Personnel and human resources Books

Book SynopsisJason Lauritsen is a global speaker, author, and advisor on employee engagement, workplace culture and performance management. Prior to this, he was the Director of Best Places to Work at Quantum Workplace and VP of Human Resources at Union Bank and Trust. He is also the North American Advisor for The Employee Engagement Awards, the first global awards to recognize excellence in employee engagement.Trade Review"In Unlocking High Performance, Jason Lauritsen greets us with a hopeful, affirming message: work can be much better - more challenging and more fulfilling - if we do things a bit differently. He shows how common practices like annual performance appraisals may be holding you back - and how you can improve employee engagement and bring excitement and productivity back to the workplace." * Daniel H. Pink, author of When and Drive *"Jason captures the ways in which organizations can help employees find meaning in their work by building stronger relationships and creating a workplace culture grounded in trust, respect, recognition, and humanity. If you want to inspire and motivate your employees to do the best work of their lives, then you should read this book." * Derek Irvine, Head of Strategy and Consulting, Globoforce *"Jason understands the interworking of even the most complex organizations and cuts to the heart of the matter - life is about relationships and work is no exception." * Ryan Picarella - President, The Wellness Council of America (WELCOA) *"Unlocking High Performance is a field manual for leaders and HR practitioners seeking to create workplaces that attract, retain and develop the talent required by any successful and competitive business. Leaders can always choose to do the hard work to get it right. Reading this book is a great way to either begin or remain on that path." * Joni Thomas Doolin, Founder & CEO, People Report & TDn2K *"Jason Lauritsen shows you how to deliver on the original promise of performance management. It's not about bureaucratic documentation; it's about making work better and creating better workers." * David Burkus, author of Friend of a Friend and Under New Management *"Performance management has failed because its view of what makes people successful is far too limited. Jason takes a much more expansive and holistic view and shows how it is truly possible for people to love their work and flourish, so their employers can grow and thrive as well." * Steve Smith, Partner, The Starr Conspiracy *Table of Contents Section - ONE: Work is broken and employees are paying the price; Chapter - 01: The shortcomings of ‘best practice’ and traditional performance management; Chapter - 02: Work is a relationship, not a contract; Chapter - 03: Rethinking performance management; Section - TWO: Performance planning; Chapter - 04: Creating clear expectations and goals; Chapter - 05: Defining behavioural expectations; Chapter - 06: Putting the 'why' and 'how' in expectations; Section - THREE: Performance cultivation; Chapter - 07: Motivation; Chapter - 08: Recognition and appreciation; Chapter - 09: Wellbeing and inclusion; Chapter - 10: Removing obstacles; Section - FOUR: Performance accountability; Chapter - 11: Fixing feedback; Chapter - 12: A new approach to feedback; Chapter - 13: Measurement and ratings; Chapter - 14: The role of reflection; Chapter - 15: Confronting performance issues; Section - FIVE: Building a sustainable and effective performance management system; Chapter - 16: Making immediate improvements; Chapter - 17: Getting buy-in for change and recruiting a design team; Chapter - 18: The design process and avoiding the best practice trap; Chapter - 19: Developing and testing your performance management system; Chapter - 20: Implementation your new performance management system

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Book SynopsisValerie Anderson, Chartered MCIPD, is Reader in HRD at University of Portsmouth. She gained extensive HRM and HRD management and consultancy experience in a range of different public and private sector organizations before moving to a career in higher education.Rita Fontinha is a Lecturer of International Business and Strategy specialising in Strategic and International Human Resource Management at Henley Business School, University of Reading.Fiona Robson, Academic FCIPD is Director of Excellence in Learning & Teaching and Reader in Human Resource Management at Newcastle University Business School.Trade Review"This book is everything that a student of HR could need to successfully complete a research project. Clearly and eloquently written with a wealth of useful real world examples, it walks a new researcher through the entire process and I would not hesitate in recommending this to my students." * Dr. Jill Hanson, Senior Lecturer, Derby Business School, UK *"The fourth edition of Research Methods in Human Resource Management is a thorough and up-to-date textbook concerning how to plan and carry out "major" research projects in human resource management - up to, and including dissertations. It is most valuable to those who are newer in their research experience. Equal balance and coverage is given to qualitative and quantitative research methodology. Even though the authors focus particularly on the United Kingdom, this book can and should have international impact. I recommend it highly, and hope that it further strengthens research rigour in HRM and management education." * Jon M. Werner, Professor of Management, University of Wisconsin-Whitewater, USA *Table of Contents Chapter - 01: Investigating and researching HR issues; Chapter - 02: First stages towards an HR project; Chapter - 03: Finding and reviewing HR literature and information sources; Chapter - 04: Ethics, professionalism, standards and HR research; Chapter - 05: Planning the research process; Chapter - 06: Finding and using documents and organisational evidence; Chapter - 07: Collecting and recording qualitative data; Chapter - 08: Analysing qualitative data; Chapter - 09: Collecting and recording quantitative data; Chapter - 10: Analysing quantitative data; Chapter - 11: Writing up your project and making recommendations; Chapter - 12: Making an impact – the relationship between research and practice

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Book SynopsisStephen Frost is the CEO and Founder of Included, and works with clients worldwide to embed inclusion into their decision making. He teaches at various business schools and was formerly Head of Diversity and Inclusion for the London Organizing Committee of the Olympic Games and Paralympic Games. He is also the author of The Inclusion Imperative and co-author of Inclusive Talent Management (both published by Kogan Page).Raafi-Karim Alidina is a Consultant, Data and Product Lead at Included, where he draws on his background and research in behavioural insights to design and implement interventions to improve equality, diversity, and create inclusive cultures in organizations.Trade Review"This book, by two real thought leaders in the field, provides a comprehensive, well-researched, and highly accessible guide to leaders and managers, as well as HR practitioners, on how to create genuine inclusion from top to bottom. The lessons everyone can learn will help drive more sustainable and responsible business, but also opportunity and fairer access to work for all which is good for wider society." * Peter Cheese, Chief Executive, CIPD *"Frost and Alidina have set out a holistic, step-by-step guide on how to build an inclusive organization. It is a must read for diversity and inclusion practitioners, leaders and future leaders who want to understand how they can ensure that they can make a difference." * Simon Fillery, former Head of Inclusion, Bank of England *"This book gives clear tangibles on how to take action, and how to deliver in a way that is effective and most importantly sustainable. It provides multiple pathways to an inclusive organization and a solid framework for getting there. I highly recommend this book to anyone looking to make a confident step in developing a more inclusive organization and culture." * Claire Camara, HR Director, Co-op *"This is the go-to book for inclusion 3.0 and how to truly have a culture of respecting and embracing difference in a positive way. This book will get you one step closer to organizational change and improve the 3 C's: our companies, cultures and colleagues." * John Athanasiou, Director of People, HarperCollinsPublishers *"Frost and Alidina know the research and they understand how organizations work, from the boardroom and c-suite to mid-level management to frontline employees. This book will help organizational leaders think about what they can do personally and strategically to seize the opportunities and overcome the challenges of inclusion in today's diverse workplaces." * Hannah Riley Bowles, Senior Lecturer in Public Policy and Management, and Co-Director of the Women and Public Policy Program, Harvard Kennedy School *"While inclusion's significance is imperative, its implementation is not always obvious. Frost and Alidina provide the skills to accomplish this and, much more importantly, the practical, financial, and humanitarian reasons why it should be embraced. Building an Inclusive Organization is a call to action and a veritable survival guide for organizations and businesses seeking to remain relevant in the decades to come. This book is a master class for diversity and inclusion." * Brooke Ellison, Assistant Professor of Health and Rehabilitation Sciences, Stony Brook University *"Working with Stephen on some of the ideas that he articulates in this fascinating and important book has genuinely changed the way I think. But more importantly it has changed what I do. It's the most compelling thing that I've experienced about inclusion and diversity, both as an employer and a television producer." * Diederick Santer, CEO, Kudos *"Steve and Raafi have written a book that not only makes a powerful case for why we need to build inclusive organizations, but tells us how to do so in very practical ways. Running Fulbright founded on the premise of fostering mutual cultural understanding between peoples worldwide, it is essential we embrace these ideas and this gives me and my board a clear road map to a more inclusive future." * Penny Egan, Executive Director, US-UK Fulbright Commission *"Stephen Frost has been a wise companion and guide on Wellcome's still-unfinished journey towards becoming a more inclusive organization. His low-key but practical approach has helped to make diversity and inclusion a natural part of the decision-making process. My leadership team colleagues and I have learnt volumes about the impact of our behaviour and the benefits of thinking differently. We have a long way still to go, and I hope that our steps and missteps featured in this book will help others to make progress more swiftly." * Mark Henderson, Director of Communications, Wellcome Trust *"The authors of this terrific book are kind enough to say that the senior people in Wellcome 'get it'-that we get the importance of diversity and inclusion both in achieving our mission and in how we achieve it. Before I met Steve and Raafi, I barely realised there was so much I did have to get, but working with them over the last 18 months has transformed the way Wellcome thinks and the way I think. This book sets out the authors' message persuasively and clearly, and will be essential reading for the largest funder or university as well as for the newly-fledged lab head." * Jim Smith, Director of Science, Wellcome Trust *"This book provides a step-by-step approach for both leaders, HR professionals, and D&I officers on how to understand and lead organizational change towards more diversity and inclusion. There is lots of practical advice, grounded in good theory, both on inclusive leadership behaviours as well as on systems and structures. This makes the book a must-read for any CEO, business owner, or HR professional working with this agenda." * Kristian Villumsen, CEO, Coloplast *"This book is a must have guide for HR professionals working with inclusion & diversity. It gives you concrete advice on how you work with behavioural change as well as all the HR systems. All together an inspiring book that helps you drive the I&D agenda and create sustainable change." * Stine Fehmerling, Head of D&I, Coloplast *"What I like most about Building an Inclusive Organization is that it goes beyond just their case studies and translates lessons from those into action. I would definitely recommend this book to anyone looking to make their organization more inclusive." * Rebekah Martin, Head of Reward and Diversity, AstraZeneca *"This book is excellent. It is a roadmap for the next iteration of what D&I should look like. It is clear, concise, practical and full of useful takeaways at the end of each chapter. If you work in an organization, at any level, and you care about what you do, you should read this book." * Linzi McDonald, Pro Bono and Responsible Business Manager, Kingsley Napley *"This book describes D&I the way it should be and is an unexpectedly gripping read, from the first case study to the last. It contains valuable guidance around how to be creative and brave, yet ultimately practical." * Cindy Godwin, Global Leader – Diversity, Inclusion and Social Responsibility, AlixPartners *"Being inclusive and embracing diversity are ideals that many of us passionately subscribe to, but translating that belief system to actions that lead to inclusion is actually trickier that we would all like to admit. Building an Inclusive Organization raises a healthy dose of self-awareness. But more importantly, this book helps us think logically and practically about minimising the impact of both conscious and unconscious bias, in a very effective but simple way; it encourages small but impactful interventions. I absolutely recommend it!" * Amy Moore, Director of Awards, US-UK Fulbright Commission *Table of Contents Section - ONE: Understand; Chapter - 01: Diversity is a reality, inclusion is a choice; Chapter - 02: Organizations to the rescue; Chapter - 03: It starts with you; Chapter - 04: Defining the challenge; Chapter - 05: Embracing and challenging bias; Section - TWO: Lead; Chapter - 06: Getting buy-in; Chapter - 07: Designing a plan that will work; Chapter - 08: How to make it stick; Section - THREE: Deliver; Chapter - 09: Curating creativity – how to build an inclusive organization in the creative sector; Chapter - 10: Safeguarding norms, challenging norms – how to create change in finance; Chapter - 11: Responsibility, re-invention and revolution – building inclusion in the tech sector; Chapter - 12: Creating knowledge inclusively – building an inclusive organi-zation in academia and foundations; Chapter - 13: To all organizations – make inclusion part of your purpose

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Book SynopsisDr Wilson Wong is Head of Insight and Futures at the Chartered Institute for Personnel and Development (CIPD) and Chair of the Human Capital Standards Committee at the British Standards Institution (BSI). Prior to this, he worked in technology policy and financial/investment research.Dr Valerie Anderson is Reader in Human Resource Development at the University of Portsmouth. She has gained extensive HRM and HRD management experience in a range of different public and private sector organizations.Heather Bond is Standards Adviser at CIPD. Her professional expertise in people management and standards have been integral to the development of many standards in this book. Prior to this, she was responsible for CIPD qualifications development and regulatory compliance.Trade Review"As the world of work rapidly evolves, so does the focus on people, or the human capital, which underpins every organization. It is exciting to see the development of standards that help define good practices, but also principles of positive people management and corporate governance. This book is the first to pull these all together, providing a strong context and narrative from experienced professionals and academics who have been at the heart of these developments, to create a route map for HR professionals and business leaders, as well as policy makers and regulators." * Peter Cheese, Chief Executive, CIPD *"Human Capital Management Standards expounds a compelling and thorough set of principles and guidance material that are applicable across all critical people management processes and functions, and which are relevant to an extremely broad range of industries." * Peter Wilson, Chairman Australian HR Institute, and CPA Australia; Immediate Past President, World Federation of People Management Associations *"Insightful and thought-provoking, this book is a must-read for any HR practitioner or manager aiming to use standards to unlock human potential and improve organizational effectiveness." * Dr Linda Holbeche, Co-Director, The Holbeche Partnership, Adjunct Professor at Imperial College and Visiting Professor at Cass, Bedfordshire, Derby, and London Metropolitan Business Schools. *"This is a really important book for those interested in driving improvements in human capital reporting and standards to enhance wellbeing in organizations in the public and private sector. This is a must read for those interested in human capital standards from an outstanding author team." * Professor Sir Cary Cooper, 50th Anniversary Professor of Organizational Psychology and Health at the ALLIANCE Manchester Business School, University of Manchester, UK and President of the CIPD *"Despite its significance to value creation, Human Capital is not always measured, fully understood or documented. The authors deliver valuable insights in the drivers shaping standards and workforces and how these can affect the future of people management." * Lucas van Wees, President of the European Association of People Management; Director HRM, University of Amsterdam *"This book gives a comprehensive overview and summary about the first Human Resources Management Standards which have been published and the ongoing further activities. This management book should be mandatory in the library for all HR professionals, because it shows how Human Resource Management could create competitive advantage and value for companies and defines the role and responsibilities of Human Resource Management." * Oliver Kothrade, HR Director Panasonic Appliances Europe *"This book gives a comprehensive overview of how to apply quality standards to a range of human capital issues and will be of much interest to managers, organizational leaders and HR professionals. It is a compelling, thought-provoking read and gives practical tools and insights, which can be used in a range of settings." * Dr Liz Mear, Chief Executive, The Innovation Agency, UK *"The international HR standards in this volume offer eminently practical guidance to HR professionals everywhere about how to create value for their organizations by managing their people more effectively." * Wayne F. Cascio, Ph.D., Distinguished Professor, University of Colorado; Robert H. Reynolds Chair in Global Leadership, University of Colorado *"Human Capital Management Standards is a unique collection of guidelines for management-related activities as diverse as recruiting, development, performance management and organizational governance. It is both food for thought and guidance for action." * Denise M. Rousseau, H.J.Heinz II University Professor of Organizational Behavior and Public Policy, Heinz College and Tepper School of Business, Carnegie Mellon University *"An amazing collection brought to you by global thought leaders discussing the standards developed by the global HR community that will play a significant role in the future of work." * Amy Schabacker Dufrane, CEO, HR Certification Institute *"This book tackles important issues about standards, people and organizations. It enables experts to identify the current value of standards and consider how standards can make sure people management keeps pace with the new data-driven world of business and global competition." * Sharon Mavin, Chair of University Forum for Human Resource Development; Director of Newcastle University Business School and Professor of Leadership and Organization Studies *"Wilson Wong, Valerie Anderson and Heather Bond have curated a comprehensive collection of people management standards from across the world - an essential resource for all serious HR practitioners. It's a seminal work and proof of how far human resources has come in the last 100 years." * Steve Corkerton, Chief People Officer, National Crime Agency *"This is an insightful and provocative guide to standards in human capital management and development. When our public services are facing ever growing expectations and changing patterns of demand with increasing complexities, the need for excellent standards in leadership and people management have never been so acute. This comprehensive book challenges HR professionals to think more expansively about human capital." * Adrian Smith, Deputy Chief Executive & Corporate Director Place, Nottinghamshire County Council *"It is about time that human capital specialists establish a standard on how to professionally practice HR. This is not a backward-looking standard but a forward-looking one, which is what human resources is all about - continuously adding value to the business through human capital with forward-looking people practices." * Low Peck Kem, Chief HR Officer and Senior Director (Workforce Development), Public Service Division, Prime Minister’s Office, Singapore *"This is a valuable, practical and insightful guidebook to the future of the key standards affecting human capital management and development. It is highly recommended. The authors are international authorities on this important topic." * Greg J. Bamber, Professor, Monash University, Australia; co-editor, International & Comparative Employment Relations: National Regulation, Global Changes *Table of Contents Chapter - 01: Governance, human capital and culture - the role of standards and standardization [Edward Houghton]; Chapter - 02: It’s all a matter of standards [Heather Bond]; Chapter - 03: Workforce planning [Julie Sloan]; Chapter - 04: Recruitment [Sandy J Miles]; Chapter - 05: Learning and development [Valerie Anderson and Alaa Garad]; Chapter - 06: Diversity and inclusion [Anne McBride and Helge Hoel]; Chapter - 07: Occupational health and safety management [Martin Cottam]; Chapter - 08: Moving on from the organization [Valerie Anderson]; Chapter - 09: Cross-national, cross-sectoral and cross-functional issues [Alaa Garad]; Chapter - 10: Assessment and accreditation [Angela Mulvie]; Chapter - 11: The future of standards affecting human capital management and development [Wilson Wong]

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Book SynopsisKevin Green, Chartered CCIPD, is a non-executive director and strategic advisor to six fast growth human capital businesses. Prior to this, he was the Chief Executive of the Recruitment and Employment Confederation (REC), the HR Director at Royal Mail and founder and Managing Director of Qtab, a leading HR consultancy who advised organizations including First Choice, Unilever, Bae Systems and the UK Cabinet Office.Trade Review"One of the most important and accessible HR books of the year." * People Management *"The importance of a forward-thinking, comprehensive people strategy to underpin our business strategies has never been more important. Kevin lends his experience and insights from many years as a business and HR leader to provide challenge as well as great practical advice on all aspects of people strategy, and the innovations needed in HR practices to help people and organisations to thrive in a fast-changing future." * Peter Cheese, Chief Executive, CIPD *"This book is an "A to Z" for HR professionals. It offers an all-encompassing approach which shows how joined up thinking in relation to people can lead to business success. Confronting and energizing in equal measure." * Alison Hodgson VP People Virgin Media Ireland *"In this book, Kevin brings a unique perspective to the strategic opportunities organisations can achieve through their people. Providing insight and direction not just for people practitioners, but for anyone leading an organisation who has questions about how to better drive performance and productivity." * Neil Morrison, Director of HR, Severn Trent *"A must-read book for all leaders, articulating the steps to creating a competitive people strategy for commercial and ultimately broader societal good. AI is changing the face of work, creating more flexibility and a greater ease of removing the mundane, but there is a heightened need for creativity, innovation and intuition, which can only come from an engaged, energised and committed workforce." * Helen Pitcher OBE, Chairman of Advanced Boardroom Excellence, President INSEAD Directors Network, NED and Remuneration Committee Chair C&C Group PLC, Chairman Criminal Cases Review Commission *"Kevin clearly outlines the importance of driving a coherent strategy in order to compete in an increasingly difficult labour market - where a business cannot be afraid to self-disrupt and diversify their offerings if they are to thrive, attract and retain talent. People and effective use of technology are at the heart of this and Competitive People Strategy underscores the all-too-common pitfalls to avoid and the real commercial and social upside of getting this right."" * Bill Richards, UK Managing Director, Indeed *"An insightful and engaging look at the role people play in the success of businesses, especially if they are motivated, organised, and utilised in the right ways. Kevin talks from a position of authority having spent a lifetime in this arena, both as a CEO, HRD and also as a thought leader and change agent. A great read!" * Chris Moore, Chairman, Recruitment and Employment Confederation *"At a time when the workforce is becoming more dispersed, remote and diverse, building and leading communities of workers will become one of the key disciplines of 21st-century business. This book provides inspiring insights in how to implement a total talent management strategy to improve performance and retain your talent." * Denis Pennel, Managing Director, World Employment Confederation *"Kevin distils, codifies and then crafts the necessary focus on the future of work's undeniable constant: people. It's all about the people. No longer will people say "I'm not sure what to do about my people strategy" because it's all in this book. Enough guidance, enough back story and enough stimulation to just go and do it. So, if in doubt about the status of your people strategy, check in with this book and check out with Kevin's series of tools, recommendations and tactics." * Perry Timms, Author of Transformational HR *"Kevin has written a book that acts as a field guide for the changing times we live in. Getting and retaining the right talent has never been more challenging and Kevin offers practical advice or business leaders that will help them navigate the ever more complex landscape of people strategy." * Matt Alder, Podcaster, The Recruiting Future Podcast and co-author of Exceptional Talent *"The right people strategy is critical to business success. This book provides an invaluable insight into why this is the case and the thinking and approaches that are available to businesses to get the most out of their people. It is a must-read for HR Directors and CEO's alike." * Martin Hesketh, CEO, Brookson Ltd. *"In this book, strategy meets people in a mix of practical steps and guided learning which will supercharge your approach to leadership and talent. Kevin brings a wealth of experience to the alignment of your employee experience to enable you to achieve your business outcomes. A must-read for all people-centric leaders." * Aaron Alburey, Founder and CEO, Lace Partners *"This book is a great and pragmatic read which responds to the issues organizations are confronted with. Kevin makes astute observations together with practical tools to assist with the ever-growing number of workplace challenges. This is not a boring corporate HR read - Kevin has solicited views, opinions and offers a practical set of solutions for HR professionals to raise their game and continue to integrate HR plans with the business strategy." * Jacky Simmonds, Group Chief People Officer, Veon PLC *"This book provides many practical tips to help HR practitioners link their work to their business strategy and build a differentiated approach that creates competitive advantage through their people. I have personally benefited from using the Three Key Questions." * Quintin Heath, HRD, AB Sugar *"A powerful toolkit and an inspiring read for anyone looking to scale their organisation via their people." * Terence Mauri, Inc. Magazine Writer and bestselling author of The Leader’s Mindset *"This is an excellent book for any leader who wants to achieve superior business results while also building a great place to work. It's full of sound business advice and practical ideas of how to get the best from your people." * Steve Ingham, Group Ceo, Page Group Plc *"This is a great book for those looking to give their people strategy an edge, whether they are a CEO or HRD. It's an easy read, very accessible and clearly articulates its key point that the most valuable people strategy is not one based on best practice, but rather one that puts a focus on a doing things differently. Kevin Green's refreshing message is essentially "find a small number of things that can authentically set your organisation apart from the rest, and do them brilliantly." * Ralph Tribe, Chief People Officer, Ascential PLC *"It is a cliché, but nevertheless true, that there is a war for talent. Kevin Green has been in the trenches of that war for longer than most. He is also a clear and entertaining communicator, so his opinions are well worth reading." * Calum Chase, Author of Surviving AI *"Kevin is an HR professional with a difference - In his book he debunks the myth that all leaders should be extrovert salesmen and explains how to pull together the component parts of successful people strategy - all leaders of people should take note." * Mark Palmer, CEO, Gobeyond Partners UK *"People, culture and organisational design are critical to understand when making investment decisions. Getting it right or wrong can, and so often does, define an investment outcome. This book shows leaders how great people engagement can achieve superior business returns." * Dawn Marriott Sims, Partner, Hg *"Winning in business is all about creating a competitive edge, and in Kevin's book he succinctly defines how to do this. He also takes us through how leaders should deal with the changes occurring in the modern workforce. This book explains how leaders can attract, motivate, engage and retain their talent. It's a must-read." * Peter Searle, Executive Chairman, Airswift PLC *"In Competitive People Strategy Kevin Green brings HR kicking and screaming into the 21st century - and shows every HR and business leader how to compete and win in the midst of the fourth Industrial revolution." * Colin Donnery, General Manager, FRS Recruitment *"Kevin has cracked the code, successfully smashing the disciplines of business strategy and people management together, which is where they have always truly belonged. He provides a cogent formula across the entire people and organizational performance lifecycle, creating a timely call to arms and a practical pathway for leaders and change agents around the globe to create a far greater impact." * Steve Bernard, Founder and Managing Director, Connectwell *"A great mix of theory, research and practical insight wrapped into a practical guide of how to make it happen. The comprehensive range of subjects covered coupled with the applied approach would benefit leaders in smaller companies as well as presenting HR professionals in larger organizations a guide on how to lead the people agenda." * Simon Conington, Founder and CEO, BPS World Ltd. *Table of Contents Chapter - 01: Why a Competitive People Strategy matters; Chapter - 02: Strategy — how to compete and win; Chapter - 03: Building a differentiated people strategy; Chapter - 04: Leaders everywhere; Chapter - 05: Developing a winning culture; Chapter - 06: Talent attraction; Chapter - 07: Employee experience; Chapter - 08: Change and transformation; Chapter - 09: Great people management; Chapter - 10: Developing the people function

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Book SynopsisSteve Wheeler is a learning innovations consultant and has worked with a number of high-profile organizations to support innovation, change and digital learning. Prior to this, he was an Associate Professor of Learning Technologies at the Plymouth Institute of Education at the University of Plymouth and a manager in the NHS. He regularly keynotes at learning events around the world and has written extensively on the topic of technology-supported education and learning.Trade Review"The unprecedented pace of technological change presents us with revolutionary opportunities to improve how we learn and work. This book demystifies the complexities and provides us with an indispensable analysis of what we can achieve with digital learning." * Edmund Monk, CEO, Learning and Performance Institute *"The challenge of getting things right with technology will always exist in a world where increasing speed and disruptive change are the two dominant forces. This well-researched book will help you navigate and address that challenge and provides a deep-dive into the role technology can play as an enabling power for workforce improvement." * Charles Jennings, Co Founder, 70:20:10 Institute *"I would urge you to read this book and then keep it by your side as a coherent and cogent reference as you implement your own technology solutions to learning. It is reliable and sensible: its conclusions valid, and its pathways to action eminently reasonable and worthwhile. Steve also marshals an army of experts around him to clarify and enhance the book's conclusions, so you feel as you read it that it represents the views of the entire industry. Highly recommended." * Nigel Paine, Author, Coach, Broadcaster and Consultant *"In this practical book, Steve Wheeler not only gives learning leaders the courage to 'turn and face the strange' he has also proved himself to be the pragmatic trusted, companion that all of us need, to take those critical first steps out of the familiar and into the new." * Laura Overton, Founder of Towards Maturity, speaker, facilitator and writer *"Steve Wheeler's new book is a useful and practical guide for L&D practitioners who are in the process of change in fast moving and uncertain times." * Jane Hart, Author, Speaker and Founder of Centre for Learning & Performance Technologies *"Steve Wheeler is an expert in humanising often complex and challenging issues. In this book he uses his mastery to help us all to access perhaps the most important strategy for a successful and sustainable future - lifelong learning. This is a definitive analysis of how we use the digital age for human betterment." * Richard Gerver, Global expert on change and human leadership *"A very rich and personally experienced exploration of trends in the application of educational technologies." * Airina Volungeviciene, President of EDEN (European Distance and E-learning Network) *"With this new book Steve Wheeler not only serves the learning profession but society as a whole. The disruptive nature of technology feels threatening for many people. The only way to turn that threat into opportunities is to learn. We should use the same technology to support our learning. Steve Wheeler shows us how to do just that and he does so in a brilliant way." * Ger Driesen: Ger Driesen Learning Innovation Leader at aNewSpring *Table of Contents Chapter - 00: Introduction – Setting the scene; Chapter - 01: Learning and change; Chapter - 02: Disrupting workplace learning; Chapter - 03: A brief history of learning technology; Chapter - 04: Change in context; Chapter - 05: Personalizing learning; Chapter - 06: Hyper-connected communities of practice; Chapter - 07: Knowledge networks; Chapter - 08: Digital readiness; Chapter - 09: Connection and disruption; Chapter - 10: State of play; Chapter - 11: How we shape our futures; Chapter - 12: References; Chapter - 13: Index

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Book SynopsisSteve Wheeler is a learning innovations consultant and has worked with a number of high-profile organizations to support innovation, change and digital learning. Prior to this, he was an Associate Professor of Learning Technologies at the Plymouth Institute of Education at the University of Plymouth and a manager in the NHS. He regularly keynotes at learning events around the world and has written extensively on the topic of technology-supported education and learning.Trade Review"The unprecedented pace of technological change presents us with revolutionary opportunities to improve how we learn and work. This book demystifies the complexities and provides us with an indispensable analysis of what we can achieve with digital learning." * Edmund Monk, CEO, Learning and Performance Institute *"The challenge of getting things right with technology will always exist in a world where increasing speed and disruptive change are the two dominant forces. This well-researched book will help you navigate and address that challenge and provides a deep-dive into the role technology can play as an enabling power for workforce improvement." * Charles Jennings, Co Founder, 70:20:10 Institute *"I would urge you to read this book and then keep it by your side as a coherent and cogent reference as you implement your own technology solutions to learning. It is reliable and sensible: its conclusions valid, and its pathways to action eminently reasonable and worthwhile. Steve also marshals an army of experts around him to clarify and enhance the book's conclusions, so you feel as you read it that it represents the views of the entire industry. Highly recommended." * Nigel Paine, Author, Coach, Broadcaster and Consultant *"In this practical book, Steve Wheeler not only gives learning leaders the courage to 'turn and face the strange' he has also proved himself to be the pragmatic trusted, companion that all of us need, to take those critical first steps out of the familiar and into the new." * Laura Overton, Founder of Towards Maturity, speaker, facilitator and writer *"Steve Wheeler's new book is a useful and practical guide for L&D practitioners who are in the process of change in fast moving and uncertain times." * Jane Hart, Author, Speaker and Founder of Centre for Learning & Performance Technologies *"Steve Wheeler is an expert in humanising often complex and challenging issues. In this book he uses his mastery to help us all to access perhaps the most important strategy for a successful and sustainable future - lifelong learning. This is a definitive analysis of how we use the digital age for human betterment." * Richard Gerver, Global expert on change and human leadership *"A very rich and personally experienced exploration of trends in the application of educational technologies." * Airina Volungeviciene, President of EDEN (European Distance and E-learning Network) *"With this new book Steve Wheeler not only serves the learning profession but society as a whole. The disruptive nature of technology feels threatening for many people. The only way to turn that threat into opportunities is to learn. We should use the same technology to support our learning. Steve Wheeler shows us how to do just that and he does so in a brilliant way." * Ger Driesen: Ger Driesen Learning Innovation Leader at aNewSpring *Table of Contents Chapter - 00: Introduction – Setting the scene; Chapter - 01: Learning and change; Chapter - 02: Disrupting workplace learning; Chapter - 03: A brief history of learning technology; Chapter - 04: Change in context; Chapter - 05: Personalizing learning; Chapter - 06: Hyper-connected communities of practice; Chapter - 07: Knowledge networks; Chapter - 08: Digital readiness; Chapter - 09: Connection and disruption; Chapter - 10: State of play; Chapter - 11: How we shape our futures; Chapter - 12: References; Chapter - 13: Index

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Book SynopsisDr Wilson Wong is Head of Insight and Futures at the Chartered Institute for Personnel and Development (CIPD) and Chair of the Human Capital Standards Committee at the British Standards Institution (BSI). Prior to this, he worked in technology policy and financial/investment research.Dr Valerie Anderson is Reader in Human Resource Development at the University of Portsmouth. She has gained extensive HRM and HRD management experience in a range of different public and private sector organizations.Heather Bond is Standards Adviser at CIPD. Her professional expertise in people management and standards have been integral to the development of many standards in this book. Prior to this, she was responsible for CIPD qualifications development and regulatory compliance.Trade Review"As the world of work rapidly evolves, so does the focus on people, or the human capital, which underpins every organization. It is exciting to see the development of standards that help define good practices, but also principles of positive people management and corporate governance. This book is the first to pull these all together, providing a strong context and narrative from experienced professionals and academics who have been at the heart of these developments, to create a route map for HR professionals and business leaders, as well as policy makers and regulators." * Peter Cheese, Chief Executive, CIPD *"Human Capital Management Standards expounds a compelling and thorough set of principles and guidance material that are applicable across all critical people management processes and functions, and which are relevant to an extremely broad range of industries." * Peter Wilson, Chairman Australian HR Institute, and CPA Australia; Immediate Past President, World Federation of People Management Associations *"Insightful and thought-provoking, this book is a must-read for any HR practitioner or manager aiming to use standards to unlock human potential and improve organizational effectiveness." * Dr Linda Holbeche, Co-Director, The Holbeche Partnership, Adjunct Professor at Imperial College and Visiting Professor at Cass, Bedfordshire, Derby, and London Metropolitan Business Schools. *"This is a really important book for those interested in driving improvements in human capital reporting and standards to enhance wellbeing in organizations in the public and private sector. This is a must read for those interested in human capital standards from an outstanding author team." * Professor Sir Cary Cooper, 50th Anniversary Professor of Organizational Psychology and Health at the ALLIANCE Manchester Business School, University of Manchester, UK and President of the CIPD *"Despite its significance to value creation, Human Capital is not always measured, fully understood or documented. The authors deliver valuable insights in the drivers shaping standards and workforces and how these can affect the future of people management." * Lucas van Wees, President of the European Association of People Management; Director HRM, University of Amsterdam *"This book gives a comprehensive overview and summary about the first Human Resources Management Standards which have been published and the ongoing further activities. This management book should be mandatory in the library for all HR professionals, because it shows how Human Resource Management could create competitive advantage and value for companies and defines the role and responsibilities of Human Resource Management." * Oliver Kothrade, HR Director Panasonic Appliances Europe *"This book gives a comprehensive overview of how to apply quality standards to a range of human capital issues and will be of much interest to managers, organizational leaders and HR professionals. It is a compelling, thought-provoking read and gives practical tools and insights, which can be used in a range of settings." * Dr Liz Mear, Chief Executive, The Innovation Agency, UK *"The international HR standards in this volume offer eminently practical guidance to HR professionals everywhere about how to create value for their organizations by managing their people more effectively." * Wayne F. Cascio, Ph.D., Distinguished Professor, University of Colorado; Robert H. Reynolds Chair in Global Leadership, University of Colorado *"Human Capital Management Standards is a unique collection of guidelines for management-related activities as diverse as recruiting, development, performance management and organizational governance. It is both food for thought and guidance for action." * Denise M. Rousseau, H.J.Heinz II University Professor of Organizational Behavior and Public Policy, Heinz College and Tepper School of Business, Carnegie Mellon University *"An amazing collection brought to you by global thought leaders discussing the standards developed by the global HR community that will play a significant role in the future of work." * Amy Schabacker Dufrane, CEO, HR Certification Institute *"This book tackles important issues about standards, people and organizations. It enables experts to identify the current value of standards and consider how standards can make sure people management keeps pace with the new data-driven world of business and global competition." * Sharon Mavin, Chair of University Forum for Human Resource Development; Director of Newcastle University Business School and Professor of Leadership and Organization Studies *"Wilson Wong, Valerie Anderson and Heather Bond have curated a comprehensive collection of people management standards from across the world - an essential resource for all serious HR practitioners. It's a seminal work and proof of how far human resources has come in the last 100 years." * Steve Corkerton, Chief People Officer, National Crime Agency *"This is an insightful and provocative guide to standards in human capital management and development. When our public services are facing ever growing expectations and changing patterns of demand with increasing complexities, the need for excellent standards in leadership and people management have never been so acute. This comprehensive book challenges HR professionals to think more expansively about human capital." * Adrian Smith, Deputy Chief Executive & Corporate Director Place, Nottinghamshire County Council *"It is about time that human capital specialists establish a standard on how to professionally practice HR. This is not a backward-looking standard but a forward-looking one, which is what human resources is all about - continuously adding value to the business through human capital with forward-looking people practices." * Low Peck Kem, Chief HR Officer and Senior Director (Workforce Development), Public Service Division, Prime Minister’s Office, Singapore *"This is a valuable, practical and insightful guidebook to the future of the key standards affecting human capital management and development. It is highly recommended. The authors are international authorities on this important topic." * Greg J. Bamber, Professor, Monash University, Australia; co-editor, International & Comparative Employment Relations: National Regulation, Global Changes *Table of Contents Chapter - 01: Governance, human capital and culture - the role of standards and standardization [Edward Houghton]; Chapter - 02: It’s all a matter of standards [Heather Bond]; Chapter - 03: Workforce planning [Julie Sloan]; Chapter - 04: Recruitment [Sandy J Miles]; Chapter - 05: Learning and development [Valerie Anderson and Alaa Garad]; Chapter - 06: Diversity and inclusion [Anne McBride and Helge Hoel]; Chapter - 07: Occupational health and safety management [Martin Cottam]; Chapter - 08: Moving on from the organization [Valerie Anderson]; Chapter - 09: Cross-national, cross-sectoral and cross-functional issues [Alaa Garad]; Chapter - 10: Assessment and accreditation [Angela Mulvie]; Chapter - 11: The future of standards affecting human capital management and development [Wilson Wong]

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Book SynopsisThese brief, interactive games and activities raise your participants'' awareness and prepare them to learn something new. Designed to be fun and energizing, the activities help people overcome the initial anxiety common among new acquaintances or in group situations. This collection is conveniently divided into two categories: 1) icebreakers, which encourage mixing, and 2) group challenges, which energize and build team cohesion. Use these games to: Promote interaction Introduce your topic Ease anxieties regarding sensitive or emotional issues Form partnerships or teams during the session Help people feel comfortable with the environment, the topic to be discussed, and one another Gain control of a group Get meetings started on a stimulating note Each game is presented in a concise and easy-to-follow format. You''ll get details such as objectives, materials required, preparation, activity instruTable of ContentsIntroduction. Icebreakers-Big To-Do-Box Bingo-Bullseye-Comic Capers-Common Scents-Defining Moments-Eagle's Nest-Facts of Life-Frozen Treats-Global View-Hum-Dingers-The Hunt is On-In This Corner-Limerick Lines-Many Happy Returns-Moniker Medley-Name Chain-Official Orders-The Right Connections-Spelling Bee-Talking in Circles-What's in a Name-Who Could it Be? Group Energizers-Alphabet Soup-Balloon Bounce-Closer Observation-Data Directory-Food Chain Relay-Four-by-Four-Goal TAnding-Gridlock-Hand it Over-Hidden Hands-Imagine That-In Search of-Just Like?-Keys to Success-Last Straw-No Vowels Allowed-Picture Perfect-Poem's Progress-Quote Cubes-Rhymed Riddles-Scrambled Sense-Sock Search-Team Challenge-Team Hats-Tic-Tactical-Toe-Tribal Adventure-Trivial Numbers-Visual Effects.

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Book Synopsis"An excellent, comprehensive, and very practical guide for training design. ----Beverly Popek, director of human resources, professional & consulting services, MCI Telecommunications The answer is here. The heart of this book is the Sequential--Iterative Model (SIM) for training design.Trade Review"An excellent, comprehensive, and very practical guide for trainingdesign." (Beverly Popek, director of human resources, professional& consulting services, MCI Telecommunications) "You will not find another book that so thoroughly examines theprocess of creating training events. For anyone who wants to doquality design work, this book is highly recommAnded." (MelSilberman, author of Active Training and 101 Ways to Make TrainingActive)Table of ContentsTHE FOUNDATIONS OF POWERFUL TRAINING. Powerful Training. An Overview of the SIM. The Adult Learner. The Designer. Needs Assessment. USING THE SIM. The SIM: Training Goals and Objectives. The SIM: Key Topics. The SIM: Training Flow -- Macrodesign. The SIM: Training Flow -- Microdesign. The SIM: Materials. The SIM: Evaluating Tools. Making The Training Design Shine. Appendix: Common Organizational Structures. References and RecommAnded Reading. About the Authors. Index.

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Book SynopsisEmpower Your Business to Succeed by Learning ?How Organizations Learn gets to the practicalities and realities of organizational learning. This is not a fad; it''s the outline of effectiveness for organzations of the future.? ?Parick Canavan, corporate vice president and director of global leadership & organization development, Motorola In this essential volume, authors DiBella and Nevis outline exactly what it means to be a learning organization. And they offer sound advice on how to increase the learning capabilties of your own company. Here you will discover a powerful array of tools and techniques for leveraging your organization''s unique learning style, as well as a productive framework that will help your company learn more fully and adapt more quickly in today''s volatile marketplace. A practical fusion of theory, original research, and real-world methodology, How Organizations Learn is the most comprehensive work to date concerning this aTrade Review?This work is a rare find in business literature: simultaneously highly readable, practical, and academic. For the involved manager who wants to help increase the long-term viability of his/her organization, this book will prove to be highly important and valuable.? (Herbert Rau, strategic marketing manager, Fairchild Semiconductor) ?The authors accomplish an amazing feat in providing an insightful synthesis of numerous theories of the learning organization, ranging from Argyris to Senge and then moving rapidly beyond them through case studies to identify a set of how-to tools for leaders and change managers. For those interested in transformation, a most valued addition.? (James J. Gannon, senior vice president, Human Resource Development, Royal Bank of Canada) ?How Organizations Learn gets to the practicalities and realities of organizational learning. This is not a fad, it's the outline of effectiveness for organizations of the future.? (Patrick Canavan, corporate vice president and director of global leadership and organization development, Motorola) ?This book should appeal to anyone looking for a single resource about the practice of assessing the learning capabilities of organizations. The authors provide an elegant and comprehensive approach that is based on theory yet grounded in actual learning organizations.? (Mark Van Buren, senior research officer, American Society for Training & Development) ?DiBella and Nevis provide a highly insightful framework for analyzing and transforming a company's learning style. Provocative and pragmatic!? (John Seely Brown, chief research scientist, Xerox Palo Alto Research Center) ?To understand and drive changes is difficult for everyone, both individuals and organizations. DiBella and Nevis supply CEOs and managers with a set of very useful tools to analyze and increase the learning capability of their organizations and to balance day-to-day decisions with the implementation of long-term strategies.? (Mauro Mastrogiacomo, manager of human resources and organizational development, Fiat Auto)Table of ContentsA STRATEGIC LOOK AT ORGANIZATIONAL LEARNING. Developing Learning in Organizations: A Matter of Perspective. Foundations of an Integrated Strategy. HOW ORGANIZATIONS LEARN. Recognizing Your Organization's Learning Portfolio. Developing a Learning Strategy. Improving Organizational Learning Capability. Enhancing Effectiveness at Each Phase of the Learning Cycle. Assessing Learning Capability Over Time. ADAPTING AND ASSESSING THE LEARNING STRATEGY. Using an Integrated Strategy in Different Contexts. Conclusion: What is the Good of All This Learning? Assessing the Impact of Learning on Performance.

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Book SynopsisHow do you get your participants involved and then hold on to their attention? Lorraine Ukens--a highly regarded author of activity resources -- offers sixty innovative, enjoyable, and effective activities designed to make learning unforgettable.

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Book SynopsisThe only practical business resource available that shows you howto use tests to assess skills and values in the workplace! Loaded with figures, tips, checklists, and examples, Tests ThatWork gives you everything you need to use assessments responsiblyand effectively at your organization. You know the effects of mediocre workplace performance: reducedprofitability, poor productivity, and diminished customer andemployee satisfaction. But while you know the effects, finding thecauses can seem nearly impossible. Do some of your employees needto improve their execution of basic tasks? Should some of youremployees work on expanding their knowledge? How can you answerthese questions? Tests enable you to find answers such as these. But manyorganizations are afraid to use assessments: test development andexecution is complicated. Bad tests can seem punishing oroffensive, and yield inconclusive or incorrect results. That''s why noted consultant Odin WestgaardTrade Review"Confusion has reigned in the realms of tests, testing, andcalibrating human performance. Until now. Odin Westgaard's TestsThat Work clears up the mysteries while giving clear, valid, anduseful guidance on measuring performance and making sense of itall. This book will be on my desk--the shelf is too far away!"----Roger Kaufman, , professor and director, office for needsassessment and planning, Florida State University; coeditor, TheGuidebook for Performance Improvement "This is one valuable book I won't loan to anyone. I'd never get itback! It's that good." ----Kery Mortenson, , senior site trainingspecialist, Abbott LaboratoriesTable of ContentsPreface. Acknowledgments. Introduction. PART ONE: FUNDAMENTALS OF TESTING. One: Tests. Two: Categories of Tests and Items. Three: Measurement. Four: Measuring Competence: Defining Performance and Mastery. Five: The Three Principal Uses for Tests. PART TWO: A SYSTEMATIC PROCESS FOR TEST DEVELOPMENT. Six: Justifying the Test. Seven: Planning the Test. Eight: Developing the Test. Nine: Producing and Administering the Test. Ten: Evaluating and Reporting the Results. Eleven: Using Test Results. Twelve: Evaluating the Test. Thirteen: Test Management: An Ethical Process. AppAndix: Glossary of Testing Terms. Bibliography. Index. About the Author.

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Book SynopsisAs a supervisor, the success of your organization rests in yourhands! If you don''t meet the goals set by senior leaders thenresults will be poor and angry customers will search for newproviders of goods and services. The 21st Century Supervisor Training Package will help you improveyour skills in these and many other areas: * Communication * Coaching * Business analysis * Computer * Project management * Resource managementTrade Review"This book clearly identifies the skills our supervisors and managers will need to strengthen workteams and drive to further success. The 21st Century Supervisor is the first book our supervisors have really read and LIKED!" ----Gray Concord, , vice president and general manager, Koyo Corporation of America "The 21st Century Supervisor is the blueprint for leadership within any organization committed to continued improvement. It should be required reading for the company CEO, plant manager, team leader, and the front line supervisor." ----Robert L. Lewis, , operations manager, Lenawee County Road Commission "As a supervisor, I used to think I was just a professional task master and adult babysitter. The 21st Century Supervisor taught me how to be an active part of the quality and team process within my company." ----Gary Updegraff, , supervisor, Bagcroft Corporation of America "The 21st Century Supervisor is the tool I recommAnd with confidence. It provides a concise, to-the-point discussion of the skills that support successful supervision." ----Carol A. Benoit, , managing partner, Mackenzie and Company, Inc.Table of ContentsFigures and Exhibits xi A Word to Those Who Lead Supervisors xiii Introduction 1 The Traditional Supervisor 1 The Origins of the 21st Century Supervisor 2 The Skills Needed to Become a Leader 4 1. Wake Up and Smell the Future: Leadership Skills Beyond the Basics 7 Part 1 People Skills 23 2. Communication Skills: The Most Important Professional Tool of the 21st Century 27 3. Team Skills: Leading the High-Performance Work Team 55 4. Coaching Skills: Leading Your People to Perform Beyond Their Expectations 85 Part 2 Technical Skills 129 5. Business Analysis Skills: Learning to Measure Performance 131 6. Continuous Improvement Skills: Driving the Never-Ending Process of Improvement 157 7. Computer Skills: Increasing Your High-Tech Knowledge 193 Part 3 Administrative Skills 215 8. Project Management Skills: Becoming a Strategic Planner 217 9. Writing Skills: Leading Others Through Your Written Word 241 10. Resource Management Skills: Giving Your Employees What They Need to Succeed 265 11. Testimonies from Four 21st Century Supervisors 297 12. The 21st Century Supervisor: How to Start and Finish the Race 313 In Closing 328 About the Authors 331

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Book SynopsisIn this work, acclaimed management expert Edward Lawler tells companies what they can do to meet today''s rewards systems challenge--attracting and retaining talented employees in a market where the employees hold the upper hand. Here, Lawler outlines a creative compensation system that recognizes employee knowledge and skill as a critical aspect of an organization''s net worth. In basing his system on the individual employee''s value to the organization, Lawler introduces an approach to compensation that simultaneously motivates employees to higher levels of performance and increases shareholder value. To read the introduction from this book, click here.Trade Review"Ed Lawler again expands our knowledge regarding a critical management challenge: how to align reward systems with the evolving organizational forms emerging in the new economy. In this new book, he provides CEOs and HR leaders with an easy-to-follow map for building organizational effectiveness through strategic reward system design." --Daryl D. David, vice president of human resources and strategic growth, Amazon.com, Inc. "Once again, Ed Lawler has written a book human resource professionals can use. Rewarding Excellence provides an excellent blueprint on how to design compensation systems that will attract and retain workers in today's knowledge economy." --Michael R. Losey, president and CEO, Society for Human Resource Management "Leadership capital is a vital corporate resource-perhaps the most critical of all in building for the future. As the 'war for talent' escalates, Ed Lawler's new book provides companies of all sizes with innovative ways to attract, retain, and motivate executives-and to maintain competitive advantage." --Richard M. Ferry, chairman, Korn/Ferry International "Worried about your business in the new millennium business economy? Ed Lawler provides cutting-edge concepts for building high-performance organizations!" --Steven L. Miller, chairman, president and CEO, Shell Oil CompanyTable of ContentsPreface The Author Introduction Part One: Rewards and Organizational Performance 1. Organizational Effectiveness: The New Logic 2. Reward System Design Choices 3. Motivating and Satisfying Excellent Individuals Part Two: Attracting, Developing, and Retaining Employees 4. Attracting and Selecting Excellent Employees 5. Job- and Seniority-Based Approaches 6. Developing and Retaining the Right Individuals Part Three: Rewarding Performance 7. Rewarding Individual Performance 8. Appraising Performance 9. Rewarding Team Excellence 10. Rewarding Organizational Excellence Part Four: Strategic Design 11. Strategic Reward System Design 12. Creating High Performance Organizations

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Book SynopsisThis work aims to give readers tools for implementing a radical new team style based on team learning, whereby a step-by-step and logical approach gives way to a non-linear, cyclical exploration, and harmony is supplanted by disagreement.Trade Review"For teams that struggle with projects demanding new approaches and ways of thinking, Redding's radical team approach has the potential to produce faster and greater results than any other approach I've tried." --Louis J. Sharp, Ph.D., director, research and development, Bisco, Inc. "Finally, a book on teams that has something new and different to say. Using solid examples, John Redding has produced a useful guide for problem-solving teams." --Glenn Parker, team-building consultant; co-author, Rewarding Teams "This book responds to the urgent need to deal with complex problems that defy traditional solutions. It's a valuable resource for teams charged with delivering dramatic results." --John. A. Niemi, distinguished teaching professor, Northern Illinois University "In The Radical Team Handbook, John Redding tells us why the old rules of business no longer apply. He presents, in a clear and lucid manner, the ways in which teams within organizations must reshape themselves if they are to work in the future. Every successful team hears the call to 'think outside the box.' At last, we have a book that tells them how to do it!" --Jeffrey K. Pinto, author, The Project Management Institute Project Management HandbookTable of ContentsTHE RADICAL TEAM APPROACH. Radical Teams: An Introduction. A Matter of Learning. Assessing Team Learning. Harnessing the Power of Team Learning. RADICAL TEAMS IN ACTION. Increasing Speed: Action Steps. Increasing Depth: Action Steps. Increasing Breadth: Action Steps. Support for Radical Project Teams. Conclusion: The Personal Side of Radical Teams. Quick Guide to Application Exercises. Terms Used in this Book. Notes. References.

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Book SynopsisOpen your next training session with a BANG! One of the hardest tasks you''ll face as a trainer is pullingparticipants'' thoughts away their daily duties long enough toengage them in your training. According to training master BobPike, two of the most important learning concepts are primacy andrecency. People don''t remember middles; they remember beginnings(primacy) and ends (recency). That''s why, if you want yourtraining to be a success, you have to gain their attention as soonas they walk in the door. Following up on the success of 50 Creative Training Closers, themost trusted and recognized names in training bring you 50 CreativeTraining Openers and Energizers. These lively, interactive sessionopeners, ice breakers, and attention grabbers are what you need toinspire continued application, learning, and skill development. Andyou don''t have to be a professional trainer to use thiscollection--business presenters and educators of all kinds canimmediately incorporateTable of ContentsMatrix of Activities. Introduction. Autobiography. Banana Split. Business Card Introduction. Choose Five. Coins. Customized License Plates. Couble Circles. Dreams and Nightmares. Excess Baggage. Eye Opener. Five People. Five Trails.* Four C's. Four-Quadrant Name Tent. Gift Opener. Group Mulling. Hail to the Chief. Hands Full. Human Scavenger Hunt. Interview the Trainer. The "Intro" You Deserve. Key Questions.* Let's Get Acquainted. Let's Share. Lifeline. M & M's. Metaphor Opener. Musical Teams. My Hopes. My Life As a TV Show. Name Tent Anchor.* Name Tent for Class "Ownership."* Name Tent Interview.* Name Tent Spoof.* Name Tent Visual. Nicknames. Other Half Interview.* Personalized Coat of Arms. Playing Card Introduction. Ragged Start. Random Numbers. Silly Hats. Silly Sentences. Six "H" Name Tent.* Striptease.* Things You Carry. To Be a Success. "Tomorrow I'm Going to...." Toothpicks Confessions. Twenty Questions. Two, Three, and Four Things. Uniqueness and Commonalities. Unusual Props. Unusual Request. Vote Your Priorities. What Can You Do with It? What Would Your Best Friend Say? What's Your Line? What's Your Role? Worst Day Ever. Write a Commercial. About the Author. *Bonus openers.

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Book SynopsisThe author applies his original approach in studies of real-life Fortune 500 companies, showing how organizations effectively address diversity issues. He details the forces that drive the diversity challenge and offers innovative strategies for change through leadership, research, and education.Table of ContentsForeword by Paul O'Neill Preface 1. The Challenge of Mastering Diversity 2. A Strategy for Meeting the Challenge 3. Leadership: The First Requirement of Change 4. Leverage Research, Develop Measurement Plans 5. Create Effective Education 6. Align Organizational Systems and Practices 7. Follow Up for Sustainable Results Notes The Author Index

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Book SynopsisActing as a guide for health care executives, this book shows how to establish educational and training priorities. It offers a model for integrating the facets of staff education and performance evaluation. It also presents adult learning strategies and provides strategies for measuring the value of training.Table of ContentsTables, Figures, and Exhibits. Foreword: James B. Conway. Preface. The Editor. The Contributors. Part One: The Learning Imperative. 1. Building the Context for Learning: An Executive Priority (Anthony J. DiBella). 2. An Organizational Model for Continuous Learning (Kathleen J. Heery). 3. The Learning Transformation Process ina Health Care System (Diane Boynton, Donald C. Sibery). Part Two: Training Issues. 4. Training Challenges in Health Care Organizations(Connie E. Kuykendall, Sally Zuel). 5. Selecting Appropriate Training Methods (Brenda I. Mygrant, Mary Carole McMann). 6. Training the Adult Learner in Health CareOrganizations (Donna J. Slovensky, Pamela E. Paustian). 7. Measuring the Organizational Impact ofTraining Programs (Richard J. Wagner, Robert Weigand). 8. Making the Most of Your Training Dollar (Patrice L. Spath). Part Three: Training Solutions: Case Studies. 9. Nurse Scrub Training Program DecreasesSurgery Costs (Christina Dempsey). 10. Web-Based Training Expands Coding Educationin a Large Health Care System (Gloryanne Bryant, Claire R. Dixon-Lee). 11. On-Target Education Program Meets TrainingNeeds of Surgical Services (Alice T. Speers, Karen L. Zaglaniczny, Christine S. Zambricki). 12. Education Collaborative Augments Staff Trainingin Northern California Hospitals (Rebecca Petersen). Glossary: The Language of Learning. Index.

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Book SynopsisWork Careers brings together a stellar panel of experts from the fields of industrial and organizational psychology, counseling and clinical psychology, social psychology, organizational behavior, and human resource management. This volume offers a comprehensive exploration of how an individual''s career unfolds from early childhood through retirement. Based on the most recent findings and current research, the volume also focuses on changes in the societal and organizational contexts of career development and reveals how context shapes and constrains individual career decisions.Trade Review" offers a comprehensive exploration of how an individual's career unfolds from early childhood through to retirement " (Business a.m, 3 December 2002)Table of ContentsForeword xiNeal Schmitt Preface xv The Contributors xix Part One: Foundations of Career Development 1 Stability in the Midst of Change: A Developmental Perspective on the Study of Careers 3Daniel C. Feldman 2 More than the Big Five: Personality and Careers 27Jill C. Bradley, Arthur P. Brief, Jennifer M. George 3 Skill Acquisition and Person-Environment Fit 63Cheri Ostroff, Yuhyung Shin, Barbara Feinberg Part Two: Career Development Across the Life Span 4 When you come to a Fork in the Road, Take it: Career Indecision and Vocational Choices of Teenagers and Young Adults 93Daniel C. Feldman 5 The School-to-Work Transition 126Elizabeth Wolfe Morrison 6 The Establishment Years: A Dependence Perspective 159Terri A. Scandura 7 Career Development in Midcareer 186Harvey L. Sterns, Linda M. Subich 8 Career Issues Facing Older Workers 214Terry A. Beehr, Nathan A. Bowling Part Three: The Changing Context of Career Development 9 Public Policy and the Changing Legal Context of Career Development 245Jon M. Werner 10 The Changing Organizational Context of Careers 274Carrie R. Leana 11 International Careers as Repositories of Knowledge: A New Look at Expatriation 294Gregory K. Stephens, Allan Bird, Mark E. Mendenhall Part Four: Directions for Industrial/Organizational Practice and Research 12 Organizational Assistance in Career Development 323Manuel London 13 Advancing Research on Work Careers: A Developmental Perspective on Theory Building and Empirical Research 346Daniel C. Feldman Name Index 373 Subject Index 385

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Book SynopsisDealing with conflict is an evitable part of any academic administrator's job. Often, however, new administrators lack the skills they need to successfully resolve campus conflicts. This important resource includes an array of strategies for identifying and managing conflict between individuals, within a department, and between departments. The Jossey-Bass Academic Administrator's Guide to Conflict Resolution shows how to turn conflicts into problems to be solved. Authors Sandra I. Cheldelin and Ann F. Lucas offer concrete approaches academic administrators can use to analyze conflicts and design effective interventions. The Jossey-Bass Academic Administrator's Guide to Conflict Resolution is an invaluable tool that includes Guidelines for knowing when it is appropriate to intervene in a conflict Strategies for helping to change irrational and negative thinking to positive rational thought Methods for handling interpersonal conflictbetween two partiesTable of ContentsPreface. About the Authors. 1. Understanding conflict. 2. A framework for conflict analysis. 3. Intrapersonal conflict: the impact of stress and negative thinking. 4. Interpersonal conflict: Helping people who don’t get along. 5. Intragroup conflict: the academic administrator as team leader. 6. Intergroup conflict: conflict on a larger scale. 7. Conflict intervention. 8. Collaborating with other departments to manage conflict. Recommended Reading. Index.

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Book SynopsisThe Collaborative Work Systems Fieldbook is a comprehensive reference that offers practitioners a resource for dealing with the challenges of designing and implementing collaborative work systems in value chains, organizational networks, partnerships with stakeholders, web-based teams, cross-functional teams, strategic alliances, and team-based organizations. The Collaborative Work Systems Fieldbook is filled with ideas, examples, and tools and includes a wealth of matrices, margin notes, and symbols that make locating relevant information easy. Part of The Collaborative Work Systems series and based in part on principles introduced in the flagship book-- Beyond Teams, This Fieldbook is written for change leaders, OD managers, steering team members, design team members, line managers, and functional leaders who need a hands-on resource for dealing with collaborative work systems issues.Trade Review"…this Fieldbook is a reference guide that you should not be without." (Personnel Psychology, 4/1/2004)Table of ContentsList of Figures, Tables, and Exhibits. Preface for the Collaborative Work Systems Series. Acknowledgments. Preface. Introduction and Framework for the Fieldbook (Michael M. Beyerlein, Craig McGee, Gerald D. Klein, Jill E. Nemiro, and Laurie Broedling). PART 1: STRATEGY AND GOAL SETTING (Craig McGee) Chapter 1: Critical Success Factors in Team-Based Organizing: A Top Ten List (Michael M. Beyerlein and Cheryl L. Harris). Chapter 2: The Search Conference: A Participative Planning Method That Builds Widespread Collaboration (Catherine Bradshaw, Joan Roberts, and Sylvia Cheuy). Chapter 3: The Transformation Grid: A Framework for TBO Conversions (Tom Devane). Chapter 4: Chartering Your Team for Peak Performance (Kevin Dowling)) Chapter 5: Return on Teaming Initiative (ROTI): Measuring Teaming Outcomes to Optimize Their Performance (Frances Kennedy). Chapter 6: ROI and Strategy for Teams and Collaborative Work Systems (Alec R. Levenson). PART 2: LEADERSHIP AND ORGANIZATIONAL CULTURE (Jill E. Nemiro). Chapter 7: Side-by-Side Leaders Promote Breakthrough Results (Dennis Romig). Chapter 8: Team Accountability: A Leadership Responsibility (Michael M. Beyerlein). Chapter 9: Sustaining Leadership Teams at the Top: The Promise and the Pitfalls (Mindy L. Gewirtz and Peter Gumpert). Chapter 10: Developing and Assessing a Climate for Creativity in Virtual Teams (Jill E. Nemiro). Chapter 11: Alignment: The Key to Collaborative Work Systems (Craig McGee). PART 3: STRUCTURE AND OVERALL DESIGN (Gerald D. Klein). Chapter 12: Accelerating Organization Design: Choosing the Right Approach (William O. Lytle). Chapter 13: Creating a Collaborative Work System in an Engineering Department (Craig McGee). Chapter 14: Real Collaboration Requires Power Sharing: The Participative Design Approach (Catherine Bradshaw, Joan Roberts, and Sylvia Cheuy). Chapter 15: The Participative Design Workshop and Its Variations (Donald W. de Guerre). Chapter 16: Gaining Commitment to High Performance Work Systems: John Deere Case Study (Gina Hinrichs and Kevin Ricke). Chapter 17: Developing Team-Based Support Systems: Conceptual Overview and Strategic Planning Workshop (Cheryl L. Harris and Sarah L. Bodner). PART 4: WORK PROCESSES AND COMMUNICATION SYSTEMS (Craig McGee). Chapter 18: The CAIRO Tool: A Tool for Defining Communication Patterns and Information Flow (Craig McGee). Chapter 19: Managing Intergroup and Interdepartmental Conflict to Improve Collaboration (Gerald D. Klein). Chapter 20: Learning and Communicating About Collaboration in Dispersed Teams (Kenneth David and John R. Lloyd). Chapter 21: Making Space for Communities of Practice: Creating Intellectual Capital Through Communicative Action (David O’Donnell and Gayle Porter). Chapter 22: How to Effectively Communicate Virtually: Lessons from Case Studies of Virtual Teams (Jill E. Nemiro). PART 5: HUMAN RESOURCE PROCESSES (Laurie Broedling). Chapter 23: Team Member Selection: “Tell Us About a Time When . . .” (Carole Townsley and Susan Larkin). Chapter 24: The Team Excellence Award Program: Recognizing Successful Team Problem Solving and Process Improvement (Laurie Broedling). Chapter 25: A Problem-Solving Training Program for Groups of Service Engineers: A Case Study (Ad Kleingeld and Harrie van Tuijl). Chapter 26: Creating and Measuring Ways to Win Together (Theodore A. Wohlfarth and Michael J. Stevens). Chapter 27: Keeping Teams Afloat: Critical Coaching Competencies in Today’s Team-Based Organizations (Sarah L. Bodner and Lori Bradley). Chapter 28: A Web-Based Electronic Performance Support System for Managers (Garry McDaniel and Bijan Masumian). PART 6: INDIVIDUAL, INTERPERSONAL, AND TEAM COMPETENCIES AND SKILLS (Gerald D. Klein). Chapter 29: UATTRA Performance Assessment for Fast Formed Teams (Kelly Rupp). Chapter 30: Building and Using Virtual Learning Environments (Deborah Hurst and Scott Follows). Chapter 31: The Dynamics of Conflict Resolution (Jimmy A. Nelson). Chapter 32: Increasing Collaboration Success Through New Meeting Behavior (Gerald D. Klein). Chapter 33: A Tool Approach to Forgotten Team Competencies (Michael M. Beyerlein). Chapter 34: Balancing Skills for Collaboration with Individual Development (Gayle Porter). Conclusion Reflecting on the Lessons Learned. References. About the Series Editors. About the Book Editors. About the Contributors. Index.

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Book SynopsisDesigned for anyone charged with making e-learning really work, Preparing Learners for e-Learning presents a variety of methods business organizations and educational institutions can use to prepare their learners to become successful e-learners. This first-of-its-kind book helps trainers, designers, and educators understand the importance of enhancing self-directedness in learners as they prepare for e-learning and the various learning theories that can be used for this purpose. It then guides e-learning professionals through the process of creating interventions-- specific to their own individual situations-- that will assist their learners in preparing for the move to an e-learning environment.Table of ContentsIntroduction. 1. Preparing e-Learners for Self-Directed Learning(Huey B. Long). 2. Identifying Learners Who Are Ready fore-Learning and Supporting Their Success (Lucy M. Guglielmino andPaul J. Guglielmino). 3. Utilizing Learning Guides to Maximize e-LearningPreparedness at Motorola (Richard Durr). 4. Utilizing a Classroom Approach to PrepareLearners for e-Learning (George M. Piskurich and Janet F.Piskurich). 5. Preparation for e-Learning: A View from aCorporate Learning Leader (Rick Rabideau). 6. Organizational Best Practices for Preparinge-Learners (Jim Moshinskie). 7. Preparing and Supporting e-Learners: TheOrganizational Change Imperative (Ronnie Kurchner-Hawkins). 8. The Roles of the Learner and the Instructor ine-Learning (George Siemens and Stephen Yurkiw). 9. The e-Learning Instructor: Creator of CollegialEnvironments and Facilitator of Autonomous Learning (Paul B. Carrand Michael K. Ponton). 10. Preparing Your Learners for My e-Learning: Ane-Learning Vendor's Point of View (Terrence R.Redding). 11. From the Learner's Perspective: Thee-Learners. About the Editor. Index.

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Book SynopsisSimple yet profound, Max De Pree''s observations are often quoted by America''s top CEOs, educators, and opinion makers. The best-selling author of Leadership Is an Art and Leadership Jazz, he has done no less than revolutionize leadership thinking and practice. Now, in Leading Without Power, De Pree finds that the most successful organizations of the Information Age operate not as controlled collections of human resources, but as dynamic communities of free people. And in order to mobilize these communities, leaders must know how to lead without power, because free people follow willingly or not at all. This is a book to be read, reread, shared widely within any organization. Every chapter has pictures for our mind that will remain vivid long after the book is closed. A vibrant testament to human potential, the why of work. Frances Hesselbein, president and CEO, Leader to Leader Institute formerly the Drucker Foundation De Pree holds up nonTable of ContentsPlaces of Realized Potential. What's a Movement. A Context for Service. What Shall We Measure? The Language of Potential. Service Has Its Roots. Attributes of Vital Organizations. Vision. Trust Me. Why Risk It? The Function of Hope. Elements of a Legacy. Moral Purpose and Active Virtue.

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Book SynopsisIf you want to: improve learning retention create discovery learning make training interactive increase participation, and make training fun... ...this book is for you! In this easy-to-use resource, author and training expert Jean Barbazette gives you 71 case studies to use instantly or modify to meet your specific learning needs. She defines the five types of case studies and their different purposes, shows the benefits of using case studies, and offers clear-cut suggestions for writing your own original case studies or customizing existing case studies. Barbazette also offers step-by-step instructions for processing each case study to maximizing the potential for learning. In addition, all of the 71 case studies and discussion questions in the second half of this book are contained on the book''s companion CD-ROM for your use. Answers to all case study questions are provided in the book.Trade Review"These cases will certainly streamline the length of time you would have to spend creating a case." (IACET (International Assoc. for Continuing Education & Training, January 2004)Table of ContentsList of Case Studies. Key Terms for five types of case studies. List of case studies by title. Introduction. Purpose. Audience. Product description. Explanation of the five-step adult learning model. PART 1: Develop, Adapt, and Use Case Studies. Introduction to Part 1. Chapter 1: Case study uses and benefits. What is a case study? Why use case studies? What are the benefits of using case studies? Cautions. Examples of the five types of case studies. 1. Identification. 2. Problem Solving. 3. Practice. 4. Application. 5. Serial. Summary. Chapter 2: How to write a case study. Where do case studies fit in workshop design? How do you develop a case study? How to overcome problems in developing case studies. Templates: Case Study Checklist. Case Study Critique Sheet. Customize a Case Study Worksheet. Sample questions for the five types of case studies. Facilitator processing questions to promote learning. Summary. Chapter 3: How to facilitate a case study. Using your case studies in Training. Five steps of adult learning. Facilitator processing questions. Using basic facilitation techniques. Summary. PART 2: Case Study Exercises. Introduction to Part 2. Each chapter in Part 2 offers five types of case studies for twelve workshops available on CD. Suggestions to use each case study are given, including discussion questions and suggested answers to case study questions. Facilitator processing questions and suggested answers to facilitator processing questions help you use these 71 cases instantly. Case Study Topics by Chapter Number. Chapter 4: Adult Learning Case Studies. Adult Learning Identification Case Study 6. Adult Learning Problem Solving Case Study 7. Adult Learning Practice Case Study 8. Adult Learning Application Case Study 9. Chapter 5: Assertion Case Studies. Assertion Identification Case Study 10. Assertion Problem Solving Case Study 11. Assertion Practice Case Studies 12 and 13. Assertion Application Case Studies 14, 15, 16. Assertion Serial Case Study 17. Chapter 6: Change Management. Change Management Identification Case Studies 18 and 19. Change Management Problem Solving Case Study 20. Change Management Practice Case Studies 21 and 22. Change Management Application Case Study 23. Chapter 7: Coaching and Mentoring. Coaching and Mentoring Identification Case Study 24. Coaching and Mentoring Problem Solving Case Study 25. Coaching and Mentoring Practice Case Study 26. Coaching and Mentoring Application Case Study 27. Chapter 8: Customer Service. Customer Service Identification Case Study 28. Customer Service Problem Solving Case Study 29. Customer Service Practice Case Study 30. Customer Service Application Case Study 31. Customer Service Serial Case Study 32. Chapter 9: Diversity. Diversity Identification Case Study 33. Diversity Problem Solving Case Study 34. Diversity Practice Case Study 35. Diversity Application Case Study 36. Chapter 10: Effective Business Writing. Effective Writing Identification Case Study 37. Effective Writing Problem Solving Case Study 38. Effective Writing Practice Case Study 39. Effective Writing Application Case Study 40. Effective Writing Serial Case Study 41. Chapter 11: Facilitation. Facilitation Identification Case Study 42. Facilitation Problem Solving Case Study 43. Facilitation Practice Case Studies 44, 45, and 46. Facilitation Application Case Study 47. Chapter 12: Influencing. Influencing Identification Case Study 48. Influencing Problem Solving Case Study 49. Influencing Practice Case Study 50. Influencing Application Case Study 51. Influencing Serial Case Study 52. Chapter 13: Needs Assessment. Needs Assessment Identification Case Study 53. Needs Assessment Problem Solving Case Study 54. Needs Assessment Practice Case Study 55. Needs Assessment Application Case Study 56. Needs Assessment Serial Case Study 57. Chapter 14: New Employee Orientation. New Employee Orientation Identification Case Study 58. New Employee Orientation Problem Solving Case Study 59. New Employee Orientation Practice Case Study 60. New Employee Orientation Application Case Study 61. New Employee Orientation Serial Case Study 62. Chapter 15: Supervision. Supervision Identification Case Study 63. Supervision Problem Solving Case Study 64. Supervision Practice Case Study 65. Supervision Application Case Study 66. Supervision Serial Case Study 67. Bibliography. Index. Author Contact Information. How to Use the CD-ROM.

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Book SynopsisTraining expert Mel Silberman is the father of the popular and effective active training method. In his landmark textbook, Active Training, he identified the specific characteristics of the active training method that results in deeper learning and improved retention. Now, Training the Active Training Way takes the next step by distilling the active training method into eight core strategies that trainers can use to craft interactive and engaging training, even for the most challenging training assignments such as technical skills training, and information-rich (and often dull) content.Table of ContentsAcknowledgments. Introduction. STRATEGY 1: ENGAGE YOUR PARTICIPANTS FROM THE START. Tip 1: Give Participants Something to Do Before the Session Formally Begins. Tip 2: Structure the Initial Social Interactions Among Participants. Tip 3: Create Icebreakers That Focus Solely on Immediate Learning Involvement. Tip 4: Enlarge the Pool of Participation at the Very Beginning. STRATEGY 2: BE A BRAIN-FRIENDLY PRESENTER. Tip 5: Build Brain Interest in What Is Being Presented. Tip 6: Help Your Participants’ Brains to “Get It”. Tip 7: Involve Participants Throughout Your Presentation. Tip 8: Help Participants “Save” the Presentation in Their Brains. STRATEGY 3: ENCOURAGE LIVELY AND FOCUSED DISCUSSION. Tip 9: Engage Participants Before Plunging into the Discussion. Tip 10: State Effective Questions for Discussion. Tip 11: Improve the Quality of Discussion Through Participant Preparation. Tip 12: Alter the Discussion Format. Tip 13: Facilitate the Flow of Conversation. STRATEGY 4: URGE PARTICIPANTS TO ASK QUESTIONS. Tip 14: Help Participants Get Started. Tip 15: Create the Need for Questions. Tip 16: Let Participants Know You Expect Questions. STRATEGY 5: LET YOUR PARTICIPANTS LEARN FROM EACH OTHER. Tip 17: Choose How You Compose Learning Teams. Tip 18: Build Learning Teams Before Giving Them Work. Tip 19: Gradually Immerse Participants in Team Learning. Tip 20: Use a Variety of Team Learning Activities. Tip 21: Invite Participants to Teach Each Other. STRATEGY 6: ENHANCE LEARNING BY EXPERIENCING AND DOING. Tip 22: Create Experiences That Simulate or Match Reality. Tip 23: Ask Participants to Reflect on the Experience. Tip 24: Avoid “Monkey See, Monkey Do”. Tip 25: Use Role Play to Develop Verbal Skills. STRATEGY 7: BLEND IN TECHNOLOGY WISELY. Tip 26: Transform Active Classroom Strategies into e-Learning. Tip 27: Use e-Learning to Supplement Classroom Learning. Tip 28: Use Classroom Sessions to Supplement e-Learning Activities. STRATEGY 8: MAKE THE END UNFORGETTABLE. Tip 29: Get Participants to Review What’s Been Learned. Tip 30: Ask Participants to Evaluate Their Accomplishments. Tip 31: Have Participants Plan for the Future. Tip 32: Let Participants Celebrate the End. FINAL ADVICE. About the Author. Pfeiffer Publications Guide.

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Book SynopsisIn Human Factors in Project Management, author Zachary Wonga noted trainer and acclaimed leader of more than 250 project teamsprovides a summary of people-based managementskills and techniques that can be applied when working in a team environment. This comprehensive resource brings together in one book new and current models in team motivation and integrates the most significant concepts in team motivation and behaviors into a single set of principles called Human Factors. Wong shows how these factors can be applied to the most challenging issues facing project managers today including Motivating a diverse workforce Facilitating team decisions Resolving interpersonal conflicts Managing difficult people Strengthening team accountability Communications Leadership Table of ContentsAcknowledgments vii The Author xi Introduction 1 One Emergence of Human Factors 11 Two Human Factors and Team Dynamics in Project Management 17 Three Key Elements of Team Performance: Content 27 Four Key Elements of Team Performance: Process 37 Five Key Elements of Team Performance: Behavior 69 Six Secrets of Managing the Three Key Elements 91 Seven Key Stages of Team Development 111 Eight Moving the Team Forward: Facilitation Techniques 125 Nine Personal Space 149 Ten Team Conflicts 191 Eleven How Conflicts Affect Personal Space 207 Twelve Expanding Your Space 223 Thirteen Managing Good and Bad Behaviors 247 Fourteen Raising Your Game 265 Fifteen Those Who Break Through Will Never Go Back 285 Sixteen Hearts and Minds of Human Factors 303 Seventeen Personal Leadership: Putting It All Together 323 Epilogue 341 References 343 Index 345

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Book SynopsisWhile organizations claim to value creativity, they are often at a loss when attempting to conjure up novel ideas, particularly in a world where technology has made information readily available to everyone. As a result, leaders ask, Where will the next big idea come from? In response, they allocate significant resources for innovation; however the source of creative inspiration has remained a mystery. Science has shown that it''s possible to create conditions under which the mind is more prepared to have insights, or a-ha! moments. In this fascinating book, Andrew Razeghi examines the precursors to creative insight and offers clear-cut methods for making Eureka moments routine practice rather than lucky accidents. Combining the latest scientific research, interviews with current innovators, and studies of history's most creative minds, he dissects the creative process and presents a practical approach for inspiring innovation.Trade ReviewVoted a Smart Book for 2008 by Fast Company "Razeghi's self-help text is designed to assist the everyday genius in finding those 'ah-ha' ideas like those Albert Einstein and Thomas Edison came across in the past. Razeghi presents his thoughts in a straightforward, user-friendly manner." --Publishers Weekly, February 25, 2008Table of ContentsIntroduction: The Innovation Lament 1 1. The Innovation Intent 15 2. The Gods Must Be Crazy (Or Is It Just Me?) 25 3. The Eureka Moment 33 4. It Came to Me in a Dream 47 5. In the Mood for Innovation 59 6. Endlessly Intriguing: Curiosity 73 7. Painfully Obvious: Constraints 93 8. Distantly Related: Connections 137 9. Diametrically Opposed: Conventions 163 10. Suddenly Brilliant: Codes 187 Epilogue: And So It Is with All Things New 213 Notes 217 Further Reading 229 Acknowledgments 231 The Author 233 Index 235

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Book SynopsisThis book analyzes how HR organizations operate and what makes them effective, outlining how they need to change.Trade Review"This is a report of the results from the Center for Effective Organizations' (CEO's) fifth study of the human resources (HR) function in large corporations. It identifies best practices and organizational designs that will help HR develop as a high value strategic partner. The book is for scholars and practitioners in HR management. "—Book News"This work should be of particular interest to HR professionals who are aspiring to grow in their careers, as the results have strong implications for how HR people should be spending their time to add more value to their organizations and, therefore, become better business partners. For HR leaders, this book contains critical insights for how they should be organizing the HR function, and developing and deploying the skills of their staff members."—Daryl D. David, Executive Vice President, Human Resources, Washington Mutual, Inc."Professors Lawler and Boudreau continue to take the pulse of HR in their longitudinal study. Documentation of changes occurring in the functions related to strategic HR allows readers to become aware of how unaware we are. This work is an excellent read for helping executives and leaders climb out of this era of recession." —Donna E. Ledgerwood, Associate Professor, University of North Texas, former President of the Southern Management Association and the Southwest Academy of Management"As an organization committed to advancing the strategic nature and value of HR, The Human Resource Planning Society (HRPS) is a proud supporter of CEO's continuing analysis of 'the state of the function.' It is a must read and a valuable point of reference for scholars and practitioners who are involved in developing HR's role as an effective business partner. Nobody sets the table better than Ed Lawler and John Boudreau, as they offer a strategy for success. In traditional CEO fashion, this volume makes an enormous contribution to the field; it is a solid research and a great read." —Walt Cleaver, President & CEO, The Human Resource Planning SocietyTable of Contents1 What HR Can Do 1 2 Research Design 12 3 Role of Human Resources 21 4 Business Strategy 28 5 HR Decision Science 38 6 Design of the HR Organization 49 7 Human Resources Activities 56 8 HR Analytics and Metrics Uses and Comprehensiveness 61 9 HR Analytics and Metrics Effectiveness 75 10 Outsourcing 83 11 Use of Information Technology 89 12 Human Resource Skills 96 13 Effectiveness of the HR Organization 105 14 Determinants of HR Effectiveness 112 15 HR Excellence 126 16 What the Future of HR Should Be 134

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Book SynopsisGlobal Trends in Human Resource Management draws on twenty years of data collected by the Center for Effective Organizations to chart the changing nature of HR practice, and show how it can meet the demands of an evolving global marketplace.Trade Review"Every few years, an article pops up in the press or a well-respected journal that calls into question the value of HR as a function. And while meant to be provocative, these analyses are often based on limited data. The next time one of these emerges and ruffles your feathers of your leadership team, turn to a copy of Global Trends in HR Management: A Twenty-Year Analysis . . . [The book] offers a compelling set of data and insights for the HR professional . . . [M]ore of a comprehensive research report, it has been put together in a way that is highly accessible, easy to use, and most of all, incredibly relevant."—Allan H. Church, People & Strategy"Using both national and international data as well as insights from cutting-edge research, Lawler and Boudreau have written a book that HR leaders and senior line managers alike need to read. It not only puts HR in a historical context, but also shows how it can truly add value to an organization. A timely and important contribution to the field."—Fred Foulkes, Boston University"Global Trends in Human Resource Management provides great thought leadership from Lawler and Boudreau. This seminal and longitudinal view of Human Resources eloquently explains where the HR profession is, and where it needs to go. The work of both authors has helped shape our understanding of the value HR brings to organizations and society, and the strategic direction its leaders should take."--Jeff T.H. Pon, Chief Human Resources and Strategy Officer, Society for Human Resource Management"Lawler and Boudreau present exceptional research with marvelous insights about the HR profession. Their ideas are conceptually innovative, research-based, and useful for anyone committed to advancing HR. The HR profession is privileged to have true thought leaders like Lawler and Boudreau. "—Dave Ulrich, Rensis Likert Professor of Business, University of MichiganTable of ContentsContents and Abstracts1What HR Needs to Do chapter abstractThe world of work is changing rapidly and dramatically. A strong case can be made that the HR function in organizations needs to change as well. It needs to take a more strategic role and develop new talent management approaches. If it doesn't change, it could end up as an administrative function that manages an information technology driven HR system. If it changes it can become a driver of organizational effectiveness and business strategy. 2The Role of HR chapter abstractHR has not significantly changed how it allocates its time since 1995. It remains a function that spends the majority of its time on services, controlling, and record keeping. This is true in the United States and in the other countries studied. HR executives perceive that they spend more time on strategic partnership, but the data show little change. Data on management approaches and strategy provide one likely reason why there has not been much change. Bureaucratic and low-cost organizations have HR functions that spend the most time on services, controlling, and record keeping. Management approaches and strategies such as innovation and sustainability have a more strategic HR role, but are only now gaining "market share." 3HR's Engagement with Boards chapter abstractHR has a limited role when it comes to supporting boards in all countries. When it does provide support it is typically in executive compensation and succession. HR Board support is more frequent and covers more diverse arenas in high-involvement and sustainable management organizations, and it is rarer and less extensive in bureaucratic and low-cost-operator organizations. Providing support to boards is clearly an area where HR could do more, which would lead to a larger role in the formulation and implementation of business strategies. 4Business Strategy and HR chapter abstractIn most organizations, HR remains a limited contributor to the business strategy, development, and implementation process. The 2013 results are remarkably similar to the 1998 results. Despite massive changes in the business world since 1998, the data suggest that HR has changed little. Yet, the direction of business changes would seem to lead to HR being more of a strategic partner. The data show that HR executives are active in some areas that directly affect the strategic direction of organizations, such as human capital recruitment and development through organization design and strategy development. Yet, the role of HR is too often separated or subsequent to strategy formulation. The challenge for HR is to evolve toward a balance of activities that support strategies after they are developed as well as direct involvement in strategy formulation, as a full partner in the high-value-added area of business strategy development and implementation. 5HR Decision Science chapter abstractDecisions about human capital are a vital outcome of HR functional leadership. HR executives rate human capital decision making in their organizations as moderately effective, both inside and outside of HR. The HR decision-science facility of organizations varies with the strategy they pursue. Decision support and quality are more sophisticated in high-involvement and sustainable management approaches. More sophisticated HR decision support and quality is correlated with HR's role in strategy, suggesting the strategic value of sophisticated human capital decisions. There is room for improvement, as the average ratings of decision quality in 2013 are near the midpoint of the rating scale. Yet, survey results dating from 2007 show the positive association between an organization's decision-science capacity and HR's role in strategy, particularly in organizations pursuing management approaches and strategies that are workforce-intensive and high-involvement. 6HR Organization chapter abstractThe design of the HR organization has shown some change over time. The data show significant growth in service units and centers of excellence, and these design elements are related to HR's strong strategic partner role. There is a trend toward less variation in HR practices across business units and a greater emphasis on HR self-service. Yet, other elements that relate to strong strategic partnership remain stubbornly unchanged, including career movement of individuals into and out of HR and adopting information technology. The relationships between the characteristics of the HR organization and HR's role in strategy suggest what HR needs to do to become more of a strategic partner: establish centers of excellence, use joint task forces, use information technology, and develop HR talent. HR leaders plan to use more teams, and improve their efficiency but these design elements also remain stubbornly unchanged so far. 7Changes in HR Activity chapter abstractHR executives report their organizations are expanding almost all HR activities, suggesting that HR is increasingly seen as a worthy investment and a determinant of organizational effectiveness and competitive advantage. Increased activity in design and organizational development are particularly strong with greater strategic focus on knowledge and innovation. Organization design and development is an area that has not always been a focus of HR, despite its close relationship to organizational performance and business strategy. Providing expertise in this area appears to be a way for HR to become more of a business partner, particularly in information- and knowledge-based business. 8Measuring Efficiency, Effectiveness, and Impact chapter abstractHR metrics and analytics remain uniformly rated at or below the midpoint of usage, and yet are correlated with HR's strategic role. This suggests they remain underdeveloped and underused. That said, the strongest relationship with HR's strategic role is with traditional efficiency and effectiveness measures, not decision-focused impact measures. The path forward appears to be for HR to begin by enhancing traditional measurement areas and evolve toward more advanced impact measures as constituents become more familiar and sophisticated. There are also systematic variations in how HR measures are used, and how they relate to HR's strategic role. Organizations that emphasize high-involvement management approaches show greater use of impact measures, suggesting an organization's management approach affects receptivity to sophisticated HR measurement. 9The Outcomes of HR Metrics and Analytics chapter abstractHR measurement systems emerge as moderately effective, with slight but notable effectiveness improvement since 2007. Effective HR measurement continues to be consistently and strongly related to HR's strategic role, so improvement in measurement effectiveness is linked to a more meaningful HR role in business strategy. Yet, it appears that measurement effectiveness in traditional HR functional and operational areas relates more strongly to HR's strategic role than more advanced decision-support and impact measures. The findings reinforce the conclusion from prior surveys—that the potential for HR metrics and analytics to contribute to HR's strategic value is significant, while the perceived effectiveness levels remain stubbornly moderate. The findings also suggest that strategic partnership is reinforced through a balanced approach that combines effectiveness in logic, analytics, measures, and process. 10HR's Role in Sustainability chapter abstractAcross all countries, HR is not very active in sustainability activities but HR executives feel it should be significantly more active. HR executives feel it should provide more support in the design of sustainability programs, organization design, change management, and the way business is conducted. HR executives also believe that sustainability should be built into such HR processes as selection, rewards, and talent development. HR is more involved in sustainability activities in organizations with a stronger strategic focus on sustainability. When HR is active in sustainability, it is much more likely to play a significant role in strategy. 11Outsourcing HR chapter abstractHR outsourcing shows little increase in recent years. Organizations may be missing an opportunity to improve their HR activities. Outsourcing can allow access to knowledge and expertise that they lack and cannot develop, and create economies of scale. Despite these potential advantages, the slow growth of outsourcing may be due to challenges in achieving sustained cost and quality advantages. The findings show that HR executives rate moderate outsourcing as most effective. While it is popularly stated that outsourcing creates resources to enhance strategic partnership, our results show only a slight relationship between the amount of outsourcing and HR's strategic role. Outsourcing might grow in the future but its failure to grow during a historically severe recession makes it difficult to predict what might cause it to increase. 12Information Technology in HR chapter abstractInformation technology is still used most effectively for the traditional purposes of providing transactional tools for HR administration. There is slow movement toward more integrated HR information systems that improve decision making, but HRISs are not rated as more effective in 2013 than they were in 2001, and they are rated as only moderately effective overall. Yet, the drumbeat of big data and analytics, and the promise of technology-enabled efficiencies continue to raise expectations about what HRIS can and should deliver. HRISs are clearly most effective when they fit the strategy of an organization. They are particularly likely to be perceived as successful in companies with knowledge and information-based strategies. The strongest finding is that HRIS's are perceived as more effective the more things they do, and the more services they perform. 13HR Skills chapter abstractThe highest rated skills in importance for HR managers are business understanding, interpersonal dynamics, and change management. These have not changed significantly over time. Yet, HR professionals continue to suffer from a skills deficit that limits their role in business strategy development and implementation. There is only moderate satisfaction with HR skills. No skill rating is higher than 3.9 on a 5-point scale, and that level was reached only by one of the most traditional HR capabilities — interpersonal skills. Of particular concern are the relatively low ratings given to business partner skills, since they are most strongly related to HR's significant role in strategy. A hopeful sign is an improvement in some business partner skills. Yet, there is much work to be done to enhance HR skills and to develop a common understanding about the required skill level to have an effective HR organization. 14Effectiveness of the HR Organization chapter abstractThe HR function in organizations is rated as only moderately effective, and that rating has not changed in over a decade. HR executives continue to report that HR is most effective in traditional arenas such as delivering HR services and being an employee advocate. The data show there are many important areas where HR falls short. HR is not rated highly in business and strategy effectiveness. This may be due to HR's low rating on analyzing HR and business data. HR executives say that a strong emphasis needs to be placed on HR's role as a business partner and on improving decisions about human capital, areas of relatively low effectiveness for HR. There is a tremendous opportunity for HR improvement in areas that are related to the strategic involvement of the HR function. This potential remains untapped, as HR has not improved its effectiveness since 1995. 15Determinants of HR Effectiveness chapter abstractThere are a number of relationships between the effectiveness of the HR function and the way it is organized, managed, and staffed. Overall, the findings tell an important story. HR effectiveness is associated with a wide array of HR activities, structures, systems, and skills that are within the control of HR. HR can do a lot to make HR more effective. Yes, it needs to be sure its administrative processes work well, but its best opportunities for improvement appear to be in the business partner role and in strategy. Unfortunately, these are also the areas that emerge as least effective and advanced in most HR organizations. 16Determinants of Organizational Performance chapter abstractOrganizational performance is related to how HR is organized, managed, and staffed, and how it spends its time. The amount of time spent on strategic issues is positively related to organizational performance. Having a human capital strategy that is integrated with the business strategy is also associated with high performance. Having an integrated HRIS system, employing metrics and analytics that measure the impact and quality of HR programs, and processes and talent decisions are associated with organizational performance. High performance organizations also have a high level of decision science sophistication with respect to talent and its impact on organizational performance. Overall, high-performing organizations have more effective, strategic and sophisticated HR. The typically moderate levels of HR activities and effectiveness in these areas suggests significant untapped potential for HR to enhance organizational performance. 17How HR Has Changed chapter abstractHR wants to be a strategic partner and the door is open because of the growing recognition that talent is a key determinant of an organization's effectiveness. But HR cannot get through the door in many organizations, much less get a seat at the table. The good news is that there is a pattern of HR activities, skills, and relationships that are associated with HR effectiveness and a stronger strategic role. They include approaches to designing the HR function and improving the skills of HR managers and executives. Difficult as it may be to make them happen, the changes that are required emerge consistently and are easy to identify. 18What the Future of HR Should Be chapter abstractThe opportunity for HR to add value is great, but it remains more promise than reality. HR executives need to develop new skills and knowledge, while maintaining effectiveness in traditional human resource management and administrative activities. The results of this study show that doing the basics well remains the platform on which the HR organization needs to build its role as a business partner. However, HR must also make strategic contributions to the organization. As organizations adopt new definitions of sustainable effectiveness that include social and environmental impacts and face the need to embrace constant and dynamic change, there is an increasing necessity for a new business model for HR, and this necessity has been accepted and acknowledged by most HR executives. Yet, the reality of today's human resource profession appears to reflect only the beginning of the changes that will put that new model in place.

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Book SynopsisTells the stories of twenty American doctors over the last half century, which saw a period of continuous, turbulent and transformative changes to the US health care system. The cohort's experiences are reflective of the generation of physicians who came of age as Presidents Carter and Reagan began to focus on costs and benefits of health services.Trade Review"This is a wonderful, unique book because it spans almost forty years in the careers of a group of physicians. It deals with important questions about aspects of career satisfaction from interpersonal relationships to health care reform. As a physician still in clinical practice, whose career evolved during the same period covered by these interviews, the book evoked some deep reflection on my own career." -- Oliver Fein * Weill Cornell Medical College, Cornell University *"Drawing on in-depth interviews of physicians that span their 35-year careers, Terry Mizrahi provides a unique, insightful account of early, mid-, and late-stage achievements, frustrations, and challenges from the 1980s through the second decade of the 21st century. Well organized and clearly written, this book will interest families, professionals, sociologists, and educators." -- Donald W. Light * Author of Becoming Psychiatrists: the Professional Transformation of Self *"Mizrahi's compelling portrait of physicians' career trajectories speaks to the failure of American health policy. Buffeted by waves of policy changes that failed to address key problems, many practitioners ended their careers profoundly dissatisfied, lamenting encroachments on their autonomy and feeling less valued by society." -- Martin Shapiro * Weill Cornell Medical College, Cornell University *"From Residency to Retirement is a unique, engaging, and very personal study of a group of over twenty physicians. Mizrahi’s work, notable for its longitudinal depth, personal information, and relation to the enormity of changes in the medical profession over the period, includes the cohort's struggles, professional and personal, all in the context of patient care and practices during the study period. It is unique, well-written, important, and timely. I highly recommend it." -- Ira Mehlman * Medical Corps physician *“From the War on Poverty to Obamacare, health activist and scholar Terry Mizrahi explores the careers of a cohort of physicians trained together in internal medicine, as they navigated our continuously changing health system. Her powerful new insights shed important light on the very human dimensions of the practice of medicine during its dramatic transformation over the last forty years.” -- Hal Strelnick * professor of Family & Social Medicine, Albert Einstein College of Medicine *"In this incredible followup to her now classic work, Getting Rid of Patients, Mizrahi has provided us an incredible gift: a 'follow-up' on this cohort as they navigated their own lives, and the vast changes in medical practice that have overtaken them. It should give every young student aspiring to be a physician pause, as they think about entering medicine as a profession. They may—or may not—know what they are getting into." -- David K. Rosner * author of Lead Wars: The Politics of Science and the Fate of America's Children *"Mizrahi’s latest book can be read alone or as a wonderfully informative sequel to Getting Rid of Patients, her earlier exploration of the career journeys of White male physicians. From Residency to Retirement begins with many of these same men 40+ years later sharing their stories. Through these narratives we learn how, over these years, these doctors and the medical profession have endured and adapted to an ever-changing often tumultuous environment." -- Darlyne Bailey, Ph.D., LISW * Professor, Dean Emeritus, and Director, Social Justice Initiative; Graduate School of Social Work an *Table of Contents1 Introduction 2 Meet the Doctors: Career Choices in Their Own Voices 3 Satisfaction and Strains: The Ups and Downs of Being a Doctor, Part I (Early to Mid-Career) 4 Satisfaction and Strains: The Ups and Downs of Being a Doctor, Part II (Mid-Career to Retirement) 5 “Speaking of Their Own”: Relationships with Peers, Partners, and Protégés 6 Mistakes and Malpractice: The Bane of Physicians 7 The Physicians on Health Regulations, Reimbursement, and Reform 8 Vulnerability from Within: Hidden Revelations about Disillusionment, Cynicism, Fear of Failure, and Self-Doubt 9 The Personal and the Professional: The Interaction between Private Lives and Public Postures 10 Physicians’ Happiest and Unhappiest Times, and Their Wishes and Misses throughout Their Careers 11 Conclusion Acknowledgments Notes References Index

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Book SynopsisFew scholars have explored the collective experiences of women living in the inner city. The Grind illustrates the lived experiences of poor African American women and the creative strategies they develop to manage these events and survive in a community commonly exposed to violence. Trade Review“The Grind addresses a very important, understudied topic: black women’s experiences and position in 'distressed urban neighborhoods' and how these women negotiate these experiences. McCurn’s analysis is informative on a number of levels, and she gives voice to women whose voices are routinely silenced and misrepresented.” -- Sean Elias * author of Racial Theories in Social Science: A Systemic Racism Critique *"A stunning counter to whites’ racist framing of poor Black women! McCurn demonstrates how these courageous, strong-willed women must be constantly creative in their urban grinds for their families to endure. Using Black networks and community resources, they manage to survive conditions of systemic racism imposed on them by whites, for generations." -- Joe Feagin * author of The White Racial Frame: Centuries of Racial Framing and Counter-Framing *"Alexis McCurn’s book is a must-read. She deftly captures the voices of inner city Black women as they describe their everyday experiences with microinteractional assaults, and frames their experiences within the larger contexts of race, gender, and violence." -- Ruth Thompson-Miller * author of Jim Crow’s Legacy: The Lasting Impact of Segregation *"Chronicle of Education's 'New Scholarly Books,' list" compiled by Nina C. Ayoub * Chronicle of Higher Education *"A theoretically rich and groundbreaking study for students of ethnography, The Grind should be required reading for courses in qualitative methodology, urban sociology, and family sociology. Researchers examining structural impediments and individual/collective agency among members of distressed communities will find McCurn’s study invaluable." * Gender & Society *"This is a solid work of urban sociology and social anthropology." * American Journal of Sociology *"All in all, The Grind is an exploration of struggle and survival that provides a critical examination of the ways in which biographical racism, racialized poverty, and gendered inequality have perpetuated cycles of discrimination and other forms of social and emotional injury that have largely been overlooked and unaddressed." * Affilia: Journal of Women and Social Work *Table of ContentsIntroduction 1 1 “Grinding”: Living and Working in East Oakland 22 2 “It Happens All the Time”: Day-to-day Experiences with Microinteractional Assaults 55 3 “I Am Not a Prostitute”: How Young Black Women Challenge Sexual Harassment on the Street 86 4 “Keeping It Fresh”: Self-Representation and Challenging Controlling Images in the Inner City 122 Conclusion 153 Appendix: Field Research Methods in Urban Public Space 159 Acknowledgments 169 Notes 173 References 175 Index

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Book SynopsisFew scholars have explored the collective experiences of women living in the inner city. The Grind illustrates the lived experiences of poor African American women and the creative strategies they develop to manage these events and survive in a community commonly exposed to violence. Trade Review“The Grind addresses a very important, understudied topic: black women’s experiences and position in 'distressed urban neighborhoods' and how these women negotiate these experiences. McCurn’s analysis is informative on a number of levels, and she gives voice to women whose voices are routinely silenced and misrepresented.” -- Sean Elias * author of Racial Theories in Social Science: A Systemic Racism Critique *"A stunning counter to whites’ racist framing of poor Black women! McCurn demonstrates how these courageous, strong-willed women must be constantly creative in their urban grinds for their families to endure. Using Black networks and community resources, they manage to survive conditions of systemic racism imposed on them by whites, for generations." -- Joe Feagin * author of The White Racial Frame: Centuries of Racial Framing and Counter-Framing *"Alexis McCurn’s book is a must-read. She deftly captures the voices of inner city Black women as they describe their everyday experiences with microinteractional assaults, and frames their experiences within the larger contexts of race, gender, and violence." -- Ruth Thompson-Miller * author of Jim Crow’s Legacy: The Lasting Impact of Segregation *"Chronicle of Education's 'New Scholarly Books,' list" compiled by Nina C. Ayoub * Chronicle of Higher Education *"A theoretically rich and groundbreaking study for students of ethnography, The Grind should be required reading for courses in qualitative methodology, urban sociology, and family sociology. Researchers examining structural impediments and individual/collective agency among members of distressed communities will find McCurn’s study invaluable." * Gender & Society *"This is a solid work of urban sociology and social anthropology." * American Journal of Sociology *"All in all, The Grind is an exploration of struggle and survival that provides a critical examination of the ways in which biographical racism, racialized poverty, and gendered inequality have perpetuated cycles of discrimination and other forms of social and emotional injury that have largely been overlooked and unaddressed." * Affilia: Journal of Women and Social Work *“The Grind addresses a very important, understudied topic: black women’s experiences and position in 'distressed urban neighborhoods' and how these women negotiate these experiences. McCurn’s analysis is informative on a number of levels, and she gives voice to women whose voices are routinely silenced and misrepresented.” -- Sean Elias * author of Racial Theories in Social Science: A Systemic Racism Critique *"A stunning counter to whites’ racist framing of poor Black women! McCurn demonstrates how these courageous, strong-willed women must be constantly creative in their urban grinds for their families to endure. Using Black networks and community resources, they manage to survive conditions of systemic racism imposed on them by whites, for generations." -- Joe Feagin * author of The White Racial Frame: Centuries of Racial Framing and Counter-Framing *"Alexis McCurn’s book is a must-read. She deftly captures the voices of inner city Black women as they describe their everyday experiences with microinteractional assaults, and frames their experiences within the larger contexts of race, gender, and violence." -- Ruth Thompson-Miller * author of Jim Crow’s Legacy: The Lasting Impact of Segregation *"Chronicle of Education's 'New Scholarly Books,' list" compiled by Nina C. Ayoub * Chronicle of Higher Education *"A theoretically rich and groundbreaking study for students of ethnography, The Grind should be required reading for courses in qualitative methodology, urban sociology, and family sociology. Researchers examining structural impediments and individual/collective agency among members of distressed communities will find McCurn’s study invaluable." * Gender & Society *"This is a solid work of urban sociology and social anthropology." * American Journal of Sociology *"All in all, The Grind is an exploration of struggle and survival that provides a critical examination of the ways in which biographical racism, racialized poverty, and gendered inequality have perpetuated cycles of discrimination and other forms of social and emotional injury that have largely been overlooked and unaddressed." * Affilia: Journal of Women and Social Work *Table of ContentsIntroduction 1 1 “Grinding”: Living and Working in East Oakland 22 2 “It Happens All the Time”: Day-to-day Experiences with Microinteractional Assaults 55 3 “I Am Not a Prostitute”: How Young Black Women Challenge Sexual Harassment on the Street 86 4 “Keeping It Fresh”: Self-Representation and Challenging Controlling Images in the Inner City 122 Conclusion 153 Appendix: Field Research Methods in Urban Public Space 159 Acknowledgments 169 Notes 173 References 175 Index

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Book SynopsisNursing the Nation explores how nurses became employees of hospital and care agencies rather than independent, individual contractors. It also demonstrates how nurses missed opportunities to control their own destinies in practice, but gained the ability to establish themselves as the most critical part of health care today.Trade Review"We have needed this superb historical analysis for a very long time. Jean Whelan, analyzing perennial nursing shortages, explains why the American health care system seems to always be in crisis. Whelan's elegantly written book intertwines the experiences of individual nurses with the institutions that supported, transformed, and undermined their work, and the sexism and racism that thwarted their efforts. With its focus on nurses as workers not just professionals, Nursing the Nation should be read and taught widely to explain the origins of contemporary dilemmas in American health care." -- Susan M. Reverby * author of Ordered to Care: the Dilemma of American Nursing *"This timely and important book fills a much needed gap in our understanding of how the modern nursing profession has developed. Whelan draws on extensive sources to demonstrate the ways that both race and gender have impacted the workforce and patient care. A must read." -- Kylie Smith * Talking Therapy: Knowledge and Power in American Psychiatric Nursing *"Filled with 'aha! moments,' Nursing the Nation provides an interesting lens through which to explore and illuminate the early days of the nursing profession. In an illuminating discussion, Whelan traces historical roots explaining our relationships to each other as nurses, our students, our physician colleagues and the hospitals in which many of us work." -- Dr. Robert Atkins * Director of New Jersey Health Initiatives *Table of ContentsContents Acknowledgments Chapter 1: Have Cap Will Travel: How and Why Nurses Became Professionals Chapter 2: Starting Out: Organizing the Work and the Profession Chapter 3: Supplying Nurses: The Central Registry Business Chapter 4: Surpluses, Shortages and Segregation Chapter 5: Private Duty’s Golden Age Chapter 6: The Great Depression: Collapse, Resurrection, and Success Chapter 7: More and More (and Better) Nurses Chapter 8: Conclusion Bibliography

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Book SynopsisBecoming Transnational Youth Workers contests mainstream notions of adolescence with its study of a cross-section of Mexican immigrant youths. Preceding the latest wave of Central American children and teenagers now fleeing violence in their homelands, the book examines a group of Mexican teenage migrants who immigrated to New York City in the early 2000s.Trade Review"An absorbing, luminous and nuanced story of independent teenage migrants—“minors” by U.S. age norms—who journey from Mexico to New York City on their own, leaving parents and siblings behind to help support them financially, outside the purview of the legal system. How they manage these intrepid journeys, and the predicaments that inevitably accompany them, is the subject of this remarkable book. Theoretically sophisticated and deeply observed across years of field work in communities of origin and destination, this is an original and exceptional contribution to the scholarly literature on migration, mobility, and a changing transnational life course." -- Rubén G. Rumbaut * co-author of Legacies: The Story of the Immigrant Second Generation *"Isabel Martinez helps us see. In the famous book Invisible Man Ellison brings us into the world of the unseen worker, the African American living amongst us but not integrated or accepted. Isabel Martinez’ skillful combining of sociology, anthropology, and dissection of legal process helps make visible the lives of migrant teenagers. She reveals through the voices of these youth stories of their daily lives, the factors that motivated them to make lonely dangerous journeys to the United States. She makes palpable the obstacles to integration experienced by Mexican migrant youth. This book will aid anyone seeking to serve immigrant communities whether as an educator, advocate, policy analyst, or fellow resident of the United States." -- Lenni Benson * co-author of Immigration and Nationality Law: Problems and Strategies *Table of ContentsContents In the Shadows of Skyscrapers and Ivory Towers “Giving my family a better future”: Familism and Interdependence Across Borders “We all come little”: The Migration of Mexican Independent Teenage Migrants Pushed or Jumped? School-Going, School-Leaving and School-Returning From Campos to Kitchens: Becoming Immigrant Workers Between Becoming and Being Adults Conclusion Appendix Acknowledgements Notes Bibliography Index About the Author

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Book SynopsisBecoming Transnational Youth Workers contests mainstream notions of adolescence with its study of a cross-section of Mexican immigrant youths. Preceding the latest wave of Central American children and teenagers now fleeing violence in their homelands, the book examines a group of Mexican teenage migrants who immigrated to New York City in the early 2000s.Trade Review"An absorbing, luminous and nuanced story of independent teenage migrants—“minors” by U.S. age norms—who journey from Mexico to New York City on their own, leaving parents and siblings behind to help support them financially, outside the purview of the legal system. How they manage these intrepid journeys, and the predicaments that inevitably accompany them, is the subject of this remarkable book. Theoretically sophisticated and deeply observed across years of field work in communities of origin and destination, this is an original and exceptional contribution to the scholarly literature on migration, mobility, and a changing transnational life course." -- Rubén G. Rumbaut * co-author of Legacies: The Story of the Immigrant Second Generation *"Isabel Martinez helps us see. In the famous book Invisible Man Ellison brings us into the world of the unseen worker, the African American living amongst us but not integrated or accepted. Isabel Martinez’ skillful combining of sociology, anthropology, and dissection of legal process helps make visible the lives of migrant teenagers. She reveals through the voices of these youth stories of their daily lives, the factors that motivated them to make lonely dangerous journeys to the United States. She makes palpable the obstacles to integration experienced by Mexican migrant youth. This book will aid anyone seeking to serve immigrant communities whether as an educator, advocate, policy analyst, or fellow resident of the United States." -- Lenni Benson * co-author of Immigration and Nationality Law: Problems and Strategies *Table of ContentsContents In the Shadows of Skyscrapers and Ivory Towers “Giving my family a better future”: Familism and Interdependence Across Borders “We all come little”: The Migration of Mexican Independent Teenage Migrants Pushed or Jumped? School-Going, School-Leaving and School-Returning From Campos to Kitchens: Becoming Immigrant Workers Between Becoming and Being Adults Conclusion Appendix Acknowledgements Notes Bibliography Index About the Author

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Book SynopsisToxic Ivory Towers documents the realities of social and economic inequalities in the work-life experiences of underrepresented minority (URM) faculty in U.S. higher education. It takes a look at the institutional factors impacting the professional ability and health of URM faculty to be successful at their jobs, and to flourish in academia. Trade Review"This book presents the most complete picture to date of faculty of color in elite HWCUs (historically white colleges and universities). It shows how higher education institutions promote unwelcoming climates that adversely affect their career trajectories and the health and well-being. A fascinating read with both frustrating and triumphant moments, the book provides a necessary analysis of the professional lives of an important intellectual group in the academy." -- Eduardo Bonilla-Silva * author of White Out: The Continuing Significance of Racism *“In Toxic Ivory Towers, Ruth Zambrana deftly and painfully explores the life experiences of underrepresented minority faculty of color in the academy. The author demonstrates how hegemonic white cultures and structures create and sustain systems of exclusion and discrimination that result in extensive workplace psychological stress for many minority scholars. She goes further than most, locating these academic inequities in the broader and historical contexts of racial and economic injustice in the academy and the society at large.” -- Mark Chesler * Professor Emeritus, University of Michigan, co-editor of Faculty Identities and the Challenge of Div *“Toxic Ivory Towers is a thorough review of relevant literature and critical analysis. It contributes to the literature a unique and nuanced examination of workplace stress and the health issues faced by minority faculty. A robust collection of survey and interview data, this book is an important read for educators leading the way toward intentional inclusion within the professoriate.” -- Caroline Turner * author of Diversifying the Faculty: A Guidebook for Search Committees *“Through an insightful examination of relevant literature and original research, Ruth Zambrana offers a unique and compelling perspective on the entry, retention and advancement of diverse professionals in science- and health-related careers from a historical and contemporary viewpoint. These are individuals who often find themselves in systems where they are marginalized and/or undervalued because of intersections related to race, ethnicity, gender and being “other.” Toxic Ivory Towers moves the dialogue and the strategic action-agenda and as such contributes significantly to understanding knowledge gaps and illuminating intervention points to advance diversity in the scientific workforce.” -- Joan Y. Reede * Harvard Medical School, Dean for Diversity and Community Partnership *"The Stress of Being a Minority Faculty Member" by Peter Monaghan * Chronicle of Higher Education *"Zambrana unmasks the misleading data that a lot of universities publish on the 'success' of diversity initiatives; she offers constructive language for URM faculty to help name their experiences; and, her work provokes responses that challenge the status quo....Every academic leader (presidents, deans, department chairs, and so forth) who wants positive change in these areas will benefit from interacting with Zambrana’s research, and virtually every URM faculty member will benefit from her adeptness at naming the workplace stressors that they experience." * Reflective Teaching *Table of ContentsContents 1 Where is the Diversity? The Importance of the Domestic Talent Pool in Elite Higher Education Institutions 2 The History and Importance of Inclusion of Historically Underrepresented Faculty in the Academy 3 The Academy as a Site of Intellectual Determinism 4 Mentoring: Institutions Applying a Solution without Acknowledging the Problem 5 Unwelcoming Climates: The Costs of Balancing Belonging and Inequality 6 Work-Family Balance: The Quandary of URM Professionals 7 The Intersection of Hiring, Appointment, Tenure and Promotion: Is it Possible to Survive and Thrive? 8 Workplace Stress: Impact on Well-being and Academic Career Path 9 Does Gender Matter? 10 Creating a Sense of Belonging for URMS in the Academy Acknowledgments Notes About the Author

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Book SynopsisToxic Ivory Towers documents the realities of social and economic inequalities in the work-life experiences of underrepresented minority (URM) faculty in U.S. higher education. It takes a look at the institutional factors impacting the professional ability and health of URM faculty to be successful at their jobs, and to flourish in academia. Trade Review"This book presents the most complete picture to date of faculty of color in elite HWCUs (historically white colleges and universities). It shows how higher education institutions promote unwelcoming climates that adversely affect their career trajectories and the health and well-being. A fascinating read with both frustrating and triumphant moments, the book provides a necessary analysis of the professional lives of an important intellectual group in the academy." -- Eduardo Bonilla-Silva * author of White Out: The Continuing Significance of Racism *“In Toxic Ivory Towers, Ruth Zambrana deftly and painfully explores the life experiences of underrepresented minority faculty of color in the academy. The author demonstrates how hegemonic white cultures and structures create and sustain systems of exclusion and discrimination that result in extensive workplace psychological stress for many minority scholars. She goes further than most, locating these academic inequities in the broader and historical contexts of racial and economic injustice in the academy and the society at large.” -- Mark Chesler * Professor Emeritus, University of Michigan, co-editor of Faculty Identities and the Challenge of Div *“Toxic Ivory Towers is a thorough review of relevant literature and critical analysis. It contributes to the literature a unique and nuanced examination of workplace stress and the health issues faced by minority faculty. A robust collection of survey and interview data, this book is an important read for educators leading the way toward intentional inclusion within the professoriate.” -- Caroline Turner * author of Diversifying the Faculty: A Guidebook for Search Committees *“Through an insightful examination of relevant literature and original research, Ruth Zambrana offers a unique and compelling perspective on the entry, retention and advancement of diverse professionals in science- and health-related careers from a historical and contemporary viewpoint. These are individuals who often find themselves in systems where they are marginalized and/or undervalued because of intersections related to race, ethnicity, gender and being “other.” Toxic Ivory Towers moves the dialogue and the strategic action-agenda and as such contributes significantly to understanding knowledge gaps and illuminating intervention points to advance diversity in the scientific workforce.” -- Joan Y. Reede * Harvard Medical School, Dean for Diversity and Community Partnership *"The Stress of Being a Minority Faculty Member" by Peter Monaghan * Chronicle of Higher Education *"Zambrana unmasks the misleading data that a lot of universities publish on the 'success' of diversity initiatives; she offers constructive language for URM faculty to help name their experiences; and, her work provokes responses that challenge the status quo....Every academic leader (presidents, deans, department chairs, and so forth) who wants positive change in these areas will benefit from interacting with Zambrana’s research, and virtually every URM faculty member will benefit from her adeptness at naming the workplace stressors that they experience." * Reflective Teaching *Table of ContentsContents 1 Where is the Diversity? The Importance of the Domestic Talent Pool in Elite Higher Education Institutions 2 The History and Importance of Inclusion of Historically Underrepresented Faculty in the Academy 3 The Academy as a Site of Intellectual Determinism 4 Mentoring: Institutions Applying a Solution without Acknowledging the Problem 5 Unwelcoming Climates: The Costs of Balancing Belonging and Inequality 6 Work-Family Balance: The Quandary of URM Professionals 7 The Intersection of Hiring, Appointment, Tenure and Promotion: Is it Possible to Survive and Thrive? 8 Workplace Stress: Impact on Well-being and Academic Career Path 9 Does Gender Matter? 10 Creating a Sense of Belonging for URMS in the Academy Acknowledgments Notes About the Author

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Book SynopsisJulie Keller takes an in-depth look at a population of undocumented migrants working in the American dairy industry to understand the components of this labor system. This book offers a framework for understanding the disjuncture between the labor desired by employers and life as an undocumented worker in America today. Trade Review"Keller does an excellent job of telling the stories of migrant workers from Veracruz working in the dairy industry in Wisconsin. Her writing is refreshing in its clarity and the author does a beautiful job of telling the stories of those she interviewed in a very vivid way." -- Joanna Dreby * author of Everyday Illegal: When Policies Undermine Immigrant Families *“With fresh sociological insights, Keller shines much needed light on the lives of immigrant dairy workers. This book informs contemporary debates about migration with a 360 degree view of the lives and challenges of those who work in the shadows." -- Max J. Pfeffer * Cornell University *"In this deeply contextualized, engaging, insightful ethnography of the dairy industry, Keller reveals the multiple paradoxes of mobility in the lives of the Mexican immigrant workers at the heart of this industry. Milking cows in the Upper Midwest is intimately connected to larger political and economic transformations, the reorganization of dairy production, and the intimate cross-border lives of these immigrants. This perceptive, beautifully written ethnography makes a terrific contribution to our knowledge of immigrant workers’ lives, the laws and economic forces that govern their lives, and their hopes and dreams." -- Cecilia Menjívar * UCLA *How Migrant Workers Factor Into The Dairy Industry: An Interview with Julie Keller * Wisconsin Public Radio’s "The Morning Show" *"Highly recommended." * Choice *The US Immigration System Treats Workers as Disposable: An Interview with Julie Keller * Jacobin Magazine *"Keller has produced a moving and empathetic study that will make for a useful teaching book as well. Her proper attention to migration studies across disciplines and explication of the dialectical nature of mobility and immobility in migrants’ lives are impressive. Milking in the Shadows, along with contributing to studies of migrants in rural American destinations, will enlighten anyone who might have taken the stability of milk in our grocery stores, school cafeterias, and restaurants for granted. This study of the migrants who help power our contemporary dairy industry will be appreciated by scholars of—among other topics—transnationality, oral history, migration and mobility, the Midwest, and working environments." * H-Net *Table of ContentsContents List of Illustrations Acknowledgements 1 Introduction 2 Dairying Differently: The Labor Shift in the Wisconsin Dairy Industry 3 Organizing Mobility: The Transnational Making of Workers in Veracruz, Mexico 4 Changing Villages: From Coffee and Corn to Migration and Milk 5 Crossing in Place: Mobility Regulated at the Border 6 Precarious Work, Limited Mobility: Managing in the Shadows on Los Ranchos 7 Belonging in the Countryside: The Rural Idyll and the Legal Landscape 8 Going Home: Delayed Departures, Families in Wait, and the Difficulties of Returning 9 Conclusion: The Politics of Mobility Appendix Notes Bibliography Index

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Book SynopsisDescribes the features and facets of the strawberry industry as a harm industry, and explores author Dvera Saxton's activist ethnographic work with farmworkers in response to health and environmental injustices.Trade Review"For anyone seeking to understand the...current-day complexities of both undocumented and resident farmworkers’ lived realities, Saxton’s book is a wonderful place to start. As a medical anthropologist, Saxton takes an 'activist ethnographic' approach to her research, meaning that her labors of care and accompaniment were inseparable from her role as a data collector and witness to the struggle of strawberry farmworkers in California’s Central Valley region. While accessible to lay readers and academics alike, the book may be especially useful to anthropology students, as Saxton explores, in first-person narrative, both research methods and the challenges of embedding oneself in a community facing multilayered vulnerabilities."— Journal of Agriculture, Food Systems, and Community Development "This book is very thoroughly researched and very detailed. It is recommended for faculty researchers and students interested in medical anthropology, environmental justice, the plight of im/migrant farmworkers, environmental science or legal protections for farmworkers. It is recommended for academic libraries with social science or science programs related to these areas."— Electronic Green Journal "Strange: challenging pandemic logics," by Aimee Rickman and Dvera I. Saxton— Monthly Review "Farmworkers Are Both #AlwaysEssential and Perpetually Disposable: How Can We Change All That?" by Dvera I. Saxton— KCET "A comprehensive account of the many abuses faced by farmworkers attempting to eke out a living in California’s industrial agriculture. With a compendium of actual lived farmworker experiences, the author makes a compelling case for the premise that farmworkers are discardable human beings hired to make a profit for their employer, irrespective of the many dangers that often result in disease, disability and even death. Reform is needed now!"— Ann López, Director, Center for Farmworker Families "Overall, the book is well written, timely, and engaging. It is perfectly suited for introductory anthropology courses and is sure to engage undergraduate students new to the discipline and interested in matters such as food justice, immigration, politics, and environmental justice... The Devil’s Fruit serves as an important primer to critical medical anthropology’s history of activist engagement and political action."— Noah Kline, Medical Anthropology Journal "The Devil’s Fruit brings together more than a decade’s worth of research and writing by Saxton on the lot of strawberry farmworkers. The breadth and extent of her multidisciplinary research is breathtaking."— Journal of Industrial Relations "Dvera Saxton's The Devil's Fruit is an urgent read—at once a detailed account of how life-threatening harm to farmworkers is literally baked into the system of industrial agriculture and a rousing activist-scholar call to action. Told with outrage and compassion, the stories of anti-pesticide, immigrant rights, and farmworker organizers reminds us of the long standing movements for farmworker justice in California and will be tactically useful for scholars, organizers, activists, students, and anyone who wants to challenge these deeply troubling conditions."— Erica Kohl-Arenas, author of The Self-Help Myth: How Philanthropy Fails to Alleviate Poverty "The California strawberry industry is facing a challenging future as the chemicals, the water, and the labor pool it depended on slip from its grasp. It unlikely that the baskets of golfball-sized fruit that fill supermarket bins will be there ten years from now. The stories that Saxton and others tell about the sacrifices required, of humans and of nature, to grow this fruit lead us to ask: isn’t it time to let the season-less strawberry go?" — E. Melanie DuPuis, Contemporary SociologyTable of ContentsSeries Foreword by Lenore Manderson Abbreviations Introduction: Becoming an Engaged Activist Ethnographer 1: Engaged Anthropology with Farmworkers: Building Rapport, Busting Myths 2: Strawberries: An (Un)natural History 3: Pesticides and Farmworker Health: Toxic Layers, Invisible Harm 4: Accompanying Farmworkers 5: Ecosocial Solidarities: Teachers, Students, and Farmworker Families 6: Conclusion: Activist Anthropology as Triage Acknowledgments Notes References Index

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Book SynopsisDescribes the features and facets of the strawberry industry as a harm industry, and explores author Dvera Saxton's activist ethnographic work with farmworkers in response to health and environmental injustices.Trade Review"For anyone seeking to understand the...current-day complexities of both undocumented and resident farmworkers’ lived realities, Saxton’s book is a wonderful place to start. As a medical anthropologist, Saxton takes an 'activist ethnographic' approach to her research, meaning that her labors of care and accompaniment were inseparable from her role as a data collector and witness to the struggle of strawberry farmworkers in California’s Central Valley region. While accessible to lay readers and academics alike, the book may be especially useful to anthropology students, as Saxton explores, in first-person narrative, both research methods and the challenges of embedding oneself in a community facing multilayered vulnerabilities."— Journal of Agriculture, Food Systems, and Community Development "This book is very thoroughly researched and very detailed. It is recommended for faculty researchers and students interested in medical anthropology, environmental justice, the plight of im/migrant farmworkers, environmental science or legal protections for farmworkers. It is recommended for academic libraries with social science or science programs related to these areas."— Electronic Green Journal "Strange: challenging pandemic logics," by Aimee Rickman and Dvera I. Saxton— Monthly Review "Farmworkers Are Both #AlwaysEssential and Perpetually Disposable: How Can We Change All That?" by Dvera I. Saxton— KCET "A comprehensive account of the many abuses faced by farmworkers attempting to eke out a living in California’s industrial agriculture. With a compendium of actual lived farmworker experiences, the author makes a compelling case for the premise that farmworkers are discardable human beings hired to make a profit for their employer, irrespective of the many dangers that often result in disease, disability and even death. Reform is needed now!"— Ann López, Director, Center for Farmworker Families "Overall, the book is well written, timely, and engaging. It is perfectly suited for introductory anthropology courses and is sure to engage undergraduate students new to the discipline and interested in matters such as food justice, immigration, politics, and environmental justice... The Devil’s Fruit serves as an important primer to critical medical anthropology’s history of activist engagement and political action."— Noah Kline, Medical Anthropology Journal "The Devil’s Fruit brings together more than a decade’s worth of research and writing by Saxton on the lot of strawberry farmworkers. The breadth and extent of her multidisciplinary research is breathtaking."— Journal of Industrial Relations "Dvera Saxton's The Devil's Fruit is an urgent read—at once a detailed account of how life-threatening harm to farmworkers is literally baked into the system of industrial agriculture and a rousing activist-scholar call to action. Told with outrage and compassion, the stories of anti-pesticide, immigrant rights, and farmworker organizers reminds us of the long standing movements for farmworker justice in California and will be tactically useful for scholars, organizers, activists, students, and anyone who wants to challenge these deeply troubling conditions."— Erica Kohl-Arenas, author of The Self-Help Myth: How Philanthropy Fails to Alleviate Poverty "The California strawberry industry is facing a challenging future as the chemicals, the water, and the labor pool it depended on slip from its grasp. It unlikely that the baskets of golfball-sized fruit that fill supermarket bins will be there ten years from now. The stories that Saxton and others tell about the sacrifices required, of humans and of nature, to grow this fruit lead us to ask: isn’t it time to let the season-less strawberry go?" — E. Melanie DuPuis, Contemporary SociologyTable of ContentsSeries Foreword by Lenore Manderson Abbreviations Introduction: Becoming an Engaged Activist Ethnographer 1: Engaged Anthropology with Farmworkers: Building Rapport, Busting Myths 2: Strawberries: An (Un)natural History 3: Pesticides and Farmworker Health: Toxic Layers, Invisible Harm 4: Accompanying Farmworkers 5: Ecosocial Solidarities: Teachers, Students, and Farmworker Families 6: Conclusion: Activist Anthropology as Triage Acknowledgments Notes References Index

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Book SynopsisComplete with illuminating case studies and worksheets that guide readers to develop a personal framework for individual learning, this toolkit is an easy-to-use handbook of the basic HR functions of a public library.Table of Contents Acknowledgments Introduction Part I — HR Toolbox—Recruit and Onboard Chapter 1 — Job Descriptions and Job Ads Chapter 2 — The Interview and Hiring Process Chapter 3 — Salary and Benefits Chapter 4 — Onboarding Chapter 5 — Personnel Policies and Procedures Part II — HR Toolbox—Develop and Retain Chapter 6 — Feedback and Evaluation Chapter 7 — Continual Training and Growth Chapter 8 — Employee Engagement and Strengthening Morale Part III — HR Toolbox—Depart and Reassess Chapter 9 — Staffing Needs and Succession Planning Chapter 10 — Legal Issues Chapter 11 — Discipline and Termination Chapter 12 — Offboarding Chapter 13 — Applying Your Learning Answers Part IV — Toolkit Sample 1.1 — Job Description Worksheet Sample 1.2 — Job Ad Worksheet Sample 2.1 — Hiring Philosophy Worksheet Sample 2.2 — Hiring Checklist Sample 2.3 — Interview Question Worksheet Sample 2.4 — Rubric Creation Worksheet Sample 3.1 — Compensation Philosophy Worksheet Sample 5.1 — Manager Onboarding Checklist Sample 5.2 — Manager Training Checklist Sample 6.1 — Communication Styles Worksheet Sample 6.2 — SMART Goals Worksheet Sample 7.1 — Training Framework Reflection Sheet Sample 8.1 — Core Values Worksheet Sample 9.1 — Succession Planning Checklist Sample 10.1 — When to Call an Attorney Sample 11.1 — Discipline Philosophy Sample 11.2 — Discipline and Termination Checklist Sample 11.3 — Written Warning Worksheet Sample 12.1 — Manager Offboarding Checklist Index

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Book SynopsisRoland and Frances Bee are Managing Consultants with Time for People, a learning consultancy specialising in information management, learning needs analysis and evaluation. They have worked with a wide variety of public and private sector organisations and are authors of several books published by the CIPD. Their practical experience as statisticians, HR professionals, finance and line managers gives them a unique perspective on the area.

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Book SynopsisPenny Hackett is Executive Director of the Learning and Skills Council Wiltshire and Swindon, UK. Formerly Chief Executive of a leading College of Further Education, she has many years' experience as training practitioner and lecturer. She has written a number of books for the CIPD and other publishers.

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Book SynopsisContains distinctive papers that explore important aspects of contemporary employment relationships, some on micro level in orientation, whereas others are more macro oriented. This title deals with topics such as: the dual alignment of industrial relations activity in terms of strategic choice and mutual gains; and, more.Table of ContentsList of Contributors. Introduction. Dual Alignment of Industrial Relations Activity: From Strategic Choice to Mutual Gains. First Contract Arbitration and the Employee Free Choice Act: Multi-Jurisdictional Evidence from Canada. Understanding Worker Participation and Organizational Performance at the Firm Level: In Search for an Integrated Model. The Impact of Employee Well-Being Policies and Sickness Absence on Workplace Performance. Reducing Work–Life Conflict: The Role of Participating in Decision Making. Union Engagement in Western New York Economic Development: An Institutional Analysis. The International Labor Organization for Minimum Labor Standards: The Seafarers' Case. Advances in industrial and labor relations. Advances in industrial and labor relations. Advances in industrial and labor relations. Copyright page.

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Book SynopsisThis book provides a critical insight into the ongoing debates and controversies that surround employee empowerment and workplace innovation. It highlights competing interests and conflicting values, and illuminates some basic tensions between confident rhetoric and everyday realities.Trade Review'This book provides insight into the ongoing controversies revolving around employee empowerment and workplace innovation, it discusses common tensions between confident rhetoric and daily realities, and it provides an in-depth analysis of employee interpretations and reactions, the culture and structure of struggle and management, and much more. College-level audiences will find this no casual read, but an in-depth survey that covers all the basic conflicts of politics and rhetoric with an analysis of how it operates in the workplace.' --Midwest Book ReviewTable of ContentsContents: Foreword Foreword to Empowerment and Innovation 1. Perspectives on Empowerment and Progressive Change at Work Part I: Contemporary Developments 2. Progressive Teamworking: Disputes, Promise and Practicalities 3. Technology and User Empowerment 4. Financial Participation 5. Gender and Empowerment 6. Culture, Management and Innovation Part II: Enabling, Enacting and Regulating 7. Sustaining a Voluntary Commitment 8. Public Policy and Regulatory Initiatives References Index

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Book SynopsisThis book offers a critique of the field of leadership studies, focusing on the dynamics between post-heroic leadership and the notion of functional and dysfunctional emotions.Trade Review'All too frequently leadership is depicted as an unequivocal 'good'. Lemmergaard and Muhr's excellent collection disabuses us of this misleading view, serving as a timely and salutary reminder that leadership is often emotionally charged, toxic, dysfunctional or downright stupid. This book's critical message should be read and heeded by students and practitioners of leadership alike.' --Peter Case, James Cook University, Australia'The book provides a rich kaleidoscope of critical engagements with leadership in all its complexity and ambiguity. The contributors to this collection do not deny the vital role that leadership can play nor the many ways in which it can affect the emotional dynamics of organizations for good and bad. What they do is to shift thinking away from the comforting but misleading simplicities of toxic leaders and inert followers, offering a welcome tonic to the critical study of leadership. The book will appeal to leadership scholars as well as to students and to reflective practitioners.' --Yiannis Gabriel, University of Bath, UKTable of ContentsContents: Preface PART I: LEADERSHIP MOMENTS 1. Broadening the Critical Leadership Repertoire: Emotions, Toxicity and Dysfunctionality Jeanette Lemmergaard and Sara Louise Muhr PART II: LEADERSHIP BEHAVIOUR IN PRACTICE 2. Introduction to Part II Jeanette Lemmergaard and Sara Louise Muhr 3. The Rottweiler and the Flying Penguin: ‘Peacock Power’ in the Workplace Michael Walton 4. Do it My Way: A Study on Type, Leadership and Emotions Jeanette Lemmergaard and Clare Howard 5. Leadership in a Family Business: Kinship and Emotional Control Emma L. Jeanes 6. The Emotional Rollercoaster: Leadership of Innovation and the Dialectical Relationship between Negative and Positive Emotions Stephan Schaefer and Alexander Paulsson 7. Happily Working Until they Drop: When There is no Longer a Balance between Stress and Fun – A Task for Leadership Yvonne Due Billing PART III: THEORETICAL REFLECTIONS 8. Introduction to Part III Jeanette Lemmergaard and Sara Louise Muhr 9. Socrates’ Mission Against Reproachable Ignorance: Leaders who Refuse to Acknowledge their Ignorance and Instead Suppress Criticism Nathan Harter 10. Leadership Studies: Out of Business Sverre Spoelstra 11. Does Leadership Create Stupidity? Mats Alvesson and André Spicer 12. Vain and Vainglorious Leaders? Alf Rehn Index

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