Personnel and human resources Books

Book Synopsis„Neuro-Organisationskultur“ oder kurz „Neurokultur“ baut auf die Erfahrungen auf, die in den letzten 30 Jahren mit Organisationskultur gemacht wurden und ergänzt sie um neueste Erkenntnisse aus Hirn- und Emotionsforschung sowie um wichtige Einsichten aus Soziologie und Psychologie.Die aktuelle Konzeptlandschaft zum Thema Organisationskultur ist im Kern 20-30 Jahre alt und weist für praktische Operationalisierungen gravierende Unzulänglichkeiten auf. Mit dem Konzept „Neurokultur“ wird ein neuartiges Kulturmodell vorgestellt, das im Kern die drei Bausteine Reflexivität, Vorstellungen und Emotionen aufweist. Dazu führt der Autor in die neurowissenschaftlichen Grundlagen z. B. von Wahrnehmung, Gedächtnis und Lernen ein und macht mit Konstrukten, wie etwa Emotion, Stress, kognitiver Dissonanz, Intelligenz, Aufmerksamkeit und Kreativität vertraut. Neuartig ist auch, dass Gruppen und Individuen konsistent unter einem Dach konzeptualisiert wurden. Insgesamt ergibt sich ein signifikant belastbareres Verständnis von kulturellen Phänomenen und menschlichem Verhalten, wodurch sich neue Möglichkeiten der Operationalisierung eröffnen. Dazu wird ein struktureller Rahmen nebst Begriffsinventar sowie konkrete Methoden und Vorlagen zur Analyse, kontinuierlichen Pflege und gezielten Veränderung von Organisationskultur dargeboten.Schließlich werden wichtige Megatrends skizziert, auf deren Basis Anforderungen an das kulturelle Profil von Organisationen des 21. Jahrhunderts abgeleitet werden. Das praxisorientierte Buch enthält zahlreiche Beispiele aus Unternehmen und Exkurse zu aktuellen Themen aus Gesellschaft, Politik und allgemeiner Lebensführung.Table of Contents​Einleitung.- Rahmenbedingungen der Konzeptgenese.- Konzeptgenese und aktuelle Situation.- Relevantes aus Hirn- und Emotionsforschung.- Neurokultur.- Management von Organisationskultur.- Eckpunkte für Organisationen des 21. Jahrhunderts.- Anhang.- Literaturverzeichnis.

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Book Synopsis„Talent-Management“ ist für Personalverantwortliche in Zeiten des Fachkräftemangels eine der größten Herausforderungen. Menschen mit besonderen Talenten und Hochbegabte sind als Mitarbeiter einerseits besonders attraktiv, gelten aber andererseits als eher „schwierig“ zu führen. Erfolgsautor Maximilian Lackner bietet konkrete Empfehlungen für den effektiven Umgang mit Hochbegabten, Künstlern und Forschern im Unternehmen. Hochbegabten gibt er Hilfestellungen für den eigenen Berufsalltag.Durch zusätzliche Tipps und Praxisbeispiele ist die 2., erweiterte und überarbeitete Auflage noch anwendungsorientierter. Neue Themen sind unter anderem: Die Rolle sozialer Medien, Hochbegabte in der Selbständigkeit sowie der Wandel in der Berufswelt.Table of Contents Was ist Hochbegabung?.- Intelligenz und Erfolg.- Denken mit beiden Gehirnhälften.- Hochbegabte in Organisationen.- Erfolgreiche Führung von Hochbegabten.- Wie Sie als hochbegabte Führungskraft oder als hochbegabter Mitarbeiter richtig mit Kollegen umgehen.- Hochbegabte in der Selbständigkeit.- Hochbegabte und das Impostor-Phänomen.- Angst vor Erfolg als Hochbegabter.

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Book SynopsisArbeitgeberattraktivität darf nicht schon beim Bewerbungsprozess enden. In einer Zeit, in welcher der Fachkräftemangel allgegenwärtig ist, können Arbeitgeber es sich nicht leisten, Bewerber und potenzielle Bewerber durch eine schlechte Candidate Experience – also ein negatives Bewerbererlebnis – zu vergraulen. Der häufigste Entscheidungsgrund für oder gegen einen Arbeitgeber sind die Erfahrungen des Bewerbers vor, während und nach dem Bewerbungsprozess. Das Bild, was viele Arbeitgeber an den verschiedenen Kontaktpunkten im Bewerbungsprozess abgeben, und die Erwartungen der Kandidaten liegen jedoch häufig weit auseinander. Diese Dissonanz zu beseitigen und dadurch ein konsistentes positives Arbeitgebermarkenerlebnis zu schaffen, ist das Kernziel eines professionellen Candidate-Experience-Managements. Aktuelle Studien, greifbare Praxisbeispiele und leicht umsetzbare Steuerungsinstrumente geben in diesem Buch das nötige Rüstzeug, um die eigene Candidate Experience zu optimieren und Bewerber zu Fans werden zu lassen.Trade Review“... Alles in allem ist das Buch durchaus solide konzipiert und als erste Anlaufstelle zum Thema sicher eine gewisse Orientierung. Es ist gut lesbar und auch grafisch angenehm gestaltet ...” (Julia Roth, in: Personalwirtschaft, Heft 7, 1. Juli 2016)Table of Contents1. Einleitung.- Die Theorie der Candidate Experience.- 3. Zahlen, Daten und Fakten zu Candidate Experience in Deutschland.- 4. Zahlen, Daten und Fakten im internationalen Kontext.- 5. Candidate Journey Toupoints.- 6. Praxisbeispiel Swisscom.- 7. Candidate Experience als Projekt.- 8. Einflussfaktoren auf Bewerberakzeptanz.- 9. Candidate Experience im E-Recruiting. -10. Onboarding als integraler Bestandteil eines systematischen Candidate Experience Managements.- 11. Der Einfluss von Personalberatern auf die Candidate Experience.- 12. Ist Candidate Experience nur etwas für große Konzerne?- 13. Praxistipps und Beispiele für alle Kontaktpunkte.- 14. Ausblick in die Zukunft für Candidate Experience Management.- 15. Interessante weiterführende Quellen zum Thema Candidate Experience.

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Book SynopsisPublic organizations are often not at the centre of management studies, at the same time they are the engines of a good functioning society. In this research, organisational resilience and strategy execution are studied in the context of Italian municipalities. The thesis explores traits and characteristics allowing municipalities to successfully adapt to changes. Important results are the practical recommendations that will enable the strengthening of organisational resilience and execution characteristics. In a world where the only constant is change and a pandemic is shuffling the world paradigms, this book might represent an enlightening reading for public managers who want to fulfil the mission of their organisations.Table of ContentsIntroduction.- Theory regarding strategy execution and resilience.- Methods and techniques used in the research.- Discussion of research results.- Conclusions and outlook.

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Book SynopsisEinleitung.- Führungszielmanagement.- Self-Empowerment.- Eigene Gedankenwelt.- Selbstkenntnis.- Kommunikationsverhalten und Authentizität.- Spiegelneuronen und Empfindungen.- Kompetenzvermutung.- Wahrnehmung der Umwelt.- Interaktionskompetenz und Kommunikationsgebote.- Psychologisches Führungszeitmanagement.- Auftreten und Wirkung.- Beziehungsmanagement.- Lernzonenmodell.- L.I.F..-Balance.- Führungsservice.

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Book SynopsisEinleitung.- Bewerber verstehen: Psychologie des Jobwechsels.- Ihr Angebot entwickeln: Die vier Leistungsträger-Bausteine.- Ihr Angebot transportieren: Leistungsträger-Ansprache.- Jobselling: Leistungsträger im Gespräch überzeugen.- Fazit die Entscheidung liegt bei Ihnen.

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Book SynopsisEinleitung.- Internes Crowdsourcing in Theorie und Praxis.- Empirisches Vorgehen.- Qualitative Untersuchung.- Entwicklung von Hypothesen.- Quantitative Untersuchung.- Diskussion der Ergebnisse und Implikationen für Wissenschaft und Praxis.

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Book SynopsisGeleitworte.- Vorwort.- Über die Autorin.- So holst du das Beste aus dem Buch heraus.- 1. Kraft der interkulturellen Begegnungen.- 1.1 Was erlebt Anna bei interkulturellen Begegnungen?.- 1.2 Notwendigkeit von interkulturellen Begegnungen.- 1.3 Vorteile von Vielfalt.- 1.4 Hindernisse und Barrieren überwinden im Beruf.- 1.5 Was setzt Anna unter Druck?.- 2. Verständnis für Kultur.- 2.1 Welche Unterstützung braucht Anna konkret?.- 2.2 Was ist Kultur?.- 2.3 Wesentliche Bestandteile der Kultur kennenlernen.- 2.4 Bereiche der Kultur im Überblick.- 2.5 Einflüsse der Familie.- 2.6 Entwicklung meiner individuellen Kultur.- 2.7 Welche neuen Herausforderungen gibt es für Anna?.- 3. Tragweite von kulturellen Unterschieden.- 3.1 Wie klärt Anna ihre Unklarheiten?.- 3.2 Einwanderung und Zuwanderung im Detail.- 3.3 Kulturelle Unterschiede und Gemeinsamkeiten erkennen.- 3.4 Reise ins Unbekannte.- 3.5 Der Kulturschock.- 3.6 Ursachen von Missverständnissen und Fehleinschätzungen.- 3.7 Anna zieht durch.- 4. Erkenne deine kulturelle Prägung und Identität.- 4.1 Wie Anna ihre Unsicherheiten überwindet.- 4.2 Einflüsse der kulturellen Prägung.- 4.3 Elemente der kulturellen Identität.- 4.4 Kulturmodelle schaffen Klarheit.- 4.5 Werte erkunden.- 4.6 Welche Zweifel beschäftigen Anna?.- 5. Umgang mit Unbekannten und Unterschieden.- 5.1 Welche Beschwerden beschäftigen Anna?.- 5.2 Normalität und Fremdheit.- 5.3 Fremdheit und ihre Geheimnisse.- 5.4 Begegnungen mit Fremden.- 5.5 Gefühle der Fremdheit.- 5.6 Formen der Fremdheit.- 5.7 Welche neuen Einsichten gewinnt Anna?.- 6. Erfolgreiche Begegnungen gestalten.- 6.1 Warum wird Anna beschuldigt?.- 6.2 Blick auf Fremde und den Ethnozentrismus.- 6.3. Verhalten von Zuwanderern.- 6.4. Rassismus und Diskriminierung.- 6.5 Umgang mit Kulturunterschieden.- 6.6 Welche neuen Wege beschreitet Anna?.- 7. Gespräche führen und erfolgreich verhandeln.- 7.1 Welchen neuen Auftrag erhält Anna?.- 7.2 Kontakt mit anderen Kulturen.- 7.3 Phasen von Gesprächen.- 7.4 Interkulturelles Aushandeln.- 7.5 Methoden und Techniken.- 7.6 Sprachliche Verständigung mit und ohne Dolmetscher.- 7.7 Wie Anna die Kopfstand-Methode einsetzt.- 8. Erkenntnisse gewinnen und Denkfehler überwinden.- 8.1 Welche interkulturellen Einsichten und Erkenntnisse gewinnt Anna?.- 8.2 Umgang mit kulturellen Grenzen.- 8.3 Vorurteile verschwinden durch Kontakt zu anderen Kulturen.- 8.4 Denkfehler vermeiden.-  8.5 Zehn Tipps für Interkulturelle Kommunikation.- 8.6. Wie hat sich Anna weiterentwickelt?.- Schlusswort.- Literaturverzeichnis.

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Book SynopsisGeleitwort.- 1 Einleitung.- Teil I: Theoretische Hintergründe.- 2 Recruiting: Die wesentlichen Elemente der Personalbeschaffung.- 3    „Fitness“ und „Gesundheit“: Begriffswurzeln und Schnittstellen.- 4 Die zentralen Merkmale des „Fitnessmarktes“ in Deutschland.- 5 Gegenwärtige Rekrutierungsstrategien im Fitness- und Gesundheitsmarkt.- Teil II: Experten im Fokus: Befragung der Fach-, Nachwuchs- und Führungskräfte.- 6    Methodik.- 7 Expertenbefragung.- Teil III: Erkenntnisgewinne für die Praxis.- 8    Diskussion der empirischen Ergebnisse.- 9    Strategien, Handlungsempfehlungen und Checklisten.- 10    Schlusswort.

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Book SynopsisTeil I: Führungsverständnis.- Personalführung und Unternehmensführung.- Das Theoriemodell der Komplementären Führung.- Der Beruf der Führungskraft.- Unschärfen und persönliche Dimensionen.- Teil II: Führungsalltag.- Arbeitsinhalte definieren: Aufgaben, Aktivitäten, Arbeitsweise.- Bestbesetzung erreichen: Rekrutierung, Auswahl, Trennung.- Ressourcen bieten: Arbeitszeit, Sachmittel, Informationen.- Kompetenz stärken: Qualifizierung, Entwicklung, Innovation.- Zusammenarbeit fördern: Abstimmung, Beziehungen, Teamgeist.- Fürsorge gewähren: Gesundheit, Schaffensfluss, Veränderung.- Motivation stiften: Bedürfnisse, Anreize, Erwartungen.- Teil III: Führungsstrategie.- Strukturelle Führung: Das Prinzip Normsetzung.- Geschäftsmodell gestalten: Zweck, Strategien, Daten.- Organisationsstrukturen schaffen: Leitungssystem, Aufbau, Prozesse.- Arbeitsinstrumente bereitstellen: Personalinstrumente, Sachmittel, IT-Systeme.

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Book SynopsisAngesichts des wachsenden Erfolgsdrucks in Unternehmen ist eine effektive Zusammenarbeit innerhalb und zwischen den einzelnen Teams von essenzieller Bedeutung. Grundlage für eine gute Kooperation ist eine funktionierende Kommunikationsbasis. Reinhard Grimm und Ewald E. Krainz führen ihre Erkenntnisse und Erfahrungen aus Unternehmenspraxis, Beratung und Forschung zusammen und schildern, wie man das Kommunikationsverhalten von Teams analysieren und im Sinne einer erfolgreichen Zusammenarbeit verbessern kann. Sie untersuchen Beziehungsmuster, deren gruppendynamische Auswirkungen und zeigen Gesetzmäßigkeiten auf, die soziale Vorgänge in Teams besser einschätzbar und damit veränderbar machen. Die beschriebenen Konzepte und Methoden werden an einprägsamen Beispielen illustriert.Table of ContentsEinleitung Berechenbarkeit sozialer Systeme Gruppendynamische Forschung für die Führungs- und Beratungspraxis Die Soziale Impuls Analyse (SIA) Die Soziale Impuls Analyse (SIA) in der Praxis Beispiele Auf den Punkt gebracht

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Book SynopsisDas Buch behandelt die vier Fragen nach Kant: Was kann ich wissen?; Wie soll ich handeln?; Was darf ich hoffen? und Was ist der Mensch? im Hinblick auf die vier Hauptaufgaben von Führungskräften in Unternehmen: strategisches Denken; organisieren und führen; Unternehmenskultur fördern; sich eine Meinung von Menschen bilden (Personalauswahl). Die philosophischen Aussagen werden erläutert und emotional vertieft mit Hilfe von Geschichten aus der Literatur, von Beispielen aus eigener Erfahrung, von Malerei und Filmbesprechungen.Trade ReviewAus den Rezensionen: “... klarer Sprache und mit anschaulichen Beispielen aus Film, Kunst und Literatur ... Im Schnelldurchlauf erhalten Leser ... Grundwissen ... Am wichtigsten ... zeigt den praktischen Wert für die Unternehmensführung ... Philosophie für Unternehmer und alle anderen.“ (in: DUB UNTERNEHMER, 2014)Table of ContentsDie grundlegenden vier Fragen von Kant.- Was kann ich wissen?- Wie muss ich handeln?- Was darf ich hoffen?- Was ist der Mensch?-Die vier Hauptaufgaben von Führungskräften.- Strategisches Denken.- Organisieren und Führen.- Unternehmenskultur fördern.-Menschen beurteilen und Personalentscheidenungen treffen.

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Book SynopsisThis volume presents evidence-based ideas on all three converging forces to suit an array of individuals and their organisations. The volume is thick with evidence, detail and case studies that the reader can draw upon and apply to their own situations. ​Defining exactly what is leadership has been a persistent problem for researchers and theorists. Discovering how to create or produce leaders likewise has been a difficult challenge over the years. Written by an academic, executive and coach, the author focuses on three important converging aspects: leadership, followership and coaching. Focus on leaders is disproportionate to what actually occurs within most organisations especially the relationship between the leader and the followers. That leadership is tantamount with being in control of a situation is challenged, together with the belief that leadership capability is primarily shaped in line with a set of success criteria. The coach plays a significant part in this process although rarely visible. Table of ContentsChapter 1. Leadership, Followership and Coaching: Asking the Questions.- Chapter 2. Leadership: What is It and How Can We Learn from This Knowledge.- Chapter 3. Coaching Leaders and Followers for Learning: Understanding the How and Why.- Chapter 4. Followership.- Chapter 5. Gendered Leadership.- Chapter 6. Practising Leadership and Coaching.- Chapter 7. Leadership and Coaching: Over the Frontier.- Chapter 8. Ethical Leadership and Followership.- Chapter 9. Let the Leaders Speak for Themselves.- Chapter 10. Concluding Note.- Appendix.- Index.- Glossary.

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Book SynopsisPart 1: Team Coaching for Agility.- 1: Why team coaching?.- 2: Mastering the fundamentals.- Part 2: Coaching Techniques and Processes.- 3: Sealing the deal: effective contracting.- 4: Navigating team dynamics and development.- 5: Power plays and hidden agendas revealed.- 6: Accelerating success.- 7: Leading leaders.- 8: Seeing the whole picture: systemic awareness.- Part 3: Navigating Challenging Situations.- 9: Clearing the roadblocks: overcoming issues with contracting.-10: Turning resistance into resilience.- 11: Staying true.- 12: Going Virtual.- Part 4: Enhancing the Coaching Craft.- 13: What if we don’t need another tool to be impactful?.- 14: Pause, Reflect, Act - cultivating reflective practices for Agile team coaches.- 15: The power of supervision and deliberate practice.- 16: Reflective writing for deeper understanding.Chapter 17: The Team coach's first-aid kit.

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Book SynopsisFinding a job used to be simple. You'd show up at an office and ask for an application. A friend would mention a job in their department. Or you'd see an ad in a newspaper and send in your cover letter. Maybe you'd call the company a week later to check in, but the basic approach was easy. And once you got a job, you would stay often for decades. Now ...well, it's complicated. If you want to have a shot at a good job, you need to have a robust profile on LinkdIn. And an enticing personal brand. Or something like that contemporary how-to books tend to offer contradictory advice. But they agree on one thing: in today's economy, you can't just be an employee looking to get hired you have to market yourself as a business, one that can help another business achieve its goals. That's a radical transformation in how we think about work and employment, says Ilana Gershon. And with Down and Out in the New Economy, she digs deep into that change and what it means, not just for job seekers, but for businesses and our very culture. In telling her story, Gershon covers all parts of the employment spectrum: she interviews hiring managers about how they assess candidates; attends personal branding seminars; talks with managers at companies around the United States to suss out regional differences like how Silicon Valley firms look askance at the lengthier employment tenures of applicants from the Midwest. And she finds that not everything has changed: though the technological trappings may be glitzier, in a lot of cases, who you know remains more important than what you know. Throughout, Gershon keeps her eye on bigger questions, interested not in what lessons job-seekers can take though there are plenty of those here but on what it means to consider yourself a business. What does that blurring of personal and vocational lives do to our sense of our selves, the economy, our communities? Though it's often dressed up in the language of liberation, is this approach actually disempowering workers at the expense of corporations?Rich in the voices of people deeply involved with all parts of the employment process, Down and Out in the New Economy offers a snapshot of the quest for work today and a pointed analysis of its larger meaning.

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Book SynopsisList of Figures Acknowledgements Introduction A Cautionary Tale The Paradox of Military Leadership Entrepreneurs in Uniform Exodus It's not Business, It's Personnel Winning Battles, Losing Wars Coercion War Machines Measuring Merit Appendix: Survey of West Point graduates ReferencesTrade Review"Tim Kane's analysis is compelling and his findings are relevant for other organizations, public and private, that risk bleeding talent. For anyone interested in the future of the American military after more than a decade of war, this is a must read book." - David H. McCormick, Former Under Secretary for International Affairs, U.S. Treasury "At a time when more attention is being paid to the need for creative destruction - and nondestructive creation - by America's entrepreneurs, startup maven Tim Kane shines the spotlight on the creativity of veterans and men and women in the military. Bleeding Talent is a must read for those seeking a more effective and efficient military. Kane asks the big question: What can we do to harness the entrepreneurial talent inside to bring an innovation culture to the military?" - Glenn Hubbard, Dean, Columbia Business School, and former Chairman of the Council of Economic Advisers "Most Washington wonks forget that human capital is the most important weapon in the Pentagon's arsenal. Tim Kane reminds us that our troops win wars. At a minimum, they deserve a personnel system that rewards voluntary service with more autonomy and less coercion." - James Jay Carafano, Director, Foreign Policy Studies, The Heritage Foundation "Since the two Gulf Wars, the US military has becoming widely admired - and properly feared - as the preeminent fighting force in the world. It also is an exemplary meritocratic institution - or is it? That is the challenging question that Tim Kane, a former Air Force officer, addresses in this pioneering and thought provoking study. While praising the military for what it does right, Kane also offers a timely and well document constructive critique of how the military could do much better to hold onto its best and brightest. This is a must read for everyone in the military, our political leaders who oversee it, and citizens who care about it." - Robert E. Litan, Vice President, Research and Policy, The Kauffman Foundation and Senior Fellow, Economic Studies, The Brookings InstitutionTable of ContentsList of Figures Acknowledgements Introduction A Cautionary Tale The Paradox of Military Leadership Entrepreneurs in Uniform Exodus It's not Business, It's Personnel Winning Battles, Losing Wars Coercion War Machines Measuring Merit Appendix: Survey of West Point graduates References

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Book SynopsisThis book addresses two principal issues: how can we measure underemployment, and how can we explain its prevalence?Table of Contents Foreword Preface 1. Approaching Labor Underutilization and Labor Marginality 2. Who Are the Marginal Workers? 3. How Do You Measure Underutilization? 4. Data, Methods, and Time Effects 5. The Idiosyncrasy Hypothesis: Employment of the Disabled 6. The Discrimination Hypothesis: Age 7. The Discrimination Hypothesis: Race and Sex 8. The Discrimination Hypothesis: Interactions 9. The Achievement Hypothesis: Effects of Training 10. The Structural Hypothesis: Marginal Jobs 11. Conclusions and Recommendations Appendices A. Data Adequacy and Methods B. Measuring Involuntary Part-time Employment C. Measuring Underutilization by Level of Income D. Measuring Mismatch Notes Bibliography Index

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Book SynopsisRenowned Stanford economist David M. Kreps reveals the fundamental principles of employee motivation.

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Book SynopsisDiversity at Work: The Practice of Inclusion How can organizations, their leaders, and their people benefit from diversity? The answer, according to this cutting-edge book, is the practice of inclusion. Diversity at Work: The Practice of Inclusion (a volume in SIOP's Professional Practice Series) presents detailed solutions for the challenge of inclusionhow to fully connect with, engage, and empower people across all types of differences. Its editors and chapter authorsall topic experts ranging from internal and external change agents to academicseffectively translate theories and research on diversity into the applied practice of inclusion. Readers will learn about the critical issues involved in framing, designing, and implementing inclusion initiatives in organizations and supporting individuals to develop competencies for inclusion. The authors' diverse voices combine to provide an innovative and expansive model of the practice of inclusion and to addressTable of ContentsList of Tables, Figures, and Exhibits xiii Foreword xvii Allan H. Church and Janine Waclawski Preface and Acknowledgments xxi Bernardo M. Ferdman and Barbara R. Deane The Editors xxxiii The Authors xxxv Part One: Frameworks for Understanding Inclusion 1 1 The Practice of Inclusion in Diverse Organizations: Toward a Systemic and Inclusive Framework 3 Bernardo M. Ferdman 2 Communicating About Diversity and Inclusion 55 V. Robert Hayles Part Two: Individual and Interpersonal Perspectives and Practices 91 3 Creating Inclusion for Oneself: Knowing, Accepting, and Expressing One’s Whole Self at Work 93 Bernardo M. Ferdman and Laura Morgan Roberts 4 Strengthening Interpersonal Awareness and Fostering Relational Eloquence 128 Ilene C. Wasserman 5 Intercultural Competence: Vital Perspectives for Diversity and Inclusion 155 Janet M. Bennett 6 The Work of Inclusive Leadership: Fostering Authentic Relationships, Modeling Courage andHumility 177 Plácida V. Gallegos Part Three: Organizational and Societal Perspectives and Practices 203 7 From Diversity to Inclusion: An Inclusion Equation 205 Mary-Frances Winters 8 Inclusive Human Resource Management: Best Practices and the Changing Role of Human Resources229 Lynn R. Offermann and Tessa E. Basford 9 Inclusive Organization Development: An Integration of Two Disciplines 260 Allan H. Church, Christopher T. Rotolo, Amanda C. Shull, and Michael D. Tuller 10 The Development of Inclusive Leadership Practice and Processes 296 Lize Booysen 11 Creating Inclusive Climates in Diverse Organizations 330 Lisa H. Nishii and Robert E. Rich 12 Models of Global Diversity Management 364 Karsten Jonsen and Mustafa Özbilgin 13 Fostering Inclusion from the Inside Out to Create an Inclusive Workplace: Corporate andOrganizational Efforts in the Community and the Global Society 391 Michàlle E. Mor Barak and Preeya Daya Part Four: Key Application Issues and Domains 413 14 Global Benchmarks for Diversity and Inclusion 415 Julie O’Mara 15 The Chief Diversity Officer’s View of the Diversity and Inclusion Journey at Weyerhaeuser 431 Effenus Henderson 16 Creating Diverse and Inclusive Colleges and Universities 451 Kumea Shorter-Gooden 17 Fostering Inclusion from the Outside In: Engaging Diverse Citizens in Dialogue and Decision Making482 Carolyn J. Lukensmeyer, Margaret Yao, and Theo Brown 18 Building a Culture of Inclusion: The Case of UNAIDS 506 Alan Richter 19 Inclusion at Societal Fault Lines: Aboriginal Peoples of Australia 520 Charmine E. J. Härtel, Dennis Appo, and Bill Hart Part Five: Moving Forward 547 20 Inclusion as a Transformational Diversity and Business Strategy 549 Michael L. Wheeler 21 An I/O Psychologist’s Perspective on Diversity and Inclusion in the Workplace 564 Angelo S. DeNisi 22 Inclusion: Old Wine in New Bottles? 580 Stella M. Nkomo 23 Practicing Inclusion: Looking Back and Looking Ahead 593 Bernardo M. Ferdman and Barbara R. Deane Name Index 601 Subject Index 613

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Book SynopsisThis is a great book and a must-read for anyone who wants tounderstand the young people who are now or will soon join the workforce. It''sone of the most useful value-added books about the Millennial generation. Warren Bennis, Distinguished Professor of Management, University of Southern California,and author of On Becoming a Leader Are you confused trying to understand the younger generation? Keeping the Millennials explores this fascinating generation raised withtechnology and the challenges they bring to the workplace. Read this great book andlearn how to attract, hire, and retain this dynamic new generation! Marshall Goldsmith, New York Times and Wall Street Journal #1 bestselling author of What Got You Here Won''t Get You There and Succession: Are You Ready? Keeping the Millennials is a lively and insightful book that''sessential reading for every leader who aspires to enlist the hearts, minds, aTable of ContentsAcknowledgments. 1 A Generational Battle Ahead. 2 A Workforce to Reckon With. 3 Attracting Millennials . . . The “Cool Factor”. 4 Those Other Children of Boomers . . . Generation X. 5 Creating a Millennial-Friendly Culture. 6 Managing Millennials. 7 Millennial or Boomer? 8 Preparing Millennials to Lead. 9 R U Communicating with Millennials? 10 Marketing to Millennials. 11 Where to Start? Notes. About the Authors. Index.

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Book SynopsisThe fable tells of Martin Jones, an undrafted rookie trying to make it in the NFL who has spent a lifetime proving to the critics that a small guy with a big heart can succeed against all odds. Training Camp infuses an uplifting story with insightful truths and proven strategies that mean the difference between average and greatness.Table of ContentsAcknowledgments x Introduction xii 1 Kickoff 1 2 Ankle Sprain 5 3 Press Conference 7 4 Pain 9 5 The Phone Call 15 6 Treatment 19 7 Questions 23 8 On the Sideline 27 9 The Playbook 29 10 The Telescope 35 11 Continuous Improvement 43 12 The Benefits of a Coach 47 13 The Myth 51 14 The Game-Day Principle 53 15 Ten Percent Better 57 16 The Microscope 61 17 Mental Zoom-Focus 67 18 Patience 69 19 Mental Toughness 71 20 Twenty Ways to Get Mentally Tough 77 21 A Bad Day 81 22 Heal Strong 85 23 Feeling Better 89 24 Preparation 91 25 The Cut 93 26 Faith 97 27 The Fishing Trip 99 28 Story and Belief 105 29 Tests 107 30 Pressure 109 31 Seize the Moment 111 32 The Breaking Point 115 33 The Spotlight 125 34 Celebration 129 35 Final Cuts 131 36 Leave a Legacy 135 37 The Day 139 38 The Coin 143 39 The Final Lesson 147 40 A New Beginning 151 Appendixes 155 The Energy Bus Training Program 157 Other Books by Jon Gordon 159

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Book SynopsisDyslexia is usually considered a disorder of childhood, but many sufferers continue to have problems during adulthood or were never helped in childhood. In the workplace, dyslexia can be the root cause of under performance that manifests itself in ways other than those typically associated with child dyslexics. This work deals with this topic.Table of ContentsAbout the Authors. Preface. Adult Dyslexia: Myths, Realities and Success. How Society can Disable or Empower Dyslexics. Disability Anti-Discrimination Legislation. Dyslexics in the Workforce: Strengths, Weaknesses and Reasonable Adjustments. Managing Adult Dyslexia in the Work Place. Counselling Adult Dyslexics. Appendix. Useful Organisations. References. Index.

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Book SynopsisFrom INSIGHTS ON LEADERSHIP . . . Robert K. Greenleaf from The Servant as Leader The servant-leader is servant first. Becoming a servant-leader begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. . . . The best test is this: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? Stephen R. Covey from Servant-Leadership from the Inside Out You may be able to buy someone''s hand and back, but you cannot buy their heart, mind, and spirit. And in the competitive reality of today''s global marketplace, it will be only those organizations whose people not only willingly volunteer their tremendous creative talent, commitment, and loyalty, but whose organizations align their structures, systems, and management style to support the empowerment of their people that will survive and thrive asTrade ReviewFür "Reflections on Leadership": "Das Konzept der "dienenden Führung" ist für das Management der Gegenwart von großer Bedeutung, und diese Arbeit ist ein Muß für alle, die sich für Greenleafs Theorie interessieren. Sehr empfohlen für Sammlungen geschäftlicher Literatur." (Library Journal, April 1995) "...Greenleaf ist ein Vorreiter eines der Modewörter der 90er Jahre - Befähigung." (Orange County Register, Juli 1995) "'Reflections on Leadership' ist eine wertvolle, lohnende Gabe für alle, die sowohl auf ihre Pflichten als auch auf die Leute, mit denen sie arbeiten, Wert legen." (aus dem Vorwort von Max DePree)Table of ContentsPartial table of contents: SERVICE. Servant-Leadership (R. Greenleaf). Servant-Leadership Revisited (K. Blanchard). On the Path to Servant-Leadership (L. Lad & D. Luechauer). Trust: The Invaluable Asset (J. Lowe). STEWARDSHIP. From Leadership to Citizenship (P. Block). Followership in a Leadership World (R. Kelley). Healing Leadership (J. Sturnick). SPIRIT. Leading from Within (P. Palmer). Seeking the Soul of Business (C. Wicker). Destiny and the Leader (J. Jaworski). SERVANT-LEADERSHIP. Servants, Egos, and Shoeshines: A World of Sacramental Possibility (J. Schuster). Finding Your Voice (J. Kouzes). What is Our Work? (M. Wheatley). Afterword: Understanding Robert K. Greenleaf and Servant-Leadership (D. Frick). Acknowledgments. About the Editor and The Greenleaf Center for Servant-Leadership. Notes. Permissions and Copyrights. Recommended Reading. Index.

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Book SynopsisEmployee Stock Ownership Plans (ESOPs) have been legislatively feasible since 1974 and have been upgraded legally numerous times. ESOPs are for both private and public companies. This workbook serves as a roadmap to enable the owners of private corporations to establish an ESOP (Employee Stock Ownership Plan).Table of Contents1. How to Use this Workbook. 2. What Is an ESOP? 3. What Are Your Objectives? 4. Methods I Want to Use for Selling Stock. 5. Stockholder Sale of Stock Under IRC Section 1042. 6. Creating Capital. 7. Selecting the Implementer. 8. ESOP Team. 9. Questions the Trustee Should Ask in Hiring an Appraiser. 10. Selecting a Trustee. 11. Naming the ESOP Committee. 12. Selecting the Administrator. 13. How to Communicate the ESOP to the Employees. 14. Feasibility Study Questionnaire. 15. Valuation of the Company for ESOP Purposes. 16. Financing. 17. Determining the Type of ESOP Transaction. 18. Estimating the Amount of Financing Needed. 19. Actions to Take Once You Have Decided to Install an ESOP. 20. Allocation. 21. Vesting. 22. Control. 23. Designing the ESOP Plan Provisions with the Attorney. 24. How to Communicate the ESOP to the Employees. 25. How to Coordinate the ESOP with Other Qualified Plans. 26. CHESOP. 27. Type of Qualified Replacement Property Selling ShareholderMight Contemplate. 28. Repurchase Liability. 29. Repurchase Liability Study Questionnaire. 30. Estate Planning. 31. What Has the Major Stockholder Done in Connection with EstatePlanning? 32. Management Buyout. 33. Are You Selling Part or All of the Company to an Outsiderat this Time? Why? 34. Eligible Employees. 35. Contribution Limits. 36. Census to Compute. 37. Formula to Determine Contribution Limits. 38. Whether to Be a C- or an S-Corporation ESOP. 39. The Decision-Making Process. 40. Items You Should Consider in Converting from a C-Corporationto a Subchapter-S Corporation. 41. Provisions That You Should Tell Your Advisor. 42. Letting Your Employees in on Certain Aspects of Your Company. 43. Diversification. 44. How We Would Distribute ESOP Benefits. 45. Equity Benefit Other Than ESOPs. 46. Accounting for the ESOP. 47. Anti-Abuse S-Corporation Rules. 48. The Free ESOP Information Hotline.

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Book SynopsisTakes readers on a journey to a way of leading and a way of living. This title guides readers through the Six Seeds of Growth, which the author has used to help thousands of business leaders change their personal and work lives for the better.Trade Review“Cashman has written his masterpiece.” (Change Management Monitor, May 2004) “…This text is both a novel and a practical guide on how to become a much better leader, and even possibly a better person…” (Human Resources, April 2003)Table of ContentsThe Journey to Awakening Starts Here . . . 1 1 Executive Suite 11 2 Our Family . . . Our Town 20 3 The Call of Awakening 29 4 The End of the Fairy Tale 35 5 Waiting for Awakening 39 6 Dawn in the Garden 43 7 Awakening to Legacy 47 8 First Crossroads: Old Road or New Road? 50 9 Awakening to Purpose 60 10 Renewing a Vital Partnership 67 11 The Strength of Vulnerability 73 12 Awakening to Authenticity 81 13 Always Connected 88 14 Awakening to Essence 98 15 The Blossoming Bud 109 16 A Day of Decisions 120 17 Heart to Heart 128 18 Piercing the Veil 132 19 Walking the Talk . . . with Baby Steps 151 20 Awakening Together 168 21 Facing the Demons of Doubt 173 22 Passing on the Torch 192 23 Gardener of Souls 211 24 Purposeful Vision 223 25 “Remember the Seeds. . . .” 239 26 The New Gardener Begins His Work 244 Growth Guide Awakening the Leader Within 260 About the Author 315 About LeaderSource® 317 Bibliography and Recommended Reading 318 Acknowledgments 321

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Book SynopsisIn Managing Telework, Jack Nilles illustrates that telework is undeniably the corporate wave of the future on a global level. Telework, or telecommuting, a term coined originally by Nilles, means basically moving the work to the worker instead of the other way around.Table of ContentsConcepts of Teleworking. Selecting Teleworkers. Site Location. Telework and Technology. How Do You KNOW They're Working? Rules and Regulations. Measuring Results. Issues for Home-Based Teleworkers. Training. Getting It Together. Organization Design Impacts. Marketing Telework Centers. Telework Around the Globe: A Peek into the Future. Appendices. Index.

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Book SynopsisVirtual Teams, Second Edition emphasizes the importance of focusing first on people rather than technology when trying to make a virtual workplace happen. Successful virtual companies observe the "The 90/10 Rule. " It's 90% people and 10% technology.Table of ContentsList of Illustrations xxi Introduction xxiii Chapter 1 Why 1The Way to Work Shapeshifters 2 eSun 8 How It Feels 11 The Virtue of Virtual 15 Growth 22 Chapter 2 Networks 27From Tribes to Networks It’s Official 27 The Networked Community 28 What’s Old, What’s New? 35 Network the Ages 40 Managing 43 The New 44 Personally Speaking 46 Chapter 3 Teams 47 Toward the Twenty-Second Century Our Company Never Closes 47 Team 101 55 Four Ages of Small 58 Crossing Boundaries 62 The People Boundary 66 Chapter 4 69 Trust Virtual Relationships Benefits 69 Two Paths, Two Societies 71 New Gold 78 Capital Across the Ages 82 Creating Social Capital 85 Chapter 5 93Place Home Is Where the Site Is Sun’s Corporate DNA 93 Moving from Place to Place 102 Two Places 111 Chapter 6 115Time The Virtual Pulse Dimensions 115 On the Wings of a Big Bid 115 Five Phases of Flight 123 Life Cycle 125 Together and Apart 130 Stretching Time 134 Chapter 7 137Purpose Why We Work Turning Hierarchy on Its Side 137 Authority 145 Why Cooperate? 149 Discovering Purpose 152 Chapter 8 161People On the Ice Together “All of Us Smarter than Any of Us” 162 Reinventing Government 164 Stress 169 Members 173 Leaders 175 Levels 180 Chapter 9 187Links Being in Touch Connecting across Centuries 187 Circa 2086 189 Four Ages of Media 196 Atoms and Bits 202 Communicating 208 Chapter 10 211Launch Do It Yourself Your Journey 212 Seven Steps 214 Play It Again, Sam 225 Chapter 11 227Navigate Course Correction for Cyberspace The Virtual Team Room 228 Holding the Whole 234 Chapter 12 239Theory A System Science of Virtual Teams The Periodic Table 240 Pattern Language for Virtual Teams 243 Systems 249 Smart Teams 253 Chapter 13 255Think Reaching for Possibilities Together Mind 255 How Groups Think 260 Group Reality 265 A Place to Think 268 Learning 271 Chapter 14 273Future Star Maker 273 Searching for Intelligence 275 At the Frontier 277 Islands of Trust 279 The Biological Internet 282 Notes 285 About the Authors 301 Index 303

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Book SynopsisThis book helps to satisfy the great demand for authoritative sourcebooks on how to make a living speaking, training, and running workshops and seminars. A cornucopia of insider tips and step-by-step guidance, it provides readers with the complete low-down on what it takes to make it in those increasingly competitive markets.Table of ContentsAcknowledgments. Introduction. Overview of the Speaking, Training, and Seminar Business. Picking a Topic. Putting Together Your Program. Getting Good. Market Opportunity #1: Keynotes and Breakouts. Market Opportunity #2: Corporate Training. Market Opportunity #3: Self-Sponsored Public Seminars. Market Opportunity #4: Colleges and Public Seminar Companies. Marketing Yourself to Meeting Planners. Marketing Yourself to Training Directors and Human Resources Departments. Promoting Yourself on the Internet. Contracts, Letters of Agreement, Fees, Terms. The 4 R's: Making Money from Referrals, Repeat Business, Reprints, and Resales. Boosting Your Speaking Income with Information Products. Increasing Your Income Through Consulting. Appendix A: Bibliography. Appendix B: Software. Appendix C: Forms. Appendix D: Organizations and Public Seminar Companies. Appendix E: Recommended Vendors. Appendix F: Sample Documents. Appendix G: Web Sites. Appendix H: Consulting and Speaking Specialties and Industries. Appendix I: Credit Card Merchant Accounts. Index. About the Author.

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Book SynopsisDyslexia is usually considered a disorder of childhood, but many sufferers continue to have problems during adulthood or were never helped in childhood. In the workplace, dyslexia can be the root cause of under-performance that manifests itself in ways other than those typically associated with child dyslexics.Trade Review"…I recommend it as essential reading for practitioners…" (The Occupational Psychologist, December 2002)Table of ContentsAdult Dyslexia: Myths, Realities and Success How Society can Disable or Empower Dyslexics Disability Anti-Discrimination Legislation Dyslexics in the Workforce: Strengths, Weaknesses and Reasonable Adjustments Managing Adult Dyslexia in the Work Place Counselling Adult Dyslexics

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Book SynopsisPart of a three-volume set of books which are themed collections of reprinted articles from the International Review of Industrial and Organizational Psychology (IRIOP) from 1997-2001. Each volume provides collections around a topic area, with new introductions written by the editors for each volume.Trade Review"One strength of these books is their international focus ... the collection includes many contributions on cutting-edge issues." (THES, 29 March 2002)Table of ContentsAbout the Editors. Contributors. Introduction. PERSONNEL PSYCHOLOGY. Personnel Selection Methods (J. Salgado). International Uses of Selection Methods (S. Newell & C.Tansley). Understanding the Assessment Center Process: Where Are We Now? (F.Lievens & R. Klimoski). Multi-Source Feedback Systems: A Research Perspective (C. Fletcher& C. Baldry). General Cognitive Ability and Occupational Performance (M. Ree& T. Caretta). HUMAN RESOURCE MANAGEMENT. Learning Strategies and Occupational Training (P. Warr & C.Allan). Contemporary Research on Absence from Work: Correlates, Causes andConsequences (G. Johns). Organizational Commitment (J. Meyer). Turnover (C. Maertz & M. Campion). Psychological Contracts: Employee Relations For The Twenty-FirstCentury? (L. Millward & P. Brewerton). Subject Index.

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Book SynopsisThis book presents a new way of seeing the business value of information, people and IT as well as a way of measuring and managing these capabilities in order to improve business performance. Packed with real-world examples, the book presents the best and worst practices companies have implemented to address these issues.Trade Review"this work does a lot to broaden the thinking of how IT needs to be deployed and provides the means by which levels of effectiveness can be gauged." --Information Age, May 2001 "there is much to be gained from this book ..." --Information World Review, June 2001Table of ContentsInformation Capabilities Improve Business Performance; How to Measure Information Capabilities; Achieving High Information Orientation (IO); Changing People's Information Behaviours; Understanding the Power of Information Management; Boosting the IT Pay-off; Business Strategy, Information Capabilities and Business Performance; Future Business Strategy, the IC Maximization Effect and Competing with Information; Implementing Information Capabilities Globally; The Personal Challenge to Lead with Information Capabilities

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