Personnel and human resources Books

Book SynopsisThis volume answers calls for improving sustainability and sustainable development in organizations from a psychological point of view. It offers a range of perspectives on the current research in the psychology of sustainability and sustainable development to highlight effective ways of improving well-being and healthy sustainable development in organizations.Section 1 introduces the concept of the psychology of sustainability and sustainable development as well as macro topics of related issues in organizations. Section 2 focuses on themes traditionally recognized in organizational psychology literature, such as performance, negotiation, leadership, resistance to change, innovation, and digital transformation. Section 3 presents variables to enhance sustainability and sustainable development in organizations and considers levels of prevention. Topics include humor awareness as a primary prevention resource in organizations, intrapreneurial self-capital as an individual prevTable of ContentsForewordE. Kevin KellowaySECTION 1: Conceptual Frameworks and Themes1. The Psychology of Sustainability and Sustainable Development and Wellbeing in OrganizationsAnnamaria Di Fabio and Cary L. Cooper 2. Psychology of Sustainability and Sustainable Development in Organizations: Empirical Evidence from Environment to Safety to Innovation and Future ResearchMarc A. Rosen and Annamaria Di Fabio 3. Climate Change Denial: Causes, Consequences, and CureJona Leka and Adrian Furnham4. From Precarious Jobs to Sustainable LivelihoodsStuart C. Carr, Darrin Hodgetts, Veronica Hopner, Pita King, James H. Liu, Molefe Maleka, Ines Meyer, Minh Hieu Nguyen, Johan Potgieter, Mahima Saxena and Charles L. Tchagnéno 5. Decent Work and Decent Lives in Organizations for Healthy Lives Maureen E. Kenny and Annamaria Di Fabio SECTION 2: Psychology of Sustainability and Sustainable Development in the Context of Organizational Behavior 6. Human Capital Sustainability Leadership and Healthy Organizations: Its Contribution to Sustainable DevelopmentAnnamaria Di Fabio and José María Peiró7. Driving Sustainable Development Transformations with Emotional Leadership Thomas A. Norton, Neal M. Ashkanasy and Jo da Silva 8. Organizational Change towards Sustainability: From Ambition to Impact through Mindsets and Communities of PracticeOlga Tregaskis, James Graham, Marijana Baric, Viki Harvey, Duncan Maguire, George Michaelides, Rachel Nayani and David Watson9. The Psychology of Employee Owners: Why Launching New Employee Ownership Schemes Can Signal Organizational Resilience During Crises?Aneesh Banerjee, Joseph Lampel and Ajay Bhalla SECTION 3: Prevention in the Context of the Psychology of Sustainable Development in Organizations10. Towards a Sustainable and Supportive Email CultureJean-Francois Stich11. Humor Awareness as a Primary Prevention Resource in Organizations for Sustainable DevelopmentGeorgia Marunic, Chloe Lau, Willibald Ruch, Annamaria Di Fabio and Donald H. Saklofske12. Perfectionism as a Critical Disadvantage for Sustainable Development in Organizational ContextsDonald H. Saklofske, Annamaria Di Fabio, Andrea Svicher and Martin M. Smith13. Job Crafting for Sustainable Career DevelopmentAna Laguía, Juan A. Moriano and Gabriela Topa

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Book SynopsisI am happy to recommend this work. I believe in the principles presented in it and identify with its context. Due to the lack of knowledge on the subject in the market, it is a topic that must be made known. The book should be in the library of all project and change managers. Paul Dinsmore, PMI FellowEvery manager should integrate HCMBOK practices into their project management methodology in order to fully develop their work. This book addresses a simple and practical way that the critical component in organizational change management can be applied to projects of all kinds: the human factor. Bruno Machado, Director, Project Management Office, Grupo Anima EducaçãoWe live in a time of change, speed, and an avalanche of information. It is still very difficult for most companies to change their organizational culture efficiently. This book makes us reflect upon the crucial element in any change, and which most managers do not place iTable of ContentsDedicationContentsForeword by Dr. Ginger LevinForeword by Américo PintoPrefaceOur Acknowledgments to HCMBOK®’s CollaboratorsAbout the AuthorsIntroductionChapter 1: Everything Changes, Everything PassesChapter 2: HCMBOK®—Human Change Management Body of KnowledgeChapter 3: Project Initiation and PlanningChapter 4: AcquisitionChapter 5: ExecutionChapter 6: ImplementationChapter 7: ClosingChapter 8: Production (Post-Implementation)Chapter 9: Recurring Activities in All Project PhasesChapter 10: Plan and Manage CommunicationChapter 11: Create Team Spirit and Carry Out Reinforcement DynamicsChapter 12: Encourage Participatory ProcessesChapter 13: Manage the Environment—Conflicts, Motivation, Stress, and BehaviorsChapter 14: Encourage Creativity and InnovationChapter 15: Manage Stakeholder EngagementChapter 16: CMO—The Change Management OfficeChapter 17: Essential Competencies for Change LeadersAppendix I: The HCMBOK® Preliminary Approach to Agile Methodologies in Changes Involving Systems DevelopmentAppendix II: Organizational Culture Management and Change ManagementBibliographyIndex

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Book SynopsisThere is increasing academic interest in how Pierre Bourdieu's sociology can be applied to management and organization studies (MOS). In a context of increasing complexity faced by organizations and those who work in them due to globalization, neoliberalism, austerity, financial crisis, ecological issues, populism and developing technologies, there is untapped potential to use Bourdieu's theoretical inventions to arrive at greater understandings of how change, transition and crisis shape work, organizational life as well as relations between different organizational and sectorial fields.This book aims to take a specific focus on the relational nature of Bourdieu's work and its relevance for contemporary organizations. It provides empirically-grounded examples that showcase the explanatory strength of Bourdieus intellectual concepts, such as field, habitus, capital, hexis, hysteresis, symbolic power, symbolic violence, doxa, illusio as applied to the current challenges within Table of ContentsIntroduction: Taking Bourdieu further into studies of Organizations and Management Sarah Robinson, Jette Ernst, Ole Jacob Thomassen, and Kristian Larsen Part I Neoliberalism, fields and hysteresis 1. Caught between times: Explaining resistance to change through the tale of Don Quixote Henrik Koll & Jette Ernst 2. Recalling or Reactivating the Past? A Habitus-based Conceptualization of Temporality in Organizations Ole Jacob Thomassen and Ansgar Ødegård 3. ‘The human bottom line’: New institutionalism and Bourdieu’s field theory on the growing prominence of healthiness in Nordic work organizations Kristian Larsen and Ivan Harsløf Part II Transnational and national movements as sites for competition and symbolic domination 4. Converting capital? A Bourdieu perspective of wasta in careers in the insurance sector in Jordan and the implications for symbolic power Susan Sayce, Mohammad Ta’Amnha and Olga Tregaskis 5. Appropriating symbolic space: the Camp for Climate Action occupation of the Royal Bank of Scotland corporate campus Ron Kerr and Sarah Robinson 6. ‘Capital breeds capital’ – Bourdieu and the Cross-National Importation of Organizational Models Ruomei Yang, Charles Harvey, Frank Mueller and Mairi Maclean 7. Crafting Globalization – A Bourdieusian Historical Approach to Studying International Organizations and Global Governance in Education Christian Ydesen Part III The emergence and transformation of professional fields 8. Professional habitus and fields Erna Nairz-Wirth and Klaus Feldmann 9. Homologies between sets of healthcare professionals’ collaborative working practices in hospitals Anette Hindhede and Vibeke Andersen 10. Structuring the alternative weddings entrepreneurial field in France Paul Lasalle and Eleanor Shaw 11. "You will never be able to be as good as we are": Male midwives’ career boundaries, condition, and chronology Thomas M. Schneidhofer, Stephanie Kainrath and Katrin Preuner 12. In the midst of a storm: forging future paths for Bourdieu inspired Organizational and Management Studies Kristian Larsen, Jette Ernst, Ole Jacob Thomassen and Sarah Robinson

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Book SynopsisMost people can name dozens of knowledgeable people in their private and business lives, but highly value the very limited number deemed as wise. The fields of gerontology, psychology, and social science have attempted to study the phenomena of wisdom with little significant clarity or understanding of the construct within the expansive workforce development field. Wisdom, as an important aspect of a growing global knowledge economy, lacks the frameworks and theories needed for fostering workplace wisdom.This book brings a scholarly scrutiny to the study of wisdom, propelling the attribute to prominence within the broad field of workforce development and particularly within the growing context of a global knowledge economy. It investigates the characteristics of wisdom and offers theories, frameworks, techniques to foster wisdom in the workplace, recognizing it as a vital key to success for individuals and society.The ideal audience of this book includes senior learninTable of ContentsPART ONE: PERSONAL WISDOM CHAPTER ONE: Our personal journeyChapter Two: Knowledge, Experience, and AgeChapter Three: Learning and UnlearningChapter Four: Pathways of WisdomPART TWO: COLLECTIVE WISDOMChapter Five: A Mentoring RelationshipChapter Six: Workplace Resilience, Adaptability, and ConnectionChapter Seven: Moving to a Wise Workplace

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Book SynopsisThe Police Manager provides a roadmap for the challenges that police administrators face in their day-to-day duties, including considerations for dealing with subordinate officers and for interacting with the public. Covering a wide range of topics, from fiscal management to use-of-force policies, this text prepares readers for the tasks that police managers are confronted with. Readers benefit by gaining a thorough understanding of the complexities involved in an occupation that creates demands from the public, from public officials, and from other police officers. The book delivers information on these issues, with chapters dedicated to leadership styles and planning for leadership loss, as well civil liability considerations. New material in this edition covers specific challenges for small and underexamined police agencies such as university police departments. The Police Manager is an ideal textbook for college students hoping to work in police administration in the fuTable of ContentsPART I Introductory Concepts of Police Management 1. A History and Philosophy of Police Management 2. From Philosophy to Outcomes 3. Organizational Culture PART II Behavioral Aspects of Police Management 4. Leadership Behavior Styles 5. Creating a Breed of Super-Sergeants 6. Succession Planning 7. Organizational Environment 8. Transactional Analysis 9. Understanding Personnel Through Personality Inventories PART III Functional Aspects of Police Management 10. Management Planning 11. Problem Identification and Decision-Making 12. Management by Objectives 13. Fiscal Management PART IIII Modern Police Management: Major Issues 14. Use of Power 15. Use of Force 16. Communication During High Profile Crises 17. Civil Liability and Accreditation 18. Ethics for the 21st Century 19. The School Resource Officer Program: Establishing a Police Presence in Schools 20. Assessment Center Process 21. Managing Small Agencies and Agencies with Unique Jurisdictions

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Book SynopsisWe are facing a new and urgent challenge when collaborating across organizations, and with broader stakeholder groups: how to overcome polarization. It has never been harder to find a common vision, when opinions are often considered as facts. This book empowers changemakers and business leaders to understand how successful organizations in the 21st century require leaders to become fluent in collaborating outside of traditional business boundaries. Such collaboration often involves working with parties that hold very different values, opinions and priorities, and working with them requires new skills. Building on the book Five Superpowers for Co-Creators, Katrin Muff presents a number of real-world examples that demonstrate how organizations have successfully managed to address these challenges. Examples of such unlikely but successful cross-sector collaboration include a project addressing plastic waste in Switzerland, and two European city government projects that rTrade Review"At last, a book for change-makers, innovators, and leaders from business, civil society, and governmental organizations that takes on the greatest change challenge of our day: the polarization explosion. The brilliant Katrin Muff presents eye-opening stories and shows us exactly how to apply leading-edge research to co-creation." David L. Cooperrider, Distinguished Professor and Author of The Business of Building a Better World"In a world of permanent white water, the primary key to success is collaboration and co-creation; Katrin Muff provides us with a deep understanding of how to do what we most need to do."Robert E. Quinn, Author of Deep Change; Cofounder of the Center for Positive Organizations at the University of Michigan"This book outlines the mindset shift of leaders and organizations to innovate solutions for a sustainable and just world. The same mindset shift is much needed to overcome polarization. Katrin calls it the Positive Impact Mindset and her stories demonstrate how to use it. Highly recommended!" Otto Scharmer, Senior Lecturer, MIT; Author of Theory UTable of ContentsPart I: A New Level of Complexity 1. Polarization greatly expands conflict 2. A Practice Case – Polarization in Society 3. The challenge of finding agreement 4. Embracing a new level of complexity Part II: From Transaction to Transformation 5. Finding a shared purpose 6. A Practice Case – Trans-sectoral stakeholder collaboration 7. Dedicated to a higher cause 8. Co-creation resolving societal issues Part III: The Individual and the Organizational Challenge 9. The transformation from "me" to "we" 10. Unpacking the individual mindset transformation 11. The transformation from competition to co-creation 12. Unpacking the organizational mindset transformation Part IV: The Positive Impact Mindset 13. The foundation of shared purpose co-creation 14. The individual positive impact mindset 15. The organizational positive impact mindset 16. Working together for a better world

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Book SynopsisPresenting the issues of discrimination in employment in a multifaceted manner, this book examines the standards on anti-discrimination law for employment at international and EU levels and those deriving from national jurisdictions. Bringing together top scholars in the field of anti-discrimination employment law, this book explains the conceptual and theoretical foundations of the principle of non-discrimination in employment and assesses the most significant changes to law and ongoing challenges in the Netherlands, Poland, Germany, the UK, Australia, New Zealand, Canada, India, Switzerland and Israel. Identifying emerging trends in anti-discrimination employment law, this book offers a comparative, problem-solving approach and an in-depth analysis of new developments in both anti-discrimination statutory law and case law. Addressing employment law with a focus on anti-discrimination law and human rights law, this book will be essential reading for students, academics and practitiTable of ContentsForeword THE LORD PAREKH OF HULL1 International Legal Perspectives on Discrimination in Employment Law: An Overview JO CARBY-HALL, ZBIGNIEW GÓRAL AND ANETA TYCPART I: Employment Discrimination Law in the European Union and Its Member States 2 “It’s All Relative?”: Role of Comparison in Terms of Equality in Employment Under EU Law SZILVIA HALMOS3 Dutch Equal Treatment Law: A Sophisticated Field of Law SUSANNE BURRI4 The German Law on Discrimination in Employment MANFRED WEISS5 The “Other” Discriminatory Criteria: Unregulated in the Polish Labour Code but Clarified by Case Law ANETA TYCPART II: Facets of Employment Discrimination in Common Law Jurisdictions 6 Philosophical Beliefs as Protected Characteristics in British Discrimination Law: An Evolutionary Tract and Its Consequences JO CARBY-HALL7 Employment Discrimination in Australia: The Challenges of Pursuing a Substantive Equality Approach THERESE MACDERMOTT8 The Changing Face of Discrimination in Aotearoa/New Zealand GORDON ANDERSON AND DAWN DUNCANPART III: Facets of Employment Discrimination in Other Parts of the World 9 The Erasure of Sexual Harassment: Recourse for Sexual Harassment Under Labour Law Frameworks in QuébecRACHEL COX10 Legal Instruments Against Discrimination in Employment in Switzerland KURT PÄRLI11 Transformative Equality and Disability-Based Discrimination in Employment: A Case Study From IndiaNIMUSHAKAVI VASANTHI12 Gender Discrimination in IsraelRAPHAEL COHEN-ALMAGOR AND UKI MAROSHEK-KLARMAN13 Discrimination in Employment Law: Key Themes and Perspectives JO CARBY-HALL, ZBIGNIEW GÓRAL AND ANETA TYC

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Book SynopsisThis book shares vital career advice to help professionals navigate common internally disruptive career experiences such as harassment and bullying, imposter syndrome, membership in an underrepresented group, toxic workplaces, discrimination, and more. Dr. Helen Ofosu draws on twenty years of helping employers acquire talent and coaching professionals through difficult career choices to unpack these layered and complicated issues in an easy-to-follow way. Dealing with the dark side of management, the book outlines various issues that can occur in the workplace, or during a person's career journey, and offers practical advice on how to overcome these obstacles and setbacks. Using her considerable HR experience, Dr. Ofosu also offers coveted insights from the employer's point of view. For people who have already tried other options to resolve their complicated career issues, this book offers an essential guide that equips readers with a knowledge base to make informed decisionsTrade Review"Dr. Ofosu integrates knowledge from years of study, professional thriving and lived experience into her work. The relevance of her book cannot be timelier. She brings heart, brains, and guts to her book and makes me proud of my profession." Dr. Tatijana Busic, Ph.D., C.Psych, Clinical and Organizational Psychologist"This is the book we’ve been waiting for! Dr. Ofosu has a deeper understanding and wider breadth than most of her peers. She unfurls sensitive and complex issues, integrating them into a digestible and progressive manner to guide employers and employees." Esther Schvan, M.A., Career Development and Transition Coach"As a former executive, I see tremendous value in this book if/when employees hit rough patches at work. This will also be a great toolkit for leaders and HR professionals who aspire to be more modern and inclusive." Tina Walter, M.A., Diversity, Equity, and Inclusion Consultant"This is a valuable resource for employees working in organizations where problematic and traumatizing behaviours are rampant. Clinicians who help clients cope with these situations and their fallout will also appreciate this book."Kafui Sawyer, Registered Psychotherapist, Trauma Consultant, Founder and Executive Director of Joy Health and Research Centre."Dr. Ofosu explores important yet overlooked career issues and addresses ‘the elephant in the boardroom’ highlighting the challenges that racialized communities face in their careers. She provides thoughtful and practical information to help people avoid or bounce back from career-related adversity."Dr. Janet Mantler, Associate Professor, Organizational Psychology, Carleton University, USATable of ContentsIntroduction1. Psychometric Testing2. Underemployment or Being Overqualified3. The Impostor Syndrome4. Bullying, Harassment, and Discrimination5. Navigating Professional Boundaries6. Toxic Workplaces7. Identity Is Complex8. The Importance of Networking, Mentorship ... and Diligence9. Workplace Scapegoats and the Glass Cliff10. Avoiding and Coping with Burnout at Work11. When It’s Time to Change JobsConclusionReferences/Further ReadingAbout the Author

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Book SynopsisThe Employability Market Orientation (EMO) model, which is more extensive than traditional approaches in the field of personal marketing, along with a questionnaire for its measurement, makes the employee anti-fragile behaving as a micro-entrepreneur (workpreneur). It achieves high levels of employability and marketability and low job insecurity. This attitude has consequences for employers such as low employee loyalty and commitment. Thus, HR specialists will be able to develop adequate solutions and methods reducing the effects of retention. The EMO questionnaire contained in the book will allow them to diagnose such attitudes.This book guides readers through the world of the rules of the contemporary labor market with the end of life-long employment, encouraging to have a proactive attitude by both the employee and the employer. Its originality lies in the fact that it focuses on employees who can be adopted, not being victims of flexible human resource management. It is wTable of Contents1. INTRODUCTION 2. EMPLOYEE AND THE WAY OF PERFORMING THE PERSONNEL FUNCTION 3. FLEXIBLE HUMAN RESOURCE MANAGEMENT: CHOICE OR NECESSITY? 4. NEW EMPLOYER-EMPLOYEE RELATIONS: THE TRANSACTIONAL, INSTEAD OF RELATIONAL, PSYCHOLOGICAL CONTRACT 5. EXPECTATIONS TOWARDS THE EMPLOYEE: ADAPTATION, FLEXIBILITY AND MOBILITY 6. PROFESSIONAL DEVELOPMENT OF AN INDIVIDUAL AS AN AREA WHERE RELATIONSHIPS WITH THE EMPLOYER ARE FORMED 7. EMPLOYABILITY, MARKETABILITY AND EMPLOYABILITY COMPETENCES IN THE CHANGING LABOUR MARKET 8. EMPLOYABILITY MARKET ORIENTATION AS THE EMPLOYEE’S RESPONSE TO THE RULES OF THE CHANGING LABOUR MARKET 9. SELECTED DETERMINANTS OF EMPLOYABILITY MARKET ORIENTATION AND ITS RELATIONSHIP WITH THE CRITERIA OF ADAPTATION TO THE CHANGING LABOUR MARKET: RESEARCH REPORT 10. MANAGING EMPLOYEES WITH EMPLOYABILITY MARKET ORIENTATION: A CHALLENGE FOR HUMAN RESOURCE MANAGEMENT 11. WHAT ABOUT THE EMPLOYEE? A SLIGHTLY SUBJECTIVE CONCLUSION 12. GLOSSARY OF DIAGNOSED VARIABLES 13. STATISTICAL ANNEX

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Book SynopsisThis book explores the opportunities, challenges, and effective approaches to organizational change regarding diversity, equity, inclusion, and belonging.Featuring application-based case studies and practical guidelines for meaningful organizational change, this book problematizes some of the current DEI initiatives in today's organizations. It examines multiple forms of diversity (e.g., race, age, and mental health) from a variety of perspectives (e.g., leadership and employee), with case studies that demonstrate how changemaking efforts can be reimagined and implemented in better, more nuanced, and more sustainable ways to produce meaningful organizational change. Through these case studies, readers learn from organizations' successes and failures in their attempts to implement DEI practices. Each chapter concludes with explicit practical implications and/or actionable recommendations for organizational changemaking.This text will make an impactful addition to cTrade Review“This compelling collection of application-based case studies covers a rich range of contemporary DEI concepts and contexts. Contributors from wonderfully diverse academic and practitioner backgrounds share concise, concrete recommendations for anyone interested in cultivating DEI to effect meaningful organizational change.” Brenda J. Allen, Communication Professor Emerita and former Chief Diversity Officer“Communication and Organizational Changemaking for Diversity, Equity, and Inclusion is a remarkable must-read volume of essays that not only covers some of the most contested political and social issues today but also offers actionable recommendations. Well-established and emerging scholars handle controversial issues—ageism, disability, trans athletes, race and ethnicity, health care access, AI in hiring, and much more—deftly and with attention to how individuals and organizations can engage in structural change strategies. Presentational styles make topics accessible using concrete examples, case studies, media analyses, and autoethnographic vignettes. Communication and Organizational Changemaking for Diversity, Equity, and Inclusion is a go-to resource for DEI training and scholarship.”Patrice M. Buzzanell, Distinguished University Professor, University of South Florida, USA.“This excellent resource offers practical wisdom that demystifies diversity, equity, and inclusion principles and practices. Anchored in contemporary literature and authored by communication scholars, this well-written and accessible book offers a wealth of ideas and strategies that make DEI applications to organizational development and leadership clear, useful, and invaluable.”Steven A. Beebe, Regents’ and University Distinguished Professor, Texas State University, USA; Past President, National Communication Association.“This book provides a comprehensive and updated overview of diversity, equity, and inclusion as it relates to the communicative practices in organizations, with chapters that enhance the study, teaching, and implementation of DEI. In addition to the scholarly contributions, the real value of this book is the way in which chapter authors document the creation of positive, safe, and more equal workplace environments. This book will be useful to organizational management at all levels, organizational trainers, consultants, and students aspiring to these roles.”Joann Keyton, Distinguished Professor Emerita, North Carolina State University, USA; Principal, Joann Keyton Consulting, Inc“This compelling collection of application-based case studies covers a rich range of contemporary DEI concepts and contexts. Contributors from wonderfully diverse academic and practitioner backgrounds share concise, concrete recommendations for anyone interested in cultivating DEI to effect meaningful organizational change.” Brenda J. Allen, Communication Professor Emerita and former Chief Diversity Officer“Organizational Changemaking for Diversity, Equity, and Inclusion is a remarkable must-read volume of essays that not only covers some of the most contested political and social issues today but also offers actionable recommendations. Well-established and emerging scholars handle controversial issues—ageism, disability, trans athletes, race and ethnicity, health care access, AI in hiring, and much more—deftly and with attention to how individuals and organizations can engage in structural change strategies. Presentational styles make topics accessible using concrete examples, case studies, media analyses, and autoethnographic vignettes. Organizational Changemaking for Diversity, Equity, and Inclusion is a go-to resource for DEI training and scholarship.”Patrice M. Buzzzanell, Distinguished University Professor, University of South Florida, USA.“This excellent resource offers practical wisdom that demystifies diversity, equity, and inclusion principles and practices. Anchored in contemporary literature and authored by communication scholars, this well-written and accessible book offers a wealth of ideas and strategies that make DEI applications to organizational development and leadership clear, useful, and invaluable.”Steven A. Beebe, Regents’ and University Distinguished Professor, Texas State University, USA; Past President, National Communication Association.“This book provides a comprehensive and updated overview of diversity, equity, and inclusion as it relates to the communicative practices in organizations, with chapters that enhance the study, teaching, and implementation of DEI. In addition to the scholarly contributions, the real value of this book is the way in which chapter authors document the creation of positive, safe, and more equal workplace environments. This book will be useful to organizational management at all levels, organizational trainers, consultants, and students aspiring to these roles.”Joann Keyton, Distinguished Professor Emerita, North Carolina State University, USA; Principal, Joann Keyton Consulting, IncTable of Contents1. Introduction: Communication and Organizational Changemaking for Diversity, Equity, and Inclusion Part 1. Envisioning More Equitable Structures, Policies, and Practices 2. Finding the Right Fit: Strategies for DEI Sourcing in AI-Driven Recruitment 3. Age Discrimination in the Workplace: An Exploration of Age-Blind Hiring Practices. 4. Against Professionalism and “Good” Communication: Transforming Exclusionary Assumptions in Interviews and Beyond 5. Language-Discordance as a Barrier to Health Equity: Identifying Inclusive Practices in Health Organizations from Patients’ Perspectives 6. Taking Action to Increase Diversity and Inclusion in the Workplace: Integrity and Compliance-Based Training as a Foundation for Training in Organizations 7. Reimagining FacultyßàInstitutional Engagement with Equitable and Inclusive Practices to Foster Meaningful Organizational Changemaking in Higher Education 8. Beyond Performative Allyship: Moving from Intention to Action in Diversity, Equity, and Inclusion Initiatives Part 2. Challenging Dominant Discourses and Fostering Dialogue 9. “Work-Life Balance? That’s Just for Managers”: Time Policies and Practices in Blue-Collar and White-Collar Work 10. Challenging Institutional Whiteness: The Lived Experiences of Structural Tensions in Diversity Work 11. “#BeingBlackandMuslim”: Addressing Intersectional Invisibility in Muslim American Communities 12. Pedagogy and Mentorship as Organizational Changemaking: An Autoethnographic Vignette Approach 13. Compassion at the Margins: Increasing Compassion for Employees from Traditionally Marginalized Groups 14. Action-Oriented Dialogues for Systemic Change: A Trauma-Informed Approach 15. Facilitating Structures and Processes for Ethical Dialogue Across Difference: A Case Study of an Interorganizational Collaboration for Social Change 16. It’s the Hope That Kills You: Belonging and Organizational Change in Ted Lasso Part 3: Promoting Meaningful and Impactful Organizational Leadership 17. “It’s a safe space, right?”: The Complexities of Communicating LGBTQ+ Inclusion Via Artifacts 18. Meandering, Mistakes, and Movement: Stages of Organizational Culture Change for DEI 19. Collaborative and Inclusive Leadership: Co-Cultural Calls for Dominant Group Action 20. Black Women Religious Leaders Diversifying Mental Health Training 21. Equity-centered Leadership and Sustainable Change-making: An Organizational Imperative for Post-Pandemic Leadership and Advancement 22. Whitewashing the Walls: Leading Organizational Change from Cultures of Mistrust to Celebrating Sisterhood 23. Organizing for Transgender Inclusion: How Control and Resistance Theorizing Serve as Intervention Tools

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Book SynopsisHow to Pass Your CIPD Qualification is a concise practical, skills-based guide to getting the most out of your CIPD study programme. The step-by-step approach, and extensive knowledge of the author helps the reader plan their study and boost their chances of passing their assessments first time. The author draws on their wealth of experience working with CIPD students to help students decide on the best path for them, as well as how to get the most out of learning whether online or face-to-face.The book provides study tips on how to get started and walks the readers through the assessments at levels 3, 5 and 7. It includes chapters on referencing technique and academic writing, as well as a selection of tutor feedback to provide support in passing assignments. This is an essential guide for students undertaking CIPD assessments.*This book is not affiliated by or endorsed by the CIPDTable of ContentsContents PageChapter 1: Getting qualifiedChapter 2: Choosing where to study Chapter 3: Academic study skills Chapter 4: Studying at level 3 – CIPD Foundation Level CertificateChapter 5: Studying at level 5 – CIPD Associate level DiplomaChapter 6: Studying at level 7 – CIPD Advanced level DiplomaChapter 7: Continuing Professional Development Chapter 8: Referencing

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Book SynopsisGeneration Z (Gen Z) is the young generation born between the mid-1990s and 2010s. They are now entering the market and starting their first jobs. Therefore, managers must shape the company workplace environment to encourage young employees to work efficiently and connect their future with the company. Only then will both managers and employees share mutual satisfaction from collaboration and aim at the common target, which should be the prosperity of the company. This book presents research results and techniques for analysing the working expectations and needs of Gen Z. The analyses were made in various countries in Europe: The Czech Republic, Latvia, Poland, and Portugal.The book contains chapters that present the analysis results and technical chapters that outline modern methods of analysis of management data, including tutorial chapters on machine learning, which currently makes a strong appearance in research in various disciplines. This volume will be of interest to r

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Book SynopsisHow organisations listen, learn, and adapt to their environment drives success and long-term sustainability. This book focuses on internal stakeholders and how employers can use the voice of their people to improve decision-making, innovation, and performance. It is about why listening to employees matters and how to do it well.Leading the Listening Organisation reveals not just the practices and processes that underpin effective listening but also the leadership characteristics and mindsets necessary to create resilient organisations that feel fair to work in, where people want to speak up, and where new ideas can flourish. It is based on extensive international research with leaders across over 500 organisations before, during, and after the pandemic. The authors bring decades of international experience and expertise in communicating with employees across public, private, and third sector organisations. Rich in practical tools, processes, and working frameworks and Trade Review"In this new book, the authors rightly highlight how difficult, yet valuable, it is to genuinely listen to employees. As labour markets tighten, flexible working becomes the norm and Zoomers gain prominence in the workplace, organisations that invest in effective internal communication will gain a competitive advantage.”Steve Shepperson-Smith, President, Chartered Institute of Public Relations (CIPR) for 2023“When I was a child, my mum used to say ‘you have two ears and one mouth for a reason’; how right she was. Continual listening needs to be part of every organisation’s DNA. Only by listening can we prioritise where energy is needed to improve employees’ experiences, and, as a result, maximise our potential both as individuals and as an organisation.”Alison Ramsay, Director of Employee Experience, BAE Systems“Leading the Listening Organisation: Creating Organisations that Flourish connects the many disparate threads of successful change, communication and engagement and is a must-read for anyone responsible for the employees’ contribution. Having had the privilege of working with Howard Krais, Mike Pounsford and Kevin Ruck I was expecting this book to be well-referenced and anchored in academic theory. But what it does so well is connect the many foundation stones necessary to create organisations that flourish. It truly is the advent of the listening age and for anyone responsible for any aspect of communications this is a great time to be in the profession.”James Harkness, Partner, HarknessKennett“In an era of polarisation of societal opinion and values, effective listening is more important than ever in organisations. This book explains how organisations can listen and engage with their employees, building trust and navigating change. Howard, Kevin and Mike share a lifetime of organisational experience on how to create a fair and inclusive workplace where employees feel heard and valued in the ‘listening age’.”Adrian Cropley OAM, Founding Director, Centre for Strategic Communication Excellence“Active listening to employees is critical for organisations seeking to create a positive workplace culture and meet their goals. This means not only hearing employee feedback but also engaging with them to address their concerns. A listening culture can enhance employee engagement, trust, and collaboration. This insightful book offers practical strategies for anyone interested in enhancing their organisation's communication and performance.”Jennifer Sproul, Chief Executive, Institute of Internal Communication“As the noise around our working lives increases, this is a very timely investigation into how better listening and authentic conversations will deliver lasting engagement in our organisations.”Marc Wright, Founder, simply-communicate“With the changes that have taken place over recent decades, employees engage and commit where they recognise alignment in purpose between themselves and their organisation. Gone are the days of tell, replaced by an increased requirement to listen. This book is a great guide for leaders and HR professionals at all levels to understand what listening truly means”.Simon Smith, Chief People Officer, Aston Martin“This book is essential reading for those looking to unleash the power of listening to turbo-charge their organisations. Better listening forges deeper understanding, connection and empathy. In short, it proves those who listen harder learn – and achieve – more.”Katie Macaulay, Managing Director, AB; host of The Internal Comms Podcast“Who doesn’t like to be listened to?! Listening is perhaps one of the most under-valued skills in the workplace and yet, as this book demonstrates, one that makes a huge difference to wellbeing, engagement and performance. Drawing on lots of great research and evidence, this thorough and practical book provides essential reading for anyone who wants to help organisations, and the people within them, listen better.”Hilary Scarlett, International speaker, consultant and author on change management and neuroscience at Scarlett & Grey“Internal communication is a two-way process; practitioners need to hear what staff are thinking and explain it. This book looks at the sources and methods which are increasingly common practice offering the clear advice you would expect from highly experienced practitioners Krais and Pounsford. Ruck’s distillation of the most up to date academic research means this accessible read will be invaluable to students and professionals alike.”Liam FitzPatrick, Author and communications best practice advisor“This volume presents an intelligent analysis of a phenomenon that continues to be as critical as it is yet to be fully grasped: what happens when corporations have to listen – and listen meaningfully? The authors offer a most valuable perspective from the sphere of managerial practice which will contribute to a more systematic understanding of this complex area in an age when fundamental questions have to be both asked and heard.”Bogdan Costea, Professor of Management and Society, Lancaster University“Active listening is hard, but aided by examples from the authors’ own research this insightful book explores how leaders who do it effectively deepen connections and make for more meaningful and productive organisations. This book is an important addition to anyone’s shelf and helps address the post-pandemic expectations of communication having greater genuine dialogue.”Russell Grossman, Head of UK Government Internal Communication ProfessionTable of Contents1. The advent of the listening age 2. Why listening matters 3. The barriers to effective listening 4. How to listen 5. Digital listening 6. Employee resource groups and activism 7. The role of leadership 8. Developing an employee listening climate 9. Leadership listening: A new approach for an era of uncertainty

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Book SynopsisCreating value is the foundation of all business. It's what sets you apart from your competition, secures long-term customers, and brings distinct meaning to your brand and your stakeholders. Without creating value for your business, your unique offering will be seen as just another commodity in the eyes of your target market. Creating value is in every business leader's vocabulary and uppermost in their overall strategy. In fact, creating value is the purpose of a company according to the Business Roundtable and the World Economic Forum. That is another key reason why more people want to understand and utilise value creation for their benefit and the good of their stakeholders.Many companies and leaders seek to create value but do not know how to. As a result, they create and destroy value unconsciously. This book shows you how to create value consciously. To create long-term value, organizations need to put in place the mindset, capabilities, and relationships that enable tTrade Review"Gautam Mahajan has filled a gaping void in the literature on Creating Value. Not just a tour de horizon of where the field is today, it is a lovingly-crafted resource that can be used as a field book for academics, business professionals and consultants, as well as a spur to leaders whomever and wherever they are to espouse a value-centric approach. Gautam's key tenet - that the art of leading is actually the practice of creating value consciously is an important takeaway for me personally. His book is a non-disguised plea for more conscious business and more conscious leadership - in other words, a message for our times." Prof. Alon Rozen, Dean, CEO and Professor of Innovation, École des Ponts Business School (Paris, France)"Gautam Mahajan has displayed by this book why he is considered the leading thinker in the creating value thought process. He has written a comprehensive treatise on value creation, showing its width and depth, its usefulness to people and businesses. The work helps leaders and executives become great value creators and more successful."Professor Hermann Simon, Founder & Honorary Chairman of Simon-Kucher and Partners"Creating Value for Leaders" is an inspiring book and Mr. Mahajan shares all his experience in addressing holistically the complex world of Value Value Creation has been a hot topic for many years… yet there has been only terse discussion on how to create it. This book by Gautam Mahajan is an exception where he discussed not only the process of value creation in details and for which all stakeholders it should be created and how. This must-read book deep dives in to the nuances of creating value and infuses this thought in to every stakeholder’s mind not only for their business but also in their life. There is no doubt that this book will change the thinking of every relevant stakeholder in their idea of purpose in both business and life."Dr. V Kumar, Salvatore Zizza Professor of Marketing, Tobin College of Business, St. John’s University, NY"Value is one of the most relevant topics for all organizations. Gautam is one of the world's leading experts on the subject, approaching it in a clear and effective way, extremely connected with the demands of companies, professionals and institutions in their most diverse variations. Creating value, sharing value, delivering elements of value to customers and society are fundamental parts of the success of organizations and their respective managers. Gautam's books always bring a relevant perspective on the topic helping professionals in several countries.This new book "Creating Value for Leaders: Balancing the Interest of Customers, Employees, Investors and the Marketplace" brings an expanded view of previous books, within a broad market context and its nuances, like conflicts of interest, creating shared value to society, and how to avoid destroying value. Definitely, an essential reading for executives, professionals, and students. There is a space in my personal library for this new book. Enjoy the reading."Victor Venancio, Head of Digital Transformation LatAm at ihm Stefanini Group"Management. A must-read to understand how to build meaningful and long-lasting business relationships and success."Paolo De Angeli, CPP, Head of Customer Experience and Customer Value Management, Borealis AG"This is a "to-go book" for value creation. Mahajan took the concept of value creation from A to Z, from customer side to supplier side to employee side. In addition, the impact of technology in this process is examined. I strongly suggest this book to all practitioners, students and faculty members."Dr. Cihan Cobanoglu, CHTP McKibbon Endowed Chair Professor, and Dean, School of Hospitality and Tourism Management, Muma College of Business | University of South Florida"My career has been driven by the mantra, "value is defined by the receiver more than he giver" as our work seeks to create value for all stakeholders Gautam’s work captures and extends these ideas in comprehensive, innovative, and relevant ways. The value of this book will be high because users of the ideas will have impact."Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan, Partner, The RBL Group"In this book Gautam Mahajan demonstrates his passion for value and the creation of value in business and in society. He shows that value creation is a complex and multi-faceted process, where many stakeholders and their value-related behaviors are interconnected. For example, value created for employees will transform to value for the business and for its shareholders, and also have the potential to be valuable for society at large."Chrisian Grönroos, Professor, Hanken School of Economics"Anyone can argue that creating value is the key to success. In fact, there are various methodologies that claim to be able to create value. However, in order to take advantage of these methodologies, one must have the right mindset. You will learn the right mindset for value creation by reading this book."Youji Kohda, Professor and Executive Dean of Graduate School of Advanced Science and Technology, Director of Tokyo Satellite, Vice President of Japan Advanced Institute of Science and Technology"Pandemic made us realize the importance of well-being for us. The book gives us various hints to enhance the value and well-being of us and our society."Dr. Mari Iizuka, Director, Doshisha University Well-being Research Centre, Professor, Doshisha Business School "For those who are struggling to understand value creation in the marketplace from multiple perspectives, Gautam Mahajan has the answer. His book, integrating rare insights on how to balance CEO (Customer, Employee, and Owner/Investor) interests, is a must read for integrating the importance of ideas and strategies for value creation, with the culture and mindset changes need to engage customers, while enhancing resource fluidity from – and value appropriation for – owners and investors."Rajendra Srivastava. Novartis Professor of Marketing Strategy and Innovation, Executive Director: Centre for Business Innovation (CBI), Executive Fellows Program in Management (EFPM), Indian School of Business"Be prepared for a wild excursion that will change your approach to leading your teams, winning and building customer loyalty, engaging your staff and ecosystem, and increasing your own skills and passion. Gautam Mahajan has built on this considerable range of writings and consulting work this this opus devoted to defining, creating, and delivering Value in its many forms. You might nod knowingly at some of his stories but return to them later for deeper meaning; you will find new material to challenge your thinking and broaden your horizons."Bill Price, President, Driva Solutions. Former Global VP for Customer Service, AmazonTable of Contents Chapter 1: Value Chapter 2: Value Creation Education Chapter 3: Customer Value Chapter 4: Customer Value Starvation Chapter 5: Employee Value Chapter 6: Businesses and Institutions Chapter 7: Profits and Value Chapter 8: Value Destruction Chapter 9: Leaders, Executives and Value Creation Chapter 10: Transformation and Value Creation Chapter 11: Purpose and Value Creation Chapter 12: Sustainability and Value Creation Chapter 13: Disruption and Creating Value Chapter 14: Marketing and Value Creation Chapter 15: Value Creation and Technology Chapter 16: Value Creation in Manufacturing Chapter 17: Value and Values Chapter 18: Value Waiting to Happen and Innovation

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Book SynopsisOver recent years, many companies have developed an awareness of the importance of an active, rather than passive, approach to wellbeing at work. Whilst the value of this approach is widely accepted, turning theory into effective practice is still a challenge for many companies. The Routledge Companion to Wellbeing at Work is a comprehensive reference volume addressing every aspect of the topic. Split into five parts, it explores different models of wellbeing; personal qualities contributing to wellbeing; job insecurity and organizational wellbeing; workplace supports for wellbeing; and initiatives to enhance wellbeing. The international team of contributors provide a solid foundation to research and practice, including contemporary topics such as architecture, coaching, and fitness in the workplace.Edited by two of the worldâs leading scholars on the subject, this text is a valuable tool for researchers, students, and practitioners in HRM and organizational psyTrade Review"This volume is edited by two leading figures in research on occupational health and well-being and contains contributions from major scholars in this field. The coverage of topics is comprehensive and well organized. The volume will be a major asset to researchers and practitioners in psychology and management." –Michael O’Driscoll, Emeritus Professor of Psychology, University of Waikato, New Zealand"Cooper and Leiter lead outstanding teams of international scholars on the cutting edge of wellbeing at work. This five section volume delivers powerful content addressing the positive sides of the individual, the workplace, and the mechanisms for enhancing wellbeing." –James Campbell Quick, Endowed Chair, Goolsby Leadership Academy, The University of Texas at Arlington, USA"Cooper and Leiter’s Companion provides a timely insight into the broad spectrum of research on physical and mental wellbeing at work. This is a unique and much-needed publication for scholars, students, and practitioners interested in ensuring employee health and fulfilment." –Krystal Wilkinson, Senior Lecturer, Business School, Manchester Metropolitan University, UK"Work can cause, contribute to, or trigger disease, and very often does so (pathogenesis). But it can also be a powerful promotor of health and wellbeing (salutogenesis). Much of the outcome depends on our working and living conditions. Two eminent scientists in this field, Cary L. Cooper and Michael Leiter, focus on both of these two aspects in this new, highly knowledgeable and extremely relevant volume." –Lennart Levi, Emeritus Professor of Psychosocial Medicine, Karolinska Institutet, Sweden"This Companion provides an informative and up-to-date collection of articles by highly regarded scholars and practitioners regarding the nature, causes, and consequences of workplace wellbeing (and ill-being). Importantly, a range of practical interventions at the employee and organizational level are provided, making it a valuable resource for students, practitioners, and scholars." –Ashlea Troth, Associate Professor, Griffith Business School, Griffith University, AustraliaTable of Contents1. The state of the art of workplace wellbeing Part I Models of wellbeing 2. The resilient person and organization 3. Differentiating challenge, hindrance, and threat in the stress process 4. Psychological connections with work 5. Determinants of mental health in the workplace 6. Toward evidence-based practice in organizational wellbeing: methods and measures Part II Personal qualities contributing to wellbeing 7. Character, personality, and psychological wellbeing 8. Work characteristics, work-specific wellbeing, and employee sleep Part III Job insecurity and organizational wellbeing 9. Economic stressors and wellbeing at work: multilevel considerations 10. Long working hours and presenteeism in Asia: a cultural psychological analysis 11. Workplace incivility: a critical review and agenda for research and practice Part IV Workplace supports for wellbeing 12. Wellbeing and design at the office 13. Workplace empowerment and employee health and wellbeing 14. Coworking communities as enablers of thriving at work 15. The long-hours culture: implications for health and wellbeing 16. Rethinking work-life balance and wellbeing: the perspectives of fathers Part V Initiatives to enhance wellbeing 17. Wellbeing coaching 18. Work and wellbeing: creating a psychologically healthy workplace 19. Job resources as contributors to wellbeing 20. Stress management techniques in the workplace 21. Physical activity and workplace wellbeing 22. Essential elements of programs to improve workplace wellbeing 23. Improving employee wellbeing through leadership development 24. Participatory approach towards a healthy workplace in Japan 25. Workplace conflict resolution interventions

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Book SynopsisThe Routledge Companion to the Professions and Professionalism is a state-of-the-art reference work which maps out the current developments and debates around the sociology of the professions, and how they relate to management and organizations.Supported by an international contributor team specializing in the disciplines of organizational studies and sociology, the collection provides extensive coverage of this field of research. It brings together the core concepts and issues, and has chapters on all the key aspects of professions in both the public and private sectors, including issues of governance and regulation. The volume closes with a set of international case studies which provide valuable practical insights into the subject.This Companion will be an indispensable reference source for students, scholars and educators within the social sciences, especially within management, organizational studies and sociology. It will also be highly relTrade Review'The Routledge Companion to the Professions and Professionalism offers an innovative and much-needed bridge between the sociology of professions and management studies on professional firms. This impressive collection of thoughtful and well-crafted chapters will be an invaluable resource for anyone interested in professional work, occupations and organizations.' - Roy Suddaby, Professor and Winspear Chair, Peter B. Gustavson School of Business, University of Victoria, Canada and Professor of Strategic Management, Newcastle University Business School, Newcastle University, UK'The study of professional work is one of the most exciting areas in the social sciences. This compendium provides an expert overview of established and emerging issues within this discipline. As such, it is a key reference for anyone with an interest in this area, whether they are established scholars or people who are approaching this exciting field for the first time.' - Professor Daniel Muzio, Professor of Professions and Organizations, Newcastle University, UK and co-founding editor of the 'Journal of Professions and Organization''Students of the professions who want to see the future of their field will do well to study the Routledge Companion to the Professions and Professionalism. Recognizing the way professional work is being transformed in our post-modern world, Professor Dent and his colleagues bring together first-rate theoretical and empirical work to examine the causes and consequences of this change. Drawing on the best scholarship from the fields of sociology and organizational and management studies, the articles assembled here extend and deepen our knowledge of the professions. This collection is destined to become an important landmark in its field.' - Raymond De Vries, Co-Director, Center for Bioethics and Social Science in Medicine, University of Michigan, USA and visiting professor, CAPHRI School for Public Health and Primary Care, Maastricht University, the NetherlandsTable of ContentsPart I: Theories and Contemporary Context of Professions and Professionalism Introduction (Mike Dent) 1. Sociological and Organisational Theories of Professions and Professionalism (Stephen Ackroyd) 2. Governance and Professions (Ellen Kuhlmann, Tuba Agartan and Mia von Knorring) 3. Professions, Service Users and Citizenship: Deliberation, Choice and Responsibility (Evelien Tonkens) 4. Gender, Diversity and Intersectionality in Professions and Potential Professions: Analytical, Historical and Contemporary Perspectives (Jeff Hearn, Ingrid Biese, Marta Choroszewicz, and Liisa Husu) 5. Professions and Power: A Review of Theories of Professions and Power (Mike Saks) Part II: Governing the Professions and Professionalism Introduction (Ellen Kuhlmann) 6. Governing through Professional Experts (Viola Burau) 7. Professions and Financial Incentives (Ruth McDonald and Crawford Spence) 8. Professionalism and Entrepreneurialism (Seppo Poutanen and Anne Kovalainen) 9. Professionalism, Trust and Cooperation (Patrick Brown and Michael Calnan) 10. Professionalism and Knowledge (Teresa Carvalho and Rui Santiago) Part III: Professions, Management and Leadership Introduction (Jean-Louis Denis) 11. Restructuring Professional organizations (C.R. (Bob) Hinings) 12. Hybrid Managers and Professional Leadership (Ian Kirkpatrick) 13. The Professionalization of Management (Kevin T. Leicht) 14. Leadership and ‘Leaderism’: The Discourse of Professional Leadership and the Practice of Management Control in Public Services (Michael I Reed) 15. Professional Agency, Leadership and Organizational Change (Jean-Louis Denis, Nicolette van Gestel and Annick Lepage) Part IV: Global Professionalism and the Emerging Economies Introduction (Ivy Bourgeault) 16. Accountancy, Finance and Banking: The Global Reach of the Professions (Colin Haslam) 17. Professions and Professionalism in Emerging Economies: The Case of South Africa (Debby Bonnin and Shaun Ruggunan) 18. India (International) Inc.: Global Work and the (Re-) Organization of Professionalism in Emerging Economies (Sweethaa Ballakrishnen) 19. Professions and Professionalization in Russia (Elena Iarskaia-Smirnova & Roman Abramov) 20. Professions and the Migration of Expert Labour: Towards an intersectional analysis of transnational mobility patterns and integration pathways of health professionals (Ivy Lynn Bourgeault, Sirpa Wrede, Cecilia Benoit and Elena Neiterman) Part V: Sectoral Analysis: Case Studies Introduction (Mike Dent ) 21. The Professoriate and Professionalism in the Academy (Linda Muzzin and Maria Athina (Tina) Martimianakis) 22. Contemporary Education Policy and Teacher Professionalism (Sølvi Mausethagen and Jens-Christian Smeby) 23. Interprofessional Working for the Health Professions: From Fried Eggs to Omelettes? (Susan Nancarrow and Alan Borthwick) 24. Professional Identity and Social Work (Stephen A. Webb) 25. Journalism and its Professional Challenges (Christiane Schnell)

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The progress of several businesses was severely challenged through the advent of the COVID-19 pandemic, with several businesses collapsing globally. Apart from the pandemic, the business posture and dynamics of yesteryear has significantly changed, as the way business is conducted today, especially in this era of Industry 4.0 and the proliferation of technology-assisted processes, have created a new environment for doing business. Comparatively, yesterday's businesses seemed to have been in the dark, keeping itself within limited geographical locations, contacts, and markets. However, business today, with the technological boom, has created a global village with the advent of the World Wide Web and social media which is redefining the way business is conducted especially in product and service development, marketing and publicity, customer attraction and retention, scouting and recruitment, and so on. This book responds to contemporary calls for new ways of managing businesse

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Book SynopsisThis book presents a comprehensive account of the intricacies related to compensation and reward management in Indian organizationsa vital strategic feature of HR management. It presents a blend of theoretical concepts, definitions, approaches, methods and techniques related to compensation practices being followed/likely to be followed in organizations. Starting with a conceptual framework, it discusses wage determination and wage fixation practices in India, salary reviews and reward management policies, and processes and procedures, in addition to international remuneration with special reference to expatriates and the remuneration of third country nationals. In addition to examining the designing and monitoring of salary grade structures including salary progression curves, it spells out divergent systems and institutions for wage determination/wage fixation practices in Indian organizations.Rich in pedagogical features, including learning objectives, discussion questions

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Book SynopsisBusiness ethics is the set of practices and policies that companies use to guide them through decisions about finances, negotiations and deals, corporate social responsibility, and more. Without a strong set of ethics, a business can run afoul of the law and encounter financial pitfalls and moral dilemmas. The objective of this book is a practical, fair, balanced, and objective treatment of the role of ethics in the business performance of companies in competitive markets that demonstrates how ethics affects business culture, strategy, decision-making, and value creation, which then determine competitiveness and business viability. The universality of corruption and the prevalence of unethical conduct is the background from which the narrative describes how ethical issues enter all functional areas. The ethicsâ effects on the complexity of decisions and challenges are examined and the questions of why bother with ethical business and whether businesses invite governmen

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Book SynopsisThis important book is for anyone who wants to make the most of work-based learning: employees, employers, educationalists, policy makers and researchers. It sheds light on ways of giving full-time employees the chance to take up learning opportunities which are of the same level and rigour as those on offer to the full time student. It approaches the subject from the perspective of the learner, drawing on case studies to provide detailed insight. It suggests that universities already have in place much of the machinery needed to support learners who are in work: they just don't make enough use of it. Look closely and you will find a substantial legacy of this kind of activity by universities. This is a book about seizing opportunities. In one volume, Understanding Work-Based Learning makes a valuable contribution to current employer engagement and learner demand debates, and provides first hand learner experiences to guide existing and potential work based learners, employers, educati

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Book SynopsisThe first edition of Gerald Bradley's Benefit Realisation Management quickly established itself as the definitive, practical guide to using measures to track performance throughout the life of a project or programme; enabling organisations to eliminate wasted investment, realise more benefits and realise them earlier. The second edition takes you step-by-step through the benefits realisation process, explaining along the way, how to: * define your projects and programmes by mapping the benefits * produce a convincing and accurate business case * communicate the benefits and get all your stakeholders on board * agree the measures you will use to encourage the desired behaviours, to monitor progress and to assess the ultimate success of the project or programme * use the benefits realisation approach to understand and address the human aspects of the project, including resistance to change, training needs and new ways of working * integrate this approach into your organisation's culture

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Book SynopsisThe HR function is having to adjust itself to the implications of the globalisation of business activity. This has meant adjusting its philosophy, policies and practices to fit new organisational imperatives, as well as creating its own refashioned service delivery model. Peter Reilly and Tony Williams''s Global HR explores the key issues of building an international brand, culture and talent pool, whilst contributing to business and functional transformation, drawing on examples from multinationals in telecoms, fast-moving consumer goods, manufacturing, software, services and commodities. In doing so, they offer insights into managing people and businesses that no organization can ignore.

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Book SynopsisThe new edition of this influential and bestselling book is concerned with how people come together to achieve a productive purpose. Survival and success in business and social terms have always depended upon our ability to form and sustain social organisations. People have a deep need to be creative and to belong. By creating positive organisations we can fulfil these needs and build a worthwhile society. One of the failures of organisations is precisely the lack of efficient and effective social organisation, which is what this whole book is about. Poor social organisation, including poor leadership, are major drivers of poor productivity and lead people to give up or retreat into a minimalist approach of just doing what is needed to get by and survive.The authors provide a language for developing, discussing, thinking and working with propositions about organisations and management. They do not tell you what decision to make but rather present tools to help you consider, aTrade ReviewReviews of the previous edition:'Like most leaders, I have initiated many changes in organizations - some were successful and others were disasters! While the changes may have been ultimately achieved, it was more trial and error, with loss of time, human capital and leadership trust. This book revolutionized my approach to leadership and cultural change. It is a "how-to", providing the requisite roadmap with many practical tools for the leadership tool belt to help transform efficiently any organization. Having worked across several mining and metals industries and in countries from the United States, to Wales and Russia, these tools transcend all cultures providing common, practical people-based concepts that will stay with you for a lifetime. This material is not "rocket science" - it is a refreshing reinforcement of the common sense behaviors all leaders must have to be successful, but may have lost in their search for the "quick fixes" or "silver bullets.' Wayne R. Hale, Senior Vice President, Upstream SUAL-Holding, Moscow, Russia'I have been eagerly awaiting "Systems Leadership (McDonald. Et. Al)". The theoretical understandings and tools developed by the authors have long been central to my work. "Systems Leadership" however exceeds my expectations. It greatly extends my understanding.While I will use system leaderships as a seminal text as a school leader, I realise anyone fair dinkum about leadership or organisational effectiveness, no matter the size or context of their organisation, will also benefit. I needed this book. I will use it, because I know the material works.' Don Anderson, Tagai State College, Australia'This work is based on a multitude of practical experiences where the sustainable benefits from implementing the methodology have been very significant . … Experienced Leaders will recognise much of this material as a good fit with their intuitive understanding of how they have achieved success in the past . The value of this work is the ability to standardise this insight and to develop a new generation of leaders with confidence in a positive outcome both for them and the organisation.' Oscar Groeneveld, Chief Executive , Rio Tinto Aluminium 'This book is a must read for those who want to attain sustainable competitive advantage as the world moves away from industrial relations systems to human relations models. It helps build the prerequisites for an organisation to link its human systems to the business model (and vice versa). CEO’s, executives, boards, policy advisors and academics should read it if sustainable productivity improvement is on their agenda. After all, multi factor productivity is ultimately driven by labour productivity. Social process deserves the same degree of rigour that we traditionally apply to science, engineering etc. if we are to achieve the most challenging and rewarding work through proper and ethical concepts of leadership.' David Murray, retired CEO of Commonwealth Bank and Chairman, Future Fund'Systems Leadership is some of the most important work ever written with respect to understanding and improving organisations and their culture, irrespective of size or type. For those of us in the business of running companies, advising to executive teams or boards, Macdonald provides the ability to predict with absolute certainty the effect of management initiatives, well meaning or otherwise, on the organisations culture and employee relations. It provides a framework for the design of your organisation and people systems. Virgin Blue Airlines, voted Worlds Best low cost airline in 2004 and 2005, continue to use Systems Leadership theories to guide the rapid growth of our business and maintain our unique guest service experience. I cannot recommend the practical importance of this work more highly to those serious about sustaining an effective executive career.' Bruce Highfield, General Manager People and founding executive team member, Virgin Blue Airlines Ltd'Systems Leadership provides a unique perspective on the social building blocks that need to be put in place for businesses to be positioned to deliver success. It doesn’t promise miracles, it provides a framework for leaders to create an environment in which people are encouraged to fully utilise their capabilities to deliver a successful organization. MacDonald et al have refreshingly acknowledged there are no shortcuts or silver bullets to delivering performance. Leaders must understand the world in which they exist and provide appropriate context for the teams they lead....don’t read this book if you don’t have the courage and perseverance to lead change. Our business is people and we will ultimately be measured as leaders by the results people deliver.' Mark Cutifani, Executive Vice President and Chief Operating Officer - CVRD-IncoTable of ContentsPreface to 2nd Edition Acknowledgements Part 1: Systems Leadership: Why the Title? Introduction to Part 1 Chapter 1 What Use is Theory? Chapter 2: What is Work? Chapter 3: Social, Technical, Commercial Domains of Work Chapter 4: Social Process and Authority Chapter 5: Types of Social Organisation Part 2: THE SIX PRINCIPLES OF BEHAVIOUR: CORE CONCEPTS OF SYSTEMS LEADERSHIPIntroduction to Part 2 Chapter 6: The Six Principles of Behaviour Part 3: UNDERSTANDING ORGANISATIONSIntroduction to Part 3 Chapter 7: Meritocracy Chapter 8: Human CapabilityChapter 9: Levels of Work Complexity Chapter 10 Organisational Structure and AuthorityChapter 11 Associations, Boards and Employment HierarchiesPart 4 The Work of Leadership Introduction to Part 4 Chapter 12 The Work of Leadership: Creating a CultureChapter 13 Leadership, Policy and SystemsChapter 14 Task Formulation and AssignmentChapter 15 Teams and TeamworkPart 5 MAKING CHANGE HAPPENIntroduction to Part 5 Chapter 16 The Process of Successful Change: How is it Achieved?Chapter 17 How to Design Systems Chapter 18 Systems and Symbols Audit – Organisational Health Check Chapter 19 Creating High Performance TeamsChapter 20 So What? What difference has this Made? County Court of Victoria Torex Gold EQ Mental Health Leadership in CombatChapter 21: Discipline or Dogma Chapter 22 Who is There to Guard the Guards? Essentials of a Positive Organisation Chapter 23 SLT and Other ApproachesCONCLUSION Glossary Bibliography Index

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Book SynopsisThere has been a growing interest among scholars in the fields of organizational behaviour and industrial psychology in what can be termed the dark side of the organizations. A main concept in this regard this is both important and relevant counterproductive work behaviours (CWBs), which can be defined as deliberate actions that harm the organization or its members.These behaviours include a variety of acts that can be directed toward organizations (CWB-O) or toward other people (CWB-P). Destroying organizational property, purposely doing work incorrectly, and taking unauthorized work breaks are examples of CWB-O, whereas hitting a co-worker, insulting others, and shouting at someone are forms of CWB-P. Despite the growing interest in CWBs as a research issue, not enough is known about the determinants of CWBs. The goal of Counterproductive Work Behaviors therefore is to cover this stimulating, important, and innovative issue of dark triad personalTable of Contents1. Introduction: The Dark Side of the Workplace 2. The Dark Triad Personalities: Main Characteristics3. The Origins of the Dark Triad4. The Corporate Psychopath5. Dark Triad Personalities and Counterproductive Work Behavior6. The Predators' Environment: Work-setting and Personal Factors7. Can They be Spotted? Tools for Detecting Dark Triad Personalities8. Dark Triad Personalities and Leadership9. The Victims of the Dark Triad10. Cultural Aspects of the Dark Triad11. Conceptual and Practical Implications

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What is there in developmental relationships beyond setting and striving to achieve goals? The presence of goals in coaching and mentoring programs has gone largely unquestioned, yet evidence is growing that the standard prescription of SMART, challenging goals is not always appropriate - and even potentially dangerous - in the context of a complex and rapidly changing world. Beyond Goals advances standard goal-setting theory by bringing together cutting-edge perspectives from leaders in coaching and mentoring. From psychology to neuroscience, from chaos theory to social network theory, the contributors offer diverse and compelling insights into both the advantages and limitations of goal pursuit. The result is a more nuanced understanding of goals, with the possibility for practitioners to bring greater impact and sophistication to their client engagements. The implications of this reassessment are substantial for all those practicing as coaches and mentors, or managing coaching or

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Book SynopsisAn efficient and cost-effective HR function is essential to the successful running of any organization. And yet for many businesses it is impossible or costly to have HR staff in every office. This is particularly true for companies who have many branches, such as banks and building societies. So what are they to do? Increasingly they are turning to shared services by creating a unit within the organization that typically undertakes personnel administration and basic operational support. This may be delivered to managers and employees through some combination of call centre, personal contact or intranet. Creating a shared services centre enables the HR function to redefine its relationship with its stakeholders. It can become more of a strategic player and make a more business-focused contribution. This book explains what shared services are and what they look like for the HR function. It describes why organizations opt for shared services and what activities are included. It sets oTrade Review'This is a useful book because it provides new perspectives on the organizational experiences of shared services.' People Management Website 'This book covers a lot of ground in 152 pages, giving the reader a thorough overview without getting bogged down in detail. And as such it is a valuable source of information for anyone challenged with investigating the viability of a share service approach...a worthwhile investment.' Personnel TodayTable of ContentsContents: What are HR shared services?; Why introduce HR shared services?; The big design decisions; How to introduce shared services: the process steps to take; The process of outsourcing; Implementation; Monitoring performance and evaluation; Case study: The Royal Bank of Scotland Group; Pitfalls and solutions; References; Index.

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Book SynopsisThis book, first published in 1992, sets out the belief that the placement element of courses should be designed from the start as a genuine educational experience. The learner most not merely live through experiences which are supposed to lead to personal and professional development, but must reflect on experiences in a way which is planned toTable of ContentsAcknowledgements; 1. Introduction 2. The Educational Purpose of Placements 3. The Ambiguous Role of the Student 4. The Visiting Tutor: Skills and Attitudes 5. The Workplace Supervisor as Educator 6. Assessment: Human Problems of Assessing 7. The Process of Placement Management and Assessment 8. Managing Work Experience; References; Appendices; Index

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Book SynopsisScience, Pseudo-science, Non-sense, and Critical Thinking shines an unforgiving light on popular and lucrative miraculous' practices that promise to offer answers during times of trouble. Throughout the book, the authors unfold the fallacies underlying these practices, as well as consumers' need and desire to believe in them. Adopting a scientific approach, the book critically evaluates research into cold-reading practices, such as those that claim to be able to communicate with the afterlife or posess supernatural powers, before considering a range of pseudo-sciences including graphology and polygraph interrogation, exposing the pretensions of these practices in a clear and logical fashion. The book seeks to encourage critical thinking throughout, asking whether there is any scientific evidence to support these practitioners' abilities to supply us with reliable answers, and discussing the various factors that comprise the psychological mechanism of beliTrade Review"In our post-modern era in which the distinction between truth and fiction is increasingly blurred and practices offering quick solutions are more popular than ever, Science, Pseudo-science, Non-sense, and Critical Thinking is a must read. In accessible and often humorous language, Barr and Ben-Shakhar debunk practices based on mysticism and pseudoscience, offer illuminating insights into our beliefs, and demonstrate the promise of critical thinking. Reading this book was sheer pleasure. I will recommend it to all my students because critical thinking is important not just for science, it is important for our everyday life." - Ram Frost, Professor of Psychology, The Hebrew University of Jerusalem, IsraelTable of ContentsPrefaceAcknowledgmentsIntroductionChapter OneYou Have Great Unfulfilled Potential: Cold (Psychic) ReadingWhat is Cold Reading?Tarot CardsCold Reading and Psychological ScienceHow does it Work?Why does it Work?How Much Does it Cost?BibliographyChapter Two"They Love you and you know that": AstrologyAn Overview of AstrologyAstrology and ScienceBibliographyChapter ThreeShow me your handwriting and I’ll tell you who you are: GraphologyScience and Pseudo-ScienceHistory of GraphologyThe Use of GraphologyIs Handwriting Truly a Mirror of our Personality?The Validity of GraphologyBibliographyChapter FourPinocchio’s Nose: The Truth behind the Lie-DetectorOops, an Innocent Man has been condemned to Life ImprisonmentLying, Honesty and the Desire to Tell them ApartThe Truth will out: A Brief History of the PolygraphThe Relevant/Irrelevant Question Test (R/I)The Control (Comparison) Question Test (CQT)The Direct Lie Test (DLT)The Concealed Information Test (CIT)The CQT versus the CIT – where is the Scientific Basis?Accuracy of the CQT versus the CITThe Use of the Polygraph in Screening and Classification ProcessesThe Use of the Integrity Test as an Alternative to the CQTBibliographyChapter Five"Since Man Cannot Live without Miracles, he will Provide Himself with Miracles of his Own Making": The belief in Practices based on Cold Reading, Mysticism, and Pseudo-ScienceThe Need to BelieveAbuse of the need to believePopular BeliefsBias in Human JudgmentThe Clients’ BeliefThe Burden of Doubt and IncertitudeThe Need to Remove Personal ResponsibilityThe Influence of the Barnum EffectBias for Positive Evidence Social and Cultural Influences (Conformity)Shifting the Burden of ProofThe Practitioners’ BeliefThe Confirmation BiasIllusory Validity BibliographyA Final Word

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Lean Human Resources addresses a critical issue facing organisations undertaking lean transformation or attempting to create a lean culture of continuous improvement. People are the single biggest factor necessary to ensure success, but it is common for the role of the HR department to be overlooked. Cheryl M. Jekiel, who has been implementing Lean initiatives out of HR offices for more than 20 years, defines the people-related approaches and practices required for success. She explains how the HR function must work hand-in-hand with senior leaders to alter the cultural dynamic that keeps employees from leveraging their peak abilities, analysing why so many companies allow this sort of waste to exist and how traditional HR departments have not been especially effective in combating waste. The book provides continuous improvement professionals, executives and business owners with the means to maximize employee potential by showing them how to increase the improvement po

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Book SynopsisMacro Talent Management in Emerging and Emergent Markets is the first book to focus specificially on country-level activities that are aimed at attracting, developing, mobilizing, and retaining top talent for economic success in emerging or emergent markets. The book serves as a guide that orients the reader toward activities that increase their country's global competitiveness, attractiveness, and economic development through strategic talent management.This book brings together leading experts from around the world to address such issues as cross-border flows of talent, diaspora mobility, knowledge flows, global labour markets, and policies. The book is structured in three parts: Part I covers emerging markets, Part II emergent markets, and Part III pan-national themes such as migration and clusters. Bringing together research from the fields of human resource management, international business, economic geography, comparative international deTrade Review "An important and uniquely evidence-based guide to talent management in emerging markets, the unmatched credentials of the Editors and the impressive array of country experts make for an insightful, practical and intriguing set of perspectives on the vital talent management developments in these important countries."John W. Boudreau, Professor of Management and Organization, Marshall School of Business, University of Southern California, USA"As countries become ever more interdependent and as MNEs attempt to manage talent around the world, decision makers need synthesized, country-level information about government policies, institutions, and the processes that firms use to manage talent. This book is a great place to start."Wayne F. Cascio, Distinguished Professor, University of Colorado, USA, and Robert H. Reynolds Chair in Global Leadership, University of Colorado Denver, USA"The debate on talent management continues apace. Its exposition at the macro level serves as a powerful contextualization mechanism and underscores the importance of a ‘levels of analysis’ approach. Doing so in the specific case of emerging and emergent markets lays bare the capacities and the constraints that are operating in these dynamic territories as they pursue vigorous developmental trajectories against the backdrop of diverse endowments. "Michael J. Morley, Professor of Management, Kemmy Business School, University of Limerick, IrelandTable of ContentsIntroduction: Macro talent management in emerging and emergent markets: Foundations for a developing fieldPart I: Macro talent management in emerging markets1. Macro talent management in Russia: Addressing entangled challenges in managing talent on the country level 2. Macro talent management in Poland: The role of talent and the challenges ahead3. Macro talent management in China: Institutional, cultural ,and technological influences and employer strategy4. Macro talent management in India: A contextual analysis of the challenges, opportunities and emerging patterns5. Macro talent management in Argentina: Application of macro perspective in volatile environmentsPart II: Macro talent management in emergent markets6. Macro talent management in Singapore: An analysis based on local media7. Macro talent management in the United Arab Emirates: Developing more informative government perspectivesPart III: Pan-national developments8. Migration: Managing macro talent management at the country and city level9. Clusters and talent management: Optimizing the potential of skilled mobility within spatial agglomerations

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Book SynopsisThis book treats ''the accident'' as a multifaceted phenomenon, resulting from complex interactions between physical, biological, psychological, cultural and social factors. Addressing safety with holistic vision, it combines two complementary approaches: the reductionist, to study the factors in detail, and the systemic, to understand how they interrelate. It includes 33 concepts that provide a clear and logical understand of every factor involved in any activity or situation regarding safety. The author developed concepts and methods to boost safety performance. Organizational field, adherence and administrative game explain why things happen or not happen in the organizations. The aggressive function integrates value analysis and risk analysis. An individual adopts a safe or unsafe behavior the same way he decides to buy a product or another. Safety is a function placed at the same importance as its sisters, productivity, quality, environmental preservation and human develTable of ContentsPreface. Introduction. Holistic Approach. Safety at Organizations. Risk Management. Emergency Management. Risk Management in Interventions. Risk Analysis and Control. Risk Analysis Techniques. Value Analysis in Safety. Human Failures. Safety Concepts. Index.

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Book SynopsisThis edited book focuses on the organization and meaning of craft work in contemporary society. It considers the relationship between craft and place and how this enables the construction of a meaningful relationship with objects of production and consumption. The book explores the significance of raw materials, the relationship between the body, the crafted object and the mind, and the importance of skill, knowledge and learning in the making process. Through this, it raises important questions about the role of craft in facing future challenges by challenging the logic of globalized production and consumption.The Organization of Craft Work encompasses international analyses from the United States, France, Italy, Australia, Canada, the UK and Japan involving a diverse range of sectors, including brewing, food and wine production, clothing and shoe making, and perfumery. The book will be of interest to students and academic researchers in organization studies, marketTrade Review"The rise of artisanal and craft production is an extraordinary feature of contemporary consumption and employment. Whether a cynical branding exercise or a more profound nostalgic rediscovery of authentic labour this wonderfully timely book offers important new critical insights into craft work." –Tim Strangleman, Professor of Sociology, University of Kent, Canterbury, UK. Author of Voices of Guinness: An Oral History of Park Royal, Oxford University Press"This is an important addition to the understanding of what craft means in the 21st century. The warm feeling generated by Sennett’s book should certainly make us look carefully at the enduring impact of this turn, to distinguish reality from hope." -Kevin Murray, Garland MagazineTable of ContentsIntroduction: Understanding contemporary craft workEmma Bell, Maria Laura Toraldo, Scott Taylor and Gianluigi Mangia1. Craft in JapanRobin Holt and Yutaka Yamauchi2. Crafted in America: from culture to professionShelby Solomon and Blake Mathias3. Wine, the authenticity taste regime and rendering craftJennifer Smith Maguire4. Organising the home as making space: crafting scale, identity, and boundary contestation Susan Luckman and Jane Andrew5. Smells like craft spirit: craft as empowerment and social movement in niche perfumeryClaus Noppeney and Nada Endrissat6. Deploying social memory for international recognition: the role of place and tradition in an Italian silk tie makerMaria Laura Toraldo, Stefano Consiglio and Gianluigi Mangia7. Back to the brewster: craft brewing, gender and the dialectical interplay of retraditionalisation and innovationChris Land, Neil Sutherland and Scott Taylor8. Craft as a contested term: meaning diversities between entrepreneurs and consumers in the craft-brewing industryNadine Waehning, Maria Karampela and Juho Pesonen9. Making livelihoods within communities of practice: the place of guild organisations in the craft sectorNicola J. Thomas and Doreen Jakob10. The cordwainers lair: contingency in bespoke shoemakingRobert Ott11. Craft as resistance: a conversation about craftivism, embodied enquiry and craft-based methodologiesAnn Rippin and Sheena J. Vachhani12. Being maker-centric: making as method for self-organization and achieving craft impact in local communities and economiesFiona Hackney, Deirdre Figueiredo, Laura Onions, Gavin Rogers and Jana Milovanovic13. Reflecting on the relationship between craft and history: perspectives, resources and contemporary implicationsRichard Blundel

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Book SynopsisMacro Talent Management: A Global Perspective on Managing Talent in Developed Markets is the first book to focus specifically on country-level activities aimed at attracting, mobilizing, developing, and retaining top talent for economic success in developed markets. The book serves as a guide that orients the reader toward activities that increase their country''s global competitiveness, attractiveness, and economic development through strategic talent management. This book brings together leading experts from around the world to address such isues as cross-border flows of talent, diaspora mobility, knowledge flows, global labour markets, and policies. Bringing together research from the fields of human resource management, international business, economic geography, comparative international development, and political economy, this is a definitive, comprehensive treatment of the topic aimed at advanced students and practitioners.Trade Review"Doing business internationally is a country-by-country challenge, and Macro-Talent Management gives us a world tour, not available elsewhere, of the government policies, demographics, and the other attributes that affect how employers hire, develop, and manage a workforce across the major countries of the world. An important resource for doing business and learning about business around the world."Peter Cappelli, George W. Taylor Professor of Management, Director - Center for Human Resources, The Wharton School, University of Pennsylvania, USA"This book is truly unique due to its cross-country, multidisciplinary nature. The authors are explaining very complicated things in a clear, easy-to-understand language. This is a very useful book for both academics and practitioners, including policy makers."Nikolai Rogovsky, Head, Knowledge Management Coordination Team, International Labour Office, Geneva, Switzerland"This remarkable text, edited by the leading names in the field and including a stellar list of contributors, examines talent management in the North America, Australia and five European countries. If you want to understand talent management, read this book!"Chris Brewster, Henley Business School, University of Reading, UKTable of ContentsIntroduction: Macro Talent Management in Developed Markets: Foundations for a Developing Field (Paul Sparrow, Vlad Vaiman, Randall Schuler and David G. Collings) Macro Talent Management in the United States of America: Framework, Context, Processes and Outcomes (Randall Schuler, Ibraiz Tarique and Shaista Khilji) Macro Talent Management in Canada: A Review of the National Context, Competitive Strengths and Future Opportunities to Attract, Develop and Retain Talent (Karin A. King) Macro Talent Management in the UK: Patterns of Agency in a Period of Changing Regimes (Paul Sparrow) Macro Talent Management in Germany: A Strong Economy Facing the Challenges of a Shrinking Labor Force (Marion Festing and Katharina Harsch) Macro Talent Management in Spain: Is the Sun Rising Again? (Adoración Álvaro-Moya, Eva Gallardo-Gallardo and Jordi Paniagua) Macro Talent Management in Denmark: The Origins of Danish Talent Paradox (Dana Minbaeva, Torben Andersen, Nikolaj Lubanski, Steen Erik Navrbjerg and Ronja Marie Torfing) Macro Talent Management in Finland: Contributing to a Rapidly Evolving Knowledge Economy (Paul Evans, Adam Smale and Ingmar Björkman) Macro Talent Management in The Netherlands: A Critical Analysis of Growing and Retaining Talent in the Netherlands (Marian Thunnissen, Joop Schippers and Paul Boselie) Macro Talent Management in Australia: Balancing Industrial Relations, Isolation and Global Competitiveness (Sharna Wiblen and Anthony McDonnell)

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Book SynopsisInternational Human Resource Management provides a concise overview of the rich HR landscape in Europe to help students develop cutting-edge people management approaches.The innovative, multi-disciplinary approach of the book provides a holistic picture of the key issues on the individual, organizational and societal levels. The book is divided into three parts: Part I explores the institutional and economic contexts that organizations face in different European countries. This section goes beyond exploring issues of diversity to include a discussion of the impact of the recent financial crisis. Part II concentrates on the key challenges and trends facing HR, including an aging population, migration, and sustainability, and analyzes the unique and inventive ways these are addressed in different countries across Europe. Part III focuses on the fundamental HR areas recruitment and selection, performance management and rewards, emTrade Review‘The third edition of the outstanding International Human Resource Management by the leading HR gurus in the UK, is both timely and extremely important given the dramatic workplace changes during and since the ‘great recession’ of 2008. The chapters highlight issues of major importance in the changing landscape of people management going forward. This is a ‘must read’ for all HR professionals in Europe and beyond.’ –Professor Sir Cary Cooper, University of Manchester, President of the CIPD, UK 'For those looking for insights into the status of a ‘European model’ of international HRM, this is the book to read. The editors present a comprehensive account of developments in European IHRM following the economic crisis, written by a wide range of leading academics. They present an informed analysis of the current challenges facing HRM in Europe including different responses to the economic crisis, migration, flexible working, and generational differences in an aging workforce as well as challenges to employee interests. A comprehensive framework utilising a macro – mezzo – micro perspective emphasises the importance of institutional issues and stakeholder interests. The distinctive approaches to HRM in Europe of MNCs from different countries such as the USA, Japan and Korea, compared with those originating in Europe, are fully addressed as are specific HRM practices such as selection and performance management that can be affected by European institutional arrangements. The comprehensive and contemporary coverage of this book mark it out as a leader in the field of European IHRM.' - Professor David Guest, King’s College, UK ‘The third edition of the outstanding International Human Resource Management by the leading HR gurus in the UK, is both timely and extremely important given the dramatic workplace changes during and since the ‘great recession’ of 2008. The chapters highlight issues of major importance in the changing landscape of people management going forward. This is a ‘must read’ for all HR professionals in Europe and beyond.’ –Professor Sir Cary Cooper, University of Manchester, President of the CIPD, UK 'For those looking for insights into the status of a ‘European model’ of international HRM, this is the book to read. The editors present a comprehensive account of developments in European IHRM following the economic crisis, written by a wide range of leading academics. They present an informed analysis of the current challenges facing HRM in Europe including different responses to the economic crisis, migration, flexible working, and generational differences in an aging workforce as well as challenges to employee interests. A comprehensive framework utilising a macro – mezzo – micro perspective emphasises the importance of institutional issues and stakeholder interests. The distinctive approaches to HRM in Europe of MNCs from different countries such as the USA, Japan and Korea, compared with those originating in Europe, are fully addressed as are specific HRM practices such as selection and performance management that can be affected by European institutional arrangements. The comprehensive and contemporary coverage of this book mark it out as a leader in the field of European IHRM.' - Professor David Guest, King’s College, UK Table of Contents1. Introduction and Overview Michael Dickmann, Chris Brewster and Paul Sparrow Part I: Macro-Views: IHRM and Its Response to Crises in Europe 2.Shaping HRM in Crises and Beyond – Overview of Section Michael Dickmann, Chris Brewster, Paul Sparrow 3. How Does European Integration Influence Employment Relations? Denise Currie, Paul Teague 4. Mediterranean HRM – Key Trends and Challenges Eleni Stavrou, Nancy Papalexandris 5. Developments in Human Resource Management in Central and Eastern Europe in Comparative Perspective Michael J Morley, József Poór, Noreen Heraty, Ruth Alas, Aleksy Pocztowski 6. Nordic HRM – Distinctiveness and Resilience Torben Andersen, Freddy Hallsten 7. Western European HRM: Reactions and Adjustment to Crises Alexandros Psychogios, Chris Brewster, Emma Parry Part II: Mezzo-Views: Cross-National HRM Strategies, Structures, Policies and Practices 8. Mezzo-Views: Cross-National and Organizational level HRM Strategies, Structures, Policies and Practices - Overview of Section II Paul Sparrow, Michael Dickmann, Chris Brewster 9. Beyond the Private Sector: International HRM in the Not for Profit Sectors Chris Brewster, Paul Boselie, Peter Liesink, Kerstin Alfes 10. The HRM of Foreign MNCs Operating in Europe Chul Chung, Masayuki Furusawa 11. Human Resources and Corporate Responsibility Todd Cardarelli, David Grayson, Michael Dickmann 12. Age and Diversity in Europe Emma Parry, Heike Schroder, Matt Flynn, Deirdre Anderson 13. International Migration and International Human Resource Management Akram Al Ariss, Jean-Luc Cerdin, Chris Brewster Part III: Micro-Views: Organizational Approaches and Individual (Re-) Actions in Europe 14. Overview of Section III Chris Brewster, Michael Dickmann, Paul Sparrow 15. Employment Relations in Europe Richard Croucher 16. Recruitment and Selection: Debates, Controversies and Variations in Europe Geoffrey Wood, Leslie Szamosi 17. Global Careers in European MNEs – Different Career Patterns in Europe? Michael Dickmann, Jean-Luc Cerdin, Wolfgang Mayrhofer 18. Talent Management in Europe Agnieszka Skuza, Hugh Scullion, David Collings 19. Pay for Performance in Europe Ihar Sahakiants, Marion Festing, Stephen Perkins 20. Employee Financial Participation Erik Poutsma, Eric Kaarsemaker, Paul Ligthart 21. Flexible Working in Europe Clare Kelliher 22. Conclusions: The Evolving HRM Landscape in Europe Paul Sparrow, Chris Brewster, Michael Dickmann

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Book SynopsisDo you need to get to grips with health and safety principles but don't have time to wade through reams of legislation and guidance? Do you need practical step-by-step guidance on health and safety issues for your small business? Then this is the book for you.Building on the success of the first edition, this fully revised Easy Guide to Health and Safety 2nd edition introduces the health and safety issues which the self-employed and managers, directors and staff with health and safety responsibilities in small businesses face every day. Written in plain English, this new edition will take you through the principles of health and safety in a clear, jargon-free manner. Fully revised and packed with practical guidance, the Easy Guide to Health and Safety will ensure that you are well equipped to keep yourself and others safe in the workplace. Provides small businesses with the necessary information to understand obligations and gain coTable of Contents1. What is health and safety all about? 2. Managing health and safety, 3. Framework of health, safety and fire law, 4. Control of safety hazards, 5. Hazardous substances - Health hazards, 6. Physical and psychological health hazards, 7. Construction and contractors, 8. Incidents and emergencies, 9. Sources of information and guidance.

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Book SynopsisAccessible and engaging, this textbook introduces students to the field of personnel psychology, also known as industrial psychology.Based on their years of teaching in this area, Luong, Sprung, and Zickar survey core topics in the field, including job analysis, recruitment, selection, assessment, and performance evaluation. Throughout, they emphasize a psychological rather than management approach, explaining the key psychological principles that underpin human resources practices. Supported by plentiful examples, review questions, and discussion questions, this comprehensive overview shows how personnel psychologists endeavor toward a better workplace. Written in a clear and captivating style, this book introduces students to the most recent and pertinent scientific research in personnel psychology, and inspires future study in industrial-organizational psychology and related fields.Table of Contents1. Overview of personnel psychology2. Discrimination and employment law3. Job analysis4. Recruitment5. Validity6. Criterion terms, concepts, and measures7. Applicant reactions and fairness perceptions8. Judgment and decision-making in selection9. Ability tests10. Non-cognitive tests11. Behavioral and observational measures12. New waves of assessment13. Performance evaluation14. Training15. Summary and review

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Book SynopsisThis second edition of the Handbook of Employee Selection has been revised and updated throughout to reflect current thinking on the state of science and practice in employee selection. In this volume, a diverse group of recognized scholars inside and outside the United States balance theory, research, and practice, often taking a global perspective. Divided into eight parts, chapters cover issues associated with measurement, such as validity and reliability, as well as practical concerns around the development of appropriate selection procedures and implementation of selection programs. Several chapters discuss the measurement of various constructs commonly used as predictors, and other chapters confront criterion measures that are used in test validation. Additional sections include chapters that focus on ethical and legal concerns and testing for certain types of jobs (e.g., blue collar jobs). The second edition features a new section on technology and employee seleTrade Review'It is great to see the new and state-of-the-art edition of James Farr and Nancy Tippins’s Handbook of Employee Selection. This is a ‘must read’ for anybody involved in selection and assessment at work.' – Sir Cary Cooper, 50th Anniversary Professor of Organizational Psychology and Health, Manchester Business School, University of Manchester UK, and President of the CIPD'Jim Farr and Nancy Tippins are the ideal co-editors to provide "The" book on selection/staffing. Jim has spent his academic career studying the science of selection and shaping practice; Nancy has spent her entire career as a scientist who puts into practice the science of staffing. Both individuals are seasoned professionals to whom SIOP, the courts, and practitioners turn to for their expertise in this domain.' – Gary Latham, Secretary of State Chair of Organizational Effectiveness, Rotman School of Management, University of Toronto, CanadaTable of ContentsPart I: Foundations of Psychological Measurement and Evaluation Applied to Employee Selection Edited by John P. Campbell and Benjamin Schneider 1. Reliability Dan J. Putka 2. Validation Strategies for Primary Studies Neal Schmitt, John D. Arnold, and Levi Nieminen 3. Validity Considerations in the Design and Implementation of Selection Systems Jerard F. Kehoe and Paul R. Sackett 4. Situational Specificity, Validity Generalization, and the Future of Psychometric Meta-Analysis James M. LeBreton, Jeremy L. Schoen, and Lawrence R. James 5. Strategy, Selection, and Sustained Competitive Advantage Robert E. Ployhart and Jeff A. Weekley 6. Work Analysis Michael T. Brannick, Kenneth Pearlman, and Juan I. Sanchez Part II: Implementation and Management of Employee Selection Systems in Work Organizations Edited by Jerard F. Kehoe and Robert E. Ployhart 7. Attracting Job Candidates to Organizations Ann Marie Ryan and Tanya Delany 8. Test Administration and the Use of Test Scores W. Johnson and Frederick L. Oswald 9. Managing Sustainable Selection Programs Jerard F. Kehoe, Stefan T. Mol, and Neil R. Anderson 10. The Business Value of Employee Selection Wayne F. Cascio and John C. Scott Part III: Categories of Individual Difference Constructs for Employee Selection Edited by David Chan and Filip Lievens 11. Cognitive Ability: Measurement and Validity for Employee Selection Deniz S. Ones, Stephan Dilchert, Chockalingam Viswesvaran, and Jesús F. Salgado 12. Physical Performance Tests Deborah L. Gebhardt and Todd A. Baker 13. Personality: Its Measurement and Validity for Employee Selection Leaetta Hough and Stephan Dilchert 14. Values, Styles, and Motivational Constructs David Chan 15. Practical Intelligence, Emotional Intelligence, and Social Intelligence Filip Lievens and David Chan Part IV: Decisions in Developing, Selecting, Using, and Evaluating Predictors Edited by Ann Marie Ryan and Neal Schmitt 16. Decisions in the Operational Use of Employee Selection Procedures: Choosing, Evaluating, and Administering Assessment Tools Nancy T. Tippins, Emily C. Solberg, and Neha Singla 17. The Sum of the Parts: Methods of Combining Assessments for Employment Decisions Juliet R. Aiken and Paul J. Hanges 18: Choosing a Psychological Assessment: Reliability, Validity, and More Michael J. Zickar, Jose M. Cortina, and Nathan T. Carter 19. Assessment Feedback Manuel London and Lynn A. McFarland Part V: Criterion Constructs in Employee Selection Edited by Kevin R. Murphy and Elaine D. Pulakos 20: The Measurement of Task Performance as Criteria in Selection Research Walter C. Borman, Matthew R. Grossman, Rebecca H. Bryant, and Jay Dorio 21: Adaptive and Citizenship-Related Behaviors at Work David W. Dorsey, Jose M. Cortina, Matthew T. Allen, Shonna D. Waters, Jennifer P. Green, and Joseph Luchman 22. New Perspectives on Counterproductive Work Behavior Including Withdrawal Maria Rotundo and Paul E. Spector 23. Defining and Measuring Results of Workplace Behavior Ryan S. O’Leary and Elaine D. Pulakos 24. Employee Work-Related Health, Stress, and Safety Lois E. Tetrick, Pamela L. Perrewé, and Mark Griffin 25. The Deficiency of Our Criteria: Who Defines Performance, Contribution, and Value? Jeanette N. Cleveland, Kevin R. Murphy, and Adrienne Colella Part VI: Legal and Ethical Issues in Employee Selection Edited by P. Richard Jeanneret and S. Morton McPhail 26. Ethics of Employee Selection Joel Lefkowitz and Rodney L. Lowman 27. Professional Guidelines/Standards P. Richard Jeanneret and Sheldon Zedeck 28. An Updated Sampler of Legal Principles in Employment Selection Arthur Gutman, James L. Outtz, and Eric Dunleavy 29. Updated Perspectives on the International Legal Environment for Selection Winny Shen, Paul R. Sackett, and Colleagues 30. A Consideration of International Differences in the Legal Context of Employment Selection Emilee Tison, Kristen Pryor, Mike Aamodt, and Eric Dunleavy Part VII: Employee Selection in Specific Organizational Contexts Edited by Rick Jacobs and Douglas H. Reynolds 31. Selection and Classification in the U.S. Military Wayne S. Sellman, Teresa L. Russell, and William J. Strickland 32. Public Sector Employment Rick Jacobs and Donna L. Denning 33. Selection Methods and Desired Outcomes: Improving Entry- and Mid-Level Leadership Performance Through the Use of Assessment Technologies Scott C. Erker, Charles J. Cosentino, and Kevin B. Tamanini 34. Blue-Collar Selection in Private Sector Organizations Robert P. Michel and Shannon Bonner 35. Selection for Service and Sales Jobs John P. Hausknecht and Angela L. Heavey 36. Selection in Multinational Organizations Paula Caligiuri and Karen B. Paul 37. Selection for Team Membership: Complexity, Contingency, and Dynamism across Multiple Levels Susan Mohammed and Alexander S. McKay 38. Selecting Leaders: Executives and High-potentials George C. Thornton, III, Stefanie K. Johnson, and Allan H. Church Part VIII: Technology and Employee Selection Edited by Walter C. Borman and Michael D. Coovert 39. Technology and Employee Selection: An Overview Douglas H. Reynolds and David N. Dickter 40. Advancing O*NET: Data, Application, and Uses David Rivkin, Christina M. Gregory, Jennifer J. Norton, Denise E. Craven, and Philip Lewis 41. Cybersecurity Issues in Selection David W. Dorsey, Jaclyn Martin, David J. Howard, and Michael D. Coovert 42: Modern Psychometric Theory to Support Personnel Assessment and Selection Stephen Stark, Oleksandr S. Chernyshenko, and Fritz Drasgow 43. Using Big Data to Enhance Staffing: Vast Untapped Resources or Tempting Honeypot? Richard N. Landers, Alexis A. Fink, and Andrew B. Collmus 44. The Impact of Emerging Technologies on Selection Models and Research: Mobile Devices and Gamification as Exemplars Winfred Arthur, Jr., Dennis Doverspike, Ted Kinney, and Matthew O'Connell

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Book SynopsisJust like the coaching relationship, supervision is most successful when it is a collaborative endeavour, with both parties clear on their roles and the process. Coaching Supervision is an intensely practical book providing guidance on when, why and how to seek supervision, and on how coaches can make the most of the supervision they receive.Written by experienced supervisors who have a deep understanding of the field, and drawing on research into good practice internationally, this book: Explains what supervision is and how it differs from other helping conversations' Provides a step by step approach to choosing a supervisor Advises on how to structure the coach/mentor development journey Explores a breadth of activities that enhance reflective practice Shows how supervision is an integral element of professional coaching and mentoring This practical gTrade Review‘Clutterbuck and colleagues offer a highly practical guide full of case studies, examples, personal insights and tips. This guide is an excellent resource for those new to supervision, those looking for a supervisor, as well as the more experienced coach who wonders how they can get the most from their supervision sessions.’ - Professor Jonathan Passmore, University of Evora & MD of Embrion, Portugal‘An excellent resource for coaches, coaching supervisors and supervisees, that offers a thorough and comprehensive exposition of the supervision process. This book will contribute to our increased understanding of the instrumentality of coaching supervision in the 21st century.’ - Ioanna Iordanou, International Centre for Coaching and Mentoring Studies, Oxford Brookes University, UK‘A splendid addition to the current literature on coaching supervision. It is informed and comprehensive - a must read for anyone who wants to find the best supervision for themselves and engage fully in this powerful learning process.’ - Edna Murdoch, Director of Coaching Supervision Academy, www.coachingsupervisionacademy.com ‘This book is timely and highly relevant for those who care about our emerging profession and provides a real and practical insight into the key dimensions within coaching supervision, and I hope that it becomes a standard on many coaches' bookshelves!’ - Peter Welch, Independent coach, mentor, and coaching supervisor, taken from the Foreword 'At last, a book that explores the supervisee’s perspective on coaching supervision and promotes the essential nature of reflective practice! It is a must-read for anyone involved in the practice of coaching.' - Dr Julie-Anne Tooth, Australasian Community for Coaching Supervision (www.coachsupervision.com.au)'Coaching Supervision is a key aid to any coach in relation to understanding the coaching process, mitigating the effect of working with others on the coach and developing coaching excellence. A book which considers all of these needs and a worthwhile read not only for coaches, but for those who wish to become coaching supervisors' - Gladeana McMahon, Chair Emeritus, Association for Coaching UK and Co-Director, Centre for Coaching"Readers will learn of the philosophy of, and approaches to, coaching supervision with contributions by well-established practitioners. Each gives a succinct outline of their chosen approach, followed by examples of the situations in which their approach would be useful and appropriate, with each approach illustrated by a case study of its application in practice. The information presented here is a helpful guide to supervisees and coaches as they consider their choices of approach and style that they would seek for their own supervision."-Fiona Adamson, Coaching Supervision Academy, UKTable of Contents1. What is coaching supervision? 2. Types of Supervision 3. Philosophy of and approaches to coaching supervision 4. Models of coaching supervision 5. What makes a good supervisee 6. What makes a "Good Supervisor"? 7. How to prepare for supervision 8. Developing your internal supervisor 9. Cultural dimensions of supervision: leveraging difference 10. Supervision for Supervisors

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Book SynopsisThe seventh edition of Sociology, Work and Organisation is outstandingly effective in explaining how we can use the sociological imagination to understand the nature of institutions of work, organisations, occupations, management and employment and how they are changing in the twenty-first century.Intellectual and accessible, it is unrivalled in the breadth of its coverage and its authoritative overview of both traditional and emergent themes in the sociological study of work and organisation. The direction and implications of trends in technological change are fully considered and the book recognises the extent to which these trends are intimately related to changing patterns of inequality in modern societies and to the changing experiences of individuals and families. Key features of the text are: clear structure; key issue' guides and summaries with each chapter; identification of key concepts throughout the book; unrivalled glossTrade Review‘This nicely crafted textbook by one of the leading and most experienced scholars of sociology of work and organisations provides an excellent coverage of the entire field, combining a historical perspective, with a strong awareness of contemporary developments in working life and theory.’ – Mats Alvesson, Lund University, Sweden ‘Sociology, Work and Organisation is written to engage its readers and to advance our understanding of the sociology of work. This fully updated version improves on an already excellent introductory text.’ – Darren McCabe, Lancaster University, UK ‘As a young researcher exploring shop floor dynamics in the early 1980s, the first edition of this great book was an invaluable source of ideas. In the intervening years, Tony Watson has continued to update his analysis of the multi-facetted, changing and contradictory nature of work and organisations. With its greater emphasis on organisational dynamics, this excellent new edition provides a lucid overview of the field. As an introductory text, this book is very hard to beat, and I can thoroughly recommend it.’ – David Collinson, University of Lancaster, UK Table of ContentsIntroduction1. Studying, Work Society and Organisation 2. Analysing Work and Organisation: Scientific Management, Human Relations and Negotiated Orders 3. Analysing Work and Organisation: Institutionalism, Labour Process and Discourse Analysis 4. Industrial Capitalism, Change and the Possibility of a Fourth Automation-Based Industrial Revolution 5. Work Organisations 6. Control and Variation in Organisational Shaping and Human Resourcing 7. Occupations and the Social Organisation of Work 8. Aspects of Occupations: From Managers to Exotic Dancers, Artists to Professionals and Soldiers to Investment Bankers 9. Culture, Work Orientations and the Experience of Working 10. Identity, Narrative and Emotion in and out of Work 11. Conflict, Mobilisation and Regulation at Work 12. Resistance, Mischief, Humour and the Defence of Self

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Book SynopsisThis new edition of Globalizing Human Resource Management examines the strategic and global issues of HRM by showing how organizations address the tradeoffs between global integration and local responsiveness. Sparrow, Brewster, and Chung discuss varying methods of globalized talent management and employer branding and conclude with a multi-dimensional approach to HRM.The second edition includes: Updated analyses of talent management, employer branding, and outsourcing of HRM Broader geographic focus, including a new focus on Asian firms and other emerging markets Exploration of the impact of strategic management thinking on HR as well as the latest research in other areas, such as operations, marketing, and economic geography Complementing traditional international HRM texts, this is an ideal book for any student interested in the actual strategic logics being pursued by the HR fTrade Review‘This book is timely, thorough, and useful. With geographic national borders being replaced by global firms, thr authors unravel both the HR implications of a global strategy and the HR implications of working in different countries. By reading and using the book, line managers and HR professionals committed to globalization will define and create the capabilities needed for success. An exceptional work.’Dave Ulrich, University of Michigan Business School, USA'This the latest and the best book providing an in-depth analysis and understanding of the essence of globalizing the management of human resources. Written by three of the most well-known experts in the field, the thirteen chapters describe, with excellent examples, the latest trends and insights in human resource management and the implications of managing a global organization effectively. This is a "must" book for all HR professionals, faculty and students who really want to know what is happening in the field and what is likely to unfold in the coming years!'Randall S. Schuler, Rutgers University, USA'Sparrow and his colleagues have provided much more than just another international HRM text. This book hinges on a deep research-based appreciation of the complexity of managing human resources in transnational firms in turbulent times. The authors offer a robust analysis of the possibilities, practicalities and pitfalls of strategic integration in a multi-polar world.'Peter Scott, University of Portsmouth, UK'This text is a welcomed and timely contribution in the area of global HRM. It has the appropriate balance of theory, empirical studies and real-life cases. Having a global focus, it is imperative that a book of such standing represents the diverse global community in the use of studies and real-case examples. It will arm students, particularly undergraduate and postgraduate, with the knowledge of contemporary and challenging issues facing companies today. It is a must-have for anyone involved in the area of globalisation and HRM.'Azam Ali, Regent's Business School London, UKThis the latest and the best book providing an in-depth analysis and understanding of the essence of globalizing the management of human resources. Written by three of the most well-known experts in the field, the thirteen chapters describe, with excellent examples, the latest trends and insights in the human resource management and the implications of managing a global organization effectively. This is a "must" book for all HR professionals, faculty and students who really want to know what is happening in the field and what is likely to unfold in the coming years!Randall S. Schuler, Rutgers University, USASparrow and his colleagues have provided much more than just another international HRM text. This book hinges on a deep research-based appreciation of the complexity of managing human resources in transnational firms in turbulent times. The authors offer a robust analysis of the possibilities, practicalities and pitfalls of strategic integration in a multi-polar world.Peter Scott, University of Portsmouth, UKThis text is a welcomed and timely contribution in the area of global HRM. It has the appropriate balance of theory, empirical studies and real-life cases. Having a global focus, it is imperative that a book of such standing represents the diverse global community in the use of studies and real-case examples. It will arm students, particularly undergraduate and postgraduate, with the knowledge of contemporary and challenging issues facing companies today. It is a must-have for anyone involved in the area of globalisation and HRM.Azam Ali, Regent's Business School London, UK‘This book is timely, thorough, and useful. With geographic national borders being replaced by global firms, thr authors unravel both the HR implications of a global strategy and the HR implications of working in different countries. By reading and using the book, line managers and HR professionals committed to globalization will define and create the capabilities needed for success. An exceptional work.’Dave Ulrich, University of Michigan Business School, USA'This the latest and the best book providing an in-depth analysis and understanding of the essence of globalizing the management of human resources. Written by three of the most well-known experts in the field, the thirteen chapters describe, with excellent examples, the latest trends and insights in human resource management and the implications of managing a global organization effectively. This is a "must" book for all HR professionals, faculty and students who really want to know what is happening in the field and what is likely to unfold in the coming years!'Randall S. Schuler, Rutgers University, USA'Sparrow and his colleagues have provided much more than just another international HRM text. This book hinges on a deep research-based appreciation of the complexity of managing human resources in transnational firms in turbulent times. The authors offer a robust analysis of the possibilities, practicalities and pitfalls of strategic integration in a multi-polar world.'Peter Scott, University of Portsmouth, UK'This text is a welcomed and timely contribution in the area of global HRM. It has the appropriate balance of theory, empirical studies and real-life cases. Having a global focus, it is imperative that a book of such standing represents the diverse global community in the use of studies and real-case examples. It will arm students, particularly undergraduate and postgraduate, with the knowledge of contemporary and challenging issues facing companies today. It is a must-have for anyone involved in the area of globalisation and HRM.'Azam Ali, Regent's Business School London, UKTable of ContentsPart I: Globalization and International HRM Theory 1. Drivers of Globalization and Patterns of Response for Multinational Enterprises Around The World 2. Multiple Layers of Globalization Within the MNE 3. Global HRM Strategies and Structures Part II: Strategic Objectives 4. Building Global Capabilities Across Multinational Enterprises 5. Developing International Management Competences Part III: Global Integration Mechanisms 6. Global Talent Management 7. Managing The International Labor Force 8. Employer Branding 9. The Location of Business and HRM: By Whom? Where? and How? 10. The E-Enablement of HRM in MNEs 11. Conclusions and Future Research Directions

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Book SynopsisProviding a practical guide to the training and assessment of non-technical skills within high-risk industries, this book will be of direct interest to safety and training professionals working within aviation, healthcare, rail, maritime, and other high-risk industries. Currently, each of these industries are working to integrate non-technical skills into their training and certification processes, particularly in light of increasing international regulation in this area. However, there is no definitive guidance to assist practitioners within these areas with the design of effective non-technical skills training and assessment programs. This book sets out to fully meet this need. It has been designed as a practically focussed companion to the 2008 book Safety at the Sharp End by Flin, O''Connor and Crichton. While Safety at the Sharp End provides the definitive exploration of the need for non-technical skills training, and examines in detail the main components of non-technical skillTrade Review "Thomas’s book points out that in recent decades, though, that perception began to shift. And as that shift occurred, developing and assessing the art of doing something has become nearly as exact as measuring the science of doing it. In three sections, Training and Assessing Non-Technical Skills explores this evolution, and shows how readers can take advantage of it on a day-to-day basis.Altogether, this combination of broad information and practical strategies makes Training and Assessing Non-Technical Skills a valuable read, especially for those in high-risk industries that rely heavily on simulation-based training. Whether you’re new to designing these types of learning programs or a seasoned veteran, it should be useful for improving your practice."—Alex Moore, Association for Talent Development"Thomas’s book points out that in recent decades, though, that perception began to shift. And as that shift occurred, developing and assessing the art of doing something has become nearly as exact as measuring the science of doing it. In three sections, Training and Assessing Non-Technical Skills explores this evolution, and shows how readers can take advantage of it on a day-to-day basis.Altogether, this combination of broad information and practical strategies makes Training and Assessing Non-Technical Skills a valuable read, especially for those in high-risk industries that rely heavily on simulation-based training. Whether you’re new to designing these types of learning programs or a seasoned veteran, it should be useful for improving your practice."—Alex Moore, Association for Talent DevelopmentTable of ContentsForeword; PART ONE: INTRODUCTION AND BACKGROUND; Chapter One: Non-Technical Skills – A Primer; Chapter Two: Beyond Crew Resource Management; PART TWO: TRAINING NON-TECHNICAL SKILLS; Chapter Three: Applied Human Factors - Core Knowledge Requirements; Chapter Four: Training of Non-Technical Skills – Core Skill Requirements; Chapter Five: Integrating Technical and Non-Technical Components of Training; Chapter Six: Skill Development for Instructors; PART THREE: ASSESSMENT OF NON-TECHNICAL SKILLS; Chapter Seven: Designing Behavioural Marker Systems; Chapter Eight: Developing "Insight Tools" for Instructors; Chapter Nine: Inter-Rater Reliability and Monitoring Instructor Performance

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Book SynopsisSome of the worst selection practices to be found anywhere can be found at the top of organisations. Even when senior selection is not egregiously bad, rarely is it as good as it could be. Front-line staff and middle managers are selected with much more rigour today than 30 years ago - but not the chairmen, chief executives and chief officers who lead them. So says Douglas Board in Choosing Leaders and Choosing to Lead. Dr Board draws on his extensive experience in executive search and in leadership, coupled with his own academic research embracing the sociology and psychology of scholars such as Pierre Bourdieu and Karl Weick to offer ground-breaking insight into the value and limitations of established selection practice. This book illuminates ways in which senior roles differ from other positions and will help those charged with selecting individuals for senior positions, as well as potential candidates, those concerned with regulating selection policy, and researchers. Examining Trade Review'If you think all the right people get appointed to the top jobs, you might want to skip this book. Otherwise read it. It asks how the advances in recruitment practice of the last 50 years can be extended upwards to the recruitment of top leaders. Thought out without being dried out, practical without being puerile, it is full of good stories and deep thoughts, a good read, and at the same time it takes us forward on one of the most important questions for the twenty-first century.' David Sims, Emeritus Professor of Organizational Behaviour, Cass Business School 'Douglas Board bridges from practical experience to modern philosophy and social thought to address one of the major (unrecognized) issues of society today - how do we best choose the leaders of our major institutions? He builds a rich theory and practice around expertise and intuition, of both the leader and the selector.' David Newkirk, CEO of Executive Education, Darden School of Business and formerly senior vice president at Booz & Co 'This book provides a rare and at times uncomfortable insight into the world of executive selection. Thought provoking and challenging in equal measure - it should be essential reading for all practitioners and researchers working in personnel selection.' Jo Silvester PhD CPsychol, Professor of Organisational Psychology, City University London, UK 'Douglas Board takes us far beyond the lab. Travelling from the playground to the boardroom, he blends first-hand executive search experience with contemporary social science thinking to highlight where executive selection decision-making is stuck and how it could be unstuck. Bravo!' Ralph A Mortensen PhD ABPP, Chief Psychologist HR/OD, IPAT Inc ’...Anyone who wants a senior role, or who has the responsibility for appointing someone else to one, should make it their business to read this engaging but challenging, readable but unsettling, philosophical but thoroughly practical book.’ Cass Business SchoolTable of ContentsContents: Foreword; Preface; Part I From Bad to Good to Stuck: From bad...; ...to good; ...to stuck. Part II What's Different About Senior Roles?: Complexity, humility and responsibility; Power and politics; A deeper crisis. Part III Re-Thinking Fundamentals: Skill and intuition; Games, skill and belonging; Re-thinking science and leader selection. Part IV So What?: The candidate's perspective; The selector's and society's perspective. Part V Notes: Field notes for candidates; Field notes for selectors. Academic notes; Works cited; Index.

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Book SynopsisPerformance Coaching for Complex Projects recognises a world of complex undertakings for which the common transactional mindsets and methodologies will not produce the required results. The author advocates, instead, the novel concept that the project manager or team leader should coach the team as part of their role. Managing complexity requires greater use of influence and less reliance on coercion. Learning how to recognise the clues that reveal personal preferences, character traits and motivations will allow you to communicate in a way that recognises how different team members see the world. Team coaching helps the project team work together to think through their issues and then collectively implement the solution. Tony Llewellyn has structured his book in two parts. Part I looks at the challenges of complexity and makes the case for a shift from a transactional directive mindset to a transformational coaching philosophy. Part II introduces a model of project team coaching incTable of ContentsPerformance Coaching for Complex Projects

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Book SynopsisMarketing researchers, companies and business schools need to be able to use statistical procedures correctly and accurately interpret the outputs, yet generally these people are scared off by the statistics behind the different analyses procedures, thus they often rely on external sources to come up with profound answers to the proposed research questions. In an accessible and step by step approach, the authors show readers which procedures to use in which particular situation and how to practically execute them using IBM SPSS Statistics. IBM is one of the largest statistical software providers world-wide and their IBM SPSS Statistics software offers a very user-friendly environment. The program uses a simple drag-and-drop menu interface, which is also suitable for non-experienced programmers. It is widely employed in companies and many business schools also use this software package. This straightforward, pragmatic reference manual will help: professiTable of ContentsForeword Preface Getting started with IBM SPSS statistics Descriptive analysisExploratory factor analysis Cluster analysisHypothesis testing Correlations Regression analysis Moderation and mediation analysisIndex

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Book SynopsisBuilding on the success of companion volume Techniques for Coaching and Mentoring, this new volume from coaching gurus David Clutterbuck and David Megginson is a practical, pragmatic guide to the knowledge and techniques you need for successful coaching and mentoring.Rather than adopting a particular school of coaching or mentoring, the authors pick the best from a range of models and frameworks that have developed since the first book published to help you enrich your practice. Further Techniques also features a new structure to make it more reader-friendly, with Part 1 putting the techniques into context, Part 2 covering the frameworks in eight contributed chapters and Part 3 including broader chapters that focus in on techniques for the client, techniques for the coach/mentor and techniques for working on the relationship between coach/mentor and client.A selection of leading figures in the field contribute their techniques and models to the framework chapters in Part 2, taking you through the necessary principles and offering practical advice for newcomers and seasoned professionals alike.Offering a wide portfolio of approaches for helping and developing others, this book is an invaluable resource for all coaches and mentors and a must read for anyone wanting to learn more about one-to-one coaching and mentoring.Edited by David Megginson and David Clutterbuck. Contributors: Gladeana McMahon, Marion Gillie, Daniel Doherty, Megan Reitz, Alan Sieler, John Groom and Vivien Whitaker.Trade Review“This book presents the reader with a deeper look into techniques and practices that influence and support coaches and mentors. Whether you are experienced or a novice in the field, you will find opportunity for exploration, reflection and learning as a coach, a mentor and a human being.”Diane Brennan, MBA, FACMPE, ICF Master Certified Coach, Executive and Leadership Coach, Tucson, Arizona, USA“A number of different chapter authors describe various coaching frameworks in use. That is something that I welcome because coaching needs to be expansive and also to be able to suit different coaches and clients. After all we are all different and we all need to be authentic, so we each need to find our preferred way. The two Davids are stalwarts in the field, and I am sure their new book will not disappoint you.”John Whitmore, Executive Chairman, Performance Consultants International"Especially helpful is part 3 which looks at coaching/mentoring through the three lenses of client, coach and process, where the chapter on this latter deals with the ambivalences and uncertainties of coaching/mentoring relationships in a way that will help novice and experienced practitioners alike. A valuable addition to the coach's bookshelf."Ken Smith, Coaches in Government NetworkTable of ContentsPart 1 Contextualizing techniques; Chapter 1 Introduction, David Clutterbuck, David Megginson; Part 2 Frameworks; Chapter 2 Cognitive behavioural coaching, Gladeana McMahon; Chapter 3 Coaching approaches derived from Gestalt, Marion Gillie; Chapter 4 The transformative power of ontological coaching, Alan Sieler; Chapter 5 Developing intuitive awareness, Megan Reitz; Chapter 6 The discovery of ‘writing as inquiry’ in support of coaching practice, Daniel Doherty; Chapter 7 Mindfulness mentoring and the listening coach, John Groom; Chapter 8 Offering creative choices in mentoring and coaching, Vivien Whitaker; Chapter 9 Techniques for coaching teams, David Clutterbuck; Part 3 Different foci for coach/mentoring techniques; Chapter 10 Client focused techniques, David Clutterbuck, David Megginson; Chapter 11 Coach/mentor focused techniques, David Clutterbuck, David Megginson; Chapter 12 Process focused techniques, David Clutterbuck, David Megginson; Chapter 13 Conclusion: what we have learned about the place of techniques, David Megginson, David Clutterbuck;

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Book SynopsisWith HR professionals increasingly expected to be “business partners”, are you prepared with the skills and tools to make a positive difference to your organization?As the recognised definitive guide to the topic, HR: The Business Partner, second edition, offers practical insights to take you through the challenging process of business partnering, including:• No-nonsense description of what business partnering entails, with case studies to illustrate real-life practice• Detailed coverage of the common challenges and advice on how to overcome them• Guidance on how to develop the skills and confidence required to work effectivelyCovering the transition from working operationally to working strategically and the tools, techniques and skill sets needed for partnering, this inexpensive guide will help to both add real value to your business and to develop your career in business partnering. If you are aspiring to or about to embark on a business partner role, this book will provide you with ideas and inspiration for the position.Trade Review"The original book has proved to be very valuable for my HR business partner clients, both in discussing the guiding concepts and ideas and in providing practical methods and tools to make the theory work in daily practice. It's the hands-on approach that makes it a book that practitioners actually read and reread" Wilfred Verweij MSc, Senior Learning Consultant/Lecturer, Rotterdam School of Management Erasmus University, The Netherlands "As the BP role has evolved, this pragmatic and insightful approach captures the essence of the changes in the function and offers guidance on embedding it into the organisation to produce fully effective HR partners." Gill Whensley, Chartered FCIPD and HR Director, Spofforths LLP "Business Partnering is both a mindset and a skill set - especially the ability to build and maintain effective value-adding business relationships. In a very real sense the authors are helping to move the field of Business Partnering forward by describing not just the 'what' and the 'why' of Business Partnering but also the 'how'." Linda Holbeche, HR Professional and former Director of Research and Policy, CIPD, UKTable of ContentsIntroductionStructuring the partnership functionDeveloping credibility and client relationshipsDeveloping the key skillsThe importance of contractingWhere do business partners add most value?Sustaining the relationshipEvaluating the success of partnership projectsCase studiesConclusion

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a huge range and FREE tracked UK delivery on ALL orders.

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a huge range and FREE tracked UK delivery on ALL orders.

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