Personnel and human resources Books

Book SynopsisThis thoroughly revised second edition draws on the author’s decades of observations and experiences in academia, providing insight and responding to the challenges of fostering a successful academic career. Written in a clear and concise style, the book provides fully updated, forthright and practical counsel on achieving and maintaining a successful, balanced career amidst today’s intensifying institutional needs and demands. Iain Hay offers a deep understanding of academic career development from PhD to retirement and in this book addresses a wide range of areas such as writing compelling job applications, handling job offers, academic networking, preserving your public reputation, working with research teams, and how to undertake productive sabbatical leave. The breadth of coverage in this updated book ensures that it will be an excellent resource not only for students and early career academics striving to understand how to establish and cultivate an excellent career path, but also to more senior scholars who are mentoring post graduate students and junior colleagues whilst working to sustain their own careers.Trade Review‘The book’s new edition revisits and builds on the insightful and actionable advice previously given in the already solid first edition. Notably, it adds more nuance to its content, which will make it even more relevant to academics outside of higher education institutions located in English-speaking countries.’ -- Iván Farías Pelcastre, University of Birmingham, UK‘In the context of increasingly challenging and precarious times in higher education, this highly readable 2nd edition offers valuable and insightful advice based on experience and research for lecturers at any stage of their career to reflect upon as they seek to navigate and sustain rewarding and balanced academic careers.’ -- Ruth Healey, University of Chester, UK‘Written as an accessible and thoughtful guide, How to be an Academic Superhero is an essential resource for navigating the many stages of an academic career. From the pre-Ph.D. school selection stage through tenure and retirement, Iain Hay exposes the frequently hidden pathways and challenges of an engaged and successful academic career by emphasizing the importance of planning and imagining one’s individual trajectory while also highlighting the importance of maintaining broader life balance.How to be an Academic Superhero provides relevant examples, current resources and a concise set of strategies for successfully navigating each career stage. Although much is written about early career stages, many fewer resources exist for traversing mid-and-later career opportunities and challenges. Iain Hay leverages his deep experiences across multiple positions in the academy and clearly and concisely distils the essential elements of a well-rounded academic career.’ -- Holly Barcus, Macalester College, US‘An academic career is an increasingly challenging one, and professional success clearly requires a truly vocational level of commitment. In this comprehensive work, Professor Iain Hay, himself a decorated academic superhero, provides a comprehensive and practical guide to realizing excellence in the multiple and complex roles that an aspiring academic must fulfill.’ -- Michael Meadows, Nanjing University, China‘In this volume, Iain Hay, a highly successful scholar in his own right, methodically outlines the steps needed to make oneself into an academic star. This is well-considered advice about the do’s and don’ts of success in the world of researchers, intellectuals, and teachers for those who want to make a living from the life of the mind. In an era of budget cuts, widespread anxiety, and limited opportunities for aspiring scholars, this book offers insightful, practical, and inspiring guidance about how to realize one’s potential as a researcher and teacher. Hay confronts head-on the multiple challenges faced by today’s young academics, and the paths around or through them. I wish I had such a book back when I was a budding scholar.’ -- Barney Warf, University of Kansas, USTable of ContentsContents: 1 Making academic superheroes PART I SETTING OUT AS AN ACADEMIC SUPERHERO 2 Get qualified 3 Find a good adviser 4 Get mentors; get advice 5 Prepare a good CV PART II REFINING YOUR ACADEMIC SUPERHERO CREDENTIALS 6 Focus your powers 7 Make an early impact 8 Get informed and stay current 9 Get known and networked 10 Learn about local cultures and use ‘the system’ PART III APPLYING YOUR ACADEMIC SUPERPOWERS WHERE THEY ARE NEEDED 11 Cultivate high quality referee reports 12 Find the right job 13 Write a compelling job application 14 Perform well at job interviews 15 Manage job interview failure and success PART IV PERFORMING AS AN ACADEMIC SUPERHERO 16 Manage your career 17 Manage your time 18 Publish papers 19 Publish a book (or two) 20 Speak 21 Secure funding 22 Attract postgraduate students 23 Join or start a research team 24 Teach well 25 Think about university service and leadership positions 26 Find a voluntary role 27 Consider consulting 28 Get recognized PART V PRESERVING YOUR ACADEMIC SUPERPOWERS 29 Review your performance 30 Take sabbatical 31 Get refreshed 32 Sustain collegiality 33 Preserve your public reputation 34 Stay happy and healthy 35 Manage disruptions, interruptions and transitions successfully 36 Conclusion: acknowledging dual strands of success for your academic career References Index

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Book SynopsisThe 'C-Suite' Executive Leader in Sport explores the challenges of this unique role within elite professional sport. Taking a multidisciplinary approach, the book blends academic theory with practitioner interviews from leading figures working a range of elite sporting disciplines and organisations, enhancing understanding of the C-Suite executive within the world of elite sports, where the exploration of the role remains ambiguous and conflicted. The 'C-Suite' Executive Leader in Sport studies a range of issues including global sport governance and best practice, high performance organisations, masterminding innovation and change, diversity and inclusion, current and future key challenges faced by sports organisations, C-Suite leader education and professional development, and the future of the C-Suite leader in elite sport. Examining the lived experience of C-Suite executives, contributors analyse how this relates to existing research, seeking to inform and challenge those individuals responsible for identification, recruitment and promotion of C-Suite sports industry personnel. The book's findings have far reaching implications for analysis of C-Suite effectiveness and efficiency across sporting sectors.Table of ContentsChapter 1. Origins of the C-SuiteChapter 2. Leadership Chapter 3. High Performance Organisations Chapter 4. Masterminding Innovation and Change Chapter 5. The ‘Best’ Person for the Job Chapter 6. Inclusion and Diversity in the Boardroom Chapter 7. C-Suite Leader Education and Professional Development Chapter 8. The Future of the C-Suite Leader in Elite Sport

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Book SynopsisThis forward-thinking Handbook explores cutting-edge research on how employees within firms should be managed in order to increase their wellbeing and performance.Expert contributors explore an emerging stream of research in human resource management (HRM) which suggests that attention should be paid to how line managers implement HR practices and how employees perceive, understand and attribute these HR practices. Chapters consider the implications of employees‘ and leaders‘ HR attributions and their performance, HRM system strength, change, talent management and the role of line managers in the HRM process. Providing an overview of the current knowledge in the HR process research, the Handbook also discusses future avenues and directions for the field. Demonstrating the dynamics of how HR practices impact organisational and individual outcomes, this Handbook will be critical reading for scholars and students of human resource management, organisational behaviour and research methods in business and management. It will also be beneficial for HR professionals seeking to understand how they can increase the effectiveness of their HR management.Trade Review‘Practitioners and scholars alike have long sought to understand how human resource management affects employee and organizational outcomes. HRM process theories help to address this enigmatic question. This edited volume is dedicated to unpacking relevant attribution and HRM system strength theories, with commentary from world-leading scholars. Through insightful theorizing and promising empirical evidence, conceptual and methodological questions pertinent to employees, line managers, organization leaders, and HR professionals are raised and addressed, setting the stage for exciting future research and practice.‘Table of ContentsContents: 1 Introduction to human resource management process 1 Charmi Patel, Huadong Yang and Karin Sanders PART I THE STATE OF HR PROCESS RESEARCH 2 HR attributions: a critical review and research agenda 8 Rebecca Hewett 3 HR strength: past, current and future research 28 Karin Sanders, Timothy C. Bednall and Huadong Yang 4 Perceptions of HRM: When do we differ in perceptions? When is it meaningful to assess such differences? 47 Yvonne G.T. van Rossenberg PART II NEW APPLICATIONS 5 Team leaders’ HR attributions and their implications on teams and employee-level outcomes 71 Yucheng Zhang, Zhiling Wang and Xin Wei 6 Putting perceived HR credibility into the HRM process picture: insights from the elaboration likelihood model 84 Xiaobei Li 7 HRM system strength implementation: a multi-actor process perspective 100 Anna Bos-Nehles, Jordi Trullen and Mireia Valverde 8 The hard problem: human resource management and performance 116 Keith Townsend, Kenneth Cafferkey, Tony Dundon and Safa Riaz 9 Employee attributions of talent management 133 Adelle Bish, Helen Shipton and Frances Jorgensen 10 Change within organizations: an attributional lens 146 Karin Sanders and Alannah Rafferty PART III STRENGTHS, WEAKNESSES AND FUTURE DIRECTIONS 11 Reflections on the HR landscape 163 Cheri Ostroff 12 The role of line managers in the HRM process 178 David E. Guest Index

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Book SynopsisThis unique Research Handbook covers a wide range of issues that affect the careers of those in diverse groups: age, appearance, disability, gender, race, religion, sexuality and transgender.This work includes cross-disciplinary contributions from over 50 international academics, researchers, policy-makers, managers and psychologists, who review current thinking, practices, initiatives and developments within diversity and careers research on an international scale. They also consider the implication of diversity legislation for organizations and the individual, providing an insight into the future direction of research and practice. Unlike other research in the field, this work presents wide-ranging and holistic coverage of diverse groups in addition to considering the implication of individuals who appear in multiple categories.Students, academics and researchers in the fields of human resources, management and employment as well as those whose study encompasses diversity, development and equality will find this Research Handbook to be a useful and insightful read.Contributors: E.O. Achola, T. Agarwala, N. Arshad-Mather, D. Atewologun, G.L. Bend, A. Broadbridge, T. Calvard, S.M. Carraher, E.T. Chan, S.A. Chaudhry, F. Colgan, A. Elluru, S.L. Fielden, D. Foley, F. Gavin, L. Gutmann Kahn, K. Hirano, L.L. Huberty, M. Hynd, S. Javed, H. Jepson, S.K. Johnson, J. Jones, M. Jyrkinen, K. Karl, K. Keplinger, R. Kilpatrick, T. Köllen, L. Lindstrom, J. McGregor, L. McKie, M.E. Moore, D. Nickson, M.B. Ozturk, E. Parry, E. Pio, T. Povenmire-Kirk, T. Pratt, V. Priola, M.V. Roehling, P.V. Roehling, N. Rumens, Y.M. Sidani, S.E. Sullivan, J. Syed, S.A. Tate, A. Tatli, R. Thomas, F. Tomlinson, R. Turner, J. Van Eck Peluchette, H. Woodruffe-BurtonTrade Review'This comprehensive Research Handbook provides an in-depth analysis of thinking and research in the field of diversity and careers. With original contributions from key international scholars, it addresses contemporary issues around individual career development based on eight diversity themes that include ''core'' areas of gender, age, disability and race as well as new, emergent areas of relevance: appearance, sexuality, religion and transgender. In bringing together scholarship from a range of national contexts and of disciplinary backgrounds, it provides a wide-ranging view of contemporary thinking on diversity and careers and future directions of research.' --Ruth Simpson, Brunel University, UK'This Research Handbook offers a wide cover of the intersection between career studies and diversity management. The collection pulls together available knowledge written by experts in the field. This is a much needed Research Handbook for scholars in these fields, edited by two scholarly leaders, with high level of rigor and relevance.' --Yehuda Baruch, University of Southampton, UKTable of ContentsContents: Introduction Adelina M. Broadbridge and Sandra L. Fielden PART I Age 1. Age and generational diversity in careers Emma Parry 2. to mid-career women managers: experiences of gendered age, care and work Linda McKie and Marjut Jyrkinen 3. Older women and career development: double (triple) jeopardy or endless opportunities? Judy McGregor 4. The last career transition? A gendered perspective on retirement Frances Tomlinson PART II Appearance 5. The importance of how you look for getting in and getting on in the workplace Dennis Nickson 6. Size does matter: the impact of size on career Patricia V. Roehling, Mark V. Roehling and Austin Elluru 7. ‘She’s got the look’: examining feminine and provocative dress in the workplace Joy Van Eck Peluchette and Katherine Karl 8. The perils of pretty: effects of personal appearance on women’s careers Stefanie K. Johnson, Ksenia Keplinger, Jessica F. Kirk and Elsa T. Chan PART III Disability 9. Diversity orientation and disability in organizational leadership Mark E. Moore and Lana L. Huberty 10. Career development for individuals with disabilities: examining issues of equity, access and opportunity Lauren Lindstrom, Kara Hirano and Richie Thomas 11. Career development for young adults with disabilities: an intersectional analysis Laurie Gutmann Kahn, Edwin Obilo Achola, and Tiana Povenmire-Kirk 12. What about a career? The intersection of gender and disability Gemma L. Bend and Vincenza Priola PART IV Gender 13. Impostor syndrome as a way of understanding gender and careers Thomas Calvard 14. Using the Kaleidoscope Career Model to create cultures of gender equity Sherry E. Sullivan and Shawn M. Carraher 15. Bullying and career consequences in the academy: experiences of women faculty Tanuja Agarwala 16. Career issues for women in the banking sector Melissa Hynd and Adelina M. Broadbridge PART V Race 17. Minority ethnic careers in professional services firms Doyin Atewologun 18. Visioning Muslim women leaders and organisational leadership in the 21st century Shirley Anne Tate and Naheed Arshad-Mather 19. Aboriginal entrepreneurship: is it a career or a lifestyle change? Dennis Foley 20. Gender, employment and careers in Pakistan Sammar Javed, Jawad Syed and Royce Turner PART VI Religion 21. Glass doors or sealed borders? Careers of veiled Muslim women in Lebanon Yusuf M. Sidani 22. Muslim women at work Edwina Pio 23. Veiling careers: comparing gendered work in Islamic and foreign banks in Pakistan Shafaq Chaudhry and Vincenza Priola 24. Religion and callings: the divine in careers Edwina Pio, Robert Kilpatrick and Timothy Pratt PART VII Sexuality 25. Sexuality, gender identity and career journeys Mustafa Bilgehan Ozturk and Ahu Tatli 26. Out at Work? Fiona Gavin 27. Coming out of the closet? The implications of increasing visibility and voice for the career development of LGB employees in UK private sector organisations Fiona Colgan 28. Lesbian career experiences Sandra L. Fielden and Hannah Jepson PART VIII Transgender 29. Transpeople, work and careers: a queer theory perspective Nick Rumens 30. Declining career prospects as ‘transition loss’? On the career development of transgender employees Thomas Köllen 31. Brothers are doing it for themselves: transmen and the creation of boundaryless and protean career choices Helen Woodruffe-Burton 32. ‘Trans-ferring in the workplace Jackie Jones Index

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Book SynopsisIn this timely book, Barbara Czarniawska and Bernward Joerges examine the hopes and fears around work and job security inspired by automation, from the original coining of the term 'robot' to the present day media fascination. Have these hopes and fears changed or do they remain the same? This discerning book investigates whether these changes in perception correlate to actual changes taking place in the field of robotics. Exploring several streams of popular culture, including ground-breaking science fiction novels and films, the impact of these globally renowned works on public opinion regarding robotics is assessed. Detailed media analysis identifies the frequency and complexity of common views that stem from the ideas found in both fiction and scientific research results disseminated by the news. Recent social science works dedicated to the study of robotziation are then reviewed, illustrating current and future debates surrounding the phenomenon of the 'robot revolution'. Robotization of Work? will be a key resource for students and scholars studying the organization of work, IT and digitalization, and cultural studies. It will also be of interest to anyone engaged with the concepts of artificial intelligence (AI) and robotization.Trade Review'Within the rapidly proliferating field of social studies of cybernetics this brilliant book stands out in several ways. It revisits the epistemology of autopoiesis by unearthing how popular culture, science fiction and cybernetics co-constitute each other since the 1920's. In doing so this book on imaginaries and technological developments ingeniously translates one of the key problems of knowing the world into a down-to-earth empirical investigation of the various literatures and films on the robotization of work. While most recent publications that similarly aim to address the core issues of cybernetics surrender to the urge of making prophecies, Czarniawska and Joerges consequentially remain astute, sober and razor-sharp and thereby provocatively interrupt a current trend. The elegant precision of the argument and the clarity of the language deployed makes this erudite and yet modest book come as a relief when one feels overwhelmed by the high-flown premonitions surrounding us.' --Richard Rottenburg, University of the Witwatersrand, South Africa'There has been a lot of speculation recently about the consequences of robotization. In particular, how artificial intelligence (AI) might automate and replace tasks thought uniquely human. It would be easy to be carried away with the hyperbole. However, to ignore their potential effects would also be remiss. In the Robotization of Work, Czarniawska and Joerges provide the perfect antidote by studying how robotization and automation have been characterised in literature, film, media and the social sciences, and compare predictions from the 'first wave' of AI to those made today. Written with intelligence - and some humour - this book will be required reading for scholars interested in how (and in what form) ideas of automation continue to inhabit our imagination and drive our actions.' --Neil Pollock, University of Edinburgh, UK'In the midst of a full moral panic about robots and artificial intelligence, this wise and engaging book manages to avoid both the hype and hysteria by examining how popular culture - mainly science fiction movies and books - have portrayed robots and their impact on society. Brimming with new insights, the authors show how fiction has addressed many of the themes taken up in later scholarship. We imagine the worst but in the end our societies and institutions shape the actual technology we end up with.' --Trevor J. Pinch, Cornell University, USTable of ContentsContents: Introduction 1. Robot revolution? 2. Robotization and popular culture 3. Robots in popular culture 4. Robots in popular culture: A tentative taxonomy 5. Robotization in the media: 2014-2017 6. Robotization in social sciences 7. (Some) conclusions References Index

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Book SynopsisThis timely Research Handbook brings together 24 chapters with a wide range of different theoretical perspectives, empirical research, and innovative thought provoking ideas relating to an area of organisation and management that has been neglected for many decades – line managers.With a resurgence of interest in the topic in recent decades, this Research Handbook argues that line managers are a critical element of both employee experiences and organisational performance and worthy of close attention. Split into three sections, chapters present various ways in which line managers can implement HRM practices in the organisation, considering the implementation of a variety of HRM policies and practices (content), a variety of implementation processes (process), and a variety of line management actors. It also develops future directions for research on line managers, such as the future of work, digitalisation, robotisation and AI and the gig economy.Integrating theoretical and empirical research, the Research Handbook on Line Managers will be a key resource for scholars in the fields of business leadership, human resource management and organisation studies. It also provides managerial practices for organisations and line managers who are looking to improve the effectiveness and the efficiency of their work.Table of ContentsContents: 1 Line managers in human resource management: theory, analysis and new developments 1 Keith Townsend, Anna Bos-Nehles and Kaifeng Jiang PART I THEORIES IN LINE MANAGEMENT RESEARCH 2 A systems theory perspective on the frontline manager role 12 Brian Harney and Qian Yi Lee 3 Fitting the line: a review of person‒environment fit theory in line manager research 29 Adam Robertson and Jennifer Chelsea Veres 4 Line managers, role theory and HRM 52 Samantha Evans 5 Frontline managers and human resource management: a social exchange theory perspective 65 Anindita Roy Bannya and Hugh T.J. Bainbridge 6 Line managers and HRM: a relational approach to paradox 82 Julia Brandl, Anne Keegan and Ina Aust 7 The role of line managers in the formation of employees’ HR attributions 95 Rebecca Hewett and Amanda Shantz PART II TOPICS IN LINE MANAGEMENT RESEARCH 8 The underappreciated role of line managers in human resource management 114 Joon Young Kim and Rebecca R. Kehoe 9 Line manager capabilities and human resource practice implementation 136 David M. Sikora 10 The allocation of HRM responsibilities to line managers: where is it most likely to happen? 156 Michael Brookes and Chris Brewster 11 Line managers in the public sector 169 Eva Knies, Adelien Decramer and Mieke Audenaert 12 HRM in small firms: owner-managers as line managers 184 Carol Atkinson, Ben Lupton and Charles Dahwa 13 The debateable leadership role of frontline managers 201 Keith Townsend, Ashlea Troth and Rebecca Loudoun 14 Line managers’ empowering leadership and employees’ task i-deals: an explanation from self-determination theory 217 Elise Marescaux, Anja Van den Broeck and Sophie De Winne 15 Global talent management: the central role of line managers throughout the organisation in shaping and implementing effective GTM 237 Karin A. King 16 Line management and the resolution of workplace conflict in the UK 258 Richard Saundry, Virginia Fisher and Sue Kinsey 17 Almost at the top, but not quite: senior management’s sources of power and their influence on HRM 270 Atieh Mirfakhar, Jordi Trullen, and Mireia Valverde 18 The role of line managers in the implementation of work adjustment practices for chronically ill employees: a qualitative study 285 Silvia Profili, Alessia Sammarra, Laura Innocenti, and Anna C. Bos-Nehles 19 Mental disability disclosure in the workplace: the role of line managers 305 Rina Hastuti and Andrew R. Timming 20 Line management in emergency services occupations: exploring personal challenges and organizational change in a uniformed culture 320 Joanne Mildenhall and Leo McCann PART III FUTURE DIRECTIONS IN LINE MANAGEMENT RESEARCH 21 The future of work: implications for the frontline manager’s role in HR implementation 335 Kathy Monks and Edel Conway 22 The role of line managers in the implementation of digitalization 349 Violetta Khoreva, Anna Bos-Nehles and Sari Salojärvi 23 Reconceptualizing the HRM role of the line manager in the age of artificial intelligence 367 Ewold Drent, Maarten Renkema and Anna Bos-Nehles 24 Line managers and the gig economy: an oxymoron? Paradox navigation in online labor platform contexts 388 Jeroen Meijerink, Philip Rogiers and Anne Keegan Index

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Book SynopsisJudgment and Leadership presents original thinking and addresses age-old concerns regarding the relationship between judgment and leadership. These two concepts are inseparable. Judgment guides every action that a leader takes and underlies every thought, emotion, or justification that leaders form. This volume extends the study of judgment and leadership across disciplinary and conceptual boundaries.For the first time, the most original and influential thinkers on judgment and leadership are brought together in a single volume and they represent a diverse set of disciplines, including critical studies, psychology, political theory, international policy, adult learning theory, management and organizational studies, philosophy, cross-cultural studies, and neuroscience. The result is an engaging look at one of the most important issues facing organizations, politics, and society: leaders and their judgment. The book describes the challenges and opportunities that leaders face when confronted with political, social and business challenges and offers an insightful and comprehensive review of leadership and its role in crisis. The authors explore how a leader's actions and judgments are shaped by their experiences. It is a highly accessible account of how leaders learn and practice judgment and a guide for leaders faced with intense and challenging problems.Scholars studying leadership, judgment, decision-making, critical thinking or problem-solving seeking the latest original thinking on the topic of leadership and judgment as well as educators seeking to develop their students' knowledge about judgment from a multidisciplinary perspective will find this volume an invaluable resource as will leadership trainers, educators, coaches, and human resource professionals seeking to improve and develop leaders.Table of ContentsContents: 1 Introduction to judgment and leadership 1 Anna B. Kayes and D. Christopher Kayes PART I CONCEPTUALIZATION AND PROCESSES OF LEADERSHIP JUDGMENT 2 Cognition counts: cognitive skills contributing to leader judgment 11 E. Michelle Todd, Tanner Newbold and Michael D. Mumford 3 Character-infused judgment and decision making 25 Brenda Nguyen and Mary Crossan 4 The judgment of Arendt 49 Rita A. Gardiner and Katy Fulfer 5 Judgments and justifications 60 Markus Kornprobst 6 How leaders judge creativity: a look into the idea evaluation process 72 Vignesh R. Murugavel and Roni Reiter-Palmon 7 Judgment and decision making: a “brain-first” perspective 87 John P. Sullivan PART II LEADERSHIP JUDGMENT BARRIERS, BLIND SPOTS, AND BAD JUDGMENT 8 Hubris, bad judgement and practical wisdom in politics and business 104 Eugene Sadler-Smith 9 Feeling and dirty hands: the role of regret experienced by responsible agents 117 Terry L. Price 10 Context corrupts: what makes leaders fail to see their (mis)behaviors 130 Andrea Pittarello and Roseanne J. Foti 11 Resilience leadership judgment: findings from a cosmology episode study of the shootdown of Flight MH17 145 Kari A. O’Grady, Matthijs Moorkamp, René Torenvlied and J. Douglas Orton PART III DEVELOPING AND LEARNING LEADERSHIP JUDGMENT 12 Cultural intelligence and leadership judgment & decision making: ethnology and capabilities 168 Soon Ang, Thomas Rockstuhl and Georgios Christopoulos 13 Disjuncture and development: a learning theory approach to leadership judgement 181 Chris Saunders 14 On facilitating the development of leaders’ ability to exercise good judgment 191 Matthew Eriksen 15 Improving leader judgment through experiential learning 202 Anna B. Kayes and D. Christopher Kayes 16 Conclusion: what the chapters tell us about leadership and judgment 218 Anna B. Kayes and D. Christopher Kayes Index

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Book SynopsisExamining the modern day challenges faced by academics throughout their working lives, this timely book investigates the ways in which academic careers are changing, the reasons for these changes and their potential future impacts. Contributors with experience of work in both traditional and contemporary institutions utilise theoretical and empirical methods to provide international perspectives on the key issues confronting modern day academics. Split across three chronological parts this book guides the reader through the phases of an academic's working life and the unique challenges encountered at each stage. For those entering academia key issues considered relate to career paths and motivations and transitions from industry to academia. During academia chapters study the understanding of external examiners, questions surrounding student supervision, work-life balance, use of technology and the trade off between teaching and research. Upon leaving academia concerns turn to the difficulties of working past retirement age and emeritus roles. Exploring how academics survive and thrive in the modern higher education arena, this analytical book will be a useful tool for new and established academics and policy makers working in higher education as well as for programme leaders in educational management. Contributors include: A. Agarwal, D. Anderton, K.E. Andreasen, M. Antoniadou, W. Chambers, C. Cook, M. Crowder, P. Cureton, E. Epaminonda, M. Gibson-Sweet, J. Haddock-Fraser, J. Jones, A. Karayiannis, H. Kogetsidis, P.D. Ktoridou, S.-J. Lennie, B. Longden, S. Marriott, M. Mouratidou, T. Proctor, A. Rasmussen, C. Rees, S.K. Rehbock, K. Rowlands, P.J. Sandiford, J. Stewart, S. WellsTrade Review'This is a timely and welcome book, providing both fascinating insights into the changing role of academics and an articulate discussion of the impact of these changes on universities around the world. By highlighting the various challenges that academics navigate over the course of their careers, from managing workloads to engaging in emotional labour through to adopting new technologies, it provides a critical and valuable basis for future debates over the evolving role of academics and indeed their universities.' --Anna Sutton, University of Waikato, New ZealandTable of ContentsContents: Introduction xvii PART I ENTERING ACADEMIA 1 Living the dream … but for how long? Being an early-career academic in the context of ‘excellence’ 2 Marilena Antoniadou 2 Career transitions from industry to academia 16 Mark Crowder and Maria Mouratidou 3 Career issues, paths and motivations: career stories of four UK academics 31 Maria Mouratidou 4 Three scholars at work: making sense of the twenty-first century academy 44 Peter John Sandiford, Ankit Agarwal and Sam Wells PART II DURING ACADEMIA 5 Get me a job! Thinking about student employability 67 Dane Anderton and Sue Marriott 6 From euphoria to letting go: experiences of cross-cultural adaptation of international academics in UK higher education 82 Marilena Antoniadou 7 Exploring perceptions of academic management roles in the undergraduate student experience 99 Marilena Antoniadou, Mark Crowder and Jim Stewart 8 External examiners: what do they do and how does someone become one? 120 Mark Crowder 9 ‘Signature of mediocrity’? Variability and uncertainty associated with PhD assessment processes in the UK 135 Christopher J. Rees and Kate E. Rowlands 10 Providing research supervision: a personal polemic 152 Jim Stewart 11 The effects of control on academic engagement, work–life balance and work–life conflict: is how we manage and what we measure actually contributing to what we strive to pursue? 168 Caryn Cook, Joanna Jones and Monica Gibson-Sweet 12 The balance between teaching and research: challenges and contradictions in the context of the modern university 183 Annette Rasmussen and Karen E. Andreasen 13 Caring and coping: an interpretative phenomenological analysis of lecturers’ emotional labour in the context of higher education commercialisation and the consequences for staff and student wellbeing 196 Sarah-Jane Lennie 14 The unseen pressures of academia 211 Janet Haddock-Fraser 15 Apps and smartphone technology acceptance: lecturers’ likelihood of using interactive polling systems in the lecture theatre 226 Dane Anderton 16 Being an academic in an era of rapid technological change and distance learning education: views of faculty members of a business school 238 Harry Kogetsidis, Despo Ktoridou, Epaminondas Epaminonda and Achilleas Karayiannis 17 Academic leadership: challenges and opportunities for leaders and leadership development in higher education 252 Stephanie K. Rehbock 18 Institutional research: unintended consequences in higher education 265 Bernard Longden PART III LEAVING ACADEMIA 19 Academics moving from higher education institutions: careers of PhDs after graduation 286 Annette Rasmussen and Karen E. Andreasen 20 Retirement: a valediction to work? 300 Peter Cureton 21 Working past retirement age: from the point of view of a business and management academic 312 Tony Proctor 22 But I don’t like golf: emeritus roles 324 William Chambers Conclusion: time for a change 349 Index 353

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Book SynopsisPresenting a contemporary outlook on how organizations must adjust to the ‘Era of Me’, this timely book analyses contemporary learning paradigms, sustainability, performance management, and theories of work-related attitudes to promote organizational culture and productivity in workplaces in the volatile modern era.In the 21st century, the organizational environment in most western-oriented societies is dynamic, multifaceted, complex, and ambiguous. This comprehensive book explores the unique challenges faced by modern organizations due to increasingly varied, flexible, and virtual work arrangements, shifting employee characteristics, technological developments, increased competition, and enhanced diversity in business. Covering a broad range of salient topics and shifting the employee–employer relationship to one of mutual goals and trust, chapters challenge old management styles while recommending novel future methods of engineering the world of work in an era of constant change.Using a symbiosis of research, theory, and practice, Engineering the World of Work will be an invaluable resource for students, and scholars of psychology, organizational studies and business administration. It will also be an essential guide to managers, stakeholders, consultants, and policymakers who are interested in practical ways of adjusting to the changes of the 21st century.Trade ReviewLife is change, and reflecting this, the book Engineering the World of Work is topical and timely. The world of work continues to rapidly evolve in the 21st century, and understanding these changes and processes is critical for organisations, as well as for their people. Tziner has done an excellent job in bringing together a collection of contributions which are inspiring and engaging. -- Yehuda Baruch, Southampton Business School, UKTable of ContentsContents: Preface x Acknowledgments xiii 1 The “Era of Me”: design and integration of career paths in an era of self-directed careers 1 Mirit K. Grabarski and Daphna Schwartz-Asher 2 Freelancers in organizations: a novel perspective 21 Or Shkoler and Aharon Tziner 3 Organizational learning: personalization, blended learning, and tailor-made learning solutions 39 Liad Bareket-Bojmel 4 Diversity and inclusion: challenges and best practices for creating inclusive organizations 58 M. Anthony Machin 5 Examining stress reactions in the world of work in the 21st century 77 M. Anthony Machin and Erich C. Fein 6 Managing performance in the “Era of Me” 88 Erich C. Fein 7 Revisiting theories of work-related attitudes in the “Era of Me” 105 Erich C. Fein 8 Compensation and rewards for work performance in the “Era of Me” work world 120 Liad Bareket-Bojmel 9 Racism at work: a conspectus – approaches, perspectives, and potential palliatives 135 Lily Chernyak-Hai and Aharon Tziner Conclusion 180 Aharon Tziner Index

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Book SynopsisThis innovative textbook provides a systematic approach to developing practices of perception, reflection and inquiry to facilitate sound ethical action in organizational settings. Now in its second edition, Donna Ladkin’s Mastering Ethics in Organizations invites readers to reflect and experiment on ethical behaviours with targetted activities in unique organizational contexts.Key features of the second edition include:A step-by-step approach to developing ethical astutenessBrand new case studies on companies including Volkswagen, Amazon and BoeingArt-based pedagogical material, including unique storytelling approaches through mythology and filmGuided and informed discussions about contemporary ethical issues concerning the use of social media, artificial intelligence and human-centred design.Offering curated contextualized insights into the field, this textbook will be ideal reading for MBA business ethics courses, as well as Masters courses in leadership. It will also benefit Continuing Professional Development audiences dealing with ethical situations.Trade Review‘This is a terrific book. It takes seriously the idea that to do ethics effectively we have to, in Dewey's words, ‘‘get inside the problem‘‘. The book is a treasure trove of ideas and techniques that will help decision-makers really understand themselves and the ethical issues that they face.‘Table of ContentsContents: 1. Groundings LEVEL I FOUNDATIONAL PRACTICES 2. Paying attention 3. Asking artful questions LEVEL II PERCEPTUAL PRACTICES 4. Developing moral perception 5. Developing moral imagination LEVEL III PRACTICES TOWARDS ACTION 6. Building blocks for ethical action 7. Taking ethical action LEVEL IV ENGAGING WITH ORGANIZATIONAL ISSUES ETHICALLY 8. Navigating organizational systems ethically 9. The problems and possibilities of human-centered design – Dani Chesson 10. Organizational ethics and social media 11. Organizational ethics at the frontier: engaging with artificial intelligence ethically 12. Continuing the journey of ethical mastery References Index

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Book SynopsisThis innovative textbook provides a systematic approach to developing practices of perception, reflection and inquiry to facilitate sound ethical action in organizational settings. Now in its second edition, Donna Ladkin’s Mastering Ethics in Organizations invites readers to reflect and experiment on ethical behaviours with targetted activities in unique organizational contexts.Key features of the second edition include:A step-by-step approach to developing ethical astutenessBrand new case studies on companies including Volkswagen, Amazon and BoeingArt-based pedagogical material, including unique storytelling approaches through mythology and filmGuided and informed discussions about contemporary ethical issues concerning the use of social media, artificial intelligence and human-centred design.Offering curated contextualized insights into the field, this textbook will be ideal reading for MBA business ethics courses, as well as Masters courses in leadership. It will also benefit Continuing Professional Development audiences dealing with ethical situations.Trade Review‘This is a terrific book. It takes seriously the idea that to do ethics effectively we have to, in Dewey's words, ‘‘get inside the problem‘‘. The book is a treasure trove of ideas and techniques that will help decision-makers really understand themselves and the ethical issues that they face.‘Table of ContentsContents: 1. Groundings LEVEL I FOUNDATIONAL PRACTICES 2. Paying attention 3. Asking artful questions LEVEL II PERCEPTUAL PRACTICES 4. Developing moral perception 5. Developing moral imagination LEVEL III PRACTICES TOWARDS ACTION 6. Building blocks for ethical action 7. Taking ethical action LEVEL IV ENGAGING WITH ORGANIZATIONAL ISSUES ETHICALLY 8. Navigating organizational systems ethically 9. The problems and possibilities of human-centered design – Dani Chesson 10. Organizational ethics and social media 11. Organizational ethics at the frontier: engaging with artificial intelligence ethically 12. Continuing the journey of ethical mastery References Index

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Book SynopsisThis cutting-edge Handbook offers a comprehensive introduction to the emerging research field of artificial intelligence (AI) in human resource management (HRM). Broadly mapping AI fields relevant for HR, it not only considers the more well-known areas of machine learning and natural language processing, but also lesser-known fields such as affective computing and robotic process automation.Expert contributors analyze the applications of machine learning in human resources, including machine learning on text data, audio and video data, social media data, and in recruiting and staffing. They also explore a range of innovative topics such as knowledge representation and reasoning, and evolutionary computing. Discussing the explainability, fairness, accountability, and legitimacy of AI in HR, chapters bring normative issues to the fore. Approaches to researching AI in HR and to employing AI in HR research are also tackled. Offering an insight into existing research on artificial intelligence in human resources, the Handbook introduces core issues and considers implications for future research.This Handbook will be critical reading for scholars and students of human resource management, knowledge management, organizational innovation, computer science, and information systems. It will also be beneficial for practitioners in these fields.Trade Review‘This Handbook is a must-have whether you know a little or a lot about AI and human resource management. Topics range from the highly technical for specialists to the more foundational for novices. Readers can dive in to get answers to specific questions or read the whole volume to gain a thorough grounding. AI is here to stay in human resource management. It poses many challenges for scholars and practitioners. This Handbook is a great guide for addressing those challenges.' -- Mark Lengnick-Hall, University of Texas at San Antonio, US‘The potential for better decisions in managing people and also the conflicts between AI principles and those that have governed human resources are profound. This Handbook offers the most detailed and wide-ranging account available as to what AI solutions look like in this realm, not just those available now but most importantly those in the works.’ -- Peter Cappelli, University of Pennsylvania, US‘This Handbook provides a comprehensive overview of how AI might be deployed in the field of human resources and includes incisive analysis of some of the key challenges: explaining AIs’ decisions, fairness and legal regulation. It is a really excellent resource.’ -- Andy Charlwood, University of Leeds, UKTable of ContentsContents: Preface xii 1 Artificial intelligence in human resources – an introduction 1 Stefan Strohmeier PART I APPLICATIONS OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES PART I.1 APPLICATIONS OF MACHINE LEARNING IN HUMAN RESOURCES 2 HR machine learning – an introduction 25 Stefan Strohmeier 3 HR machine learning on text data 46 Felix Gross 4 HR machine learning on audio and video data 68 Carmen Fernández-Martinez and Alberto Fernández 5 HR machine learning on social media data 89 Jake T. Harrison and Christopher J. Hartwell 6 HR machine learning in recruiting 105 Sven Laumer, Christian Maier, and Tim Weitzel 7 Machine learning in HR staffing 127 Florian J. Meier and Sven Laumer 8 Machine learning in personnel selection 149 Cornelius J. König and Markus Langer PART I.2 FURTHER APPLICATIONS OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 9 HR knowledge representation and reasoning 169 Jorge Martinez-Gil 10 HR robotic process automation 187 Peter Fettke and Stefan Strohmeier 11 HR evolutionary computing 207 Lena Wolbeck and Charlotte Köhler 12 HR natural language processing – conceptual overview and state of the art on conversational agents in human resources management 226 Sven Laumer and Stefan Morana 13 HR affective computing 243 William J. Becker, Sarah E. Tuskey, and Constant D. Beugré PART II CONSEQUENCES OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 14 Consequences of artificial intelligence in human resource management 261 Maarten Renkema PART III NORMATIVE ISSUES OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 15 Explainability of artificial intelligence in human resources 285 Markus Langer and Cornelius J. König 16 Fairness of artificial intelligence in human resources – held to a higher standard? 303 Sandra L. Fisher and Garret N. Howardson 17 Accountability of artificial intelligence in human resources 323 Katharina A. Zweig and Franziska Raudonat 18 Legitimacy of artificial intelligence in human resources – the legal framework for using artificial intelligence in human resource management 337 Kai von Lewinski and Raphael de Barros Fritz PART IV RESEARCH ISSUES OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 19 Design considerations for conducting artificial intelligence research in human resource management 353 Richard D. Johnson and Dianna L. Stone 20 Employing artificial intelligence in human resources research 371 Chulin Chen and Richard Landers Index 392

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Book SynopsisThis insightful book draws together expansive international and interdisciplinary evidence to develop a comprehensive framework for understanding and enhancing workplace well-being through the lens of job quality. It analyses how paid work influences the well-being of workers, the organizations for which they complete tasks of employment, and the societies in which we live.Daniel Wheatley constructs a theoretical framework around three strategic elements: the culture of the organization and its workers, the structures that govern their activities, and the physical and psychological work environment. The book then explores six dimensions which underpin these strategic elements: job properties, flexibility, rewarding careers, relationships, giving, and physical space and activity. Incorporating case studies and practical insights for applying the framework, including measurement methods, the book offers a comprehensive account of the influences and impacts of paid work on the quality of working lives.Contributing to the understanding of the complex and dynamic relationship between well-being and the quality of our working lives, this book will be a valuable resource for scholars and students of human resource management, organization studies, employment relations and organizational behaviour. Its practical guidance will also be beneficial for business managers and practitioners in these fields.Trade Review‘The importance of work for one’s well-being is being increasingly recognized by scholars and policymakers alike. This insightful book enhances considerably our understanding of the variety of ways in which paid work influences both objective and subjective aspects of well-being. Its multidimensional, multimethod, and multidisciplinary approach underscores the utility of a holistic, comprehensive framework for comprehending and addressing the impacts of work quality on workers that will prove useful to managers as well as researchers.’ -- Arne L. Kalleberg, University of North Carolina at Chapel Hill, USTable of ContentsContents: 1. Well-Being and the Quality of Working Lives: an introduction PART I DEVELOPING A FRAMEWORK FOR WORKPLACE WELL-BEING 2. Understanding well-being 3. Well-being and work PART II THE DIMENSIONS OF WORKPLACE WELL-BEING 4. Job properties 5. Flexibility 6. Rewarding careers 7. Relationships 8. Giving 9. Physical space and activity 10. Conclusions: ways to working well References Index

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Book SynopsisThis book presents Human Resource Management (HRM) as a tool for improving the performance of organizations in developing and transitional countries. It does this through the presentation of an integrated model of human resource management, informed by the practical realities of applying such a model in developing and transitional countries. Using exercises and real-life examples, the authors emphasize the need to practise (and to study) HRM in context, taking account of the contrast between what theory says should happen and what actually happens in practice. Having introduced a strategic model of HRM, the book explores the key HRM activities of human resource planning, job analysis, managing pay, recruitment and selection, performance management, learning and training, job reduction and employee relations. The authors stress that every HRM model must be critically assessed in the particular setting in which it is being used, and then adopted, adapted or abandoned. This process of critical adaptation of international models of 'good practice' is the essence of global HRM.This textbook offers a clear and highly accessible introduction to the theory and practice of HRM in developing and transitional countries. It has been designed for students on a wide range of human resource oriented courses, including development management and administration. It will also be a valuable reference tool for HRM practitioners in the private and public sector and in NGOs.Trade Review‘Global Human Resource Management is a timely and excellent resource, and its focus on developing and transitional countries fills something of a gap in the literature. It is a welcome addition to the list of resources available to HR managers working in the international scene.' -- Geoffrey De Lacy, HR MonthlyTable of ContentsContents: 1. Global Human Resource Management: A ‘Crossvergent’ Approach 2. Strategic Human Resource Management 3. Human Resource Planning 4. Job Analysis 5. Managing Pay 6. Recruitment, Selection and Equal Opportunities 7. Performance Management and Appraisal 8. Learning and Training 9. Job Reduction 10. Employee Relations Bibliography Index

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Book SynopsisIt is becoming increasingly recognised that the way in which human resources are managed is a key source of sustainable competitive advantage for business. Nowhere, Michael Zanko argues, is this seen to be more relevant than in the Asia-Pacific region.The aim of the Handbook and its systematically codified economy human resource management (HRM) profiles is to improve knowledge and understanding of HRM policy and practices in the Asia-Pacific region. It serves as a practical guide to predominantly macro-level HRM policies and practices in ten APEC economies, covering Australia, Chinese Taipei (Taiwan), Hong Kong, Indonesia, Japan, Korea, Malaysia, People's Republic of China, Thailand and the United States of America.The Handbook of Human Resource Management Policies and Practices in Asia-Pacific Economies Volume I will be essential reading for lecturers, researchers, academics and managers concerned with human resource management, international business, management, and cross-cultural studies. The Handbook will also be of great interest to those involved in industrial and employment relations.Trade Review'There is considerable rigour behind the work and the contexts are well positioned. The books have excellent HR data for not only businesses, but employees considering a transfer to an international location. In addition to the primary authors cadres of industry advisors were assembled of considerable status and representing mainstream organisations and unions. The countries covered total twenty one and, in addition, there is a summary chapter in volume two on issues, trends and implications. Obviously there are other reference points available on single countries and indeed dual country comparisons, but this work is timely, highly relevant and extremely valuable. It is recommended most highly.' -- Geoffrey N. De Lacy, Australian Human Resource Institute Journal'A very welcome and valuable addition to the literature, this two-volume handbook covers current HRM policies and practices in all 21 APEC (Asia-Pacific Economic Cooperation) member economies. For the first time, we have single-source access to a codified set of macro-level HRM profiles for APEC membership economies . . . this project helps fill the need for systematic and accurate HRM data in a very large geographic area, including four continents divided by the Pacific Ocean . . . this is an impressive compilation and will benefit government and business organizations when formulating strategy for employment relations. It will also assist those in the academic sector with the research and teaching of cross-cultural management issues. It should be a welcome addition to most academic and special libraries with interests in the Asia and the Pacific.' -- David A. Flynn, Business Information AlertTable of ContentsContents: 1. Introduction 2. The Implications of Supra-National Regionalism for Human Resource Management in the Asia-Pacific Region 3. Australia 4. Chinese Taipei 5. Hong Kong 6. Indonesia 7. Japan 8. Republic of Korea 9. Malaysia 10. People’s Republic of China 11. Thailand 12. United States of America Index

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Book SynopsisThe strategic value of human resource management (HRM) in successful, sustainable competitive advantage is fully acknowledged and yet, until now there has been little in the way of descriptive analytic profiles of countries and markets outside of the US and Europe. Together with Volume 1 this Handbook forms a complete codification of HRM policies and practices of all 21 APEC (Asia-Pacific Economic Cooperation) member economies.This unique volume contains 11 profiles of Brunei Darussalam, Canada, Chile, Mexico, New Zealand, Papua New Guinea, Peru, Philippines, Russia, Singapore and Vietnam. The Handbook of Human Resource Management Policies and Practices in Asia-Pacific Economies, Volume 2 will be essential reading for lecturers, researchers, academics and managers concerned with human resource management, international business, management, and cross-cultural studies. The Handbook will also be of great interest to those involved in industrial and employment relations.Trade Review'There is considerable rigour behind the work and the contexts are well positioned. The books have excellent HR data for not only businesses, but employees considering a transfer to an international location. In addition to the primary authors cadres of industry advisors were assembled of considerable status and representing mainstream organisations and unions. The countries covered total twenty one and, in addition, there is a summary chapter in volume two on issues, trends and implications. Obviously there are other reference points available on single countries and indeed dual country comparisons, but this work is timely, highly relevant and extremely valuable. It is recommended most highly.' -- Geoffrey N. De Lacy, Australian Human Resource Institute Journal'A very welcome and valuable addition to the literature, this two-volume handbook covers current HRM policies and practices in all 21 APEC (Asia-Pacific Economic Cooperation) member economies. For the first time, we have single-source access to a codified set of macro-level HRM profiles for APEC membership economies . . . this project helps fill the need for systematic and accurate HRM data in a very large geographic area, including four continents divided by the Pacific Ocean . . . this is an impressive compilation and will benefit government and business organizations when formulating strategy for employment relations. It will also assist those in the academic sector with the research and teaching of cross-cultural management issues. It should be a welcome addition to most academic and special libraries with interests in the Asia and the Pacific.' -- David A. Flynn, Business Information AlertTable of ContentsContents: 1. Introduction 2. Brunei Darussalam 3. Canada 4. Chile 5. Mexico 6. New Zealand 7. Papua New Guinea 8. Peru 9. Philippines 10. Russia 11. Singapore 12. Vietnam 13. HRM Issues, Trends and Implications for APEC Index

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Book SynopsisWhenever a group of individuals comes together and interact in order to reach a common goal, differing individual preferences can lead to conflict. This book focuses on the management of these internal conflicts within business organizations. Peter-J. Jost and Utz Weitzel analyze organizational conflicts and illustrate how the parties involved utilize strategic actions to achieve a desired outcome in conflict. The authors use numerous examples of internal conflicts that are well-known to both practitioners and academics to define and explain the basic concepts of game theory. They then focus on the management of conflict, highlighting how the strategic behavior of conflicting parties can be influenced by direct governance or by changing organizational framework parameters. In contrast to much of the existing literature in this field, the focus is not on formal definitions or mathematical proofs, but solely on the application of game theory to strategic conflict management.This book represents a valuable tool in the assessment of organizational conflicts from a fresh, strategic perspective underpinned by game theory. It will therefore prove fascinating reading for scholars and practitioners with an interest in a broad range of fields encompassing business and management, strategic management, organizational studies, human resource management and game theory.Table of ContentsContents: Preface 1. Introduction Part I: Conflict Analysis 2. Conflicts with Independent Decisions 3. The Dynamics of Conflicts Part II: Conflict Management 4. Vertical Conflict Management 5. Lateral Conflict Management References Index

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Book SynopsisThis authoritative collection provides a wide-ranging survey of the most significant previously published papers on knowledge and learning within organizations. It explores beyond economics into the fields of cognitive science and sociology. The first volume investigates cognition in general and contains a number of classic articles which furnish the fundamentals of 'embodied cognition', the social basis of cognition and categorization. The second volume explores the application of these fundamentals to organizations and includes key papers on organizational, as opposed to individual, cognition and on the related themes of unity and diversity, stability and change.Bart Nooteboom's authoritative introduction provides explanatory information and points the way for future work in this area.Trade Review'Improving our understanding of how firms evolve and develop requires that we delve into the cognitive science sources of knowledge and learning. This collection of essays promises to do just that.' -- Douglass C. North, Washington University, USTable of ContentsContents: Volume I: The Fundamentals of Embodied Cognition Acknowledgements Introduction Bart Nooteboom PART I FUNDAMENTAL CLASSICS 1. F.A. Hayek ([1952] 1976), ‘The Structure of the Mental Order’ 2. John H. Flavell (1963), ‘Basic Properties of Cognitive Functioning’ 3. Lev Vygotsky ([1934] 1986), ‘Thought and Word’ 4. Gregory Bateson ([1972] 2000), ‘The Logical Categories of Learning and Communication’ PART II BODY AND MIND 5. George Lakoff and Mark Johnson (1999), ‘The Embodied Mind’ 6. Antonio Damasio (2003), ‘Ever Since Feelings’ PART III THE SOCIAL DIMENSION 7. George H. Mead (1982), ‘1927 Class Lectures in Social Psychology’ 8. D.A. Kolb (1984), ‘The Process of Experiential Learning’ PART IV CONCEPTS AND REPRESENTATIONS 9. Eleanor Rosch (1978), ‘Principles of Categorization’ 10. Roger C. Schank and Robert P. Abelson (1977), ‘Scripts’ 11. B. Shanon (1993), ‘A Picture of Mind’ and ‘The Representational and the Presentational’ 12. Horst Hendriks-Jansen (1996), ‘Situated Activity, Cultural Scaffolding, and Acts’ Name Index Volume II: Knowledge and Learning in Organizations Acknowledgements Introduction Bart Nooteboom PART I ORGANIZATIONAL COGNITION 1. Bruce Kogut and Udo Zander (1992), ‘Knowledge of the Firm, Combinative Capabilities, and the Replication of Technology’ 2. Michael D. Cohen and Paul Bacdayan (1994), ‘Organizational Routines Are Stored as Procedural Memory: Evidence from a Laboratory Study’ 3. Scott D.N. Cook and Dvora Yanow (1993), ‘Culture and Organizational Learning’ 4. Karl E. Weick (1979), ‘Enactment and Organizing’ 5. Linda E. Smircich and Gareth Morgan (1982), ‘Leadership: The Management of Meaning’ 6. Bart Nooteboom (1992), ‘Towards a Dynamic Theory of Transactions’ 7. Wesley M. Cohen and Daniel A. Levinthal (1990), ‘Absorptive Capacity: A New Perspective on Learning and Innovation’ PART II UNITY AND DIVERSITY 8. Paul DiMaggio (1997), ‘Culture and Cognition’ 9. Haridimos Tsoukas (1996), ‘The Firm as a Distributed Knowledge System: A Constructionist Approach’ 10. John Seely Brown and Paul Duguid (1991), ‘Organizational Learning and Communities-of-Practice: Toward a Unified View of Working, Learning and Innovation’ 11. John Seely Brown and Paul Duguid (2001), ‘Knowledge and Organization: A Social-Practice Perspective’ 12. Steven Postrel (2002), ‘Islands of Shared Knowledge: Specialization and Mutual Understanding in Problem-Solving Teams’ 13. Morten T. Hansen (1999), ‘The Search-Transfer Problem: The Role of Weak Ties in Sharing Knowledge across Organization Subunits’ 14. Alessia Contu and Hugh Willmott (2003), ‘Re-Embedding Situatedness: The Importance of Power Relations in Learning Theory’ PART III STABILITY AND CHANGE 15. Chris Argyris and Donald A. Schön (1978), ‘What is an Organization that it May Learn?’ 16. James G. March (1991), ‘Exploration and Exploitation in Organizational Learning’ 17. Rebecca M. Henderson and Kim B. Clark (1990), ‘Architectural Innovation: The Reconfiguration of Existing Product Technologies and the Failure of Established Firms’ 18. Michael L. Tushman and Philip Anderson (1986), ‘Technological Discontinuities and Organizational Environments’ 19. Robert A. Burgelman (1991), ‘Intraorganizational Ecology of Strategy Making and Organizational Adaptation: Theory and Field Research’ 20. Martha S. Feldman and Brian T. Pentland (2003), ‘Reconceptualizing Organizational Routines as a Source of Flexibility and Change’ 21. Bart Nooteboom (1999), ‘Innovation, Learning and Industrial Organisation’ Name Index

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Book SynopsisOver the past twenty years or so there has been a marked increase in the study of personnel issues by labour economists. These studies have explored such topics as incentives, compensation methods, human resource strategies and institutional structures, and have provided an insightful empirical literature rich in the creative use of new data. In these two volumes, the editors bring together many of the theoretical papers which were key in establishing personnel economics as a discipline within economics, as well as a selection of empirical studies which have been important in developing an understanding of the economics of human resource issues. The editors have written an authoritative introduction to complement their selection.Table of ContentsContents: Volume I: The Concepts Acknowledgements Introduction Edward P. Lazear and Robert McNabb PART I THEORETICAL FOUNDATIONS A Basics 1. Gary S. Becker (1962), ‘Investment in Human Capital: A Theoretical Analysis’ 2. Stephen A. Ross (1973), ‘The Economic Theory of Agency: The Principal’s Problem’ 3. Joseph E. Stiglitz (1975), ‘Incentives, Risk, and Information: Notes Towards a Theory of Hierarchy’ 4. Edward P. Lazear (1979), ‘Why Is There Mandatory Retirement?’ 5. Bengt Holmström (1979), ‘Moral Hazard and Observability’ 6. Eugene F. Fama (1980), ‘Agency Problems and the Theory of the Firm’ 7. Assar Lindbeck and Dennis J. Snower (1986), ‘Wage Setting, Unemployment, and Insider–Outsider Relations’ B Tournaments 8. Edward P. Lazear and Sherwin Rosen (1981), ‘Rank-Order Tournaments as Optimum Labor Contracts’ 9. Sherwin Rosen (1986), ‘Prizes and Incentives in Elimination Tournaments’ 10. Edward P. Lazear (1989), ‘Pay Equality and Industrial Politics’ C Measurement 11. Edward P. Lazear (1986), ‘Salaries and Piece Rates’ 12. George P. Baker (1992), ‘Incentive Contracts and Performance Measurement’ 13. Margaret A. Meyer (1994), ‘The Dynamics of Learning with Team Production: Implications for Task Assignment’ PART II THEORETICAL ISSUES: PUZZLES, ANALYSIS AND ANSWERS 14. H. Lorne Carmichael (1988), ‘Incentives in Academics: Why Is There Tenure?’ 15. Charles Kahn and Gur Huberman (1988), ‘Two-sided Uncertainty and “Up-or-Out” Contracts’ 16. Eugene Kandel and Edward P. Lazear (1992), ‘Peer Pressure and Partnerships’ 17. Canice J. Prendergast (1995), ‘A Theory of Responsibility in Organizations’ 18. Sherwin Rosen (1992), ‘The Military as an Internal Labor Market: Some Allocation, Productivity, and Incentive Problems’ PART III THE JOB 19. Edward P. Lazear (1992), ‘The Job as a Concept’ 20. George Baker, Michael Gibbs and Bengt Holmstrom (1994), ‘The Internal Economics of the Firm: Evidence from Personnel Data’ 21. Michael L. Wachter and Randall D. Wright (1990), ‘The Economics of Internal Labor Markets’ 22. Robert Gibbons and Michael Waldman (1999), ‘A Theory of Wage and Promotion Dynamics Inside Firms’ 23. Oliver E. Williamson, Michael L. Wachter and Jeffrey E. Harris (1975), ‘Understanding the Employment Relation: The Analysis of Idiosyncratic Exchange’ PART IV PERSONNEL STRATEGY 24. Casey Ichniowski, Kathryn Shaw and Giovanna Prennushi (1997), ‘The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines’ 25. Richard B. Freeman and Edward P. Lazear (1995), ‘An Economic Analysis of Works Councils’ 26. Julio J. Rotemberg (1994), ‘Human Relations in the Workplace’ 27. Raaj Kumar Sah and Joseph E. Stiglitz (1986), ‘The Architecture of Economic Systems: Hierarchies and Polyarchies’ 28. Renée M. Landers, James Rebitzer and Lowell J. Taylor (1996), ‘Rat Race Redux: Adverse Selection in the Determination of Work Hours in Law Firms’ Name Index Volume II: Personnel Economics and Performance Acknowledgements An introduction by the editors to both volumes appears in Volume I PART I PIECE RATE PAY 1. Edward P. Lazear (2000), ‘Performance Pay and Productivity’ 2. Beth J. Asch (1990), ‘Do Incentives Matter? The Case of Navy Recruiters’ 3. Sue Fernie and David Metcalf (1999), ‘It’s not What You Pay it’s the Way that You Pay it and that’s What Gets Results: Jockeys’ Pay and Performance’ 4. Charles Brown (1990), ‘Firms’ Choice of Method of Pay’ PART II PROFIT SHARING AND TOURNAMENT PAY STRUCTURES, OTHER INCENTIVE SCHEMES 5. Robert Drago and Gerald T. Garvey (1998), ‘Incentives for Helping on the Job: Theory and Evidence’ 6. Tor Eriksson (1999), ‘Executive Compensation and Tournament Theory: Empirical Tests on Danish Data’ 7. Charles R. Knoeber and Walter N. Thurman (1994), ‘Testing the Theory of Tournaments: An Empirical Analysis of Broiler Production’ 8. Daniel M.G. Raff and Lawrence H. Summers (1987), ‘Did Henry Ford Pay Efficiency Wages?’ 9. Jonathan S. Leonard (1987), ‘Carrots and Sticks: Pay, Supervision, and Turnover’ 10. David G. Blanchflower and Andrew J. Oswald (1988), ‘Profit-Related Pay: Prose Discovered?’ 11. Robert McNabb and Keith Whitfield (1998), ‘The Impact of Financial Participation and Employee Involvement on Financial Performance’ PART III EXECUTIVE COMPENSATIONS 12. Michael C. Jensen and Kevin J. Murphy (1990), ‘Performance Pay and Top-Management Incentives’ 13. Robert Gibbons and Kevin J. Murphy (1990), ‘Relative Performance Evaluation for Chief Executive Officers’ 14. Brian G.M. Main, Alistair Bruce and Trevor Buck (1996), ‘Total Board Remuneration and Company Performance’ 15. Jonathan S. Leonard (1990), ‘Executive Pay and Firm Performance’ Name Index

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Book SynopsisFast track route to jump-starting your career Covers key career management techniques, from lifelong learning to getting promoted, and from surviving office politics to goal setting Packed with lessons and tips from great careers and ideas from great thinkers like Charles Handy Includes a glossary of key concepts and a comprehensive resources guide ExpressExec is a unique business resource of one hundred books. These books present the best current thinking and span the entire range of contemporary business practice. Each book gives you the key concepts behind the subject and the techniques to implement the ideas effectively, together with lessons from benchmark companies and ideas from the world's smartest thinkers. ExpressExec is organised into ten core subject areas making it easy to find the information you need: 01 Innovation 02 Enterprise 03 Strategy 04 Marketing 05 Finance 06 Operations and Technology 07 Organizations 08 Leading 09 People 10 Life and Work ExpressExec is a perfect learning solution for people who need to master the latest business thinking and practice quickly.Table of ContentsIntroduction to Express Exec Introduction to Career Management What is Career Management? The Evolution of Career Management The E-Dimension The Global Dimension The State of the Art In Practice Key Concepts and Thinkers Resources Ten Steps to Making Career Management Work Frequently Asked Questions (FAQs) Acknowledgements Index

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Book SynopsisFast track route to hiring the best and locking in top talent Covers the key areas of recruitment and retention, from newtechniques for expanding your search and finding candidates forhard-to-fill jobs to making the best hiring decision and retainingyour high-performance talent pool Examples and lessons from some of the world's most successfultalent managers, including Cigna, Fujitsu Limited, the U.S. ArmedServices, General Electric, Hewlett Packard, Steelcase, andAlliedSignal, and ideas from the smartest thinkers, includingFrederick Herzberg, Abraham Maslow, Richard Boyatzis, Martha R. A.Fields, and Peter D. Weddle Includes a glossary of key concepts and a comprehensiveresources guide.Table of ContentsIntroduction to Express Exec Introduction Definition of Terms Evolution The E-Dimension The Global Dimension The State of the Art of Recruitment and Retention In Practice Key Concepts and Thinkers Resources Ten Steps to Making Recruitment and Retention Work Frequently Asked Questions (FAQs) Index

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Book SynopsisFast track route to motivating individuals and teams Covers the key areas of motivation, from the development of academic theories and celebrated workplace experiments to the contemporary dilemmas caused by restructuring and job insecurity Examples and lessons from some of the world's most successful businesses, including LVMH and BP, and ideas from the smartest thinkers, including Abraham Maslow, Douglas McGregor, W Edwards Deming, Lynda Gratton, Fons Trompenaars and Meredith Belbin Includes a glossary of key concepts and a comprehensive resources guideTable of ContentsIntroduction to Express Exec Introduction to Motivation What is Motivation? Evolution Motivation The E-Dimension to Motivation Globalization The State of the Art In Practice: Success Stories Key Concepts and Thinkers Resources Ten Steps to Making Motivation Work Frequently Asked Questions (FAQs) Acknowledgements Index

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Book SynopsisFast track route to failsafe strategies for managing people Covers all the key challenges of people management, from the development of the personnel profession and early theories to the rapid changes of recent years as skill requirements have grown and the concept of intellectual capital has taken hold Examples and lessons from some of the world's most successful people businesses, including IBM Europe, Southwest Airlines and Parker Hannifin, and ideas from the smartest thinkers, including Jeffrey Pfeffer, Mark Huselid, David Ulrich and Leif Edvinsson Includes a glossary of key concepts and a comprehensive resources guideTable of ContentsIntroduction to Express Exec Introduction to People Express People Express: What is People Management? The Evolution of People Management The E-Dimension of People Management The Global Dimension of People Management The State of the Art of People Management People Management: Success Stories Key Concepts and Thinkers in People Management Resources for People Management Ten Steps to Making People Management Work Frequently Asked Questions (FAQs) Index

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Book SynopsisFast track route to getting the most from teams and team working Covers the key areas of team working, from developing an existing team and building highly effective new teams to virtual teaming and teams in the global economy Examples and lessons from some of the world's most successful businesses, including Southwest Airlines, the Mayo Clinic and Hitachi, and ideas from the smartest thinkers, including Warren Bennis, Meredith Belbin, Ken Blanchard and Jon R. Katzenbach and Douglas K. Smith Includes a glossary of key concepts and a comprehensive resources guideTable of ContentsIntroduction to Express Exec Introduction What is Teamworking Evolution of Teamworking The E-Dimension The Global Dimension The State of the Art In Practice Key Concepts and Thinkers Resources Ten Steps to Making It Work Frequently Asked Questions (FAQs) Index

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Book SynopsisFast track route to mastering all aspects of managing a diverse workforce Covers all the key techniques for managing diversity successfully, from motivating all parts of the workforce to techniques for avoiding stereotyping, and from managing the multilingual organization to using technology Examples and lessons from some of the world's most successful businesses, including Coca Cola, British Airways and Mitsubishi, and ideas from the smartest thinkers, including Richard Lewis and Fons Trompenaars Includes a glossary of key concepts and a comprehensive resources guide ExpressExec is a unique business resource of one hundred books. These books present the best current thinking and span the entire range of contemporary business practice. Each book gives you the key concepts behind the subject and the techniques to implement the ideas effectively, together with lessons from benchmark companies and ideas from the world's smartest thinkers. ExpressExec is organised into ten core subject areas making it easy to find the information you need: 01 Innovation 02 Enterprise 03 Strategy 04 Marketing 05 Finance 06 Operations and Technology 07 Organizations 08 Leading 09 People 10 Life and Work ExpressExec is a perfect learning solution for people who need to master the latest business thinking and practice quickly.Table of ContentsIntroduction to Managing Diversity What is Managing Diversity? The Evolution of Managing Diversity The E-Dimension in Managing Diversity The Global Dimension of Managing Diversity The State of the Art of Managing Diversity Managing Diversity Success Stories Key Concepts and Thinkers in managing Diversity Resources for Managing Diversity Ten Steps to Making Managing Diversity Work

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Book SynopsisFast track route to the effective management of flexible workersand working arrangements Covers the key areas of managing the flexible workforce fromattitude formation and leadership, direction and motivation togroup management and flexible workforce development Examples and lessons from some of the world's most successfulbusinesses including Sandals Inc, British Airways, Cobra Beer, andSemco, and ideas from the smartest thinkers including PeterDrucker, Peter Senge, Linda Gratton and Robert Heller Includes a glossary of key concepts and a comprehensiveresources guideTable of ContentsIntroduction to Express Exec Introduction to Flexible Working What is Flexible Working? The Evolution of Flexible Working The E-Dimension of Flexible Working The Global Dimension of Flexible Working The State of the Art Flexible Working Success Stories Key Concepts and Thinkers Resources for Flexible Working Ten Steps to Effective Flexible Working Frequently Asked Questions (FAQs) Index

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Book SynopsisThe fast track route to mastering all aspects of training and development. Covers key training and development best practice and thinking, from establishing current levels of knowledge and skills to setting priorities, and from developing individual action plans to using technology. Examples and lessons from some of the world's most successful businesses, including American Airlines and National Air Traffic Services, and ideas from the smartest thinkers, including Meredith Belbin and Katherine Briggs and Isabel Briggs Myers. Includes a glossary of key concepts and a comprehensive resources guide.Table of ContentsIntroduction to Training and Development What Are Training and Development? The Evolution of Training and Development The E-Dimension The Global Dimension The State of the Art Success Stories Key Concepts and Thinkers Resources Ten Steps to Making the Concepts Work

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Book SynopsisFast track route to mastering business decision making Covers the key areas of decision making, from decision support systems and global templates to contemplation and implementation Examples and lessons from some of the world's most successful businesses, including Coca Cola and Pepsi Cola, The Valio Group, Best Buy, and Scandic Hotels, and ideas from the smartest thinkers, including Mary Altomare, Mike Aristedes, David L. Cooperrider, Andre L. Delbecq, J. D. Eveland, Brian Hsieh, Don Mankin, Paul Nutt, Daniel Power, and Morris Raker Includes a glossary of key concepts and a comprehensive resources guideTable of ContentsIntroduction to Express Exec Introduction Definition of Terms: What is Decision Making? The Evolution of Decision Making The E-Dimension The Global Dimension The State of the Art In Practice: Success Stories Glossary Resources Ten Steps to Effective Decision Making Frequently Asked Questions (FAQs) Acknowledgements Index

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Book SynopsisFast track route to managing human resources on a global scale Covers the key areas of global HR, from developing andcompensating local and expatriate talent and working within locallaws and customs to creating global HR strategy and succeeding as astrategic business partner Examples and lessons from some of the world's most successfulbusinesses, including Nortel Networks, Matsushita, and RoyalDutch/Shell, and ideas from the smartest thinkers, including DaveUlrich, Vladimir Pucik, Steve Kerr and Mike Losey Includes a glossary of key concepts and a comprehensiveresources guideTrade Review“…A fast-track guide to managing human resources on an international scale….” (Human Resources, February 2004)Table of ContentsIntroduction to Express Exec Introduction Definition of Terms Evolution The E-Dimension The Global Dimension The State of the Art In Practice Key Concepts and Thinkers Resources Ten Steps to Making It Work Frequently Asked Questions (FAQs) Index

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Book SynopsisFast track route to understanding leaders and leadership Covers the key areas of leadership, from transformational, charismatic and adaptive leadership to co-leadership and a new emphasis on great low-profile leaders Examples and lessons from some of the world's most successful leaders, including Jack Welch, Akio Morita, and Archie Norman, and ideas from the smartest thinkers, including Warren Bennis, Manfred Kets de Vries, Charles Hampden-Turner and Fons Trompenaars, Henry Mintzberg, and Jim Collins Includes a glossary of key concepts and a comprehensive resources guideTable of ContentsIntroduction to Express Exec introduction to Leadership What is Leadership? The Evolution of Leadership Thinking The E-Dimension The Global Dimension The State of the Leadership Debate In Practice: Leadership Success Stories Key Concepts and Thinkers Resources Ten Steps to Making Leadership Work 1 Frequently Asked Questions (FAQs) Index

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction. What is Meant by Training and Development. Evolution of Training and Development.. The E-Dimension of Training and Development. The Global Dimension of Training and Development. The State of the Art. Training and Development Success Stories. Key Concepts and Thinkers. Resources for Training and Development. Ten Steps to Effective Training and Development. Frequently Asked Questions (FAQs). Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction. Definition of Terms. Evolution: From Feudal Posts to Fast-track Projects. Evolution: Towards a Global Learning Organization. The E-Dimension. The State of the Art. In Practice. Key Concepts and Thinkers. Resources. Ten Steps to Making it Work. Frequently Asked Questions (FAQs). Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction to E-Training and Development. What is Meant by E-Training and Development. The Evolution of E-Training and Development. The E-Dimension. The Global Dimension. The State of the Art. In Practice - E-Training and Development Success Stories. Key Concepts and Thinkers. Resources for Training and Development. Ten Steps to Making E-Training and Development. Frequently Asked Questions (FAQs). Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction. What is Boardroom Education?. Evolution of Boardroom Education. The E-Dimension. The Global Dimension. The State of the Art. In Practice.. Key Concepts and Thinkers. Resources. Ten Steps to Making it Work. Frequently Asked Questions (FAQs). Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction. What is Management Development?. Evolution of Management Development. The E-Dimension. The Global Dimension. The State of the Art. In Practice.. Key Concepts and Thinkers. Resources. Ten Steps to Making it Work. Frequently Asked Questions (FAQs). Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction. What Do We Mean by "Developing Teams"? The Evolution of Developing Teams. The E-Dimension. The Global Dimension. Developing Teams: The State of the Art. Team Development Success Stories. Key Concepts and Thinkers. Resources for Development Teams. Ten Steps to Making It Work. Frequently Asked Questions. Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction to Implementing a Training and Development Strategy. What Do We Mean by a Training and Development Strategy? The Evolution of a Training and Development Strategy.. Training and Development Strategies and The E-Dimension. Implementing a Training and Development Strategy - Global Implications. The State of the Art of Implementing Training and Development Strategies . In Practice - Implementing a Training and Development Strategy Success Stories. Key Concepts and Thinkers. Resources for Implementing a Training and Development Strategy . Ten Steps to Implementing a Training and Development Strategy. Frequently Asked Questions. Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction. Definition of Terms. Evolution. In Practice. The Global Dimension. The State of the Art. Success Stories. Key Concepts and Thinkers. Resources. Ten Steps to Making it Work. Frequently Asked Questions (FAQs). Index.

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Book SynopsisEffective Training & Development is essential if you are to continuously get the best from your people and extend the knowledge shelf-life of your company. This module explores the vast array of options available to the HR function including on-the-job learning, formal management education, coaching and mentoring. Cost-effectiveness and measurable payback are also dealt with as cornerstones of any training and development activity.Table of ContentsIntroduction to ExpressExec. Introduction to Training and Development Finance. Training and Development Finance: What does Managing Training and Development Finance Involve? The Evolution of Training and Development Finance. The E-Dimension. The Global Dimension. The State of the Art. Managing Training and Development Finance in Practice. Key Concepts and Thinkers. Resources. Ten Steps to Managing Training and Development Finance. Frequently Asked Questions (FAQs). Index.

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Book SynopsisManaging People Across Cultures maps out the value of people issues in the organizations of today. It challenges us to ask key questions such as ?How did Human Resource Management (HRM) come to be and what genuine need is there for it?? and ?What should the future direction of HRM be?? Fons Trompenaars and Charles Hampden-Turner spell out their vision for what HRM must do to stay relevant to businesses today. Their view is that people management must embrace the values of entrepreneurship i.e. agility, flexibility and innovation to ensure its continued effectiveness. The authors also argue that workplaces have to become customized to grow and learn as its employees push the boundaries of learning and discovery. Functional barriers also need to be torn down. You will discover that the rightful place for HRM is at the fountainhead of any business; the place where ideas are first generated and mobilized for action.Trade Review"... attempt[s] to bring balance, insight and logic... the authors succeed admirable in this endeavour…." (Dialogin.com, June 2006)Table of ContentsIntroduction; Human Resource Management: A leading Force or a Palliative? 1. Human Resource Management and Corporate Culture. 2. Recruitment, Selection, and Assessment. 3. Training Managers to Attain Strategic Goals. 4. How HRM Can Facilitate the Problem-Solving Power of Teams. 5. Building a Learning Organization: A challenge to HR. 6. Leadership Development Across Cultures. 7. From Personal Diagnoses to Web-Based Assessments. 8. Steps Towards Resolving Dilemmas. 9. Creating an Assessment Center. 10. Varieties of Culture Shock. Endnotes. Appendices. Bibliography. Index.

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Book SynopsisThe aim of this book is primarily to enable those wanting to invest in coaching to be able to do so in the most effective way whether they are doing this as an organisation or as an individual. It illustrates the impact coaching can have and identifies changes in leadership and management demands and expectations. We consider what a coachee gets out of coaching, different formats for coaching and its potential value at Board level, including for the Chief Executive Officer, and for other individuals or groups such as new recruits or those who have just been promoted. We look at the difference between coaching and mentoring and the potential benefits that both can have, especially in combination. We look at how coaching programmes can be introduced effectively and how a leader might introduce coaching in their organisation. We address the international dimension with many organisations looking to ensure that leadership is based on similar values throughout its global reach. This book is unashamedly about business coaching. Quality coaching engagement will impact into an individual's wider life priorities and use of time and energy. But the effective delivery of business priorities has to be at the basis of introducing business coaching. Chapter headings: Effective Engagement The Impact Coaching Can Have Coaching in Context: Changes in Leadership and Management Demands and Expectations What Makes a Good Coach What a Coachee Gets Out of Engaging with Coaching Different Formats for Coaching Coaching and the Chief Executive Different Focuses of Individual Coaching The Difference Between Coaching and Mentoring Meeting Business Priorities Introducing Coaching Programmes in a Whole Organisation Running Coaching in Your Organisation The International Dimension Trade Review"Lively and brimming with enthusiasm…brings together practical advice and experience from people who are at the heart of the industry" (People Management, Thursday 9th August) "Business Coaching is a real breath of fresh air…a practical and useful read for everyone in HR." (Human Resources, September 2007) "...a useful tool for HR teams looking to dispel similar misconceptions in their own organisations." (Strategic HR Review, January 2008)Table of ContentsAcknowledgements. Foreword. Introduction. 1. Effective Engagement. 2. The Impact of Coaching. 3. Coaching in Context: Changes in Leadership and . Management Demands and Expectations. 4. What Makes a Good Coach?. 5. What a Client Gets Out of Engaging with Coaching . 6. Different Formats for Coaching. 7. Coaching Starts at the Top. 8. Different Contexts Where Coaching Can Make A Significant Difference.. 9. The Difference Between Coaching and Mentoring. 10. Meeting Business Priorities. 11. Introducing Coaching Programmes into an Organization. 12. Running Coaching in Your Organization. 13. The International Dimension. 14. Engaging with the Future of Coaching. Annex 1: Introducing Coaching Programmes: Key Questions. Annex 2: Bibliography. Index.

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Book SynopsisBestselling author David Taylor returns with his take on business coaching. No fuss. No jargon. Just great ideas. The Naked Coach is the back-to-basics book on coaching that will make sense of coaching and place it back at the very heart of the business agenda. It will make understanding, learning and teaching coaching simple. The Naked Coach tells real, practical, fun, exciting and above all else relevant stories that you can apply straightaway. David Taylor strips away the hype, jargon and mystery to give coaching a clear definition in all its forms, including mentoring, training, facilitation and interventions of every kind. The Naked Coach explains coaching without being patronising, defines without being arrogant, and does it in a fun, accessible way. It is coaching from a different perspective – yours. The fundamental principle of The Naked Coach is to be yourself – always. Find what works for you, and do it, again and again and again. Remember. No fuss. No Jargon. Just great ideas.Table of ContentsPrepare …. One: Coaching from a Different Perspective – Yours. 1 You, Here, Now. 2 The Obvious Secret. 3 The Deal, the Decision and the Day-to-Day. 4 Hit or Myth? Two: Self-Coaching – Applying The Formula to You. 1 Know Where You Want to Go. 2 Know Where You Are Now. 3 Know What You Have to Do, to Get to Where You Want to Go. 4 Do it! Three: Your Coaching Relationships. 1 Finding a Coach for Yourself. 2 You as Coach. 3 Coaching Upwards (Including CEOs). 4 One Team, One Vision. Four: Be a Truly Authentic Organization. 1 The Future – Not What it Used to Be. 2 The Next Business Age – An Agenda of Hope. 3 Ten Challenges – A Thousand Choices. 4 The Perspectives. Five: Coaching the World. 1 Life’s Most Persistent Question. 2 The 21 Days. 3 It Starts …. 4 The Answer’s Yes – What’s the Question? Six: Fulfi lling the Promise of Your First Few Seconds. Hazel’s Journey. Index.

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Book SynopsisThe theme of this book is moral leadership in action as it manifests itself implicitly and explicitly in European business organizations. We understand leadership as interplay among people at all levels within organizations and also within the economic system by which people are bound together through particular forms of interaction. The contributions collected in this volume mirror the plurality of approaches we find in the theoretical writings of academics in different European countries. The additional business cases from six different nations show how leaders actually have adopted and integrated working with values in their own organizations, i.e. how they put moral leadership into action. While the selected papers are not meant to be representative of each country, particular economic and cultural traditions are apparent in both thinking and managing moral leadership. The contributors, by presenting this emerging multicultural pattern of Europe, contribute to a better and more knowledgeable understanding of how European business leaders pursue their goals.Managers, students and teachers in business, ethics and leadership studies will find this volume an indispensable guide to the unique contributions of European leadership scholars.Trade Review'This comprehensive volume . . . is particularly suited to teachers and students within the higher education sector having an interest in business and management ethics.' -- Economic Outlook and Business Review

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Book SynopsisThis book takes a fresh look at professions - their history and sociology, and at the nature both of professional practice and professional competence. Based on research by the authors across 20 varied professions, the book offers an innovative model of professional competence and throws new light on how competence is acquired. It identifies a range of informal learning processes, which seem to be just as important to becoming competent as formal training. As a result, the authors suggest a paradigm of professional development that combines informal and formal learning and also brings together academic and competence-based approaches.Professions, Competence and Informal Learning provides practical advice to professional developers on programme design as well as tips for individual professionals on how to exploit their informal learning opportunities. It draws on the research to forecast the future skills needs of professionals and suggests how professional development programmes may need to change in response.The book should be of value to anyone who is interested in professional competence, whether as a professional educator or developer, or as an individual professional. It is also potentially of use to trainers and educators in non-professional areas, especially those with an interest in informal learning.Trade Review'It is a very good read. . . This book ought to appeal to a diverse readership: Those simply interested in their place in society as professionals and wishing to further develop themselves, those for whom the development of other professionals is their own professional interest, and those with an academic interest in the development of professions and the changing nature of employment. It pulls together a wide range of material, both theoretical and empirical, in a very readable and ultimately practical form.' -- Chris Alder, Personnel Review'The book provides an in-depth synthesis of continuing professional development (CPD) and adult learning literature. It brings into focus a myriad of published work from disparate sources . . . One test of the perceived value of a book such as this is "would I want to keep it on my bookshelf and will I use it?" Professions, Competence and Informal Learning will have a place on my bookshelf.' -- Leadership in Health Services'This book offers clear and informative accounts of the history of professions, theories of professional competence and learning, and the debates surrounding continual professional development, interwoven with carefully described empirical research which allows an insight into the perceptions and experiences of professionals themselves. It is a fascinating and useful book, which will appeal especially to those concerned with designing and running professional development programmes and, perhaps more importantly, to individual professionals who wish to understand and improve their own learning experiences.' -- Continuing Professional Development Spotlight'I highly recommend this book to HRM-professionals within all organizations; this book is an advanced HRD-source for the 21st century.' -- Celeste Wilderom, University of Twente, The NetherlandsTable of ContentsContents: Preface Part I: History and Sociology of Professions 1. When is a Job a Profession? 2. Once upon a Time: A Brief History of Professions 3. Here and Now: Professions in the Twenty-first Century Part II: Nature of Professional Competence and Professional Practice 4. Competence: A Problematic Concept? 5. Figuring it Out: Modelling Professional Competence 6. Ringing the Changes: Testing and Revising the Professional Competence Model 7. Professional Competence – Through the Eyes of Professionals 8. Practice Makes Perfect: How Professionals Do What They Do Part III: Professional Development – Theory and Practice 9. Learning in Theory: A Look at Learning Theories of Relevance to Professional Development 10. Beyond Competence: From Novice to Expert in Professional Practice 11. That’s the Way to Do It: A Critical Look at Some Techniques used in Developing Professionals 12. Learning in Practice: How Professionals Learn Informally 13. Making the Best of it: Maximising Informal Learning within Professional Development Programmes 14. Do it Yourself: Getting the Most from Your Learning Opportunities Part IV: Beyond the Here and Now 15. Learning is Lifelong: A Look at Continuing Professional Development 16. Over There: International Issues in Professional Development 17. Over the Horizon: Where are Professions Heading? References Index

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Book SynopsisThis book presents Human Resource Management (HRM) as a tool for improving the performance of organizations in developing and transitional countries. It does this through the presentation of an integrated model of human resource management, informed by the practical realities of applying such a model in developing and transitional countries. Using exercises and real-life examples, the authors emphasize the need to practise (and to study) HRM in context, taking account of the contrast between what theory says should happen and what actually happens in practice. Having introduced a strategic model of HRM, the book explores the key HRM activities of human resource planning, job analysis, managing pay, recruitment and selection, performance management, learning and training, job reduction and employee relations. The authors stress that every HRM model must be critically assessed in the particular setting in which it is being used, and then adopted, adapted or abandoned. This process of critical adaptation of international models of 'good practice' is the essence of global HRM.This textbook offers a clear and highly accessible introduction to the theory and practice of HRM in developing and transitional countries. It has been designed for students on a wide range of human resource oriented courses, including development management and administration. It will also be a valuable reference tool for HRM practitioners in the private and public sector and in NGOs.Trade Review‘Global Human Resource Management is a timely and excellent resource, and its focus on developing and transitional countries fills something of a gap in the literature. It is a welcome addition to the list of resources available to HR managers working in the international scene.' -- Geoffrey De Lacy, HR MonthlyTable of ContentsContents: 1. Global Human Resource Management: A ‘Crossvergent’ Approach 2. Strategic Human Resource Management 3. Human Resource Planning 4. Job Analysis 5. Managing Pay 6. Recruitment, Selection and Equal Opportunities 7. Performance Management and Appraisal 8. Learning and Training 9. Job Reduction 10. Employee Relations Bibliography Index

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Book SynopsisAlison Hardingham is a business psychologist with over twenty years' experience of coaching individuals and teams and a successful author, trainer and conference speaker.

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Book Synopsis

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Book Synopsis

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