocking The Edge Off Them.- Mistakes.- Morale Soup.- Motivating, The Impossibility Of.- Motivational Diapers.- Motivational Diplomat.- A Natural.- Negotiating Up.- A Negotiation Technique - Fishing Vs Working.- Negotiation, Two Tools Of.- Nine Men And A Baby.- Number 2.- Officer, Chief Entertainment.- One Percent Exception, Getting Emotional.- Open Book.- Overplanning.- Outstiders.- Pay, Don't Screw It Up.- Paying Attention.- Paying For (Self-)Improvement.- Performance Reviews.- Personnel Chances.- Privilege.- Product Development Tube.- Question, Asking The Right One.- Quitting.- Quitting, Part Ii.- Reaching The Pinnacle.- Readers Of Bullshit.- Real Job Of The Ceo.- Real Life.- Reporting, By The Ceo.- Responsibility, With Authority.- The Right Quality.- Risk.- Running To Your Enemies - Cu Stick.- Saturday Off.- The Secret Of Becoming A Ceo.- The Senses, Influencing Them.- Sharing Gains.- Sharing Vision.- Shoeboxes.- Shotgun Innovation.- Size & Fun.- Size.- The Smallest Component.- Spilt Milk Syndrome, Double Bind.- Spread Of Information.- Starting A Business.- Stifling Gm.- Stink.- Success And Fun.- Suits.- Supplier - A Better Dog.- Sustaining Growth.- The S-Word.- The Tank Factor.- Tap-Dancing Whores.- Theory X.- Things We Cannot Do.- Time Horizon.- Time To Get Away.- Tired Giants.- Together, In The Garden.- Ton Of Money.- Top Guy.- Trademarks, Not Patents.- Trick Question.- T.C..- Trouble Time.- Trouble With The Ceo.- Trout.- Trust And Contracts.- Ultimate Power.- Uncontrollable Directors.- Unions.- Universal People.- Visionary Vs Accountant Ceos. Visionary Vs Enterpreneur.- Utopia Doesn't Last.- Video, Joies De (Life, Pleasures Of).- Wives And Dual Ladders.- Winemaking Isn't A Hobby.- Wings.- Winning, What It Means.- Worries Hang On Your Key Ring.- Wrong Hands.- X-It Strategy.

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Book SynopsisThis book provides a guide to the process of accrediting training programs, sets out how to achieve consistent measurement of the results of training, and explains why accreditation is critical for capturing and developing today’s workers’ skills, aiding retention, and boosting strategic organizational credibility with millennials. Workplace and executive training is a multi-billion dollar industry and yet an enormous percentage of that budget is spent on programs that have never been rigorously examined to ensure that they are fit for purpose and deliver value for the money. If you’re signing off on that budget, or asking your people to spend time on training programs, shouldn’t that concern you? Training accreditation offers vital quality assurance, ensures global consistency of results and delivers accountability for learning and performance outcomes. Apart from delivering better results and greater ROI, organizations can differentiate themselves from their competitors in the employment marketplace by offering accredited proprietary training. After all, digital natives, and indeed all of today’s most talented potential employees, expect (and increasingly demand) the high quality, engaging and transferable employee development that only accredited programs can deliver. Aligning with the standards set by the International Association of Continuing Education and Training (IACET) – today’s premier accreditation body for training programs – the authors offer principles for quality program structure, delivery, and improvement needed to achieve accreditation. They share practices used by high quality training program managers today, covering business alignment and program administration along with the planning, design, delivery and evaluation of learning systems.Table of ContentsCHAPTER 1: INTRODUCTION............................................................................................... 1 1.1: Rationale for Accreditation......................................................................................... 2 1.2: Business Case............................................................................................................... 7 1.2.1: Today’s Risk Reduced........................................................................................ 7 1.2.2: Tomorrow’s Risk Avoided.................................................................................. 8 1.2.3: Adapt to External Pressures to Change and Re-size............................................. 8 1.2.4: Reduce Direct People Costs................................................................................. 9 1.2.5: Always Innovate................................................................................................. 9 1.2.6: Attract Workers You Want................................................................................ 10 Conclusion......................................................................................................................... 11 References......................................................................................................................... 12 CHAPTER 1: MANAGER TIPS...................................................................................... 14 CHAPTER 1: SUPPLEMENT.......................................................................................... 15 Supplement Tool 1A: The Advanced Organizer............................................................ 15 PART I: STRUCTURE, RESPONSIBILITY AND CONTROL......................................... 18 CHAPTER 2: ALIGN LEARNING WITH ORGANIZATION MISSION VALUES....... 20 2.1: Vision, Mission and Values as Strategy.................................................................... 20 2.2: Alignment Benefits Accreditation.............................................................................. 23 2.2.1: Philosophy on Employee Education.................................................................. 24 2.2.2: Provides Direction............................................................................................. 26 2.2.3: Unifies the Team............................................................................................... 27 2.2.4: Claims Authority............................................................................................... 27 2.3: Steps to writing a Mission and Values Statement..................................................... 28 Conclusion......................................................................................................................... 30 References......................................................................................................................... 30 CHAPTER 2: MANAGER TIPS...................................................................................... 32 CHAPTER 2 : SUPPLEMENT......................................................................................... 34 Supplement Tool 3A: Steps to Writing a Mission and Value Statement......................... 34 CHAPTER 3: STRUCTURING FOR ACCOUNTABILITY............................................... 42 3.1: Models for Structure................................................................................................. 42 3.1.1: Centralized Training Organization..................................................................... 44 3.1.2: Decentralized Training Organization................................................................. 44 3.1.3: Business Embedded Model............................................................................... 45 3.1.4: Corporate Universities and the Emerging Federated Model............................... 46 3.2: Responsibility and Accountability for Learning....................................................... 47 3.2.1: The Senior Learning Executive.......................................................................... 48 3.2.2: Senior Learning Executive Responsibilities....................................................... 48 3.2.3: Learning Processes............................................................................................ 49 3.2.4: Learning Administration................................................................................... 49 3.2.5: Learning Maintenance...................................................................................... 50 3.2.6: Training Audit................................................................................................... 50 3.3: Accountability for Continuing Education Units (CEUs)........................................... 52 3.3.1: Purpose of CEU................................................................................................ 52 3.3.2: Calculating CEU................................................................................................ 52 3.3.3: Recording CEU................................................................................................. 55 Conclusion......................................................................................................................... 55 References......................................................................................................................... 56 CHAPTER 3: MANAGER TIPS...................................................................................... 57 CHAPTER 3: SUPPLEMENT.......................................................................................... 59 Supplement Tool 3A: CEU WORKSHEET (Face-To-Face Event).................................. 59 Supplement Tool 3B: CEU WORKSHEET: Online/Self-Paced...................................... 60 CHAPTER 4: MANAGEMENT OF TRAINING.................................................................. 61 4.1: Learning Environment and Resources...................................................................... 62 4.2: Assessing the Learning Environment........................................................................ 62 4.3: Providing Support Services....................................................................................... 64 4.3.1: Registration Methods......................................................................................... 65 4.3.2: Notifications and Access................................................................................... 66 4.3.3: Seating Arrangements........................................................................................ 66 4.3.4: Equipment to Support Learning......................................................................... 67 4.3.5: Refreshments.................................................................................................... 68 4.3.6: Event Evaluation............................................................................................... 69 4.4: Creating a Supportive Learning Environment......................................................... 70 Conclusion......................................................................................................................... 70 References......................................................................................................................... 71 CHAPTER: 4 MANAGER TIPS...................................................................................... 72 CHAPTER 4: SUPPLEMENT.......................................................................................... 74 Supplement Tool 4A: Tool to Assess the Organization’s Learning Climate.................. 74 PART II: PLANNING THE ENVIRONMENT AND EDUCATIONAL EVENTS.......... 77 CHAPTER 5: PLANNING FOR LEARNING....................................................................... 80 5.1: Quality Management Background............................................................................ 81 5.1.1: Continuous Improvement.................................................................................. 81 5.1.2: Quality and Continuous Improvement in the Context of Learning.................... 83 5.2: Quality Approach to Training – Strategic Planned Learning.................................. 83 5.2.1: Clean up the Talk.............................................................................................. 84 5.2.2: Don’t Say Curriculum!...................................................................................... 84 5.2.3: Structured Learning Plans – the Learning Blueprint........................................... 85 5.2.3.1: Organizational, Job and Individual Needs............................................ 87 5.2.3.2: Planning the Learning Blueprint (shhh! – curriculum planning)......... 88 5.2.3.3: Writing a Learning Blueprint (shhh! - curriculum design).................... 89 5.2.3.4: Formalize the Learning Blueprint......................................................... 90 5.3: Creating Courses – a Design Process...................................................................... 91 5.3.1: Instructional Systems Design (ISD).................................................................. 92 5.3.1.1: ADDIE Model..................................................................................... 92 5.3.1.2: Dick and Carey Systems Approach Model.......................................... 94 5.3.1.3: Successive Approximation Model (SAM)............................................. 95 5.4: Plan to Evaluate......................................................................................................... 96 Conclusion......................................................................................................................... 97 References......................................................................................................................... 97 CHAPTER 5: MANAGER TIPS...................................................................................... 99 CHAPTER 5: SUPPLEMENT........................................................................................ 100 Supplement Tool 5A: Sample Learning Blueprint....................................................... 100 CHAPTER 6: IS TRAINING THE ANSWER? ASSESSING NEEDS............................. 101 6.1: Assessing the Real Need – Determining the Business Problem/GAP...................... 101 6.1.1: Framing the Problem....................................................................................... 103 6.1.2: Type of Need.................................................................................................. 104 6.1.3: Investigating Root Causes................................................................................ 106 6.1.3.1: Individual–Level Root Causes............................................................ 106 6.1.3.2: Organization-Level Root Causes....................................................... 107 6.2: Conducting a Needs Assessment.............................................................................. 110 6.2.1: Setting the Limits............................................................................................. 111 6.2.2: Determining the Data Needed.......................................................................... 111 6.2.3: Identifying Sources of Information................................................................. 111 6.2.4: Selecting Methods for Data Collection........................................................... 112 6.2.5: Collecting and Analyzing the Data.................................................................. 112 6.2.6: Communicating Needs Assessment Results..................................................... 113 6.3: Issues in Needs Assessments.................................................................................... 114 6.4: Planning for Strategic Organizational Learning beyond Needs Assessment......... 115 Conclusion....................................................................................................................... 116 References....................................................................................................................... 116 CHAPTER 6: MANAGER TIPS.................................................................................... 118 CHAPTER 6: SUPPLEMENT........................................................................................ 119 Supplement Tool 6A: Needs Assessment Diagnosis – Where is the real Problem?...... 119 Supplement Tool 6B: Checklist to Guide Training Needs Assessment......................... 121 PART III: BENEFITS AND OUTCOMES........................................................................... 122 CHAPTER 7: INTENDED LEARNING OUTCOMES...................................................... 125 7.1: Name the Program Goal......................................................................................... 125 7.1.1: Training Program Goal Looks to the Future..................................................... 126 7.1.2: Training Program Goal Covers Broad Changes................................................ 127 7.2: Differentiate Goals and Objectives......................................................................... 127 7.3: Analyze Jobs to Determine Performance Objectives............................................. 128 7.3.1: Job Analysis................................................................................................... 129 7.3.2: Performance Objectives in Domains.............................................................. 131 7.3.2.1: The Cognitive Domain..................................................................... 131 7.3.2.2: The Psychomotor Domain................................................................ 133 7.3.2.3: The Affective Domain....................................................................... 134 7.3.3 Using Domains in Performance Objectives..................................................... 136 7.4: Write High Quality Performance Objectives........................................................ 137 7.4.1: Marrying Performance Objectives and Instructional Objectives.................... 137 7.4.2: Descriptors in Every Performance Objective................................................. 137 7.5: Uses for Performance Objectives............................................................................ 139 7.6: Creating Evaluation Methods to Test Objectives................................................... 140 7.7: Preparing Learning Outlines or Storyboards......................................................... 140 7.7.1: Instructional Plan or Storyboard..................................................................... 141 7.8: Writing, Buying or Buying and Modifying Instructional Materials....................... 142 7.9: Communicating Training Events as Opportunities................................................. 142 7.9.1: Communicate to Employees........................................................................... 143 7.9.2: Communicate to Other Managers................................................................... 143 Conclusion....................................................................................................................... 144 References....................................................................................................................... 145 CHAPTER 7: MANAGER TIPS.................................................................................... 147 CHAPTER 7: SUPPLEMENT........................................................................................ 148 Supplement Tool 7A: Instructional Objectives Worksheet........................................... 148 CHAPTER 8: WHO SHOULD BE INVOLVED IN INSTRUCTION?............................. 149 8.1: Qualifying as a Learning and Development Professional....................................... 150 8.2: Knowledge, Skills, Attitudes and Other Competencies Essential for Learning..... 150 8.3: Learning and Development Professionals Skills..................................................... 151 8.3.1: Needs Assessment Skills................................................................................. 152 8.3.2: Job Analysis Skills.......................................................................................... 153 8.3.3: Design Skills.................................................................................................... 154 8.3.4: Development Skills......................................................................................... 154 8.3.5: Implementation Skills...................................................................................... 155 8.3.6: Evaluation Skills.............................................................................................. 156 8.4: Documenting Learning and Development Professional Qualifications.................. 156 8.5: Developing Learning and Development Professional Skills.................................... 157 8.6: Ensuring a Well-Qualified Learning and Development Team................................ 158 Conclusion....................................................................................................................... 159 References....................................................................................................................... 159 CHAPTER 8: MANAGER TIPS.................................................................................... 160 CHAPTER 8: SUPPLEMENT........................................................................................ 161 Supplement Tool 8A: Checklist to Review Instructor Qualifications........................... 161 CHAPTER 9:............................................................................................................................. 162 CONDUCTING LEARNING EVENTS PROFESSIONALLY......................................... 162 9.1: Historical Evolution of the Training and Development Professional..................... 162 9.2: Training and Development Professionals................................................................ 164 9.2.1: Occupational Profile........................................................................................ 165 9.2.2: Required Qualifications................................................................................... 166 9.2.2.1: Credentials, Certifications, and Certificate Programs........................ 167 9.2.2.2: Training Credentials.......................................................................... 168 9.2.2.2.1: Certified Professional in Learning and Performance (CPLP).............. 169 9.2.2.2.2: Associate Professional in Talent Development (APTD)..................... 169 9.2.2.2.3: Certified Performance Technologist (CPT)....................................... 170 9.2.2.2.4: Alternate Credentials................................................................ 170 9.2.2.3: Eligibility for Credentials................................................................... 170 9.2.3: Competencies of Learning and Development Practitioners.............................. 175 9.3: Professional Conduct and Code of Ethics............................................................... 177 9.3.1: Professional Obligations.................................................................................. 178 9.3.2: Confidentiality................................................................................................ 178 9.3.3: Professional Boundaries and Limitations......................................................... 179 9.3.4: Professional Integrity....................................................................................... 179 9.3.5: Maintain Intellectual Property.......................................................................... 180 9.3.6: Inclusionary Practices...................................................................................... 181 9.3.7: Conflicts of Interest......................................................................................... 181 Conclusions..................................................................................................................... 182 References....................................................................................................................... 182 CHAPTER 9: MANAGER TIPS.................................................................................... 185 CHAPTER 9: SUPPLEMENT........................................................................................ 186 Supplement Tool 9A: Professional Development Activities for L & D Personnel... 186 PART IV: CONTENT DESIGN AND DELIVERY............................................................ 187 CHAPTER 10: DECIDING WHAT TO INCLUDE............................................................ 189 10.1: Planning Training for Your Employees and Your Workplace............................ 189 10.1.1: General/Demographic Characteristics......................................................... 190 10.1.2: Current Abilities......................................................................................... 191 10.1.3: Work Environment..................................................................................... 192 10.2: Setting Instructional Objectives............................................................................ 194 10.3: Write Conditions, Action Verbs, and Criteria in Instructional Objectives......... 195 10.3.1: Condition................................................................................................... 195 10.3.2: Action Verbs.............................................................................................. 196 10.3.3: Criteria....................................................................................................... 199 Conclusion....................................................................................................................... 201 References....................................................................................................................... 201 CHAPTER 10: MANAGER TIPS.................................................................................. 203 CHAPTER 10: SUPPLEMENT...................................................................................... 204 Supplement Tool 10A: Instructional Objectives Worksheet......................................... 204 CHAPTER 11:........................................................................................................................... 205 METHODS TO ACHIEVE CONSISTENCY....................................................................... 205 11.1: Design Content....................................................................................................... 205 11.1.1: Workers as Learners.................................................................................... 206 11.1.2: Sequencing the Content............................................................................... 206 11.2: Select Methods....................................................................................................... 208 11.2.1: Methods are categorized.............................................................................. 208 11.2.2: Select Methods According to Objectives..................................................... 209 11.2.3: Create Activities to match Methods and Domains....................................... 210 11.3: Promote Interaction.............................................................................................. 211 11.3.1: Interaction with Content.............................................................................. 212 11.3.2: Interaction with Others................................................................................ 212 11.4: Selecting Instructional Media – Training Delivery............................................... 213 11.4.1: Planning for On-site Learning...................................................................... 214 11.4.2: Planning for Job-integrated Training............................................................ 215 11.4.3: Planning for Peer Learning and Social Media Learning............................... 216 11.5: Implement a Course Planner................................................................................. 216 11.5.1 Using a Course Planning Instrument............................................................. 217 Conclusion....................................................................................................................... 219 References....................................................................................................................... 219 CHAPTER 11: MANAGER TIPS.................................................................................. 220 CHAPTER 11: SUPPLEMENT...................................................................................... 221 Supplement Tool 11A: Methods Overview.................................................................. 221 PART V: ASSESSING OUTCOMES, MAINTAINING RECORDS................................ 225 CHAPTER 12: FEEDBACK AND JOB APPLICATION.................................................. 227 12.1: Providing Learners with Feedback....................................................................... 227 12.1.1: Training Evaluation Policy and Procedures................................................. 228 12.1.2: Record Keeping........................................................................................... 230 12.2: Addressing Job Application of Training............................................................... 232 12.2.1: Defining On-The-Job Transfer.................................................................... 232 12.2.2: Defining and Ensuring Near Transfer of Training..................................... 232 12.2.3: Defining and Ensuring Far Transfer of Training.......................................... 233 12.3: Managers Tips to Provide Learners with Feedback and Ensure On-the-Job...... 235 Conclusion....................................................................................................................... 236 Reference........................................................................................................................ 236 CHAPTER 12: MANAGER TIPS.................................................................................. 238 CHAPTER 12: SUPPLEMENT...................................................................................... 239 Supplement Tool 12A: Brainstorming Guide –Encourage Giving Feedback............. 239 Supplement Tool 12B: Brainstorming Guide –Near Transfer of Learning................. 240 Supplement Tool 12C: Brainstorming Guide –Far Transfer of Learning................... 241 CHAPTE 13: RECORDS AND PROGRAM EVALUATION........................................... 242 13.1: Full Program Evaluation....................................................................................... 242 13.1.1: Purpose....................................................................................................... 243 13.1.2: Reluctance................................................................................................... 243 13.1.3: Comprehensive........................................................................................... 244 13.1.4: Goal Oriented.............................................................................................. 244 13.1.5: Sources........................................................................................................ 245 13.2: Focus: Formative, Summative or Confirmative................................................... 246 13.2.1: Formative.................................................................................................... 246 13.2.2: Summative.................................................................................................. 246 13.2.3: Confirmative............................................................................................... 247 13.3: Evaluation Procedures/Methods........................................................................... 248 13.3.1: Kirkpatrick and Phillips Levels of Evaluation............................................. 248 13.3.2: Other Program Evaluation Methods............................................................. 251 13.4: Report Writing and Audience............................................................................... 253 13.4.1: Results......................................................................................................... 254 13.4.2: Conclusions and Recommendations............................................................ 254 13.4.3: Evaluation Reports..................................................................................... 255 13.5: Training Policy and Records................................................................................. 257 13.5.1: Policy........................................................................................................ 257 13.5.1.1: Evaluation policies..................................................................... 258 13.5.1.2: Learner privacy policies........................................................... 258 13.5.2: Results and Record Maintenance................................................................ 259 13.5.2.1: Training event records................................................................ 259 13.5.2.2: Learner documentation............................................................... 260 13.5.3: Record Maintenance................................................................................... 260 Conclusion....................................................................................................................... 261 References....................................................................................................................... 261 CHAPTER 13 : MANAGER TIPS................................................................................. 263 CHAPTER 13: SUPPLEMENT...................................................................................... 264 Supplement Tool 13A: Level 1 Sample of Evaluation Form........................................ 264 CHAPTER 14: ACCREDITATION SOURCES.................................................................. 265 14.1: Pre-Steps to Achieve Accreditation....................................................................... 265 14.2: Clarify Purpose...................................................................................................... 266 14.3: Research................................................................................................................ 267 14.3.1: Accrediting Bodies...................................................................................... 267 14.3.2: Standards.................................................................................................... 270 14.3.2.1: American National Standards Institute (ANSI)............................ 271 14.3.2.2: International Organization for Standardization (ISO)................ 271 14.3.2.3: Learning and Development Standards........................................ 272 14.4: Business Case......................................................................................................... 273 14.5: Project Plan........................................................................................................... 273 14.6: Accreditation Process............................................................................................ 275 14.7: Recommendation and Tips.................................................................................... 276 Conclusions..................................................................................................................... 283 References....................................................................................................................... 284 CHAPTER 14: MANAGER TIPS.................................................................................. 285 CHAPTER 14: SUPPLEMENT...................................................................................... 286 Supplement Tool 14A: Accreditation Readiness Checklist.......................................... 286

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Book SynopsisThis book is a valuable, comprehensive and unique reference text on Psychosocial Safety Climate (PSC), a new work stress theory. It proposes a new PSC theory concerning the corporate climate for workers’ psychological health, its origins and implications for work stress, and provides a critique of current research and theories. It provides a comprehensive review of all PSC studies to date. The chapters discuss state-of-the-art empirical evidence testing PSC theory in relation to management roles, organisational resilience, corruption, organisational status, cultural perspectives, illegitimate tasks, high PSC work groups, PSC variability in work groups, etc. They investigate outcomes such as psychological distress, emotional exhaustion, depression, worry, engagement, health, cognitive decline, personal initiative, boredom, cynicism, sickness absence, and productivity loss, in various workplace settings across many countries. This unique book allows practitioners to rapidly update practical measures, benchmarks and processes, and provides students and trainees with an introduction to PSC and important concepts and methods, quantitative and qualitative, in occupational health with leads to further sources. Students as well as experts on occupational health and safety, human resource management, occupational health psychology, organisational psychology and practitioners, unions and policy makers will find this book highly informative. It covers relevant materials for undergraduate and postgraduate education, drawing upon the concepts, topics and methods (diary, multilevel, longitudinal, qualitative, data linkage) within the multidisciplinary occupational health area.Table of ContentsPart 1: Psychosocial safety climate: Theory, measurement and practical implications.- Chapter 1. Psychosocial Safety Climate as a new work stress theory and method implications (Maureen F Dollard).- Chapter 2. A Review of PSC Evidence (Amy Zadow).- Chapter 3. The PSC-4; A short PSC tool (Maureen F Dollard).- Chapter 4. The PSC-15; Expanded Dimensions (Maureen F Dollard).- Chapter 5. The PSC-12; Malaysian and Indonesian version (Mohd Awang Idris, Yulita).- Chapter 6. An Approach to Developing the PSC tool by Cognitive Interviewing (Michael Ertel).- Part 2 : Impacts of PSC on Workers (Cognitive decline, mental health problems, boredom, personal initiative and engagement).- Chapter 7. PSC and Work Quality impact on Cognitive Decline (Ashlee Wilton).- Chapter 8. sychosocial Safety Climate and Mental Health Problems (Maureen Dollard).- Chapter 9. Psychosocial safety climate and job demands–resources: A multilevel study predicting boredom (Valdrin Krasniqi).- Chapter 10. PSC in the Private Sector: Predicting Personal Initiative and Engagement via Personal Development (Michelle Chin Chin Lee).- Part 3 : PSC in different occupations (e.g. policing, humanitarian workers, university workers).- Chapter 11. The effects of Psychosocial Safety Climate on Health and Work in Police Officers (Levi James McCusker).- Chapter 12. Psychosocial Safety Climate as Organisational Resilience: Implications for Worker Psychological Health, Resilience, and Engagement (Carly Taylor).- Chapter 13. A Qualitative Investigation into High Psychosocial Safety Climate University Groups (Rachael Potter).- Part 4. PSC in different countries (e.g., Taiwan, Mexico, Iran, Malaysia).- Chapter 14. Psychosocial safety climate, psychosocial work conditions and employees' wellbeing: empirical findings from Taiwan (Yawen Cheng).- Chapter 15. A validation of the PSC-12 in Mexican workers (Horacio Tovalin Ahumada).- Chapter 16. Psychosocial Safety Climate and PSC Strength; Direct and Interaction effects on Mental Health issues and Work Engagement (Iran) (Afsharian).- Chapter 17. Psychosocial safety climate in Malaysian schools: A multilevel study predicting work and individual outcomes (Nor Shafiza Abdullah).- Part 5. Interventions and Policy Implications (Canada, Sweden, Australia).- Chapter 18. Factors influencing management practices in workplace health interventions (Caroline Biron).- Chapter 19. Team coaching and psychosocial risk assessments, learnings for the future (Sweden) (Rachael Berglund).- Chapter 20. PSC and National Policy (Tessa Bailey).- Chapter 21. Conclusion.

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Book SynopsisBusiness decisions are not just based on abstract theories or models. They reflect a world view of how a company operates and the philosophy of management that it follows. Even denying any connection between management and values is a philosophical statement in itself.Santiago Iñiguez de Onzoño, President of the prestigious IE Business School, looks to the greatest female philosophers from modern history to help us bring purpose and meaning back into the workplace and management education. He shows how their pioneering work can be applied in specific situations, from Iris Murdoch’s emphasis on compassion to Hannah Arendt’s work on making the world more human, each philosopher can, in a very practical way, help inform your own approach to work and life. Packed with examples, personal stories and anecdotes from some of the world’s most influential companies and women in business, this book examines how the contributions from female philosophers stand up in the real world, helping to drive inclusion, diversity and ultimately, innovation.Table of Contents1. Why Female Philosophers Matter to Management: Randi Zuckerberg.- 2. Balance: Patricia Churchland / Belinda Holdsworth.- 3. Courage: Ayn Rand / Jiang Qiong Er.- 4. Virtue: Philippa Foot / Angelica Kohlmann.- 5. Love: Iris Murdoch / María Benjumea.- 6. Authenticity: Elisabeth Anscombe / Catherine Moukheibir.- 7. Humanity: Martha Nussbaum / Olga Urbani.- 8. Fortitude: Hannah Arendt / Maria Tereza Fleury.- 9. Passion: Simone Weil / Michelle Raymond.- 10. Ethics: Adela Cortina / Inés Temple.- 11. Vision: Simone de Beauvoir / Usha Prashar.- Epilogue - Resolve: African Challenges / Ifeoma Idigbe.

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Book SynopsisThis open access book revisits common notions on how to select and recruit the right employees. It reveals that the secret of successful individuals and teams lies in a combination of talent and four important performance indicators, offering an innovative approach that companies can fruitfully adopt. Bas Kodden has studied key performance indicators among over 1,100 executives, senior staff and professionals, including 50 CEOs from leading Dutch companies. His findings put the present recruitment and selection procedures used by many prominent companies in a new light. Moreover, the book not only addresses theory; it also offers a practically applicable model for recruitment, selection and professional development. In closing, the book includes a variety of questionnaires and checklists for HR professionals and executives whose goal is to build sustainable and successful teams and organizations.

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Book SynopsisThis book shows the capabilities of Microsoft Excel in teaching human resource management statistics effectively. Similar to the previously published Excel 2016 for Human Resource Management Statistics, this book is a step-by-step, exercise-driven guide for students and practitioners who need to master Excel to solve practical human resource management problems. If understanding statistics isn’t your strongest suit, you are not especially mathematically inclined, or if you are wary of computers, this is the right book for you. Excel, a widely available computer program for students and managers, is also an effective teaching and learning tool for quantitative analyses in human resource management courses. Its powerful computational ability and graphical functions make learning statistics much easier than in years past. However, Excel 2019 for Human Resource Management Statistics: A Guide to Solving Practical Problems, 2nd Edition, capitalizes on these improvements by teaching students and managers how to apply Excel to statistical techniques necessary in their courses and work. Each chapter explains statistical formulas and directs the reader to use Excel commands to solve specific, easy-to-understand human resource management problems. Practice problems are provided at the end of each chapter with their solutions in an appendix. Separately, there is a full practice test (with answers in an appendix) that allows readers to test what they have learned.Table of ContentsPreface.- Acknowledgements.- 1 Sample Size, Mean, Standard Deviation, and Standard Error of the Mean.- 2 Random Number Generator.- 3 Confidence Interval About the Mean Using the TINV Function and Hypothesis Testing.- 4 One-Group t-Test for the Mean.- 6 Correlation and Simple Linear Regression.- 7 Multiple Correlation and Multiple Regression.- 8 One-Way Analysis of Variance (ANOVA).- Appendix A: Answers to End-of-Chapter Practice Problems.- Appendix B: Practice Test.- Appendix C: Answers to Practice Test.- Appendix D: Statistical Formulas.- Appendix E: t-table.- Index.

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Book SynopsisThere are nearly 24,000 ophthalmologists in the United States, with 500 physicians newly entering the ophthalmology field each year and approximately half of those being women. Although women now represent approximately half of all ophthalmologists, gender disparities remain when it comes to certain subspecialties (e.g., surgical retina), leadership roles (e.g., department chairs), industry involvement (e.g., consultancy and advisory board positions), and even academic publications. There has been a recently heightened interest in female representation in this field which has manifested in several ways (e.g., conferences geared towards women in ophthalmology, non-peer-reviewed publications about women in ophthalmology, and mentorship programs specifically for women). This book is the first of its kind in procuring and disseminating information—pertaining to both career and life—in an organized, concrete, and enduring way. Women in Ophthalmology is a comprehensive collection of chapters primarily written by women in the field of ophthalmology. The book aims to guide others through milestones and challenges women may face during their careers, and shares sound insights into how to deal with unique issues both inside and outside the workplace. Topics that are widely applicable to all who work in ophthalmology are included, such as finding mentors, collaborating within industry, handling work-life balance, and seeking out leadership opportunities. Each chapter combines personal anecdotes with knowledge from leaders in the field which both men and women will find highly valuable. Table of ContentsPreface Acknowledgements Dedication Memorium Part I. Education and Training Chapter 1: The Beginning: Match and Residency Chapter 2: Choosing a Fellowship and How to Stand Out Part II. Starting Your Career Chapter 3: How to Get a Great Position in Private Practice Chapter 4: Finding a Great Job in Academics Chapter 5: As You Start a Career in Academic Medicine: Priming for Success Chapter 6: Starting Your Own Practice Chapter 7: Building Your Clinical Practice and Reputation Part III. Patient Care Chapter 8: Staying at the Forefront of Your Field: Embracing the New Chapter 9: Improving Efficiency with EMR in Your Clinic and OR Chapter 10: Dealing with Complications and Avoiding Medicolegal Issues Chapter 11: Handling the Unexpected In Ocular Surgery Part IV. Research Chapter 12: The Ins and Outs of Clinical Trials Chapter 13: Becoming a Successful Clinical Trialist Chapter 14: How to Successfully Publish and Present Your Research Chapter 15: Publishing and Presenting Clinical Research Part V. Teaching Chapter 16: Delivering an Engaging Lecture Chapter 17: Teaching in a Busy Clinical Setting Chapter 18: Teaching Surgery Part VI. Dealing With Conflict Chapter 19: Sexual Harassment in Ophthalmology Chapter 20: Managing Conflict in the Workplace Chapter 21: Experiencing Health Issues as a Physician Part VII. Family Matters Chapter 22: Romantic Relationships Chapter 23: Parenting During Training Chapter 24: Motherhood and Medicine Chapter 25: Professorship and Parenthood Chapter 26: Balancing Academic Career and Parenthood: Ten Thoughts and One Bonus on Success Chapter 27: Dual Professional Career Relationships Part VIII. Leadership Chapter 28: Leadership for YOs (Young Ophthalmologists) Chapter 29: Preparing for Service in Whatever Comes Your Way Chapter 30: How to Be an Effective Fellowship Program Director Chapter 31: Keys to Public Speaking Part IX. Career Advancement Chapter 32: Getting Promoted to Associate Professor Chapter 33: A Less Paved Road: Switching Careers and Taking an Unorthodox Path Chapter 34: Setbacks & Second Chances Part X. Working with Industry Chapter 35: Collaborating with Industry Chapter 36: Why Industry Values the Female Perspective Chapter 37: Demystifying Pharma and BioTech – Applying Ophthalmology to Make New Tools Part XI. Work Life Balance Chapter 38: Work-Life Balance and Avoiding Burnout Chapter 39: Making the Most Out of Academic Meetings Chapter 40: Social Media and Privacy Issues Part XII. Personal Finances Chapter 41: Setting the Course for a Successful Future With Better Financial Planning Chapter 42: Personal Finances and Career Decisions Part XIII. Mentorship and Networking Chapter 43: Effective Mentoring: A Guide for Mentors and Mentees Chapter 44: Mentorship Chapter 45: To Brand or Be Branded Chapter 46: Promoting Yourself and Your Brand

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Book SynopsisThis aim of this open access book is to launch an international, cross-disciplinary conversation on fatherhood engagement. By integrating perspective from three sectors—Health, Social Policy, and Work in Organizations—the book offers a novel perspective on the benefits of engaged fatherhood for men, for families, and for gender equality. The chapters are crafted to engaged broad audiences, including policy makers and organizational leaders, healthcare practitioners and fellow scholars, as well as families and their loved ones. Table of Contents

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Book SynopsisThis book provides readers with a comprehensive introduction to human resource development (HRD) in Southeast Asia and offers a holistic framework for the phenomenon of Regional HRD in Southeast Asia. It argues that viewing HRD in ASEAN as a complex adaptive system is the most effective way to understand the expansive and multifarious processes and activities involved in Regional HRD. As a region, Southeast Asia continues to emerge as one of the most dynamic and compelling in the world with a need to develop its human resources to further its independence, economic prosperity, and sovereignty. By focusing on a regional perspective of HRD, this book establishes the missing link in the transition from the national HRD to the global HRD perspective. Offering a framework for understanding how HRD policy and practice function within a dynamic ecosystem, this book appeals to scholars, practitioners, and policymakers alike, particularly those interested in ASEAN.Table of ContentsPart I: Researching Human Resource Development in Southeast AsiaChapter 1: Introduction: The Dynamic Region of Southeast Asia Chapter 2: Research Design Part II: The Human Resource Development Ecosystem of Southeast Asia Chapter 3: Culture, Policy, and ASEAN: The Macro Dimension Chapter 4: Education and Networks: The Meso Dimension Chapter 5: Individuals and Organizations: The Micro Dimension Part III: A Holistic Framework for the ASEAN Community Chapter 6: Developing Human Resources the ASEAN Way Chapter 7: The Future of HRD in Southeast Asia

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Book SynopsisThis book provides students with a concise introduction to test bias from a psychometric point-of-view without statistics. It uses easy to understand graphs to explain complex technical approaches to test bias giving readers a highly sought-after knowledge enabling them to be better consumers of tests.Studies performed by the Society for Human Resource Management (SHRM) consistently show that selection is a key competency for Human Resource (HR) professionals. Knowledge of test bias is a key component to effectively and legally performing this highly valued HR function. Unfortunately, test bias is rarely covered in HR classes or is presented in a highly technical manner geared to individuals with strong statistical and mathematical backgrounds. This book, requiring no previous statistical or mathematical knowledge, can be used as a supplemental textbook for any class that deals with selection, staffing, or measurement at the undergraduate or graduate level.Table of ContentsChapter 1: Introduction to Tests and Test Bias.- Chapter 2: Linear Regression.- Chapter 3: Differential Test Prediction.- Chapter 4: Measurement Variance.- Chapter 5: Differential Item Functioning.- Chapter 6: The 4/5ths Rule.- Chapter 7: Case Studies.- Glossary.

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Book SynopsisThis textbook takes a theoretically informed and practice-based approach to strategic human resource management (HRM) and employment relations (ER). The book follows a unique pedagogical design employing problem-based learning and participant-centred learning approaches, both of which the author has extensive experience in implementing with advanced undergraduate HRM and post-graduate learners.This new edition includes chapters on artificial intelligence (AI) and HR, employee experience and engagement, managing HRM during crises, and eight new cases. In addition, this book includes an online instructors’ manual for instructors.Table of ContentsChapter 1. Introduction.- Chapter 2. HRM and ER: A Strategic Perspective.- Chapter 3. Strategic HRM & ER: Best-Practice Versus Best Fit.- Chapter 4. SHRM & ER: The Resource-Based View.- Chapter 5. Institutional Theory and SHRM.- Chapter 6. Strategic Choice and SHRM & ER.- Chapter 7. Professionalism and Ethics.- Chapter 8. Work Design and HR Planning: A Strategic Perspective.- Chapter 9. Strategic Performance and Commitment Management.- Chapter 10. Strategic Learning and Development.- Chapter 11. Managing Employee Voice.- Chapter 12. Managing Change and HRM.- Chapter 13. Strategic Compensation and Benefits Management.- Chapter 14. Special Topics in SHRM & ER.- Chapter 15. Managing People in a Crisis.

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Book SynopsisThis book addresses existing challenges and opportunities related to tourism for people with disabilities. A niche market that is largely underdeveloped, its potentials are also often underestimated. It examines the strategies, policies, and initiatives – at regional, national, and international levels – to foster the development of accessible tourism for people with disabilities. It does so by examining the different social, cultural, legal, and information/interactive barriers that represent important constraints to welfare, inclusion, integration, and promotion of civil rights, which bring difficulties and detriment to tourists with disabilities.Additionally, the book analyzes the characteristics and dynamics of that portion of the tourism industry that is more oriented to meet the distinctive travel demand of people with disabilities. In doing so, the book explores how preferences for travel services and facilities of people with disabilities differ from preferences of tourists without disabilities. All these issues are addressed from both a theoretical and a practical perspective by adopting a multidisciplinary approach, which leverages from the fields of management, economics, and statistical analysis. The book can be useful for a broad audience made of both researchers and practitioners (among which tourism companies and corporate trainers) who are expected to deal with the topic of tourism management.Table of ContentsIntroduction.- Disabilities and Accessible Tourism: Recent Development and Future Directions in Management Studies.- Part I: The Demand Side of Tourism for People with Disabilities.- The Determinants of Length of Stay of Italian Senior Tourists.- Tourism Flows in Italy: The Role of Local Public Policies Toward Disability.- Accessibility of Cultural Sites for Disabled People: Some Preliminary Evidence from Sicily.- Part II: The Supply Side of Tourism for People with Disabilities: A Context-Based Perspective.- How to Improve Universal Accessibility of Smart Tourism Destinations: The Case of Amsterdam City.- Gender and Disabilities in the Tourism Industry.- Social Farms in Support of Local and Accessible Tourism.- Part III: The Supply Side of Tourism for People with Disabilities: A Tools-Related Perspective.- Tourism for All: From Customer to Destination after COVID-19.- Tourism for Disabled Travelers: Breaking Down Barriers Through Network Interactions.- Eco-Innovation as a Tool to Enhance the Competitiveness of “Tourism for All”: The Italian Project “Turismabile”.- Conclusions.

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Book SynopsisThis book explores the Complementary Management Model. Building on extensive theoretical considerations on management and leadership, it outlines the seven elements of the model: the management actors (1) jointly fulfil management tasks (2) serving two management functions (3) by performing management routines (4) and applying formal management instruments (5), which requires management resources (6) and management unit structures (7). The key mechanisms of Complementary Management include the primacy of employee self-leadership, compensatory interventions of the line manager in the absence of such self-steerage, and active roles for senior managers and HR advisors in the management/leadership process. The Complementary Leadership Model is practice-oriented and offers a coherent conceptual basis for corporate models (= principles and guidelines) of management and leadership. The book describes the process for developing and introducing such guidelines and backs this up with project recommendations. It is aimed at all those interested in theory, but especially HR professionals and managers who shape management and leadership in their organizations and are looking for compelling theoretical foundations for their work.Table of Contents1. Conceptualizing Models of Management and Leadership: Constructs, Differentiations and other Theoretical Considerations.- 2. The Complementary Management Model.- 3. The Role of Line Managers in Complementary Management.- 4. The Role of the Specialized HR Function.

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Book SynopsisThis two volume work examines the role of spiritual and religious traditions as a balancing force during times of crisis in organizational settings. Elucidating the varied ways in which spiritual/religious traditions provide new ways of coping in unprecedented times, the chapters provide an integrative review and critical analysis of recent research in the field. Bringing together an extraordinary compendium of religious/ spiritual traditions through a combination of Eastern and Western approaches, this comprehensive work provides a new perspective and highlights alternative mechanisms to deal with current socio-economic dilemmas and workplace crisis facing humanity. Weaving together various strands in a systematic manner, Volume 1 focuses on the faith traditions and practices including Hinduism Sikhism, Quakerism, Catholicism, Presbyterianism, Abraham religions, while Volume 2 focuses on spiritual traditions including Buddhism and Confucianism. Within the chapters of Volume 1, the authors offer critical explorations of a wide range of topics ranging from crisis management, community responses to Covid-19, environmental degradation and inclusive economic growth. Table of ContentsINTRODUCTIONCHAPTER 1: Introduction: Faith traditions in Unprecedented TimesSIKHISMCHAPTER 2: Sikhism and Covid-19: Ethics of community service and activismCHAPTER 3: Sikhism and Sustainability: New approaches to environmental ethicsCHRISTIANITYCHAPTER 4: ‘Work as a calling’ – Mitigating the decline in social capitalQUAKERISMCHAPTER 5: The potential and limitations of Quaker discernmentPRESBYTERIANISMCHAPTER 6: The Presbyterian virtue of thrift in traditional Scottish bankingABRAHAMIC RELIGIONSCHAPTER 7: Morally Responsible Behavior in Unprecedented Times: Relevance of Sacred Texts of Abrahamic Religions to Workplace BehaviorHINDUISMCHAPTER 8: LESSONS FROM ANCIENT INDIAN SCRIPTURES FOR BUSINESS AND SOCIETYBAHAICHAPTER 9: ERADICATING EXTREMES OF POVERTY AND WEALTH: A COLLECTIVE UNDERTAKING AND A DETERMINANT OF JUSTICE

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