Personnel and human resources Books

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Book SynopsisDr Paul Aldrich is Global Head of People and Performance for Pemberton Asset Management with over 25 years' experience of talent management. He is a Visiting Fellow at Durham University Business School, Senior Lecturer in business and human resource management at the University of Roehampton and a Chartered Fellow of the CIPD.Andrew Pullman is a people management professional with 30 years' experience in HR at firms including JP Morgan, Deutsche Bank and Dresdner Kleinwort. He founded People Risk Solutions to provide people management advice and a technology-based people compliance firm, PeopleClear. He is a Chartered Fellow of the CIPD and a lecturer at Cass Business School.Trade Review"Takes us on a comprehensive and engaging journey through what it takes to run a successful organization when the surrounding context is changing fast. The narrative combines deep insight from experienced business leaders, consultants and academics together with case studies from a range of employers. An essential guide for all current and aspiring leaders of people." * Chris Cummings, Chief Executive, The Investment Association *"Wow! Building an Outstanding Workforce does an incredibly thorough and thoughtful job of defining the workforce of the future. This book is a treasure because it summarizes so much information in useful ways, but then goes beyond to offer creative options for the workforce of the future. A neo-classic." * Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan, and Partner, The RBL Group *"A tour de force of the workplace psychology literature as it applies to the problems and issues in business at the moment." * Professor Sir Cary Cooper, CBE, The 50th Anniversary Professor of Organizational Psychology and Health at the ALLIANCE Manchester Business School *"An excellent synthesis of the broad evidence base for what drives effective people management. A great resource for Human Resources professionals and for anyone in the world of work." * Rupert McNeil, Government Chief People Officer (United Kingdom) *"Despite a vast body of evidence on how to unlock human potential, most companies still struggle with basic talent management issues. This book digests some of the key insights from this field to provide a practical guide for leaders interested in building a high-performing organization." * Tomas Chamorro-Premuzic, Professor of Business Psychology, UCL and Columbia University *"A deeply insightful book on the building blocks of people management that truly drive company performance. It offers a new framework for people management that hands back the responsibility for creating an outstanding workforce to the leadership of the company. Exactly where it belongs. This is a powerful book for leaders and people professionals." * Hein J M Knaapen, Chief HR Officer, ING Bank *"Businesses that are able to acquire an inspire top talent are able to do extraordinary things, winning and growing market share on a sustainable and profitable basis. Building an Outstanding Workforce delivers the evidence base that demonstrates the importance of the thoughtful leadership which is required to achieve this." * Symon Drake-Brockman, Chief Executive, Pemberton Asset Management Group *"As we accelerate into the realities of the fourth industrial revolution, this book distils important research, concepts and aspects of organizational & economic transformation, technology and the future of work into an excellent series of frameworks for understanding the impacts, the scenarios that could evolve and guidance for how to navigate them. A truly excellent and comprehensive business companion for those that need to know the big picture now!" * Graham Kellen, Chief Digital Officer, Schroders Asset Management *"Building an Outstanding Workforce has comprehensively captured various aspects of people management in different cultural contexts. A must-read for any leader who is deeply committed towards raising the bar on people management." * Nupur Singh Mallick, CHRO, Tata Group *"Takes an impressively broad yet comprehensive view of people management and workforce building across multiple academic fields and practical professional roles. The rich experience of the authors allows them to insightfully investigate issues and cases across different cultural and social contexts. As such this book will be very useful for business leaders, senior organizational development professionals and researchers in China, Asia and beyond." * Ming Guo, Managing Director, EAL Consulting Shanghai *"An accessible, concise, impressive book that covers a critical business area. This is a resource I would recommend to all those who believe tomorrow's workforce is the key to commercial success and who want an overview of the subject presented with clarity, focus and purpose." * Baroness Virginia Bottomley, Chair, Board Practice, Odgers Berndtson *"Creating the skills and capabilities of the future is absolutely critical to surviving and thriving in this digitally disrupted world. Building an Outstanding Workforce provides a roadmap for HR and Learning professionals to enable and accelerate transformations." * Bill Pelster, Former Chief Learning Officer, Deloitte and creator of Deloitte University *"If you want to create a higher performance work culture, while treating people with dignity, respect and developing your talent, this book is for you." * Jonathan Passmore, Professor of Coaching & Behavioural Change and Director of Henley Centre for Coaching & Behavioural Change, Henley Business School *"A giant of a business book. Brilliantly researched and supported with great case studies, it provides an-depth analysis of how and why traditional approaches to organizational design need to change. Drawing on the latest business psychology insights and applying them in reality, this book delivers on its ambitious agenda." * Lucy Adams, CEO of Disruptive HR and author of 'HR Disrupted' and 'The HR Change Toolkit' *"Weaves together the perfect tapestry of current workforce research, classical business theory, technology advances, and the role of human nature and the brain. This highly useful book proves that when it comes to designing a future-proof 21st century organization, the more things change, the more they stay the same. A leader must-read." * Alexandra Levit, Author of Humanity Works *"In Building an Outstanding Workforce, the title speaks for itself because the book is a comprehensive guide to help readers do just that. A must-read for any business professional!" * Jacob Morgan, Author of The Future of Work and Founder of the Future of Work University *"This book is engaging, comprehensive and will prove relevant to those interested in the aetiology of behaviours and people management per se. A well needed source indeed." * Dr Michelle Hunter-Hill, Senior Lecturer, Human Resource Management and International Business, University of Roehampton Business School *"A thoughtful and engaging book that will appeal to both business leaders and managers and those aspiring to these positions. It is structured clearly and provides an informative insight into achieving organisational objectives through a better understanding of people at both the individual and group level." * Laurie J. Mullins, Author of Organisational Behaviour in the Workplace 12th ed. *Table of Contents Chapter - 00: Introduction; Section - ONE: People; Chapter - 01: Evolutionary psychology and neuroscience; Chapter - 02: Personality psychology and intelligence; Chapter - 03: Bias, stereotypes, group culture and decision making; Chapter - 04: Motivation; Chapter - 05: Leadership; Section - TWO: Environment; Chapter - 06: Organizations; Chapter - 07: Technology and the future of work; Chapter - 08: Demographics; Chapter - 09: Culture; Chapter - 10: Social responsibility; Section - THREE: Workforce planning; Chapter - 11: Planning and people risk; Chapter - 12: Human capital metrics and reporting; Chapter - 13: People analytics; Chapter - 14: Employee engagement and employee experience; Chapter - 15: Wellbeing; Chapter - 16: The future of people development; Section - FOUR: The future of professional people management; Chapter - 17: People functions; Chapter - 18: Professional people management; Chapter - 19: People - Creating an Outstanding Workforce

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Book SynopsisBusiness Challenging Business Ethics: New Instruments for Coping with Diversity in International Business.- In Search of Instruments. Business and Ethics Halfway.- Business Ethics Auditing More Than a Stakeholder's Toy.- Is It Ethical to Use Ethics as Strategy?.- Coercion, Guidance and Mercifulness: The Different Influences of Ethics Programs on Decision-Making.- Communicating about Ethics with Small Firms: Experiences from the U.K. and Spain.- Corporate Communication and Impression Management New Perspectives Why Companies Engage in Corporate Social Reporting.- The Dialogical Turn of Public Relation Ethics.- Values in Decision-Making Processes: Systematic Structures of J. Habermas and N. Luhmann for the Appreciation of Responsibility in Leadership.- Cross-Cultural Methodological Issues in Ethical Research.- Managing Cross Cultural Business Ethics.- International Enterprises and Trade Unions.- An Ethics of Care or an Ethics of Justice.- The Limits of Shareholder Value.- Ethical Business and Investment: A Model for Business and Society.- Reasons To Be Ethical: Self-Interest and Ethical Business.- The Spanish Code for Good Corporate Governance (Olivencia Report): An Ethical Analysis.- The Cultural Dimension of Codes of Corporate Governance: A Focus on the Olivencia Report.- Innovation and Ethics Ethical Considerations in the Innovation Business.- Human Rights and Business Ethics: Fashioning a New Social Contract.Table of ContentsBusiness Challenging Business Ethics: New Instruments for Coping with Diversity in International Business; J. Sójka, J. Wempe. In Search of Instruments. Business and Ethics Halfway; H.J.L. van Luijk. Business Ethics Auditing - More Than a Stakeholder's Toy; J. Rosthorn. Is It Ethical to Use Ethics as Strategy? B.W. Husted, D.B. Allen. Coercion, Guidance and Mercifulness: The Different Influences of Ethics Programs on Decision-Making; A. Nijhof, et al. Communicating about Ethics with Small Firms: Experiences from the U.K. and Spain; L.J. Spence, J.F. Lozano. Corporate Communication and Impression Management - New Perspectives Why Companies Engage in Corporate Social Reporting; R. Hooghiemstra. The Dialogical Turn of Public Relation Ethics; R. van Es, T.L. Meijlink. Values in Decision-Making Processes: Systematic Structures of J. Habermas and N. Luhmann for the Appreciation of Responsibility in Leadership; E. Schnebel. Cross-Cultural Methodological Issues in Ethical Research; G. McDonald. Managing Cross Cultural Business Ethics; C.J. Moon, P. Woolliams. International Enterprises and Trade Unions; M. Meel, M. Saat. An Ethics of Care or an Ethics of Justice; W. French, A. Weis. The Limits of Shareholder Value; P. Koslowski. Ethical Business and Investment: A Model for Business and Society; R. Spiller. Reasons To Be Ethical: Self-Interest and Ethical Business; J. Kaler. The Spanish Code for Good Corporate Governance (Olivencia Report): An Ethical Analysis; J.F. Lozano. The Cultural Dimension of Codes of Corporate Governance: A Focus on the Olivencia Report; A.J.G. Sison. Innovation and Ethics Ethical Considerations in the Innovation Business; Y. Fassin. Human Rights and Business Ethics: Fashioning a New Social Contract; W. Cragg.

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Book SynopsisEmpowering organizations to thrive, this book provides a clear diagnostic framework with specific approaches and processes that leaders can use to build a negotiation function that will succeed each and every time.Negotiation is a required skill and a core competency, but most organizations focus exclusively on individual negotiation skills and abilities and pay little attention to the internal culture and environment that shapes and guides these individuals. This book takes a dramatically different approach to building success in each and every negotiation, producing results that align with organizational strategy at all levels.Professionals in sales, procurement and supply chain, human resources, change management, mergers and acquisitions, contracts, start-ups, construction partnering, and training consultants and students of business and law will value a text that understands how to build negotiation skills and capability across the organization by aligning individTrade Review"Strategic Negotiation: Building Organizational Excellence teaches us that consistent success in negotiating ultimately rests not on an organization having great negotiators--those are needed--but on the organization being built and optimized to support great negotiating. Furlong and Gordon take us a step farther than the existing literature, and provide clear guidance for the internal work an organization must do to prepare to effectively partner with negotiating counterparts. The guidance is specific, nuanced, and presented with clear specification for implementation. And a hidden gem here: the NCM not only sets a company up for better negotiations: it points to much better overall integration of structure, strategy and practice across the organization."Eben A. Weitzman, PhD, Department of Conflict Resolution, Human Security, and Global Governance / John W. McCormack Graduate School of Policy and Global Studies / University of Massachusetts Boston"Negotiation teaching has always focused on what the spokespeople say to each other, around a table or zoom screen. This book goes far beyond this, to explain what an organization must do to bargain well. It’s unique among books on bargaining—it explains, clearly and straightforwardly, what a community group or large corporation should do to prepare its people to bargain effectively and achieve its long term goals." Professor Dwight Golann, Suffolk University Law School"Strategic Negotiation: Building Organizational Excellence is a game changer! This is the perfect book for anyone that wants to learn about the inner workings of the art and science of negotiating. This is Da Vinci - artist and engineer. For the first time ever, there is a book that takes a comprehensive approach to providing tools needed to educate individuals and organizations about negotiation and how the two work in partnership to create a standard and uniformity in how we negotiate. I will be using this masterpiece as mandatory reading in both my undergraduate and graduate courses. The days of how we traditionally build negotiation competency is over."Dr. Marc Williams, Pacific University, Founding Director, Center For Entrepreneurship, Sports and Entertainment"If you're looking for a research-based how-to guide on navigating negotiations within your organization, then this is one you should definitely keep by your nightstand. The negotiation frameworks, countless real-world examples, and in-depth analysis made Strategic Negotiation table a powerful resource for both novice to experienced negotiators. "Coach AK Ikwuakor, Certified Executive Coach & Sales Coaching Lead at Google"Josh and Gary have identified and solved for a real gap in the space of negotiation theory and training. By taking a team and systems approach to enhancing the skill set for the organization, not just the individual, they tap into all of the alignment and reinforcing mechanisms necessary to drive meaningful and sustainable behavior change and organizational impact."Stephen Frenkel, Voyager Executive Consulting, LLC, Senior Director of Organizational Development at Cigna"A fresh look at the elements of successful, repeatable negotiation competence for organizations. By focusing on the organization and not just individual negotiator's skills, this book is a real contribution to the field. Graphics, summaries, and real-world examples give added value."James E McGuire, JAMS, Mediator and Arbitrator"Most view negotiation as occurring between two disputing parties. Sometimes, in online dispute resolution, technology serves as a kind of 'Fourth Party,' assisting in some way to manage communication. Strategic Negotiation: Building Organizational Excellence expertly points us in a new and valuable direction by alerting us to the powerful influence of the organization on the participants."Ethan Katsh, Director at National Center for Technology and Dispute Resolution at the University of Massachusetts, Amherst"Joshua and Gary have developed a holistic and systemic negotiation approach that aims to connect individual training with organisational and institutional needs. Their Negotiation Capability Model is a useful tool to broaden the field of negotiation to help us focus on the connections between individual skills and abilities through alignment with strong organisational frameworks."Enda Young, Founder of the Negotiation and Influencing Programme at Queen's University Belfast and Managing Director of Mediation, Northern Ireland"Negotiation doesn’t happen in a vacuum. Furlong and Gordon recognize this and show the reader how organizations can set the stage for negotiation success by taking a holistic approach to the practice. This book is a valuable addition to the bookshelves of negotiators and organizational leaders alike."David Wagner, University of Oregon Professor of Management"This book changed my perspective on how to train negotiators. Rather than focusing on building the skills of an individual, I learned how important the context of the organization is to set them up for success. The Negotiation Capability Model brings a clear, specific, and actionable framework to create the right environment for negotiators to truly succeed."Mary Miksch, Director of Organizational Development and Training at Neil Kelly Company"If any organisation wants to turbo-charge their negotiations then this book provides the insight. This book allows any organisation to self-assess its own maturity to develop a unique roadmap for evolving both firm and individuals over time - a must-read for individual professionals and business leaders alike!"Cosette M. Reczek, Founder, Permuto Consulting"This book offers a strong argument and path for improving your organization’s efficacy, and bottom line, by improving foundational negotiation capabilities. As an engineer, the structure and applicable model resonated loudly for the organizations I work with!"Peter Cheimets, Lead Business Developer at the Smithsonian Astrophysical ObservatoryTable of Contents1. The Negotiation Assessment Tool. 2. Negotiation as Art and Science. 3. An Overview of the Negotiation Capability Model. 4. Level 2 of the Negotiation Capability Model -- Repeatable Competence. 5. Level 3 of the Negotiation Capability Model -- Adaptive Flexibility. 6. Level 4 of the Negotiation Capability Model -- Optimized Performance. 7. Implementing Alignment - Mapping the Journey. 8. Many Forms of Success - The Negotiation Capability Model Applied. 9. Tools and Guides for Assessment, Planning and Reflection. 10. A Curated List of Resources

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Book SynopsisThe coronavirus pandemic forced work back into the home on a massive scale. The long-held belief that work and home are separate spheres of economic life was turned on its head overnight. Many employees were new to this way of working and many employers had to manage a disparate workforce for the first time. This book reviews what impact this shift had on the lives of millions of employees, the organisations which employ them and the societies in which they live. It also looks to a future in which more work is carried out remotely at home, in the local café, restaurant or bar, or while moving from place to place. The book syntheses the existing evidence in an accessible and easy-to-read way. It will appeal to all those who want a quick and concise introduction to the major themes associated with remote and hybrid working. This will include teachers, lecturers, students, academics and policy-makers as well as those who have experienced the challenges and benefits of hoTrade Review"Of all the changes that COVID-19 has demanded, the rise of remote working is among the most likely to stick long term. This excellent book gives an accessible yet thoroughly research-based account of the key issues – from the historical development of remote working, to the forms it takes (including hybrid working) and the implications for people management and quality of working life". Jonny Gifford, Senior Advisor for Organisational Behaviour, Chartered Institute of Personnel and Development"The author’s 25 years of seminal scholarship on homeworking gives credibility and authority to his reflections on the nature of remote working in the post-pandemic era. This is a concise and essential book for researchers, employers and remote-working employees". Brendan Burchell, Professor of Sociology, University of Cambridge, UK"This book offers an excellent resource for those researching or interested in learning more about remote and hybrid working. With relevance to academics, practitioners, policy-makers and students, this book provides important insights into historical and current trends, impacts for employees and employers, and the potential future of work. In the spirit of hybrid working don’t just buy one copy of this book, buy two, one for when you are working at the office and one for when you are working at home!" Dan Wheatley, Reader in Business and Labour Economics, University of Birmingham, UK"This is an excellent exposition of the history, present and future of remote working based on robust research evidence. A must read for anyone interested in how the changing location of work affects our lives". Ying Zhou, Professor of Human Resource Management, University of Surrey, UKTable of Contents1: Setting the Scene 2: Defining Remote 3: Trends in Remote 4: Remote Working and the Employer 5: Remote Working and the Employee 6: The Future of Remote Working

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Book SynopsisThis new edition of Readings and Cases in International Human Resource Management is a classic edited textbook, taking account of recent developments in the international human resources management (IHRM) field, such as the pandemic, the role of diversity, equity, and inclusion, as well as climate change. It includes a range of key readings that are essential for understanding the field and contextualizes each one with a selection of real-life case studies that demonstrate their meaning and impact in practice.The book aims to sensitize the reader to the complex human resource issues that exist in the global business environment. To that end, it strives to publish âœtried and trueâ readings and cases that provide stimulating and intellectually challenging material and are written in ways that engage both the student and the instructor.Key features include: New readings and case studies that account for recent changes in the field, positioned alongsiTable of ContentsContents List of Illustrations Preface Acknowledgments List of Contributors B. Sebastian Reiche, Günter K. Stahl, Mark E. Mendenhall, and Gary R. Oddou Introduction: Christine Tseng’s Journey through Difficult International HRM Terrain PART I The Context of IHRM: Challenges, Strategies, and External Forces Readings 1.1 Paul Evans, Vladimir Pucik, Ingmar Björkman, and B. Sebastian Reiche Putting the Challenges of International Human Resource Management into Historical Perspective 1.2 Vlad Vaiman and David G. Collings Global Talent Management: Past, Present, and Future 1.3 Markus Pudelko Global Integration versus Local Responsiveness in International HRM Cases 1.1 Ingmar Björkman Paula Johnson: Building a World-Class Product Development Center in China 1.2 Evalde Mutabazi and C. Brooklyn Derr Socometal: Rewarding African Workers 1.3 Roger Hallowell, David Bowen, and Carin-Isabel Knoop Four Seasons Goes to Paris PART II Cross-Cultural and Diversity Management Readings 2.1 Robin J. Ely and David A. Thomas Getting Serious About Diversity: Enough Already with the Business Case 2.2 Josefine van Zanten and Alexander Fleischmann Inclusion in Organizations: Taking Stock and Going Forward in Turbulent Times 2.3 Pankaj Ghemawat and B. Sebastian Reiche National Cultural Differences and Global Business 2.4 Nana Yaa Gyamfi, Stacey R. Fitzsimmons, Christoph Miska, and Günter K. Stahl Multicultural Individuals: What Can They Bring to Global Organizations? Cases 2.1 Joanne Barnes WTC: The Challenge to Create a Culture of Equity, Inclusion, and Belonging 2.2 Álvaro San Martín Hiring a Chef – Decision Making Simulation 2.3 B. Sebastian Reiche and Yih-Teen Lee Uwa Ode: Embracing Life and Career across Cultures PART III Global Staffing and Management of Global Mobility Readings 3.1 David G. Collings, Anthony McDonnell, and Amy McCarter Types of International Assignees 3.2 Mark E. Mendenhall, Gary R. Oddou, and B. Sebastian Reiche The Expatriate Performance Appraisal Conundrum 3.3 Jaime Bonache, Celia Zárraga-Oberty, and Luigi Stirpe The Compensation of Corporate Expatriates Cases 3.1 J. Stewart Black Fred Bailey: An Innocent Abroad 3.2 Paula Caligiuri and Henry W. Lane Selecting a Country Manager for Delta Beverages India: Parts 1 and 2 3.3 Günter K. Stahl, Mark E. Mendenhall, and Mihaela Dimitrova Andreas Weber’s Reward for Success in an International Assignment – A Return to an Uncertain Future PART IV People Issues in Global Teams, Alliances, Mergers, and Acquisitions Readings 4.1 Martha L. Maznevski and Celia Chui Leading Global Teams 4.2 Paul Evans, Vladimir Pucik, and Ingmar Björkman Managing Alliances and Joint Ventures 4.3 Satu Teerikangas, Günter K. Stahl, Ingmar Björkman, and Mark E. Mendenhall Managing People and Culture in Mergers & Acquisitions Cases 4.1 Yih-teen Lee, B. Sebastian Reiche, and Carlos Sánchez-Runde Haier India: Aiming for Market Leadership 4.2 Ingmar Björkman and Günter K. Stahl Growth Through Cross-Border Acquisitions: Can Lenovo Repeat Its Success Story? 4.3 Emma Nordbäck and Maggie Boyraz The Rise and Fall of a Global Virtual Team PART V Responsible Leadership in a Global and Cross-Cultural Context Readings 5.1 Philip H. Mirvis Developing Globally Responsible Leaders 5.2 Günter K. Stahl, Christoph Miska, Laura J. Noval, and Mary Sully de Luque The Challenge of Responsible Global Leadership 5.3 Mike Rosenberg Business and Sustainability Cases 5.1 B. Sebastian Reiche and Yuan Liao Nestlé's Alliance for YOUth: Parts A and B 5.2 Atri Sengupta and Nicola M. Pless Juggling the Interests of Different Stakeholders? The Roles of Responsible Leadership and Human Resource Management 5.3 Barbara Coudenhove-Kalergi and Christian Seelos EVN in Bulgaria: Engaging the Roma Community Index

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Book SynopsisAt the core of The Relationship Factor in Safety Leadership are eight beliefs about human nature that are common to leaders who successfully communicate that safety is important while meeting business results. Using stories and business language the book explains how to create and recover important stakeholder relationships by setting priorities and taking action based on these beliefs.The beliefs are based on the authorâs 25 years of experience supporting operational and safety leaders with successful and unsuccessful change efforts in pharmaceutical, nuclear, mining, manufacturing and power generation. The author also offers compelling evidence from many social and scientific disciplines that support the conclusion that satisfying our need for relationship is a major motivator. The Five Orientations Model offers a perspective on solving complex problems when confronted with multiple demands. The book provides managers and supervisors with the motTrade Review"The Relationship Factor in Safety Leadership fills in the missing link in the increasingly important concept of "safety culture" by showing with personal experiences and review of research how important the face-to-face relationship of openness and trust is in the whole safety field. This book shows how open communication, trust, psychological safety, all hinge on the personal relationship across all levels of the hierarchy and within the working team. Personal relationships are critical in all the high hazard industries and are central to patient safety in our health care system. This book should be the foundation of the training of all safety workers, managers, and leaders." — Edgar H. Schein, Professor Emeritus MIT Sloan School of Management, author with Peter Schein of Humble Leadership: The Power of Relationship, Openness, and Trust (2018)"Thank you, Rosa, for so eloquently reminding us that managing the safety of people is not the same as managing the safety of the systems they operate. You have produced a readable, concrete guide that helps us understand how to build and nourish the relationships that are foundational to the success of safety leadership." — Professor Sidney Dekker, Safety Science Innovation Lab, Griffith University, Brisbane Australia"For too many years, safety management has put nearly all of its effort into attempts to control and/or "fix" employee behavior. As a result, many companies are drowning under a sea of rules, cardinal rules, over complicated procedures and high-dollar behavior modification schemes. The result is a prohibitively expensive and overly complex workplace where getting anything done, including safety, is far too difficult. Worse, serious incidents and fatalities are actually on the rise in many countries, including the US. In The Relationship Factor in Safety Leadership Ms. Carrillo has given us a far more productive and sustainable path forward; one that views employees as resources rather than liabilities. Using real life stories and examples Ms. Carrillo makes the case that it’s not our workers that need fixing; it’s our antiquated command and control approaches to leadership. She intelligently and convincingly argues that, rather than piling more and more controls on our workforce, we are better served by building relationships and partnerships with our workers that drive organizational excellence. As Ms. Carrillo states in her Eight Beliefs of Relationship Leadership' "people are able and willing to contribute to the success of the enterprise." I can attest from personal experience to the truth of this statement and I think Ms. Carrillo’s provocative new book will convince you as well. Although her book is aimed at safety leadership, her compelling lessons on the importance of building worker relationships, based on trust and respect, are universal. Smart companies increasingly realize that employees aren’t a problem to be controlled but a willing resource for solutions and continuous improvement. Anyone interested in the benefits of an engaged workforce committed to driving organizational excellence will greatly benefit from reading this book." — Jim Loud CSP MS MPH, Independent consultant and author with 40 years of corporate management experience with large commercial nuclear power utilities and Los Alamos National Laboratory"I have been following Rosa’s work for 15 years. As a researcher, I appreciate her ability to interweave science and practical experiences to articulate the meaning and value of Relationship. This element is at the core of employee engagement and leadership, but seldom discussed or mentioned. Thank you Rosa for your incredible insights that enlighten us and your courage to speak up. For leaders who are genuinely interested in the safety and wellbeing of their employees, I humbly urge you to study this book and be ready for the introspective journey it will lead you through." — Mei-Li Lin, PhD, Senior Vice President of Innovation, Solutions and Partnership, DEKRA"Trained engineers aren’t typically enthusiastic about ‘feely’ stuff like relations, but here I am proving otherwise. This book barely uses the term, safety culture, (well done!). The advice here will do more to positively influence your organisation's culture than any assessment, metric or culture program can do. Culture is something that emerges when people interact over time. Influence the relationships, influence the culture! It is great to read Rosa’s work and its applications. Merely sitting down and reflecting on the eight beliefs of Relationship Centered Leadership is immensely powerful and giving!" — Carsten Busch, mindtherisk.com, author of Safety Myth 101Table of Contents1 Making the Case for Relationship Centered Safety Leadership 2 Review of Relationship Based Research 3 Eight Beliefs and Principles of Relationship-Centered Leadership 4 Trust: Recovering, Creating and Holding On 5 Problem Solving in a Relational World 6 Unification 7 Penetration 8 Resolution 9 Enactment 10 Perseverance 11 Conclusion

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Book SynopsisLeadership has gone through many changes in the last couple of decades. We have realized that outstanding leadership is not about being authoritarian and exercising control. It is not only about the intelligence quotient (IQ) but also about emotional intelligence. To be an exceptional leader, you need several essential skills, all of which you can learn. The skills are nuanced with emotional intelligence, which you can gain. This book is unique: the author weaves leadership ideas with the song titles of The Beatles, making this book fun, playful, thoughtful, and valuable. Each chapter is organized with the key message on a leadership attribute prompted by a Beatles' song title, tips on becoming better on the topic, a practice suggestion, questions to ask yourself to think about the message, and resources for more reading. The author begins each chapter with how and why she chose the song and includes fun facts. It's an engaging book that blends the words of perhaps the greateTrade Review"I can think of at least two good reasons for reading this delightful book. First, the leadership lessons that include the author’s story are as engaging as they are compelling. A brilliant student who studied engineering while becoming fascinated by leadership at an early age, Shantha Mohan jumps off the page in a way that makes you wish she was a friend living nearby. Second, it’s just plain fun to think about these old Beatles songs as leadership lessons." Amy C Edmondson, Professor, Harvard Business School; Author of The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. (Wiley 2019)"Leadership Lessons with The Beatles is an extraordinary literary tour de force and a worthy addition to the catalog of must-have actionable business books. Principally a guide to developing leadership skills, it uses the important themes of several famous Beatles songs to explore and teach the core skills that great leaders exhibit. But it’s so much more than that. Shantha takes the reader on a journey through contemporary technology history including many of her own personal stories and experiences, stopping to share the lessons of successful organizations and their leaders such as PepsiCo, Microsoft, Tesla, Starbucks, and many others. At each step, leadership tools and techniques are explained in simple and practical terms. Shantha has written an accessible and practical book for aspiring leaders, existing leaders, and anyone interested in developing important skills for the 21st century economy. Of course, fans of The Beatles, like myself, will get a particular kick from Shantha’s approach to the subject matter."Jonathan Reichental, Founder, Professor, and Author"Just like music resonates deeply, striking a chord within us that moves and motivates, Leadership Lessons with The Beatles will resonate with everyone who desires to improve our world by investing in others. In the dynamic world, the need for outstanding leadership remains unchanged, and Shantha allows the reader to learn key lessons she discovered in her successful career. The powerful yet straightforward advice she offers will help others create an environment where people flourish, supporting employees to do their jobs and meet their own needs. Her guidance will help all of us become better leaders and better people." Peter Boatwright, Professor, Tepper School of Business; Director, Integrated Innovation Institute, Carnegie Mellon University"Shantha has a ticket to ride the wealth of experience garnered during a distinguished career as an entrepreneurial leader to deliver these pearls of wisdom. Full of down-to-earth common sense, this book is akin to a best friend giving much-needed heartfelt advice like a blackbird singing in the dead of night. In this post COVID world, it heralds in a good day’s sunshine. Imagine coming together to discuss any problem with a little help from your friends. Let it be part of your magical mystery tour of leadership." Stuart Evans, Distinguished Service Professor, Integrated Innovation Institute, Carnegie Mellon University- Silicon Valley"After reading so many different books on leadership over the years, I sort of lost interest in the subject and hadn’t read one in many years. Shantha’s refreshing approach to the topic is brilliant, and it sucked me right in. I think I was in the third chapter before I realized I was still standing up and needed to find a comfortable place to sit and read the rest. Familiar metaphors are powerful tools for illustrating and learning new ideas. Shantha nails this in a powerful and entertaining way by tying in her own hard-earned and unique leadership lessons with our collective and near universal familiarity with different Beatles songs that bring each chapter to life. I’ve since dusted off my Beatles collection and have been putting Shantha’s unique leadership lessons to work." Mark Bowles, Serial Entrepreneur"Leadership Lessons with The Beatles highlights sixteen ways to become a better leader, each featuring actionable tips and anchored in a well-known Beatles song. (My personal favorite? All You Need Is Love!) Hear any of those songs and you can't help but be reminded of the book's great insights."Alan Eagle, co-author How Google Works and Trillion Dollar Coach"Shantha Mohan delivers insightful leadership advice to both novice and seasoned leaders, uniquely aligning her real-life examples with universally-recognized story tellers. Leadership Lessons with the Beatles brings together multiple core concepts for elegant management success into a concise, engaging journey."Dave McCandless, Information Technology Executive, Advisor and Lecturer, current Senior Director Information Technology, Guardant Health"Have you ever pondered the possibilities of merging the unquenchable spirit and optimism of the Beatles’ timeless music with a humanist-oriented business strategy? Shantha Mohan’s Leadership Lessons with the Beatles does precisely that. In this way, Mohan gifts the world with a winning approach to affording our business lives with the Fab Four’s unique balance of buoyancy and goodwill. Better yet, Mohan demonstrates the myriad ways in which a humanist outlook not only benefits the world of business, but can help it truly thrive."Kenneth Womack, John Lennon 1980: The Last Days in the Life"I was lucky to have Shantha as my mentor and role model early in my career. It is beautiful to see the standards she lived by transformed into leadership lessons in Leadership Lessons with the Beatles. The essays in the book will help you become a better leader - for example, "Within You Without You" on becoming a humble leader - and how to live life to the fullest. If you are an aspiring leader, use this book as your guide and inspiration." David Sun, CEO, SF HealthcareTable of ContentsPart 1: Leadership Attributes Chapter 1: Getting Better—Optimism Chapter 2: Within You Without You—Humility Chapter 3: The Long and Winding Road—Tenacity Chapter 4: Get Back to Curiosity Chapter 5: Help!—Being Vulnerable Chapter 6: Think for Yourself Part 2: Leadership Skills Chapter 7: I Want to Tell You— Communication Chapter 8: We Can Work It Out—Negotiation Chapter 9: Any Time at All— Being Available Chapter 10: I Me Mine—Empowering Chapter 11: All You Need Is Love—Heart-led leadership Part 3: Leadership Mastery Chapter 12: I’ve Got a Feeling—Using intuition Chapter 13: Hello, Goodbye—Balancing the Tensions Part 4: Care Chapter 14: Let It Be—Handling stress Chapter 15: The Inner Light—Lifelong learning Chapter 16: When I’m Sixty-Four—Balancing Family and Work

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Book SynopsisThe journey towards the future of work was greatly accelerated due to the COVID pandemic. Some changes have altered the functioning of the business world forever. Against the backdrop of these alterations, variations, and modifications, this book presents and analyzes three crucial factors: work, workforce, and workplace and their transformation into new-age organizations for meeting its customer expectations and long-term strategic goals. Companies must focus on ways of deployment of policies and practices that meet the business needs from the perspective of external changes. To achieve this goal, the organizations must realign their stakeholders and indulge in critical thinking by looking deeply into factors responsible for bringing about this transformational change. Re-envisioning is the current critical need for organizations to thrive; they must incorporate best practices to beat the competition and add value to their existing HR processes. This book clearly presents the practTable of ContentsSection I-Work Chapter 1 Cross-Cultural Management, Anyone? Everyone! Chapter 2 Hybrid Work: Gen Z Expectations and Implications for Internal Branding Section II- Workforce: Chapter 3 Role of Employees’ social media stories in Employer branding: A Qualitative Study Chapter 4 Challenges to Reinventing Oneself in Contemporary Careers Chapter 5 The Genius of Craft Brewing: Case of Third Generation Brewing Entrepreneur of Pune Section III- Workplace: Chapter 6 HR Transformations in Turbulent Times: A Progressive Paradigm shift Chapter 7 Workspace Shift Adapting to evolving workplace settings: In context of Covid-19 outbreak Chapter 8 Re-building Organizations Post-Pandemic

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Book SynopsisThis comprehensive, integrated teaching resource provides students with the tools and methodologies they need to effectively negotiate the multiple dynamics that emerge from difference, and to appropriately respond to issues of marginalization and social injustice. Written from an American perspective, the book not only covers the traditional topics of race, gender, ethnicity, and social class, but explores emerging trends around â-ismsâ (racism, sexism). Thoroughly revised and updated, this third edition includes new case studies and expanded coverage of topics such as social justice, microaggressions, and gender identities and expressions. End-of-chapter questions encourage students to engage in difficult conversations, and case studies stimulate studentsâ awareness of real-world issues that emerge from diversity, helping students to develop the broad range of skills they need to mediate or resolve diversity issues as future professionals. This edition includes updatTrade ReviewDiversity in the Workforce: Current Issues and Emerging Trends (3rd Edition) edited by Dr. Marilyn Y. Byrd and Dr. Chaunda L. Scott is one the first and few existing resources exploring the topic of workforce diversity from the vantage point of individuals, organizations, communities, and society. The book is well-balanced in its presentation of theories and models for broad understandings of diversity in workplaces and organizations, while also tending to the social, cultural, and relational aspects of diversity that are related to individual and community identities and social injustices. While many other books focused on the issue of diversity in the workforce or workplace tend to focus on the business case for contemporary diversity efforts, this book is distinguished by its centering of relational and social justice—diversity should and must be advanced simply because it is the right thing to do.Joshua C. Collins, Ed.D.Associate Professor of Human Resource DevelopmentUniversity of Minnesota-Twin Cities"This gem of a book combines easy-to-read trustworthy information from deep experts with the opportunity to then think through how to turn that information into action. I recommend it to leaders, practitioners, students, and educators alike – to anyone who wants to understand where we are, how we got here, and how we move forward." Darren C. ShortHost of Human Resource Development Masterclass podcastArguably the most useful textbook on diversity in the American market. This book focuses on the theoretical and practical frameworks appropriate for organizations and individuals operating from a western perspective. It is also a global resource in the sense that it addresses universally common issues like ethnicity, social class, and "isms." For those seeking to understand the diversity issues and trends in the workplace and what to do about them, this book educates in a way that most books on the subject do not. It re-aligns readers with the goals of social justice and offers the tools necessary for making progress. Torrence E. Sparkman, Ph.D. Associate Professor-ManagementSaunders College of Business Rochester Institute of TechnologyTable of ContentsContents1 Historical Perspectives for Studying Diversity in the Workforce Chaunda L. Scott2 Suggested Theories, Models, and Frameworks Used to Address Emerging Diversity Issues in the Workforce Chaunda L. Scott3. An Inclusive Organizational Culture for a Diverse Workforce Marilyn Y. Byrd4. Race and Diversity in the Workforce Marilyn Y. Byrd5. Gender and Diversity in the Workforce Brenda Lloyd Jones, Lisa Bass, Gaetane St Marie, and Marilyn Y. Byrd6. Ethnicity and Diversity in the Workforce Chaunda L. Scott and Terrance R. McClain7. Developing Human Resource Development Competencies to Manage Sexual Orientation and Transgender Diversity Issues in the Workforce Michael P. Chaney and. Lisa Hawley8. Social Class and Diversity in the Workforce Marilyn Y. Byrd, Jose Martinez, and Chaunda L. Scott9. Spirituality and Diversity in the Workforce Marilyn Y. Byrd10. Generational Differences in the Workforce Brenda Lloyd-Jones, Jody A. Worley, and Marilyn Y. Byrd11. Language Discrimination, Linguistic Profiling, and Inclusion in the Workforce Marilyn Y. Byrd12. Appearance Discrimination in the Workforce Cynthia Sims and Marilyn Y. Byrd13. Visible and Invisible Disabilities in the Workforce: Exclusion and Discrimination Chaunda L. Scott and Marilyn Y. Byrd14. The ‘New’ Modern Racism in the Workplace: The Persistence of Historical Racist Practices and Racial Injustice Marilyn Y. Byrd and Chaunda L. Scott15. Underrepresentation of Diversity in the Scientific, Technical and Film WorkforceChaunda L. Scott16. Social Identity Diversity and Leadership in the Workforce Marilyn Y. Byrd17. Re-Conceptualizing and Re-Visioning Diversity in the Workforce: Toward a Social Justice Paradigm Marilyn Y. Byrd

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Book SynopsisConversation: the heartbeat of our organisations. Right now, we're at risk of losing the art of doing it well. We need to radically change how we talk to each other, to create workplaces where people feel they belong and can thrive. This book will help you understand how to grow your conversational wisdom to create more inclusive and collaborative environments and to make work more meaningful.Conversations carry the greatest potential to impact culture, performance, brand, and engagement. Yet conversation is an under-rated and under-developed skill. Emily Cosgrove and Sara Hope have spent the last 25 years helping people and organisations strengthen human connection through the power of conversation. Drawing on their experience of working with organisations from global jewellers to charities, professional services to B Corporations, they share a wealth of tips, tools, stories, and case studies. Written in a style that is easy to understand, they offer advice on how to get theTrade Review"We need to talk. Now more than ever. This book is packed full of ideas that will change how we talk at work. If you want to change your workplace culture Conversational Wisdom is a must read."Professor Catherine Pope, Associate Head of People & EDI, Nuffield Department of Primary Care Health Sciences, University of Oxford "I once saw the phrase 'Conversations are the smallest unit of change' and I've held that since very close to my core. And what Emily and Sara have done with Conversational Wisdom is added a serious amount of clarity to the heavy-lifting that conversations do in our everyday life and work. In change and shifting circumstances but more importantly, in pursuit of understanding. Understanding each other, understanding things and understanding how to act and achieve positive outcomes through the time-honoured tradition of conversations."Perry Timms, Founder and Chief Energy Officer of People and Transformational HR. Ranked No 1 Most Influential Thinker in HR in 2022. Author, TEDx Speaker, Guest Professor/Visiting Fellow"If we can crack conversing wisely with others – and ourselves – we have the potential to transform our lives, our organisations, and wider society. This gem of a book will make all the difference in helping us do just that."Liz Hall, editor of Coaching at Work, leadership coach, mindfulness teacher and author of Mindful Coaching and Coach your Team"This book is a timely reminder that there is more to conversation than communication. We are in fact reminded of the power of conversation. Not only can conversation promote inclusion, build relationships and enhance understanding but from an organisational perspective conversations can directly impact culture and climate. This book explains that in developing the skills and mindset to hold meaningful conversations at all levels within organisations, we can actually add value to the bottom line. It offers insight to spark ideas and wisdom to help readers to realise the potential conversations have for their people and their organisation."Dr Arlene Egan, Chief Executive Officer Roffey Park Institute"So many problems in our world are a result of a lack of, or poor, communication. Conversation lies at the heart of communication, and Emily and Sara’s focus on developing conversational skills in the world of business is exemplary. This book is deeply underpinned by organisational experience and a strong understanding of coaching and communication theory."Debbie Carter, learning and development expert, founder of InMotion Communication and former editor-in-chief of TJ"This important book redefines the art of conversation in the post-pandemic digital age. It reminds us that there is really no substitute for face to face communication with our colleagues and why we shouldn’t hide behind our screens in the workplace."Georgina Fuller, freelance journalist, editor and media consultant"The art of good conversation is indeed just that, an art. This book is a bible for leaders on one of the most overlooked parts of their role; engaging with your people in meaningful ways, that bring more joy and connection. And nobody does it better than these two. An essential read."Natalie Mayer, Founder of Kerning The Gap"A timely reminder about the importance and power of conversations at work. Emily and Sara have succinctly pulled together the key ingredients of great conversations and given us practical tools and guidance on how to become more conversationally wise. A must-read!"Sue Brooks, CEO, IMAGINE"Conversation not only enlightens you but empowers you in a way that you are equipped to draw deeper, more authentic, and genuine connections with your leaders, stakeholders, and colleagues. If you want to unleash your conversational wisdom, this book is ‘for you’ as it brings multiple case studies from practice highlighting the essence of meaningful conversation."Sanghamitra Chaudhuri, Associate Professor, Metropolitan State University, Minnesota, USA"‘Thinking out loud’ is Sara and Emily’s approach. Having worked with them both for 1-1 coaching and also group work, they were able to provide the space and time for real conversation. The structure they bring to conversations enabled an inclusive space allowing some to ‘think out loud’ but others to also use silence to think and communicate wisely. It is actually quite unique how they are able to create space for a different quality of conversation. They provide an opportunity to practice what we believe we know about conversation, but we are then able to prove we can have wiser more meaningful conversations with a few great nudges from Sara and Emily."Anna Cocca, Global HR Business Partner, The Adecco GroupTable of ContentsPart 1: Conversational Wisdom 1. Changing the conversation, why now? 2. Becoming more conversationally wise 3. Being Aware 4. Being Human 5. Being Skilled Part 2: Conversational Wisdom in practice 6. Developing the conversational wisdom of others 7. Mentoring Programmes – Driving conversational change through mentoring 8. Talk to the Top 9. Widening our conversational lens 10. Conclusion

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Book SynopsisRisk Management Professionals seek to identify, analyze, and document the risks associated with a companyâs business operations, as well as monitor the effectiveness of risk management processes and implement needed changes. The PMI Risk Management Professional (PMI-RMP) certification not only highlights the ability to identify and assess project risks, mitigate threats, and capitalize on opportunities, but it also enhances and protects the needs of the organization. Gaining distinction as a PMI-RMP sets the Risk Management Professional apart from other professionals and brings credit to an organization. The exams from the Project Management Institute are not easy, so whether you are running a course as an instructor or studying by yourself, you need a good study guide to maximize time spent studying and one which enhances the chances of passing the exam. Test takers sitting for the exam need a study guide that suggests which study materials are best to read in preparation fTable of ContentsPreface. Acknowledgments. About the Author. Introduction. 1 Pretest Knowledge Assessment. 2 PMI-RMP Certification Overview. 3 Study Tips (What to Read and Do) and How to Pass the Exam. 4 Domain I: Risk Strategy and Planning. 5 Domain II: Risk Identification. 6 Domain III: Risk Analysis. 7 Domain IV: Risk Response. 8 Domain V: Monitor and Close Risks. 9 Full Practice Exam 1. 10 Full Practice Exam 2. Appendix A: Agile Mindset and Principles. Appendix B: Scrum and Continuous Risk Management in Scrum. Appendix C: Hybrid Project and Risk Management. Appendix D: PMI Code of Ethics and Professional Conduct. Appendix E: Cross-Reference Guide. Appendix F: Tasks Placemat. Source list of Terms and Acronyms. References and Additional Readings. Index.

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Book SynopsisThe second edition of Leadership Development in Practice: A Complexity Approach, draws on auto-ethnographic accounts of experience from practitioners across three continents to explore the leadership development approaches that best support managers to work with uncertainty by taking their experience seriously.Trade ReviewPraise for the first editionKevin Flinn’s book on Leadership Development is an important antidote to the usual literature on leadership and leadership development. Instead of simply reinforcing largely mythical accounts of some idealised story about what leadership should be, Flinn’s book insightfully reflects on the actual experience of leading and proposes useful approaches to developing that experience. Ralph Stacey, Professor of Management, Hertfordshire Business School, UKA timely insight into the theory and practice of leadership and leadership development in a world characterised by complexity and uncertainty. In this book Kevin Flinn provides a refreshingly frank take on the limitations of traditional approaches and a thorough and illuminating exploration of an alternative, rooted in the insights of over a decade’s experience working with students and practising managers to understand how things really get done in groups and organisations.Richard Bolden, Director of Bristol Leadership and Change Centre, University of the West of England, UKIn this gem of a book, you will find no best practices and no short cuts but a spirited writer reflecting upon his extensive practice of leadership development. If you are sceptical of prescriptions, but want to be introduced to tools and techniques for reflexivity, this book is for you. In addition, you will get a comprehensive overview of current management literature. I can highly recommend it. Henry Larsen, Professor of Participatory Innovation, University of Southern DenmarkKevin Flinn’s book is a welcomed addition to the still very small number of books written on the topic of Complexity and Management. Kevin builds on the tremendously important work of Ralph Stacey and his colleagues and adds his own story creating an important contribution to the study of management both in theory and in practice. Esko Kilpi, Founder, Esko Kilpi Company, FinlandTable of ContentsList of Illustrations viForeword to the First Edition viiPreface to the Second Edition ixAcknowledgements to the First Edition xiiList of Abbreviations xivIntroduction to the First Edition 11 Leadership, Management, and Entrepreneurship 152 Rethinking Leadership 293 Rethinking Leadership Development 534 Coaching, Psychometrics, and 360° Feedback 795 Forum Theatre 1066 Experiential Exercises 1287 Action Learning Sets 1528 Creating Large Group Dialogue 1779 No Recipes, Just Rules of Thumb 204Index 209

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Book SynopsisThe complexity facing today's organizations calls for a rethinking of leadership. The world is facing grand challenges for people and the planet. Leaders and employees bear the responsibility of formulating strategies grounded in strong values. These strategies aim to foster the growth of sustainable organizations and promote ethical work practices. This book gives voice to values-based leadership and provides a method for leaders to develop a values-based organizational culture.Values play a role on many levels in how we work as individual leaders, in teams, and in organizations and in how organizations approach societal challenges. Values can be a compass or orientation point, giving direction for decisions and actions. Awareness of values can make organizational responsibilities clearer and give a sense of meaning to work and help leaders to create organizations where corporate, moral, and social values are embedded at every level. This book gives insight into a ScandinaviTrade Review“As the need for values-based leadership grows more urgent, Espedal & Elter's book is a must-read for any leader looking to build an organization based on strong values. By connecting business and non-profit challenges, they demonstrate a compelling and practical way to implement value-conscious leadership. This book is a valuable contribution to the Scandinavian tradition of values-based leadership.”Professor and Director Harald Askeland, VID Specialized University & KA Church Employers Association, Norway“In their book, Espedal and Elter provide a compelling contribution to the Giving Voice to Values book series. They offer practical advice on how leaders can work on values related to sustainability issues, cultural change, and crises. The authors remind us that paying attention to values is essential in such situations.”Professor Mary C. Gentile, PhD, Creator/Director of Giving Voice to Values (GVV), and an independent consultant on management education and leadership development, United States“Espedal and Elter's book, Giving Voice to Values-Based Leadership, is a significant contribution to our understanding of values in practice. The authors remind us that working on people's values in organizations brings organizational identity closer to people and sets a direction for what we are and want to become.”Professor Arild Wæraas, Oslo Metropolitan University, Norway“As organizations undergo radical transformation in response to an ever-shifting and turbulent world, values-based leadership is essential for long-term success. Espedal and Elter's text is a must-read for any leader looking to build an organizational culture that is based on strong values. By connecting business and non-profit challenges, they provide a clear and hands-on view of what values-based leadership means and a compelling and practical way to getting it to work in practice.”Professor Paul Gooderham, NHH Norwegian School of Economics, Norway & Middlesex University, United Kingdom“In this thoughtful and well-written book, Espedal and Elter raise important questions about how to develop and understand values in complex organizational settings. Their book challenges the notion that institutional leaders can promote and protect institutional values by engaging in a relational and dialogical process with their followers. The need to better understand how institutional leaders identify and interpret values in practice is of utmost importance in a context in which we assist, on a daily basis, to the apparent erosion of institutions. There is a growing need to better understand institutions, the values that underpin them and what constitutes institutional leadership. Espedal and Elter’s book is an important step forward in this discussion.”José Bento da Silva, Associate Professor at Warwick Business School, United KingdomTable of Contents1. Introduction—Giving voice to values-based leadership 2. What are values really? 3. Who are values-based leaders? 4. Values work in practice 5. Developing a values-based organizational culture 6. A values perspective on sustainability 7. Values and emotions 8. Crises and ethical dilemmas 9. Epilogue

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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 CIPD

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Book SynopsisThis pioneering book introduces relational mindfulness an exciting emerging approach that shifts the practice of mindfulness from the individual to the relational to support coaches to enhance their capacity for presence, awareness, compassion and empathy, and their capability to support insight, understanding and wisdom.

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Book SynopsisNow in a fully revised and updated third edition, Managing People in Sport Organizations outlines the theory and practice of managing people within a strategic framework.A complete textbook for any human resource management (HRM) in sport course, it explains how sport managers can get the best out of their teams and organizations, develop their professional skills, and create a sustainable performance culture. Structured around the functional flow of HRM practice â from recruitment to rewards â the book introduces every key area of people management, including strategy, planning, training, performance management, and managing change. This new edition includes expanded coverage of topics such as e-HRM and post-COVID workplaces. There is also a new foundational chapter focused on the individual in the organization that sets the context for their effective management.With international cases, examples, and data included in every chapter, this is essential reading f

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Book SynopsisThis engaging book presents useful frameworks, key ideas, and practical techniques â all grounded in scientific research â to help you lead better on a day-to-day basis.Whether you are moving into your first leadership role or are already a leader and looking to expand your purview and skillset, this is an essential resource for understanding leadership. Recognizing that a one-size-fits-all leadership approach isnât always possible, Everyday Leadership encourages you to develop your own leader mindset. It gives a foundational overview of what leadership is, what makes leaders effective, and how to think systematically about organizations and teams. Translating science into accessible and practical language, it also offers general guidance for those who are interested in expanding their skills and knowledge. These teachings are supported by easy-to-follow reflective questions and exercises, allowing you to put these ideas into practice and develop a leadership practic

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Book SynopsisExclusion from the workplace not only has devastating effects on individual well-being and public health, but also limits organisational development and social cohesion. This book promotes an understanding of the strengths of people with diverse attributes, transforming a sense of being overlooked by employers to being a valued asset.This handbook provides tools for people to respond respectfully to the way employees experience their working lives. It guides the reader to realise the potential strengths of employees, regardless of their background, life situation, mental health or neurological condition, and appreciate the impact of emotions on their contribution to and experience of work. Other books look at organisational reasons for motivation; this book addresses the emotional effect of significant change outside the workplace that has an impact on motivation at work. Chapters cover neurodiversity, parental coaching, Career Returners, menopause and the impact of different

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Book SynopsisThis book provides an in-depth coverage on competency mapping and assessment centre it includes an extensive list of generic competencies, competency models for HR, leadership, model for future competency, automobile sector, and academic institutions and experiences of some consultancy assignments. It presents the complete know-how of the developing competency framework in detail for all practitioners and professionals. The volume examines what, why, how' on the subject and extensive support models that have been developed over years of research, consultancy, and training experience across private, public and government sectors in India, Bangladesh, Saudi Arabia, Nepal, UK and other countries. The book has been designed to help scholars and practitioners to understand, develop, manage, and map competencies with their organizations. The chapters are illustrated with figures and tables, along with examples, for a better understanding. The glossary of job task analysis will be helpful

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Book SynopsisDespite valiant efforts and the advent of techniques such as delegation, career development, performance management, key performance indicators, programme and project management, social network analysis, and employee engagement, most organizations struggle to beat the 70 per cent failure rule for profound, people-disruptive business change. Surveys show that most employees are still disengaged from their work. Innovation is sluggish and agility elusive. Harnessing the hidden potential of your workforce can be a slow, often painful process. Neil Farmer''s The Invisible Organization explains how to adapt your organization''s design to the informal networks that form most of the basis for communication between managers and employees. The book explores five key themes: Executive leadership - a little autocracy and a lot of collaboration; how senior managers can enable and facilitate change; Effective first-line management - in most organizations up to 60 per cent need to be replaced and

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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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Book SynopsisLabour relations are at the heart of China''s extraordinary economic rise. This growth, accompanied by internal migration, urbanisation and rising income have brought a dramatic increase in the aspirations of workers, forcing the Chinese government to restructure its relationships with both employers and workers. In order to resolve disputes and manage workplace militancy, the once monolithic official trade union is becoming more flexible, internally. No longer able to rely on government support in dealing with worker unrest, employers are rapidly forming organisations of their own. In this book, a new generation of Chinese scholars provide analyses of six distinct aspects of these developments. They are set in the broader context by the leading authority on Chinese labour law and two western specialists in comparative labour relations. The result is a comprehensive study for scholars and graduate students working in Chinese industrial relations, comparative labour law, human resource Trade Review'This is an excellent analysis of the challenges and opportunities China faces as it shapes its emerging industrial relations system. By combining their deep expertise on how western countries have addressed these issues with equally deep expertise on the history and current employment practices in China, the authors have produced what is destined to be the go-to textbook and scholarly resource on this subject.' Thomas Kochan, George Maverick Bunker Professor of Management, Sloan School of Management, Massachusetts Institute of Technology'This volume … defies expectations and provides across the chapters a nicely accessible, interesting, and informative account of historical trends and contemporary events and challenges in the IR system of the world's most populous and rapidly-developing nation.' Bruce E. Kaufman, Industrial RelationsTable of Contents1. What should we be looking for in industrial relations in China? William Brown; 2. The transition to collective labour relations Chang Kai and William Brown; 3. The two forms of labour movement Chang Kai; 4. The response of trade unions to market pressures Chang Cheng; 5. Employer strategies in collective labour relations Wen Xiaoyi; 6. The changing role of government towards labour Tu Wei; 7. The development of collective consultation Lei Xiaotian; 8. The challenges faced by employee participation Zhan Jing; 9. Strikes: rights and resolution Meng Quan; 10. Going to market: comparing labour relations reform in China, Russia and Vietnam Tim Pringle; 11. Conclusion William Brown and Chang Kai.

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Book SynopsisMost studies of precarity exclude categories of diversity, such as gender, ethnicity, age, disability and sexuality. This volume explores precarity and diversity together and will appeal to scholars in human resource management, diversity management, organizational behaviour and theory, the sociology of work, gender studies and public relations.

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Book SynopsisHuman Resources Management in the Hospitality Industry, 2nd Edition helps today's hospitality professional be an expert at managing many functions. In every segment of the hospitality industry, recruiting, selecting, orienting, training, and retaining outstanding staff members are always challenging tasks, but every manager must master them. Hospitality managers now need to be familiar with rising labor costs, increasing competition for quality staff, changing employees' attitudes, evolving guest expectations and a proliferation of new laws that impact human resources policies and activities.Table of ContentsChapter 1: Introduction to Human Resources in the Hospitality Industry Overview of Travel, Tourism, and Hospitality Organizations Managing HR in Hospitality Organizations HR Responsibilities HR Challenges HR and Ethical Concerns HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 2: The Legal Environment of Human Resources Management Employment Law The Government’s Role in the Management of HR An HR Manager’s Review of Significant Employment Legislation in the United States The International Legal Environment The Special Role of the Hospitality Unit Manager HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 3: Human Resources Management: Policies and Procedures HR Policies and Procedures Steps in HR Policy and Procedure Development Review for Legal Compliance Applying Advanced Technology to HR Policies and Procedures HR Policies and Procedures Documentation and Record Keeping HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 4: Employee On-Boarding: Recruitment and Selection The On-Boarding Philosophy Employee Recruitment Procedures Employee Selection Procedures Negligent Hiring Job Offers HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 5: Employee On-Boarding: Orientation and Induction The New Employee’s First Day The New Employee Adaptation Process Orientation Programs and Procedures Other Early Employment Activities Employee Handbooks HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 6: Planning Training Programs Training Overview Position Analysis Training Principles Focus on the Trainer Formal Process to Plan Training HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 7: Delivering and Evaluating Training Programs Introduction to Individual On-Job Training On-Job Training Steps Other Individual Training Methods Introduction to Group Training Preparing for Group Training Facilitating Group Training Training Evaluation HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 8: Compensation Programs Compensation Management Legal Aspects of Compensation Management Direct Financial Compensation Indirect Financial Compensation Nonfinancial Compensation HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 9: Performance Management and Appraisal Performance Management Progressive Discipline Behavior Improvement Tactics Employee Separation Legal Considerations of Performance Management and Appraisal HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 10: Employee Health and Safety Legal Aspects of Employee Protection Employee Health Employee Assistance Programs (EAPs) Employee Safety and Security Employee Security Programs HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 11: Critical Issues in Human Resources Management Unionization in the Hospitality Industry Downsizing Hospitality Operations Outsourcing Diversity in the Hospitality Industry HR and Turnover Management The Organization as Community Citizen HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities Chapter 12: Human Resources in Evolving Hospitality Organizations HR and Organizational Change Managing a Multigenerational Workforce Mentoring Programs Succession Planning Activities Career Development Programs HR Terms For Your Consideration Case Study: Apply HR Management Principles Internet Activities

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Book SynopsisNurture and develop well-rounded team players by focusing on soft skills development People entering the professional world are better educated than ever before. Their technical skills are often off-the-charts, helping them make short work of even the most challenging tasks. At the same time, however, many of these very same people lack soft skills we've often taken for granted. In the newly revised second edition of Bridging the Soft Skills Gap: How to Teach the Missing Basics to the New Hybrid Workforce, veteran business advisor, speaker, and consultant Bruce Tulgan delivers a practical and incisive roadmap to developing crucial professionalism, critical thinking, and teamwork skills. You'll also find: A collection of 92 instructive lesson plans designed to break soft skills down into their component parts and teach them one manageable piece at a timeAn exploration of the soft skills gap, including what it means and how its impact on your organization will be feltExplanations of why you can't hire your way around a soft skills gapAn essential leadership handbook for executives, managers, and other business leaders, Bridging the Soft Skills Gap is a must-read resource for human resources professionals, team leaders, and front-line employees who deal with promising, but unpolished, talent.Table of ContentsPart One the Soft Skills Gap 1 Prologue Meet the Workforce of the Future 3 Chapter 1 The Soft Skills Gap 9 The Soft Skills Gap: Growing Steadily from Gen X to Millennials to Gen Z to Whoever Comes Next 11 Something Much Larger Is Going on Here: The Post- Boomer Generational Shift 11 Soft Skills Are – Sort of – About Conforming in an Age of Non conformism 14 The Soft Skills Gap: The Missing Basics in Today’s Workforce 17 Face the Hard Realities of the Soft Skills Gap 24 Chapter 2 You Can’t Hire Your Way Around the Soft Skills Gap 27 Staffing Strategy and Hiring 28 Onboarding and Up- to- Speed Training 33 Performance Management and Talent Development36 Ongoing Training 38 The Human Element: What Role Are You Going to Play? 43 Become a Teaching Style Manager 45 Take It to the Next Level 48 Chapter 3 Unlocking the Power of Soft Skills 49 Drill Down: The Missing Basics 52 Unlocking the Power of Soft Skills 54 Unlocking the Power: The Rest of This Book 59 Part Two Teaching the Missing Basics 61 Chapter 4 Teaching the Missing Basics of Professionalism 63 Teaching Self- Evaluation 63 Self- Evaluation: Lesson Plan #1 68 Self- Evaluation: Lesson Plan #2 – Evaluating Yourself on Ability, Skill, and Will 69 Self- Evaluation: Lesson Plan #3 – Evaluating Yourself on Productivity, Quality, and Behavior 70 Self- Evaluation: Lesson Plan #4 – Evaluating Yourself on the Key Soft Skills Competencies71 Self- Evaluation: Lesson Plan #5 – Drill Down on Understanding the Key Soft Skills Competencies76 Self- Evaluation: Lesson Plan #6 – Explore Your Own Successes with the Key Soft Skills 80 Teaching Personal Responsibility 84 Personal Responsibility: Lesson Plan #1 – Introduction 86 Personal Responsibility: Lesson Plan #2 – All the Factors That Get in Your Way 87 Personal Responsibility: Lesson Plan #3 – Considering the Most Common Factors, Mostly Outside Your Own Control, That Get in the Way at Work 88 Personal Responsibility: Lesson Plan #4 – Response Power 90 Teaching Positive Attitude 92 Positive Attitude: Lesson Plan #1 – Considering Theories of How to Be Your Best at Work 94 Positive Attitude: Lesson Plan #2 – Defining “Good Attitude” Behaviors 95 Positive Attitude: Lesson Plan #3 – Considering the Most Common Bad Attitudes 96 Positive Attitude: Lesson Plan #4 – Considering Good Attitude Behaviors 98 Positive Attitude: Lesson Plan #5 – for Individuals Who Need an Attitude Adjustment100 Teaching Good Work Habits 101 Good Work Habits: Lesson Plan #1 – Overview: Wellness, Self- Presentation, Timeliness, Productivity, Attention to Detail, Follow- Through, Initiative 104 Good Work Habits: Lesson Plan #2 – Self- Assessment 106 Good Work Habits: Lesson Plan #3 – Self- Improvement Planning 108 Good Work Habits: Lesson Plan #4 – Wellness 109 Good Work Habits: Lesson Plan #5 – Planning a Wellness Initiative 110 Good Work Habits: Lesson Plan #6 – Self- Presentation 113 Good Work Habits: Lesson Plan #7 – Using a Time Log to Learn to Start Living by a Schedule 115 Good Work Habits: Lesson Plan #8 – How to Make a Basic Project Plan 119 Good Work Habits: Lesson Plan #9 – Taking Notes and Making Checklists 121 Good Work Habits: Lesson Plan #10 – How to Do a Time/Motion Study on Your Own Work 123 Good Work Habits: Lesson Plan #11 – Spotlight on Follow- Through 124 Good Work Habits: Lesson Plan #12 – Going the Extra Mile 125 Teaching Interpersonal Communication Skills 126 Interpersonal Communication Skills: Lesson Plan #1 – Introduction 129 Interpersonal Communication Skills: Lesson Plan #2 – Self-Assessment 131 Interpersonal Communication Skills: Lesson Plan #3 – Learning to Use the “People List” 133 Interpersonal Communication Skills: Lesson Plan #4 – Put More Structure into Your Communication 137 Interpersonal Communication Skills: Lesson Plan #5 – Put More Substance into Your Communication 139 Interpersonal Communication Skills: Lesson Plan #6 – Preparing for Meetings 141 Interpersonal Communication Skills: Lesson Plan #7 – Email Best Practices 142 Interpersonal Communication Skills: Lesson Plan #8 – Communicating Remotely 144 Chapter 5 Teaching the Missing Basics of Critical Thinking 147 Teaching Proactive Learning 147 Proactive Learning: Lesson Plan #1 – Knowledge Work 151 Proactive Learning: Lesson Plan #2 – Open Mind 155 Proactive Learning: Lesson Plan #3 – Suspend Judgment, Question Assumptions, and Seek to Learn 158 Proactive Learning: Lesson Plan #4 – Question Assumptions: What Do You Know? What Don’t You Know? 160 Proactive Learning: Lesson Plan #5 – Seeking Out Information, Technique, and Perspective 161 Proactive Learning: Lesson Plan #6 – Studying Information to Build Knowledge164 Proactive Learning: Lesson Plan #7 – Practicing Technique to Build Skills 166 Proactive Learning: Lesson Plan #8 – Contemplating Competing Perspectives to Build Wisdom 168 Teaching Problem Solving 170 Problem Solving: Lesson Plan #1 – Introduction 173 Problem Solving: Lesson Plan #2 – Preventing or Avoiding Problems Before They Happen 174 Problem Solving: Lesson Plan #3 – Ready- Made Solutions to Commonly Occurring Problems 175 Problem Solving: Lesson Plan #4 – Common Denominators and Underlying Principles 177 Problem Solving: Lesson Plan #5 – Applying the “After- Action” Review Tool 178 Problem Solving: Lesson Plan #6 – Using the After- Action Review Tool to Learn from Others 180 Teaching Decision Making 181 Decision Making: Lesson Plan #1 – Introduction 184 Decision Making: Lesson Plan #2 – Information Analysis: Simple Pros and Cons 186 Decision Making: Lesson Plan #3 – Cause and Effect: Positive Outcomes 188 Decision Making: Lesson Plan #4 – Cause and Effect: Negative Outcomes 189 Decision Making: Lesson Plan #5 – Applying the After- Action Review Tool 190 Decision Making: Lesson Plan #6 – Using the “Decision/Action Tree” 191 Chapter 6 Teaching the Missing Basics of Teamwork 193 Teaching Respect for Context 193 Respect for Context: Lesson Plan #1 – Introduction 196 Respect for Context: Lesson Plan #2 – Reading the Structure, Rules, Customs, Leadership 197 Respect for Context: Lesson Plan #3 – Where Do You Fit? 199 Respect for Context: Lesson Plan #4 – What Do You Need to Do to Adapt? 200 Respect for Context: Lesson Plan #5 – Context- Limiting Factors 201 Respect for Context: Lesson Plan #6 – Complicated Relationships 202 Respect for Context: Lesson Plan #7 – Positive Contexts 203 Respect for Context: Lesson Plan #8 – Negative Contexts 204 Respect for Context: Lesson Plan #9 – Dealing with People with Bad Attitudes 205 Respect for Context: Lesson Plan #10 – Dealing with People with “Great” Attitudes 207 Teaching Citizenship 208 Good Citizenship: Lesson Plan #1 – Introduction 211 Good Citizenship: Lesson Plan #2 – The “Respect” for Others Model 213 Good Citizenship: Lesson Plan #3 – The “Best Interests” Model 215 Good Citizenship: Lesson Plan #4 – The “Civic” Model 216 Good Citizenship: Lesson Plan #5 – The “Communitarian” Model 217 Good Citizenship: Lesson Plan #6 – The “Common Sense” Model 218 Good Citizenship: Lesson Plan #7 – The “Solid Standards” Model 220 Good Citizenship: Lesson Plan #8 – The “Personal Sacrifice” Model 222 Good Citizenship: Lesson Plan #9 – The Theodore Roosevelt Model 224 Good Citizenship: Lesson Plan #10 – Create Your Own Model 225 Teaching Service 226 Service: Lesson Plan #1 – Introduction 230 Service: Lesson Plan #2 – Common Myths About “Service” in the Workplace 232 Service: Lesson Plan #3 – Realities About Service in the Workplace 233 Service: Lesson Plan #4 – Myths Versus Realities in the Workplace 234 Service: Lesson Plan #5 – The “Be a Great Employee” Model of Service 239 Service: Lesson Plan #6 – The “Service” Approach to One- on- Ones Between Managers and Direct Reports 240 Service: Lesson Plan #7 – The Service Approach to Meeting Attendance and Participation 243 Service: Lesson Plan #8 – Helping Your Boss Monitor Your Performance 245 Service: Lesson Plan #9 – Putting Yourself on a Performance Improvement Plan 248 Teaching How to Play Your Position 249 Playing Your Position on the Team: Lesson Plan #1 – Introduction 253 Playing Your Position on the Team: Lesson Plan #2 – Defining the Dimensions of Playing Your Role on the Team/Teamwork 255 Playing Your Position on the Team: Lesson Plan #3 – Your Role in Relation to the Mission 257 Playing Your Position on the Team: Lesson Plan #4 – Coordinating, Cooperating, and Collaborating with Others 258 Playing Your Position on the Team: Lesson Plan #5 – Supporting and Celebrating the Success of Others 260 Playing Your Position on the Team: Lesson Plan #6 – Identifying Your “Go To” People and Building Relationships with Them 261 Playing Your Position on the Team: Lesson Plan #7 – Becoming a “Go To” Person for Others 262 Playing Your Position on the Team: Lesson Plan #8 – How to Use Influence to Get Things Done 263 Playing Your Position on the Team: Lesson Plan #9 – Consider the Lessons About Teamwork from This US Air Force Special Operations Team 264 Lesson Plan List: 92 Different Lesson Plans 267 Acknowledgments 273 About the Author 277 Index 279

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Book SynopsisJawad Syed is Dean and Professor of Organisational Behaviour at Suleman Dawood School of Business, Lahore University of Management Sciences, Pakistan. Jawad was previously Professor of Organisational Behaviour and Diversity Management at the University of Huddersfield, UK.Robin Kramar is Professor of Human Resource Management at the Australian Catholic University, Australia. Robin conducts leadership work as Chair of the HR and Professional Experience Discipline, and she is responsible for accreditation and ensuring quality in the University's HRM programs.Trade ReviewAn excellent revised edition of a successful core text which features a truly global orientation, and a critical approach to HRM theory and practice. The authors take a non-western-centric approach and encourage students to question underlying assumptions about management. * Adrian Wilkinson, Griffith University, Australia *In the last few decades an increasing number of books on international HRM have been published. Among these publications this book stands out through the way in which it explores dominant concepts from the HRM literature, linking them with other literature, like on institutional theory, industrial relations and employee participation. The critical approach makes it stand out, especially when compared with more mainstream thinking on Strategic HRM. Global developments are looked at without the typical Euro-US angle - providing fresh ideas from other regions of the world like Australia. There are also many excellent cases suitable for various levels of teaching international HRM and employment relations. * Ulke Veersma, University of Greenwich, UK *This book provides a superb introduction to HRM in the 21st century, and in a global context. The topics are located in the present era; they update methodologies and offer original and actionable ways forward for a subject that is in danger of being hijacked by recycled insights. * Raza Mir, William Paterson University, USA *Table of ContentsPART ONE-THE HRM ARENA Chapter 1 – Context-Specific Human Resource Management Chapter 2 – A Critical Perspective on Strategic Human Resource Management PART TWO- HRM IN PRACTICE Chapter 3 – HRM in MNCs Chapter 4 – Diversity Management in a Global Context Chapter 5 – HRM, Ethics and Corporate Social Responsibility Chapter 6 – Human Resource Planning Chapter 7 – Job and Work Design Chapter 8 – Recruitment and Selection Chapter 9 – Performance Management Chapter 10 – Reward Management Chapter 11 – Training, Development and Learning PART THREE- CONTEMPORARY ISSUES IN HRM Chapter 12 – Talent Management Chapter 13 – International Assignments Chapter 14 – HRM, Productivity and Employee Involvement Chapter 15 – Work-Life Balance in the 21st Century Chapter 16 – Managing Global and Migrant Workers Chapter 17 – Sustainable HRM.

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Book SynopsisThis important new collection provides not only a comprehensive overview of how organizational interventions can improve health and well-being in the workplace - addressing its causes rather than the symptoms - but also the practical issues faced in their design, implementation and evaluation. Drawing on a range of case studies and empirical investigations, it is the first book to seriously examine each element of the intervention process, and to recognize the individual, group, leader and organizational factors that researchers should consider. The authors describe the various challenges to such collaborative processes, as well as the specific methods and tools that can be used in response. Each chapter offers practical, evidence-based guidance. Featuring a final section examining new directions and approaches in organizational intervention research, the book features contributions from some of the leading international researchers in the field. It will be essential rTable of ContentsIntroduction: Organizational interventions: Where we are, where we go from here? Karina Nielsen and Andrew NobletPart 1: Planning and implementing organizational interventions1. Using high-involvement Fishbone workshops to transform problem identification into tailor-made organizational interventions by Christine Ipsen, Ole Henning Sørensen, Signe Poulsen and Liv Gish2. Getting everyone on the same page: Cocreated program logic (COP) by Ulrica von Thiele Schwarz, Anne Richter and Henna Hasson3. Participatory interventions in call centres by Carolyn Axtell and David HolmanPart 2: Evaluating organizational interventions4. Valid and taken seriously? A new approach to evaluating Kaizen-inspired (and other) intervention tools by Christian Dyrlund Wåhlin-Jacobsen5. Evaluation of the Preparatory Phase of a Stress Intervention: A Case Study from the Australian Public Sector by Maureen F. Dollard and Amy Zadow6. Tricks of the trade: Practical advice from the PIPPI project for evaluating organizational interventions by Johan Simonsen AbildgaardPart 3: New directions7. Supporting participatory organizational interventions: New opportunities, roles and responsibilities for researchers and OSH professionals by Robert A. Henning, Michelle M. Robertson and Alicia G. Dugan 8. Applying an integrated approach to workplace mental health in SMEs: A case of the "too hard basket" or picking some easy wins? by Angela J. Martin and Anthony D. LaMontagne9. Supporting interventions: Enabling senior management to enhance the effectiveness of a training program for line managers by Henna Hasson, Caroline Lornudd, Ulrica von Thiele Schwarz and Anne Richter10. Leadership and Team Development to improve organizational health by Georg F. Bauer & Gregor J. JennyEpilogue: Critical reflections and the way forward Andrew Noblet and Karina Nielsen

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Book SynopsisUnleashing the Power of Diversity provides a clear tool to create a common language across teams and organisations that reinforces positive identity, builds trust towards people and processes, supports innovation and helps make diversity sustainable. The complex problems that many organisations and teams now face are global in scope, including cultural, social and environmental issues. Challenges such as climate change, mass migration and human rights do not respect national borders or sociodemographic groups. In order to solve these complex problems, we need the skills to be able to communicate effectively across the differences that may otherwise divide us. In this ground-breaking book, award-winning consultant and author, Bjørn Z. Ekelund, presents a clear step-by-step approach to communicate with people who have different mindsets, perspectives and cultural backgrounds. It is relevant and applicable across various contexts within the workplace, interTrade Review"It is our pleasure to endorse Bjørn Ekelund and his new book and it comes with our best recommendation. In RETHNK we design and facilitate strategic change and we create spectacular transformative workshops. We use the Diversity Icebreaker concept to improve communication and understanding between participants during a workshop. Advanced workshop facilitation brings people through three stages in our accelerated workshop: Learn, Integrate and Transform, which is also represented as a Green, Red and Blue process. The feedback we get from our customers is great because the Diversity Icebreaker helps them communicate in a simple way about complex problems."Jesper Sonne and Carsten Arnfjord Thomsen, RETHNK, Denmark"I have been using the Diversity Icebreaker for over 10 years with executives, graduate students and undergraduates. The class sizes have ranged from 11 to 60 participants. It has become an important tool in my courses for understanding diversity in patterns of interpersonal behavior, communication styles and work preferences. Although there is substantial statistical data for its reliability and validity, I find its face validity, simple (but not simplistic) categorization scheme and ease of use to be critical characteristics. I am not trying to make my students pop psychologists but rather provide a tool to help them to become more effective. Participants clearly recognize the three styles in their organizations and find that it usually identifies their style accurately. In addition to learning, they really enjoy the exercise."Dr. Henry Lane, D’Amore-McKim School of Business, Northeastern University, Boston, MA"One of the main difficulties working in collaborative processes where mutual respect and equality among participants are core values is the lack of a common language. Especially in welfare programs where so-called clients or other end-users of public service are invited into processes where empowerment and governance are explicit goals. Even with such aims, the dialogue often seems to move into forms and meaning that support one side, and that is seldom the most vulnerable ones. The Diversity Icebreaker does not take into account who has most prestige or which prior position the participant has in front of a DI working session. A DI session is instead coloured in a playful atmosphere where the participants gather around new concepts; Red, Green and Blue with a dialogue spinning out of those concepts with very few predefined influences from any given positions."Lars Ueland Kobro, CEO/Senior researcher, Norwegian Centre for Social Entrepreneurship and Social Innovation – SESAM, University of South-Eastern Norway"Self-understanding, understanding the Other, acknowledgement, belonging, inclusiveness, trust, common language, team work and … fun. So many leitmotifs that run through the book and reflect our experience of using the Diversity Icebreaker with all the staff and students at our school for the last five years. Through the hundreds of sessions we have run with staff and students from over 100 countries, we have come to rely on the Diversity Icebreaker as one of the basic tools in our intercultural communication toolbox."Grant Douglas, Track Coordinator, Intercultural Communication, IESEG School of Management, Lille, France"I have been fortunate to work with Bjørn Z. Ekelund and the Diversity Icebreaker for more than 10 years. I have found him and the use of Diversity Icebreaker to be under constant development. Bjørn is engaging and a true knowledge sharer, making the research-based tool, the Diversity Icebreaker, easy to use for mentoring large groups of up to 150 participants. The Diversity Icebreaker is always highly appreciated and has received excellent feedback from leaders and employees around the world."Annika Dybwad, Owner and senior consultant, FlexAbility Consulting AS, Norway"I have had the pleasure of using the Diversity Icebreaker in diverse learning settings, including courses in Design Thinking and Action Research. In these courses, the Diversity Icebreaker created a powerful vehicle for deep learning at multiple levels. This includes learning about self in relation to others in the context of collaborative projects that value multiple perspectives, fostering systemic understanding in working with wicked problems."Frederick Steier, Ph.D., Professor, Fielding Graduate University, School of Leadership Studies, and Department of Communication, University of South FloridaTable of Contents1. Introduction 2. How to Manage Diversity 3. Communication 4. Three types of diversity 5. BLUE: How to Create Better Results 6. GREEN: How to Innovate and Create New Knowledge 7. RED: How to Create Collective Identification and Trust 8. How to Promote Dignity and Personal Development 9. Addressing Global Challenges through Managing Diversity. 10. About work organisations and their potential contribution to promote dignity, personal development and "Bildung".

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Book SynopsisFrom selection and assessment, to training and development, and reward management, all HR functions have an impact on an organization. Ever-present budgetary pressures mean that there is perpetual competition for resources, so HR departments must be able to account for and justify their contribution to the bottom line.This practical text presents a results-based approach to HR accountability, which explains how to: Uncover and monitor the costs of HR programs Develop programs emphasizing accountability Collect data for evaluation Measure the contribution of human resources Calculate HR's return on investment This new edition is fully revised and updated to reflect developments in the field, such as the rise of talent management and the increased role of technology in HR measurement, and is supported with international examples throughout. New chapters have been addeTrade Review‘Jack and Patti Phillips have done it again. Accountability is a critical issue in human resource programs of all kinds, but too often it is overlooked or even misunderstood. This book lays out the framework for accountability systems in clear, simple, and important ways. It is a must read for anyone in our field.’ – William Rothwell, Professor of Workforce Education and Development Program, The Pennsylvania State University, USA‘Influential HR Executives know there is a compelling reason to show the value of HR Programs and of investing in Human Capital. To confront the myths and obstacles to implementing formal measurement and evaluation processes, this book equips the organizations with the most practical and easy tools, which are key to success.’ - Marcela Leon, Executive Director, Innovazzone‘Accountability is a critical issue when connecting HR to business value. The framework for demonstrating accountability of HR is seamlessly presented in this book, showing the value in terms executives understand, and enabling the use of data to make improvements in programming. This book will be a tremendous support to any professional designing or championing Human Resources activities.’ - Jim Hughes, Director of Organizational Development, Lovelace Health System‘Accountability in Human Resources Management is a step-by-step guide for success. Jack and Patti offer the methodology, tools, and resources to elevate the HR professional by delivering the specific advantage of adding value to the business. The need for the HR team to make these contributions is absolutely necessary today and this must-have book makes the process incredibly easy.’ - Ana Irving, PHR, HR Consultant, Embraer‘As human resource professional we strive to propel our organizations to success. The 2nd Edition of Accountability in Human Resource Management offers a thoughtful, practical and guided approach to results-based HR accountability, the cornerstone of that success. It’s a must read for today's and tomorrow's HR leaders.’ - Nancy Dwyer, MSHR, Recruiting Manager, CliftonLarsonAllen LLP and Adjunct Professor, Western Carolina University, USA‘This book analyses the fundamental aspects of ‘real-life’ HR practice with discussion supported by valuable case studies. The HRM structure of modern organisations is explored with key elements evaluated through an in-depth focus of accountability and measurement. Accountability in Human Resource Management is a core text for any HR student or professional practitioner.’ - Chris Doran, Lecturer in HRM, University of Salford, UKTable of ContentsPart I: Setting the Stage for Accountability 1. The Need for Results from HR 2. Measuring the HR contribution: A History of Approaches 3. A Results-Based Model 4. Management Influence on Human Resources Accountability Part II: Measuring the Impact and ROI of Specific HR Programs 5. Achieving Business Alignment with Human Resources Programs 6. Selecting the Solution and Developing Objectives 7. Collecting Data 8. Analyzing Relationships, Causation, and Attribution 9. Monetary Benefits, Costs, and ROI 10. Reporting Results and Driving Improvement Part III: Measuring and Reporting the Total HR Function 11. How Much Should You Invest in HR? 12. Do HR Practices Add Value? 13. Measuring Specific Human Resources Functions and Processes 14. Developing an Executive-Friendly HR Scorecard

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Book SynopsisAudrey Tang is a Chartered Psychologist (CPsychol), NLP practioner and FIRO-B coach. Her first book Be a Great Manager Now was published by Pearson in May 2016, and has been translated into Russian for further distributon. She is a training consultant, an accredited speaker delivering keynotes at National and International conferences and the resident psychologist on The Chrissy B Show (Sky 203).Table of Contents Part 1 Practical applications 1 The mindful leader 2 Problem solving and decision making 3 Creativity and innovation 4 Relationships and collaboration 5 Emotional agility 6 Inner confidence and self-esteem Part 2 Personal applications 7 Self-care 8 Emotional resilience and well-being 9 Be aware of your limitations Part 3 Mindful growth 10 Inspiration and growth 11 Maintaining a work–life balance 12 Epilogue: beyond mindfulness References

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Book SynopsisThis book will complement the author''s book on the future of Management Consultancy. While that book examined the structure and trends in the industry this book tackles the more micro questions about how consultants understand what clients value and create value for clients. The author is a leading expert on management consulting and this book will help management consultants to do their jobs successfully.Table of ContentsWhere Next? Let's Question our Assumptions What Clients Want from Consultants And What they do not Want The Way in which Client Buying Behaviour is Changing The New Models of Client-Consultant Relationships Intellectual Assets and Core Competencies: What Makes you Special? How do you Compare with your Competitors? What are the Opportunities? What are the Threats? How do you Choose your Clients? Or do They Choose You? How do you Work with your Clients? Who are Your Allies? Can you Add Value through Non-Consulting Activities? The Changing Role of Technology - Do you Stand to Win or Lose? Can You Find and Keep the Right People? Have you Got the Right Organisation and Culture? Can You Prove Your Worth?

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Book SynopsisThe business world has been changing at a faster rate than before and has become more complex and interdependent. This has given rise to greater opportunities for new business platforms and growth, but the need for new understanding of this complexity. Hyperinnovation provides a complete rethink of strategies for innovation in a multidimensional and connected economy.Trade Review' Hyperinnovation is a wonderful book. Chris Harris has managed to recombine elements of cutting-edge science and management practices to produce a new model of innovation, one that not only takes advantage of, but also celebrates the richness of connectivity. Hyperinnovation is not for those looking for a quick fix. It is clear and compelling, but deep. When you are ready to become an innovation leader in the connected economy, read this book.' - Rudy Ruggles, Head of Innovation Research, CAP Gemini Ernst &YoungTable of ContentsIntroduction SECTION I: HYPERINNOVATION-STRATEGY Thriving on Paradox Multidimensional Thinking Multidimensional Learning Multidimensonal Enterprise Collaborative Commerce SECTION II: HYPERINNOVATION-CULTURE High Concept Futuring Values that Connect Multidimensional Leaders Nurture Multidimensional People SECTION III: HYPERINNOVATION-ORGANISATION Complexity, Innovation & Organisation SwarmNets & Emergent Teams Project Hosting and Whole Team Building Warehouse-of-Innovation Hypermachines:Tools to Think and Collaborate With SECTION IV: HYPERINNOVATION PROJECTS Results Focussed Projects Less is More, Results over Time Kanban Projects Measuring Uncertainty & Projects-in-Progress (PIP) Mapping SECTION V: HYPERINNOVATION TOOLS Searching for Seeds and Complexes of Needs Analysing Customer Demands Translating Raw Customer Demands Identifying Core-Competency/Core Technology Focus on What's Most Important Conceptualisation Matrix Innovation Risk Assessment SECTION VI: HYPERINNOVATION IGNITION Control Theory & The Design of Performance Metrics 3...2...1...Ignition Bibliography Index

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Book SynopsisInnovation is critical for securing competitive advantage and achieving business success. Yet, for many organisations it remains elusive. This book adopts a unique approach to innovation by focussing on how teams may deliver innovations capable of transforming their company''s performance. The book starts with the dynamics of innovation and explores the creative processes. It moves onto examine how teams can collaborate to create innovative team values and also shows how a company can organise and lead innovative teams. Finally, including many exercises, the book shows how to design innovative team programmes and measure performance.Trade Review'Chris Harris's new book fills an important gap in the library of creativity and innovation. Some books focus on the individual, and provide guidance on how individuals can enhance their personal, creative skills; others focus on the organisation, and relate how you have to get the reward structure, role models, the resource allocation system and all the rest in harmony with the corporate goal of innovation. Building Innovative Teams looks at that oh-so-important and practical middle ground - how groups of individuals can be moulded into high performing teams, with innovation as their key agenda. Written in a highly readable, pacy style, Building Innovative Teams offers great insights into something we all strive to do, and provides much pragmatic advice as to how to do it.' - Dennis Sherwood, former Vice President of SIR Consulting; distinguished fellow of the Sloan Management School at MIT; CEO of SilverBullet Machine Manufacturing Ltd; and author of Smart Things to Know about Innovation and Creativity and Seeing the Forest for the Trees: A Manager's Guide to Applying Systems Thinking 'This is an impressive book by any standards and I for one have very much appreciated that Harris has chosen to share his methodologies...I have read the book three times, such is the level of richness and guidance provided, and each time I pick it up I get new insights. I strongly recommend Building Innovative Teams.' - Robin Campbell, Journal of Management DevelopmentTable of ContentsIntroduction PART I: THE DYNAMICS OF INNOVATION The Unique Nature of Innovation The Unique Nature of Innovation Teams PART II: THE DYNAMICS OF BUILDING INNOVATION TEAMS The Brain, Learnt Behaviours, and Human Interaction The Creative Individual and the Innovation Team Developing an Innovation Team's Whole Mind "Live" Team Talk and Collaborative Learning The Need for Precipitant Innovation Team Values The Need for High Performance Goals and Metrics Organising Innovation Teams Leading Innovation Teams Team Compensation Systems PART III: INNOVATION TEAM BUILDING STRATEGIES AND TOOLS Profiling and Selecting Team Members Becoming an Innovation Team Accelerating Innovation Team Performance

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Book SynopsisCorporations of every size have experience of employees who are guilty of lying, stealing, sabotage, hacking, destruction of files and data, and more than a few corporations have been, and continue to be, devastated by the activities of whistleblowers. Profits, secrets and staff morale are all threatened. This book provides a background to the psychology of deviance and offers practical advice about identifying the causes of and prescriptions for reversing disloyalty.Trade Review'This is a book packed with information and academic findings' - Henry Stewart, Management TodayTable of ContentsThe Overview Theories of Dark Side Motivation Betrayal: The Unsettling Forces Counter Productive Bahaviours at Work Bad Person Theories Measuring Dark and Bright Side Attitudes, Beliefs and Bahaviours Integrity Tests The Psychology of Deception and Lying Protecting Your assets Fostering Loyalty and Commitment

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Book SynopsisMichael Rose is an author, speaker and independent reward consultant based in London, UK. He was formerly the Vice-President of reward at the CIPD, and has held a number of senior reward management positions, such as the Director of Total Reward for Aon Corporation and Head of Reward Management for TSB Bank plc. A regular international conference speaker, he has also appeared on radio and TV commenting on reward issues and has written a number of books and articles on the topic.Trade Review"This book is hands-down one of the leading sources of insight and best practice on Reward and related issues that a Human Resource professional at any stage of their experience can turn to. Michael is an accomplished and remarkably progressive thinker across the spectrum of Total Reward and it is of immense benefit to the sector that he continues to share his experience and knowledge with us." * Craig Truter, Head of Total Rewards, LumiraDx *"Michael Rose has written a must-read guide for any reward professional that wants to take the step up to strategic management. I particularly enjoyed the case studies at the end of each chapter, as they bring the content to life in a vivid and inspirational way, and help the reader visualise how they can put into practice the key ideas discussed in the book." * John Lionis, Regional Head of Reward, Chanel *"As a Generalist HR practitioner, I found Michael's book to be very comprehensive and easy to apply. The questions within each section were very useful to stimulate thought around the varying considerations of reward, without compromising on detail and clarity. Before using the book, my knowledge of reward was limited to functional detail, without clear understanding of the why the various components matter. I would recommend this book to anyone who needs a comprehensive whistle-stop tour of reward." * Sharron Harvey, EVP, Head of HR, Gatehouse Bank *"An invaluable introduction to the world of total reward management which provides a clear and pragmatic balance between theory and practice. Michael sets out a solid, thoughtful and personal view which avoids jargon and which should be embraced as an invaluable reference point for anyone starting out on their career as a total reward professional." * Richard Hortop, Vice President, International Total Reward, Comcast *"Michael's practical experience and bent make him an excellent guide for you through shifting plans and practices, with an engaging and highly readable writing style. But he is also skilled and interested in 'how they all fit together' and provides clear, concise summaries of the major strategic concepts and theories which should underpin all reward applications. I particularly recommend him to the students on the CIPD and WorldatWork programmes that I teach on. But like many experienced reward consultants, I regularly dip into the contents myself!" * Dr Duncan Brown, Visiting Professor University of Greenwich, Principal Associate, IES *"Michael has applied his deep and wide experience in our profession to produce a must for academics, consultants and practitioners who really want to understand the foundation stones of modern reward principles." * John Beadle, Global Head of Performance and Reward, ABB *"How people are rewarded is the subject of increased internal and external scrutiny. Michael's book will help reward and HR professionals deal with such scrutiny with confidence, such as showing that pay systems are fair, that they support business needs, and deliver a return on the money spent. As well as the technical side, the book also helps the reader with such practical issues as how to communicate reward or how to plan the annual pay review." * Charles Cotton, Senior adviser for reward and performance, CIPD *Table of Contents Chapter - 00: Introduction; Section - ONE: The fundamentals of reward management; Chapter - 01: Reward and reward strategy; Chapter - 02: Why reward is important and how it can make an impact; Chapter - 03: Relationship between motivation and reward; Chapter - 04: How reward fits together; Chapter - 05: How to get started with a reward strategy; Chapter - 06: Communications; Chapter - 07: Tax and National Insurance; Section - TWO: Reward in practice; Chapter - 08: Grades and pay structures; Chapter - 09: Managing pay data and pay reviews; Chapter - 10: Bonus plans; Chapter - 11: Recognition and non-cash reward; Chapter - 12: Long-term plans; Chapter - 13: Benefits; Chapter - 14: Conclusions; Chapter - 15: Appendix; Chapter - 16: References

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Book SynopsisProfessor Binna Kandola is co-founder and Senior Partner at Pearn Kandola. He has been working in diversity and inclusion for over 40 years with organizations including American Express, Microsoft and NATO. Based in Oxford, UK, he was named by HR Magazine as one of the Most Influential HR Thinkers of 2023.

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