Personnel and human resources Books
Chartered Institute of Personnel & Development HR Business Partnering
Book Synopsis
£670.00
Chartered Institute of Personnel & Development A Manager's First 100 Days
Book Synopsis
£670.00
McGraw-Hill Education Continuing Professional Development
Book SynopsisDavid Megginson is a professor of HRD at Sheffield Hallam University, UK. He is on both the membership and education committees of the CIPD and the CPD Working Group.Vivien Whitaker is a lecturer, researcher and consultant at Sheffield Hallam University, UK.
£35.99
Chartered Institute of Personnel & Development Learning Evaluation
Book Synopsis
£670.00
Chartered Institute of Personnel & Development Handling Difficult People and Difficult
Book Synopsis
£499.00
Chartered Institute of Personnel & Development Team Development Exercises
Book Synopsis
£499.00
Chartered Institute of Personnel & Development Train the Trainer
Book Synopsis
£499.00
Chartered Institute of Personnel & Development Negotiating, Influencing and Persuading
Book Synopsis
£499.00
Chartered Institute of Personnel & Development Coaching
Book Synopsis
£670.00
Chartered Institute of Personnel & Development Assertiveness
Book Synopsis
£225.00
Chartered Institute of Personnel & Development Managing Performance Problems
Book Synopsis
£225.00
Chartered Institute of Personnel & Development Stress
Book Synopsis
£225.00
Chartered Institute of Personnel & Development Absence Management
Book Synopsis
£225.00
Chartered Institute of Personnel & Development Customer Service in Your Organisation
Book Synopsis
£499.00
Chartered Institute of Personnel & Development HR Strategy
Book Synopsis
£670.00
Chartered Institute of Personnel & Development Icebreakers and Energisers for Effective Training
Book Synopsis
£499.00
Chartered Institute of Personnel & Development Time Management
Book Synopsis
£225.00
Chartered Institute of Personnel & Development Effective Inductions
Book Synopsis
£225.00
Kogan Page Leadership and Management Development
Book SynopsisAlan Mumford has published numerous articles and books and is a leading figure in the management development field.Jeff Gold is a principal lecturer in Organisation Learning at Leeds Business School, Leeds Metropolitan University, UK.Richard Thorpe is a professor of Management Development and deputy director of the Keyworth Institute at Leeds University Business School, University of Leeds, UK.
£47.49
Chartered Institute of Personnel & Development Employee Engagement
Book Synopsis
£670.00
Chartered Institute of Personnel & Development International Human Resource Management
Book Synopsis
£670.00
Chartered Institute of Personnel & Development Building High Performance in Organisations
Book Synopsis
£670.00
Kogan Page Designing Delivering and Evaluating LD
Book SynopsisPeter Cureton is a former associate examiner for designing and delivering training with the CIPD. Jim Stewart is Professor of HRD at Liverpool Business School, UK. He is also Chief Examiner of Learning and Development for the CIPD as well as Visiting Panel Chair and External Moderator.
£44.64
McGraw-Hill Education CrossCultural Management in Work Organisations
Book SynopsisRay French is a principal lecturer at Portsmouth Business School, UK, where he is the subject leader for Organisation Studies and Human Resources.
£44.64
Kogan Page Building and Sustaining a Coaching Culture
Book SynopsisDavid Clutterbuck is one of the pioneers of coaching and mentoring and co-founder with David Megginson of the European Mentoring and Coaching Council.David Megginson is Emeritus Professor of HRD at Sheffield Business School and is a joint founder with David Clutterbuck of EMCC.Agnieszka Bajer is a Senior Manager at PwC Cyprus, where she leads the leadership development and coaching practice.
£39.99
Kogan Page Human Resource Management in a Business Context
Book SynopsisJohn Kew is an educational consultant and has written flexible learning material for the CIPD's Professional Development Scheme.John Stredwick is Senior Lecturer at University of Bedfordshire and a well renowned author. He is Visiting Professor at Webster University (US) based in Regents Park.
£43.69
Chartered Institute of Personnel & Development Human Resource Management for MBA and Business
Book SynopsisIain Henderson is a senior teaching fellow at Edinburgh Business School, Heriot-Watt University, UK.
£47.49
Liverpool University Press Diversity Management in Practice: A
Book SynopsisThis volume is a vital tool for anybody conducting primary research in the implementation of diversity regulation, and an inspiration for practitioners in the field of diversity management and policy implementation. The publication will feature Subject, Discipline, Geographic and Diversity indexes, which will enable searches to be conducted across cultural perspectives on diversity and its management. It provides a bridge across the linguistic and intellectual traditions that currently sets scholars and practitioners in the field of diversity management apart from each other. The bibliography will be drawn from each of the partners active within the NoE, representing Europe and key nations such as India, where diversity is embraced as the essence of society and development. Abstracts will be provided in English of key literature, and the bibliography will support cross-cultural understanding of issues surrounding diversity and its management in society. Articles and books annotated in the publication will comprise both classical works and contemporary perspectives, allowing better communication across linguistic barriers on issues that affect chiefly the management of organisations and cities in Europe. The volume is a vital tool for anybody conducting primary research in the implementation of diversity regulation, and an inspiration for practitioners in the field of diversity management and policy implementation. The publication will feature Subject, Discipline, Geographic and Diversity indexes, which will enable searches to be conducted across cultural perspectives on diversity and its management.Table of ContentsIntroduction; The Reviews; List of Contributors & Their Affiliation; Subject Index; Main Discipline Index; Geographical Area Index; Diversity-Type Index.
£100.00
Edward Elgar Publishing Ltd Maximum Performance: A Practical Guide to Leading
Book SynopsisBased on twelve years involvement with more two thousand MBAs, managers and professionals, Maximum Performance is a comprehensive analysis of leading and managing people set against a backdrop of accelerating organizational, business and technological change. It covers traditional topics - such as personal performance and stress management, employee motivation and performance, power and politics, communication skills and leading and managing change, as well as more contemporary issues, such as business ethics in a global economy and leadership in high-tech and virtual organizations. It also looks at how leaders and managers can create cultures to promote essential modern organizational competencies such as creativity and innovation, the effective dissemination and use of knowledge and intellectual capital, and creating systemic intelligent learning capabilities amongst employees.Maximum Performance represents a distillation of the best practical ideas about leadership and people management of recent times, condensed into a form that busy managers and professionals can assimilate and make immediate use of at work in large, medium-sized or small organizations, and in the public or private sector.Trade Review'This is a big book in more ways than one. . . a detailed and illuminating exploration of leadership qualities, attributes, skills and competencies. . . the mixture of theory, reflective questions, stories, tools and practical exercises demand a level of thoughtful engagement and self-reflection rarely required by books on leadership. . . the Australian content is refreshing, as is the lack of evangelistic promises of immediate transformation. . . this book is firmly grounded in supporting the learning and skill development needed for maximum performance.' (Boss magazine, August p.55). -- The Australian Financial Review - AFR Boss'If we were giving a graduate-level class in leadership and people management skills (I'm a UCLA Business and Management Program instructor) I would choose this book as the text. If a client asked for a great book to enhance his/her leadership skills, (we consult in organization, compensation and performance management) this would be one of first books I would suggest. It's that good! The book offers a comprehensive guide for developing leadership and people management skills. It's a powerful, broad-spectrum leadership toolkit with a wealth of information about skills and practices, and hundreds of suggestions and opinions from business and political leaders, consultants, and academics. This book is an outstanding resource for leaders and aspiring leaders. It is filled with an abundance of insights: the distinction it makes between a leader and a manager is one of the best, if not the best, we've read. Just a few of the subjects covered are: the leadership-as-servant philosophy; leaders as coaches and mentors; communication; motivation; leading and managing teams; women as leaders; managing power, politics and conflict; leading organizational and cultural change; creating an innovative organization; leadership and people management in high-tech, networked; and virtual organizations. Throughout the book are bullet-point lists, exercises, and to-the-point conclusions. It is clearly written and superbly organized. An excellent bibliography and subject index top off this outstanding work. We highly recommend this book.' -- Yvette Borcia and Gerry Stern, Stern's Management Review'Maximum Performance is a comprehensive business tome. Although it is designed for students, busy executives who use the chapter summaries or chapter sections to focus on topics that interest them will find the book useful. Organizations with large collections on management or leadership will want to buy it. Business researchers with limited library space or who are looking for a good summary of current management topics may also find the book of value. . . The strength of Maximum Performance is its breadth. Forster touches on everything from whether leaders are born or made to Machiavellian strategies for dealing with toxic work environments. Anyone interested in ideas on leadership will likely find several sections of interest. Those sections that are particularly strong include the discussions on the different roles and organizational context of leadership, key issues in motivating employees, the team development process, and best practices in leading organizational change.' -- Scott R. Jenkins, Business Information Alert'Nick Forster's large text is for MBA students. He writes in a clean, clear style and frankly admits that leadership and people-management skills cannot adequately be learned from books. He knows however that good books can help, and also that cliches of management can be inspirational and will be used widely though they call for close analysis of substance or context. He is in this a modern-day Samuel Smiles, equipped with a variety of diagnostic tools.' -- The AustralianTable of ContentsContents: Preface 1. The Foundations of Leadership and People Management 2. Personal Performance and Stress Management 3. Communication at Work 4. Employee Motivation, Empowerment and Performance 5. Leading and Managing Teams 6. Doing it Differently? The Emergence of Women Leaders 7. Managing Power, Politics and Conflict 8. Leading Organizational and Cultural Change 9. Innovation and Organizational Learning 10. Managing Employee Knowledge and Intellectual Capital 11. Leadership and People Management in High-Tech, Networked and Virtual Organizations 12. Leadership and Business Ethics Conclusion: Leading and Managing People at Work Appendix 1: The Business Case for Emotional Intelligence Appendix 2: The Benefits of Health and Wellness Programs Bibliography Index
£179.00
Edward Elgar Publishing Ltd Governance, Directors and Boards
Book SynopsisThis unique volume brings together contributions on corporate governance published in various disciplines, including accounting, economics, finance and management. Mahmoud Ezzamel presents a collection of seminal papers that focus on the relationship between boards of directors and corporate governance. Governance, Directors and Boards investigates such important issues as the composition of boards of directors, their key overall roles as mechanisms of governance, the impact of the board on the nature of decision making in contemporary organisations, and the role of the relationship between the board and the determination of executive remuneration.Trade Review'This is unquestioningly an essential reference work for any person who wants to muster a good knowledge of this research area. Highly recommended reading for researchers.' -- Gestion 2000'This book by Professor Ezzamel represents a major milestone in the literature on corporate governance by integrating most of the leading edge research on governance, directors and boards in a single volume. I am particularly impressed by the interdisciplinary nature of this book and the painstaking effort at creating a collection of empirical papers that build upon each other in an additive fashion. This book is a "must have" in the personal library of corporate governance scholars and should be widely used around doctoral programs in strategy around the world.' -- Luis Gomez-Mejia, Arizona State University, USTable of ContentsContents: Acknowledgements Introduction: Boards of Directors: Composition, Dynamics and Effects Mahmoud Ezzamel PART I DETERMINANTS OF BOARD COMPOSITION/BOARD DYNAMICS 1. Benjamin E. Hermalin and Michael S. Weisbach (1988), ‘The Determinants of Board Composition’ 2. Michael S. Weisbach (1988), ‘Outside Directors and CEO Turnover; 3. Jay Dahya, John J. McConnell and Nickolaos G. Travlos (2002), ‘The Cadbury Committee, Corporate Performance, and Top Management Turnover’ 4. Wei Shen and Albert A. Cannella, Jr. (2002), ‘Power Dynamics within Top Management and Their Impacts on CEO Dismissal Followed by Inside Succession’ 5. James D. Westphal and Edward J. Zajac (1995), ‘Who Shall Govern? CEO/Board Power, Demographic Similarity, and New Director Selection’ 6. Edward J. Zajac and James D. Westphal (1996), ‘Director Reputation, CEO-Board Power, and the Dynamics of Board Interlocks’ 7. Jeffrey A. Alexander, Mary L. Fennell and Michael T. Halpern (1993), ‘Leadership Instability in Hospitals: The Influence of Board-CEO Relations and Organizational Growth and Decline’ 8. William Ocasio and Hyosun Kim (1999), ‘The Circulation of Corporate Control: Selection of Functional Backgrounds of New CEOs in Large U.S. Manufacturing Firms, 1981–1992’ PART II BOARD CHARACTERISTICS AND DECISION MAKING 9. Benjamin E. Hermalin and Michel S. Weisbach (1998), ‘Endogenously Chosen Boards of Directors and Their Monitoring of the CEO’ 10. Barry Baysinger and Robert E. Hoskisson (1990), ‘The Composition of Boards of Directors and Strategic Control: Effects on Corporate Strategy’ 11. Terry McNulty and Andrew Pettigrew (1999), ‘Strategists on the Board’ 12. Mason A. Carpenter and James D. Westphal (2001), ‘The Strategic Context of External Network Ties: Examining the Impact of Director Appointments on Board Involvement in Strategic Decision Making’ 13. Rita D. Kosnik (1987), ‘Greenmail: A Study of Board Performance in Corporate Governance’ PART III BOARD CHARACTERISTICS AND ORGANISATIONAL PERFORMANCE 14. David Yermack (1996), ‘Higher Market Valuation of Companies with a Small Board of Directors’ 15. Dan R. Dalton, Catherine M. Daily, Jonathan L. Johnson and Alan E. Ellstrand (1999), ‘Number of Directors and Financial Performance: A Meta-Analysis’ 16. John A. Pearce II and Shaker A. Zahra (1991), ‘The Relative Power of CEOs and Boards of Directors: Associations with Corporate Performance’ 17. James D. Westphal (1999), ‘Collaboration in the Boardroom: Behavioral and Performance Consequences of CEO-Board Social Ties’ 18. Donald C. Hambrick, Theresa S. Cho and Ming-Jer Chen (1996), ‘The Influence of Top Management Team Heterogeneity on Firms' Competitive Moves’ PART IV BOARD CHARACTERISTICS AND CEO COMPENSATION 19. Charles J. Hadlock and Gerald B. Lumer (1997), ‘Compensation, Turnover, and Top Management Incentives: Historical Evidence’ 20. Brian K. Boyd (1994), ‘Board Control and CEO Compensation’ 21. Kevin F. Hallock (1997), ‘Reciprocally Interlocking Boards of Directors and Executive Compensation’ 22. James Wade, Charles A. O'Reilly III and Ike Chandratat (1990), ‘Golden Parachutes: CEOs and the Exercise of Social Influence’ 23. Mahmoud Ezzamel and Robert Watson (2002), ‘Pay Comparability Across and Within UK Boards: An Empirical Analysis of the Cash Pay Awards to CEOs and Other Board Members’ Name Index
£233.00
Edward Elgar Publishing Ltd Handbook of Research in International Human
Book SynopsisIn providing an insightful overview of a wide range of global human resource issues facing MNCs, this pathbreaking Handbook highlights emergent topics and new research findings that could shape the field of future IHRM research.Theoretical discussion of the variables and processes that affect IHRM policies and practices is provided by renowned contributors with widely differing academic backgrounds, paradigmatic orientations, and theoretical and methodological approaches. They explore extensive subject matter including: the importance of linking IHRM policies and activities to organizational strategy staffing, performance management, leadership development, and diversity management international assignment and mobility issues the role of IHRM in the management of global teams and cross-border joint ventures, mergers and acquisitions. Illustrating that IHRM research is theoretically eclectic, and drawing upon a range of paradigms and perspectives, this cutting-edge Handbook will be invaluable to academics and practitioners with an interest in human resource management, industrial and employment relations, management and international business.Trade Review‘Handbook of Research in International Human Resource Management represents a welcome contribution of IHRM literature and will be required readings for both novices and veteran researchers.' -- Dana B. Minbaeva, British Journal of Industrial Relations'. . . a rich array of contributors including some of the biggest names in the field.' -- Roger Bell, Delta Intercultural AcademyTable of ContentsContents: 1. International Human Resource Management Research: An Introduction to the Field Ingmar Björkman and Günter K. Stahl PART I: THE ROLE OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT 2. Strategic International Human Resource Management in Multinational Enterprises: Developments and Directions Helen De Cieri and Peter J. Dowling 3. The Dual Logics Behind International Human Resource Management: Pressures for Global Integration and Local Responsiveness Philip M. Rosenzweig 4. The Human Resource Department: Roles, Coordination and Influence Philip Stiles and Jonathan Trevor 5. Comparing HRM Policies and Practices Across Geographical Borders Chris Brewster 6. International Human Resource Management and Firm Performance Jaap Paauwe and Elaine Farndale 7. Global Knowledge Management and HRM Paul Sparrow PART II: RESEARCH ON GLOBAL STAFFING, PERFORMANCE MANAGEMENT AND LEADERSHIP DEVELOPMENT 8. Global Staffing David Collings and Hugh Scullion 9. The Compensation of Expatriates: A Review and a Future Research Agenda Jaime Bonache 10. Global Performance Management Systems Wayne F. Cascio 11. Developing Global Leadership Capabilities and Global Mindset: A Review Joyce S. Osland, Allan Bird, Mark Mendenhall and Asbjorn Osland 12. Diversity Management Joerg Dietz and Lars-Eric Petersen PART III: RESEARCH ON INTERNATIONAL ASSIGNMENTS 13. Expatriate Adjustment and Performance: A Critical Review David C. Thomas and Mila B. Lazarova 14. Issues Facing Women on International Assignments: A Review of the Research Hilary Harris 15. International Business Travellers: A Challenge for IHRM Denice E. Welch and Verner Worm 16. International Assignee Selection and Cross-Cultural Training and Development Paula Caligiuri and Ibraiz Tarique 17. The Evolution from Repatriation of Managers in MNEs to ‘Patriation’ in Global Organizations Michael Harvey and Milorad M. Novicevic PART IV: RESEARCH ON INTERNATIONAL TEAMS, ALLIANCES, MERGERS AND ACQUISITIONS 18. Decoupling and Coupling in Global Teams: Implications for Human Resource Management Jennifer L. Gibbs 19. Global Virtual Team Dynamics and Effectiveness Martha Maznevski, Sue Canney Davison and Karsten Jonsen 20. International Joint Venture System Complexity and Human Resource Management Randall Schuler and Ibraiz Tarique 21. Managing Culture and Human Resources in Mergers and Acquisitions Philip K. Goulet and David M. Schweiger PART V: THEORETICAL PERSPECTIVES ON INTERNATIONAL HUMAN RESOURCE MANAGEMENT 22. A Resource-Based View of International Human Resources: Toward a Framework of Integrative and Creative Capabilities Shad S. Morris, Scott A. Snell and Patrick M. Wright 23. International Human Resource Management and Economic Theories of the Firm Marion Festing 24. International Human Resource Management Research and Institutional Theory Ingmar Björkman 25. International Human Resource Management and Social Network/Social Capital Theory Mark L. Lengnick-Hall and Cynthia A. Lengnick-Hall 26. International Human Resource Management, Fairness and Trust: An Organizational Support Theory Framework Ellen Whitener 27. Gender and International Human Resource Management Jeff Hearn, Beverly D. Metcalfe and Rebecca Piekkari 28. Critical Theoretical Perspectives on International Human Resource Management Tuomo Peltonen 29. Language Effects in Multinational Corporations: A Review from an International Human Resource Management Perspective Rebecca Piekkari Index
£205.00
Edward Elgar Publishing Ltd Happy-Performing Managers: The Impact of
Book SynopsisThis book provides contemporary means to solve an age-old conundrum in management - do happy workers perform better? Decades of research and empirical evidence have been unable to establish a strong link between affective well-being, intrinsic job satisfaction and managers' performance. A unique methodology, fresh empirical evidence and a definitive analysis of previous theory and research are employed to support the happy productive worker thesis. The authors test a kindred idea - the 'happy-performing managers' proposition, using advanced statistical techniques. Performance is measured to a previously unachievable level. New empirical evidence is used to predict how affective wellbeing and intrinsic job satisfaction influences managers' contextual and task performance. These findings are argued to have significantly progressed our understanding of what underpins human performance at work. The book prescribes how managers' jobs might be changed to enhance or avoid a decline in happiness because managers' performance is impacting as never before on organisational productivity and the economic prosperity of nation-states. Extraordinary shifts in the global corporate environment mean managers' 'personal troubles' have now become 'public concerns'. An emerging movement to Positive Organisational Scholarship is countering such forces by developing ways to create positive human and organisational wellbeing. Happy-Performing Managers will be invaluable to academics, postgraduate students, human resource practitioners, executives and managers who are interested in gaining a deeper understanding of the factors that influence human performance in the workplace.Trade Review'The authors of this book [produced] a book in which the research evidence is clearly articulated (and original) and open to scrutiny. For this they should be commended. The authors should also be commended for their review of the literature - it is comprehensive and balanced. They clearly describe the emotions literature and provide structure to what can be a confusing morass of information. The literature review in this area is both current and appropriate. Hosie, Sevastos, and Cooper also provide a good critical review of the literature in the area of managers' roles and managerial performance. Again, these chapters were extensive, well structured and up-to-date. . . a book that everyone will get something out of. . .' -- Peter J. Jordan, Personnel Review'Managerial research for too long has been concerned with negative work experiences. . . This volume places the critical role of positive emotions front and center as factors in job performance. This includes concepts such as flow, optimism, hope, community and citizenship.' -- From the foreword by Ronald J. BurkeTable of ContentsContents: Foreword by Ronald J. Burke Preface: Putting the Head Back on the Body Part I: The ‘Happy-Productive Worker’ Thesis 1. Introduction: Exploring the Links between Happiness, Job Satisfaction and Job Performance 2. Job-related Affective Wellbeing and Intrinsic Job Satisfaction 3. Managers’ Job Performance 4. Links between Affective Wellbeing, Intrinsic Job Satisfaction and Managers’ Job Performance Part II: Methodology, Measurement and Results 5. Research Methodology and Data Analysis Techniques 6. Measuring Managers’ Performance 7. Analysing the Relationship between Affective Wellbeing, Intrinsic Job Satisfaction and Performance Part III: Findings, Implications and Contribution to Organisational Theory and Management Practice 8. Conclusion: Surviving and Thriving in the Age of Surprises References Index
£142.00
Edward Elgar Publishing Ltd Maximum Performance: A Practical Guide to Leading
Book SynopsisBased on twelve years involvement with more two thousand MBAs, managers and professionals, Maximum Performance is a comprehensive analysis of leading and managing people set against a backdrop of accelerating organizational, business and technological change. It covers traditional topics - such as personal performance and stress management, employee motivation and performance, power and politics, communication skills and leading and managing change, as well as more contemporary issues, such as business ethics in a global economy and leadership in high-tech and virtual organizations. It also looks at how leaders and managers can create cultures to promote essential modern organizational competencies such as creativity and innovation, the effective dissemination and use of knowledge and intellectual capital, and creating systemic intelligent learning capabilities amongst employees.Maximum Performance represents a distillation of the best practical ideas about leadership and people management of recent times, condensed into a form that busy managers and professionals can assimilate and make immediate use of at work in large, medium-sized or small organizations, and in the public or private sector.Trade Review'This is a big book in more ways than one. . . a detailed and illuminating exploration of leadership qualities, attributes, skills and competencies. . . the mixture of theory, reflective questions, stories, tools and practical exercises demand a level of thoughtful engagement and self-reflection rarely required by books on leadership. . . the Australian content is refreshing, as is the lack of evangelistic promises of immediate transformation. . . this book is firmly grounded in supporting the learning and skill development needed for maximum performance.' (Boss magazine, August p.55). -- The Australian Financial Review - AFR Boss'If we were giving a graduate-level class in leadership and people management skills (I'm a UCLA Business and Management Program instructor) I would choose this book as the text. If a client asked for a great book to enhance his/her leadership skills, (we consult in organization, compensation and performance management) this would be one of first books I would suggest. It's that good! The book offers a comprehensive guide for developing leadership and people management skills. It's a powerful, broad-spectrum leadership toolkit with a wealth of information about skills and practices, and hundreds of suggestions and opinions from business and political leaders, consultants, and academics. This book is an outstanding resource for leaders and aspiring leaders. It is filled with an abundance of insights: the distinction it makes between a leader and a manager is one of the best, if not the best, we've read. Just a few of the subjects covered are: the leadership-as-servant philosophy; leaders as coaches and mentors; communication; motivation; leading and managing teams; women as leaders; managing power, politics and conflict; leading organizational and cultural change; creating an innovative organization; leadership and people management in high-tech, networked; and virtual organizations. Throughout the book are bullet-point lists, exercises, and to-the-point conclusions. It is clearly written and superbly organized. An excellent bibliography and subject index top off this outstanding work. We highly recommend this book.' -- Yvette Borcia and Gerry Stern, Stern's Management Review'Maximum Performance is a comprehensive business tome. Although it is designed for students, busy executives who use the chapter summaries or chapter sections to focus on topics that interest them will find the book useful. Organizations with large collections on management or leadership will want to buy it. Business researchers with limited library space or who are looking for a good summary of current management topics may also find the book of value. . . The strength of Maximum Performance is its breadth. Forster touches on everything from whether leaders are born or made to Machiavellian strategies for dealing with toxic work environments. Anyone interested in ideas on leadership will likely find several sections of interest. Those sections that are particularly strong include the discussions on the different roles and organizational context of leadership, key issues in motivating employees, the team development process, and best practices in leading organizational change.' -- Scott R. Jenkins, Business Information Alert'Nick Forster's large text is for MBA students. He writes in a clean, clear style and frankly admits that leadership and people-management skills cannot adequately be learned from books. He knows however that good books can help, and also that cliches of management can be inspirational and will be used widely though they call for close analysis of substance or context. He is in this a modern-day Samuel Smiles, equipped with a variety of diagnostic tools.' -- The AustralianTable of ContentsContents: Preface 1. The Foundations of Leadership and People Management 2. Personal Performance and Stress Management 3. Communication at Work 4. Employee Motivation, Empowerment and Performance 5. Leading and Managing Teams 6. Doing it Differently? The Emergence of Women Leaders 7. Managing Power, Politics and Conflict 8. Leading Organizational and Cultural Change 9. Innovation and Organizational Learning 10. Managing Employee Knowledge and Intellectual Capital 11. Leadership and People Management in High-Tech, Networked and Virtual Organizations 12. Leadership and Business Ethics Conclusion: Leading and Managing People at Work Appendix 1: The Business Case for Emotional Intelligence Appendix 2: The Benefits of Health and Wellness Programs Bibliography Index
£50.30
Edward Elgar Publishing Ltd Research Companion to Working Time and Work
Book SynopsisThis Research Companion examines the effects of work hours on individual and family well-being and questions why people work hard and whether some can work too hard. It integrates contributions from two areas of research - work hours and work addiction - that have historically been pursued separately. Ronald Burke argues that while work hours have decreased for blue-collar workers, they have increased for professionals and managers, particularly in developed countries. He reveals that some employees need to work long hours while others do so willingly: people work long hours to meet individual needs and due to societal incentives such as materialism and consumerism. The book concludes that working long hours is only part of the story; why one works long hours and how one works these long hours emerge as powerful factors in determining the link between hours worked and well-being. The volume also includes recommendations for addressing a long hours culture at individual, family, organizational, community and societal levels.Academics, students, researchers and policymakers with an interest in human resource management, work hours and work addiction and their effects will find this highly original Companion to be a fascinating reaTrade Review'Ronald Burke has put together a collection of state-of-the-art research and writing about work hours and work addiction from around the world. This book is essential reading for academics, managers, human resource professionals and anyone else interested in identifying types of work addiction, learning about antecedents and consequences of workaholism, as well as how to help people achieve work-life balance. The contributions from top notch researchers and academics in the field provide a rounded view of how the interplay between career aspirations, work motivation and working conditions contribute to health outcomes and effectiveness at work.' -- Astrid M. Richardsen, Norwegian School of Management, Norway'The Research Companion to Working Time and Work Addiction captures the essence and intricacies of an important and fascinating topic. It explores the body of writing on work-hours that until this book existed quite separately from literature on work addiction. As can be expected from the breadth of his knowledge and the consistent quality of his work, Ronald J. Burke has done a terrific job of editing a book that presents work addiction and working time in a way that is both scientifically sound and engaging. The twenty four contributors have done an excellent job of extending and refining our understanding of work addiction and working time in this collection of excellent conceptual and empirical chapters. This book is a must for all scholars and practitioners who are interested in this fascinating aspect of work life.' -- Ayala Malach-Pines, Ben-Gurion University, Israel'This is an excellent and unique book which not only addresses the detrimental effects of long working hours and work addiction, but also investigates the causes and treatment of workaholism. An outstanding volume which includes both conceptual and empirical chapters from distinguished academics and practitioners from several countries. This is essential reading for all those interested in health and well-being in the workplace and the establishment of satisfactory home and work-life balances. The editor should be congratulated for this groundbreaking book.' -- Marilyn J. Davidson, University of Manchester, UK'This book is overdue. Someone, somewhere, a long time ago, should have put this book together, because its value is incalculable. The pace of change in the workplace has vastly increased, and workers see their jobs as more complex and fragmented. What is the prognosis? Where is it all going? What can be done about it? If anything? This book is more a "handbook" than a research companion, on all those aspects of the workplace that touch on or represent change, pace, workload, work addiction, work-life balance, job satisfaction, job involvement, stress, conflict, values, Type A behaviour and other personality disorders. What's more, it delves into some of the more unknown elements of these aspects of work, in different countries. Read it. You'll not be disappointed.' -- Janice Langan-Fox, Swinburne University of Technology, Melbourne, AustraliaTable of ContentsContents: Preface PART I: INTRODUCTION 1. Work Hours and Work Addiction Ronald J. Burke 2. How Long? The Historical, Economic and Cultural Factors Behind Working Hours and Overwork Lonnie Golden PART II: DEFINITION AND CONSEQUENCES OF WORKAHOLISM 3. The Workaholic Breakdown Syndrome Barbara Killinger 4. Exploring New Frontiers to Generate an Integrated Definition of Workaholism Lynley H.W. McMillan and Michael P. O’Driscoll 5. Understanding Workaholism: The Case for Behavioral Tendencies Peter E. Mudrack PART III: ANTECEDENTS AND TYPES OF WORKAHOLICS 6. Making Sense of Temporal Organizational Boundary Control Graeme MacDermid 7. Economic and Employment Conditions, Karoshi (Work to Death) and the Trend of Studies on Workaholism in Japan Atsuko Kanai 8. Workaholic Types: It’s Not How Hard You Work but Why and How You Work Hard Ronald J. Burke 9. Dr Jekyll or Mr Hyde? On the Differences between Work Engagement and Workaholism Wilmar B. Schaufeli, Toon W. Taris and Arnold B. Bakker PART IV: ADDRESSING WORK HOURS AND WORKAHOLISM 10. ‘Decent Working Time’: Balancing the Needs of Workers and Employers Jon C. Messenger 11. The Unlikely Referral of Workaholics to an Employee Assistance Program Gayle Porter and Robert A. Herring III 12. Career Success and Personal Failure: A Developing Need to Find Balance Ronald J. Burke and Teal McAteer-Early 13. Exploring Career and Personal Outcomes and the Meaning of Career Success Among Part-time Professionals in Organizations Mary Dean Lee, Pamela Lirio, Fahri Karakas, Shelley M. MacDermid, Michelle L. Buck and Ellen Ernst Kossek 14. Improving Work–Life Balance: REBT for Workaholic Treatment Charles P. Chen 15. Spiritual Leadership Theory as a Source for Future Theory, Research, and Recovery for Workaholism Louis W. Fry, Laura L. Matherly and Steve Vitucci Index
£167.00
Edward Elgar Publishing Ltd Recent Developments in the Economics of Training
Book SynopsisThis two volume collection covers important developments in the theory and empirical analysis of training since the start of the 1990s. It includes the seminal articles on training theory in the context of imperfect markets, which are essential for understanding social interventions in the private market. New analyses of the determinants of training are presented, some incorporating wider perspectives from industrial relations and human resource management. Advances in the methodology for evaluating public training programmes are then covered, with examples of both experimental and non-experimental methods. Finally, the volumes include major studies of the impact of training on workers and organisations, with examples from several different countries.Trade Review'. . . this collection is welcome, both as a guide to recent mainstream research, in both mainstream economics and management science, on employee training, and as a vivid demonstration of the increased range and sophistication of that research.' -- Paul Ryan, British Journal of Industrial Relations'Francis Green has done a masterly job of selecting the works that are essential for understanding the important tendencies in the economics of training of the last decade.' -- Transfer'As globalisation extends the impact of the knowledge economy we are also starting to witness the limitations to conventional approaches by the state to increase formal participation in education as a means of enhancing economic growth. In this context the study of skill acquisition or training in the workplace takes on a new importance. Here, Francis Green has provided a major service to scholars in bringing together this collection of papers. Not only does he provide the reader with access to the latest theoretical developments and empirical research in the economics of training but crucially, he locates this in the wider interdisciplinary approach to the role of training within organisations. This is especially important as it is from within this interdisciplinary perspective that we are likely to see the next major advances in our understanding of the part played by training in organisational performance and national competitiveness.' -- David Ashton, University of Leicester, UK'The collection of papers is highly relevant. It includes seminal contributions both from economics and from industrial relations. This multi-disciplinary approach is much to be welcomed; amongst the familiar jewels are some gems that I would otherwise not have come across. The range of papers is wide, and the volume is as up-to-date as it is possible to be in this fast changing area. The book will be an invaluable companion to all researchers, policymakers and practitioners with interests in the economics of training.' -- Geraint Johnes, Lancaster University Management School, UKTable of ContentsContents: Volume I: Recent Developments in the Theory of Training Acknowledgements Introduction Francis Green PART I RECENT DEVELOPMENTS IN THE THEORY OF TRAINING 1. Margaret Stevens (1994), ‘A Theoretical Model of On-the-job Training with Imperfect Competition’ 2. Daron Acemoglu and Jörn-Steffen Pischke (1999), ‘The Structure of Wages and Investment in General Training’ 3. Daron Acemoglu (1997), ‘Training and Innovation in an Imperfect Labour Market’ 4. Edwin Leuven (2005), ‘The Economics of Private Sector Training: A Survey of the Literature’ 5. Chun Chang and Yijiang Wang (1996), ‘Human Capital Investment under Asymmetric Information: The Pigovian Conjecture Revisited’ 6. Margaret Stevens (2001), ‘Should Firms be Required to Pay for Vocational Training?’ 7. James M. Malcomson, James W. Maw and Barry McCormick (2003), ‘General Training by Firms, Apprentice Contracts, and Public Policy’ 8. Alison L. Booth and Monojit Chatterji (1998), ‘Unions and Efficient Training’ PART II EMPIRICAL EVIDENCE ON THE DETERMINANTS OF TRAINING 9. John Paul Macduffie and Thomas A. Kochan (1995), ‘Do U.S. Firms Invest Less in Human Resources? Training in the World Auto Industry’ 10. Ann P. Bartel and Nachum Sicherman (1998), ‘Technological Change and the Skill Acquisition of Young Workers’ 11. Paul Osterman (1995), ‘Skill, Training, and Work Organization in American Establishments’ 12. Francis Green, Stephen Machin and David Wilkinson (1999), ‘Trade Unions and Training Practices in British Workplaces’ 13. René Boheim and Alison L. Booth (2004), ‘Trade Union Presence and Employer-Provided Training in Great Britain’ 14. David Fairris and Roberto Pedace (2004), ‘The Impact of Minimum Wages on Job Training: An Empirical Exploration with Establishment Data’ 15. David Neumark and William Wascher (2001), ‘Minimum Wages and Training Revisited’ 16. Wiji Arulampalam, Alison L. Booth and Mark L. Bryan (2004), ‘Training and the New Minimum Wage’ 17. Francis Green (1993), ‘The Determinants of Training of Male and Female Employees in Britain’ 18. Filipe Almeida-Santos and Karen A. Mumford (2004), ‘Employee Training in Australia: Evidence from AWIRS’ 19. M.J. Andrews, S. Bradley and D. Stott (2002), ‘Matching the Demand for and Supply of Training in the School-to-Work Transition’ PART III EMPIRICAL EVIDENCE ON THE IMPACT OF PUBLIC TRAINING PROGRAMMES 20. James J. Heckman and Jeffrey A. Smith (1999), ‘The Pre-programme Earnings Dip and the Determinants of Participation in a Social Programme. Implications for Simple Programme Evaluation Strategies’ 21. Håkan Regnér (2002), ‘A Nonexperimental Evaluation of Training Programs for the Unemployed in Sweden’ 22. A. Holm (2002), ‘The Effect of Training on Search Durations: A Random Effects Approach’ 23. Florian Kraus, Patrick Puhani and Viktor Steiner (1999), ‘Employment Effects of Publicly Financed Training Programs – The East German Experience’ 24. John C. Ham and Robert J. LaLonde (1996), ‘The Effect of Sample Selection and Initial Conditions in Duration Models: Evidence from Experimental Data on Training’ 25. Josef Zweimüller and Rudolf Winter-Ebmer (1996), ‘Manpower Training Programmes and Employment Stability’ 26. Liliane Bonnal, Denis Fougère and Anne Sérandon (1997), ‘Evaluating the Impact of French Employment Policies on Individual Labour Market Histories’ Name Index Volume II: Evidence About the Effects of Training Acknowledgements An introduction by the editor to both volumes appears in Volume I PART I THE EFFECTS OF PRIVATE TRAINING ON WORKERS AND ORGANISATIONS 1. John M. Barron, Mark C. Berger and Dan A. Black (1999), ‘Do Workers Pay for On-the-Job Training?’ 2. Ann P. Bartel (1995), ‘Training, Wage Growth, and Job Performance: Evidence from a Company Database’ 3. Daniel Parent (1999), ‘Wages and Mobility: The Impact of Employer-Provided Training’ 4. Alan Krueger and Cecilia Rouse (1998), ‘The Effect of Workplace Education on Earnings, Turnover, and Job Performance’ 5. Dominique Goux and Eric Maurin (2000), ‘Returns to Firm-provided Training: Evidence from French Worker-firm Matched Data’ 6. Anna Vignoles, Fernando Galindo-Rueda and Leon Feinstein (2004), ‘The Labour Market Impact of Adult Education and Training: A Cohort Analysis’ 7. Mark A. Loewenstein and James R. Spletzer (1999), ‘Dividing the Costs and Returns to General Training’ 8. Alison L. Booth and Mark L. Bryan (2005), ‘Testing Some Predictions of Human Capital Theory: New Training Evidence from Britain’ 9. Ann P. Bartel (1994), ‘Productivity Gains from the Implementation of Employee Training Programs’ 10. Mark A. Huselid (1995), ‘The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance’ 11. Mark A. Huselid and Brian E. Becker (1996), ‘Methodological Issues in Cross-Sectional and Panel Estimates of the Human Resource-Firm Performance Link’ 12. Casey Ichniowski, Kathryn Shaw and Giovanna Prennushi (1997), ‘The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines’ 13. Casey Ichniowski and Kathryn Shaw (1999), ‘The Effects of Human Resource Management Systems on Economic Performance: An International Comparison of U.S. and Japanese Plants’ 14. John Paul Macduffie (1995), ‘Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry’ 15. Alfonso Alba-Ramirez (1994), ‘Formal Training, Temporary Contracts, Productivity and Wages in Spain’ 16. Sandra E. Black and Lisa M. Lynch (1996), ‘Human-Capital Investments and Productivity’ 17. Thomas Zwick (2005), ‘Continuing Vocational Training Forms and Establishment Productivity in Germany’ 18. Gabriella Conti (2005), ‘Training, Productivity and Wages in Italy’ 19. Ann P. Bartel (2000), ‘Measuring the Employer’s Return on Investments in Training: Evidence from the Literature’ 20. William Collier, Francis Green and John Peirson (2005), ‘Training and Establishment Survival’ Name Index
£472.00
Edward Elgar Publishing Ltd Human Capital, Inter-firm Mobility and
Book SynopsisThe authors of this fascinating and original work contend that by analysing the conduct of organization members, a great deal can be learnt about firm behaviour and about the cooperative and competitive forces that underlie industry evolution. The empirical chapters in this volume are preceded by a conceptual overview of macro-organizational theories that explicitly bring in the role of individual actions. A rich set of studies carried out in the Dutch accounting sector is used to illustrate that changes in competitive positioning and behaviour are triggered by employee actions including advancement and defection to competitors. New insights on entrepreneurship, mergers and acquisitions and organizational dissolution further develop the multi-level focus of the set of studies presented here. The book aims at stimulating intellectual debate on the role of migration of human and social capital through inter-firm mobility and will provide a fascinating read for academics, researchers, students and practitioners with an interest in organizational theory, strategic management and human resource management.Trade Review'A pioneering and innovative analysis of how the social organization of talent and the mobility of talent shape entrepreneurial activity, the spread of organizational innovations, the incidence of mergers and acquisitions and the demise of organizations. A must read for students of organizations, strategy and human resource management.' -- Hayagreeva Rao, Stanford University, US'In this book, Pennings and Wezel address a neglected topic in organizational theory: the links between individual behaviors and organizational outcomes. Their study. . . demonstrates how individual careers affect organizational founding, competitiveness, and survival, and provides rich insights on the role of human capital in professional partnerships. It offers a new perspective backed by solid reasoning and evidence.' -- Henrich R. Greve, Norwegian School of Management, NorwayTable of ContentsContents: Preface Part I: Theoretical and Empirical Foundations 1. The Role of Individual Conduct in Macro-organizational Theory 2. Partnership as a Major Type of Organization Form Part II: The Intangible Asset of Human-Intensive Organizations 3. Social Capital of Organizations: Conceptualization, Level of Analysis and Performance Implications 4. Human Capital, Social Capital and Firm Dissolution 5. Mimicry and the Market: Adoption of a New Organizational Form 6. Mergers and Acquisitions: Strategic and Organizational Fit Part III: The Role of Individual Mobility for Organizational Behavior and Performance 7. Spatial and Temporal Heterogeneity in Founding Patterns 8. Heterogeneity Shifts Due to Member Mobility: New Insights on Demographic Diversity and Organizational Survival 9. Competitive Consequences of Routine Spillovers Due to Inter-firm Mobility 10. In Conclusion: Micro Behaviors as Inducements for Firm and Sector Evolution References Index
£105.00
Edward Elgar Publishing Ltd International Handbook of Entrepreneurship and
Book SynopsisThis invaluable reference tool has been designed in response to the growing recognition that too little is known about the intersection between entrepreneurship and human resource management. Paying particular attention to the 'people' side of venture emergence and development, it offers unique insights into the role that human resource management (HRM) plays in small and entrepreneurial firms.A group of international scholars contribute theoretical and empirical chapters on specific HRM issues in the context of entrepreneurial and smaller firms. The Handbook offers a new understanding of the role of HRM in developing sustainable entrepreneurship and describes how HRM practices and procedures can be used to help navigate and, indeed, drive the changing landscape in these firms.Exploring the functional aspects and nature of managing HRM in new, small, growing, emerging and entrepreneurial firms, this fascinating Handbook will not only be warmly welcomed by HRM students, researchers and academics, but also by HR practitioners and managers.Trade Review'This highly original book focuses on human resource management issues in the context of entrepreneurial and small firms, including original theoretical and empirical chapters. . . the book offers a unique insight into understanding the role of HRM in developing sustainable entrepreneurship and entrepreneurial ventures as well as how HRM practices and procedures can be used to help navigate, or indeed drive, the changing landscape in smaller and entrepreneurial firms. It is a useful resource for many small firms, entrepreneurship and economic development researchers, and also for policy-makers and post-graduate students interested in these areas. It provides a starting point to consider a variety of issues with regard to HRM and, in this regard it is an interesting and useful Handbook.' -- Qihai Huang, International Journal of Entrepreneurial Behaviour & ResearchTable of ContentsContents: 1. Introduction: At the Intersection of Entrepreneurship and Human Resource Management Rowena Barrett and Susan Mayson PART I: THEORY AND RESEARCH METHODS 2. The Nascent Entrepreneur, Business Development and the Role of Human Resources Elizabeth Chell 3. Entrepreneurship Capital: A Regional, Organizational, Team and Individual Phenomenon David Audretsch and Erik Monsen 4. Interpretivist Approaches to Entrepreneurship Catherine Cassell and Sara Nadin PART II: THE NATURE OF HRM IN SMALLER AND ENTREPRENEURIAL FIRMS 5. Human Resource Management as an Entrepreneurial Tool? Cinzia Dal Zotto and Veronica Gustafsson 6. The Formality and Informality of HRM Practices in Small Firms Rowena Barrett and Susan Mayson 7. Human Resource Management and Corporate Performance: Evidence from UK and US Small Firms Jonathan Michie and Maura Sheehan 8. Human Resource Strategies of High-Growth Entrepreneurial Firms Robert L. Heneman, Judith W. Tansky and S. Michael Camp 9. The Relationship between Small Firm Growth and HRM Practices Rowena Barrett, Susan Mayson and Niel Warriner 10. Formalizing Relationships? Time, Change and the Psychological Contract in Team Entrepreneurial Companies Lynn M. Martin, Shaheena Janjuha-Jivraj, Charlotte Carey and Srikanth Sursani Reddy 11. Growing Pains: Managing the Employment Relationship in Medium-Sized Enterprises Susan Marlow and Amanda Thompson 12. Paternalism and People Management in a Low-Tech Manufacturing Company Jeff Hyman, Fraser Osborne and Sarah Jack 13. Barriers to Growth in Family-Owned Smaller Businesses Richard Harris and Renee Reid 14. Human Resource Management in Small and Medium-Sized Enterprises in Jiangsu, China Li Xue Cunningham and Chris Rowley PART III: FUNCTIONAL ASPECTS OF HRM 15. Small Firms’ Strategic Stickiness and the Impact of State Interventions Robert Blackburn and David Smallbone 16. Becoming an Employer Hefin David and Gerald Watts 17. Organizational Attractiveness of Small Businesses Melissa S. Cardon and Ibraiz Tarique 18. The Effect of Small Firms’ Recruitment Practice Portfolio Composition on Recruitment Success Ian Williamson and Jeffrey Robinson 19. Would Using the Psychological Contract Increase Entrepreneurial Business Development Potential? Deborah Blackman and Kevin Hindle 20. Daily Learning, Job Design and Problem-Solving in SMEs Grahame Boocock, Kevin Daniels, Jane Glover and Julie Holland 21. Encouraging Skills Acquisition in SMEs David Devins 22. Training and Development: Practices, Definitions and Desires Scott Taylor 23. The Maturation of Entrepreneurial Careers David M. Kaplan and Jerome A. Katz 24. Intention to Quit: Evidence from Managers and Professionals in Small and Medium-Sized Enterprises Terry H. Wagar and James D. Grant Index
£194.00
Edward Elgar Publishing Ltd Research Companion to the Dysfunctional
Book SynopsisA work exposing and exploring the phenomena of the dysfunctional workplace is long overdue. This fascinating book does just that, uncovering the subversiveness, counter-productive behaviour and unspoken 'issues' that managers struggle with on a daily basis. This Companion not only explores organizational dysfunction as it concerns individuals, it also examines broader issues of dysfunction and its effects with regards teams, managers and organizational systems. Lively discussion encompasses the symptoms of distress, illness, absenteeism, and inefficiency that point towards behavioural disorders and system-wide malfunction. From personality disorders to wars over 'territory', the book chronicles and reveals the true nature of often hidden workplace problems including bullying, unethical behaviour, loss of trust, organizational deviance, cowardice, workaholism, negative humour and emotions, personality disorders, mismanagement, and malfunctioning performance and selection systems. So what can be done? Practical solutions to these dysfunctional phenomena are presented by international experts from a range of disciplinary backgrounds including management, psychology and economics.This fascinating, highly original book will be of enormous interest to students, researchers, academics and practitioners across all sectors of business and management, human resource management in particular.Table of ContentsContents: Preface Introduction PART I: BARRIERS TO PRODUCTIVE WORK 1. When Good People Do Nothing: A Failure of Courage Christopher R. Rate and Robert J. Sternberg 2. Personality Disorders and Derailment at Work: The Paradoxical Positive Influence of Pathology in the Workplace Adrian Furnham 3. Problems of Employees with Personality Disorders: The Exemplar of Obsessive-Compulsive Personality Disorder (OCPD) Michael Kyrios, Maja Nedeljkovic, Richard Moulding and Guy Doron 4. Tyrants and Workplace Bullying Janice Langan-Fox and Michael Sankey 5. The Struggle of the Self: Identity Dysfunctions in the Contemporary Workplace Glen E. Kreiner 6. Why Bad Leaders Stay in Good Places Debra L. Shapiro and Mary Ann Von Glinow 7. Leadership and Ethics: The Darker Side of Management Marc J. Schabracq and Iva Embley Smit 8. Employee Loss of Trust in Management: Surviving in a New Era Roger C. Mayer 9. Employee Attachment and Deviance in Organizations Thomas E. Becker and Rebecca J. Bennett 10. Work Hours and Work Addiction: Work Now, Pay Later Ronald J. Burke and Teal McAteer 11. Feedback Phobia? Why Employees Do Not Want to Give or Receive Performance Feedback Jeannette N. Cleveland, Audrey S. Lim and Kevin R. Murphy 12. Everybody Hurts, Sometimes: The Language of Emotionality and the Dysfunctional Organization Anjana Anandakumar, Tyrone S. Pitsis and Stewart R. Clegg 13. Humor in Organizations: No Laughing Matter Robert E. Wood, Nadin Beckmann and Fiona Pavlakis PART II: MANAGING ORGANIZATIONAL MAYHEM 14. The Role of Organizational Practices and Routines in Facilitating Normalized Corruption Mahendra Joshi, Vikas Anand and Kevin Henderson 15. The Dysfunction Territoriality in Organizations Graham Brown and Sandra L. Robinson 16. Towards a Relational Model of Workplace Aggression M. Sandy Hershcovis and Julian Barling 17. Understanding and Deterring Employee Theft with Organizational Justice Edward C. Tomlinson and Jerald Greenberg 18. When Teams Fail in Organizations: What Creates Teamwork Breakdowns? Dana E. Sims and Eduardo Salas 19. Collective Wisdom as an Oxymoron: Team-based Structures as Impediments to Learning Michael D. Johnson and John R. Hollenbeck 20. The Bright and Dark Sides of Personality: Implications for Personnel Selection in Individual and Team Contexts Timothy A. Judge and Jeffery A. LePine 21. Motives and Traits as a Driver of Adaptive and Maladaptive Managerial Styles Sharon L. Grant 22. Avoiding Entrepreneurial Frustration: Building a Management Team Robert D. Hisrich and Julie Lutz 23. Organizational Change and its Dysfunctional Effect on Managers in Large Organizations Les Worrall, Cary L. Cooper and Kim Mather 24. Helping Creativity and Innovation Thrive in Organizations: Functional and Dysfunctional Perspectives Neil Anderson and Rosina M. Gasteiger 25. ‘Dysfunctional’ Subcultures in Organizations: Threat or a Key to Enhancing Change? Roy J. Lewicki, David Greenberger and Erin Coyne Index
£194.00
Edward Elgar Publishing Ltd Handbook of Employment and Society: Working Space
Book SynopsisThis Handbook deepens and extends the engagement between research concerned with work and employment and labour geography. It links fundamental concepts concerning the politics of place that human geographers have developed in recent years with the world of work. Internationally recognised scholars from around the world have been brought together to debate the questions that arise at the intersection of the worlds of production, reproduction and consumption. They consider developments in the geographical and work and employment literature, as well as theorising and understanding how social actors' lives are deeply geographically structured. They explore what space and geography mean for work and employment, examine workers as objects in socio-spatial relations and concentrate on workers' accommodation of, and resistance to, the new geographies of capitalism in the global economy. Advanced students, postgraduates and scholars in sociology, geography, business studies, industrial/labour relations and employment studies will find this Handbook of immense value.Trade Review’. . . provides valuable analysis and debate. It is clearly of value to students, providing comprehensive coverage of the relevant ground, and to both students and academics familiar with the territory for whom the essays begin to point the way toward future debates, clearly highlighting the necessity of geography to fully understanding work and employment.' -- Oliver Mallett, Industrial Relations Journal'This volume provides a comprehensive overview of the analytical interactions between geography, space, work and employment. Space is not simply a banal backdrop against which work and employment processes and relations operate. Rather, the specific geographical context both colours, and is coloured by, the modes and nature of work and employment taking place in that context. Moreover, these issues are magnified by the tensions between processes operating at the local and global scales. The volume is particularly timely in the light of the recent credit crisis.' -- Philip McCann, University of Groningen, The Netherlands'This Handbook represents a major milestone in the revitalization of scholarship on work and employment. It demonstrates that human geography can - indeed, must - be integrated into labor studies and industrial relations. Our present era may be characterised as global capitalism, but "working space" is a social (and often highly contested) construct and people live and work in a particular place. To drive these points home, the editors weave together contributions highlighting the experience of workers in a wide variety of locations. The result is a volume rich in conceptual and practical insights; it deserves a wide audience.' -- Charles J. Whalen, Utica College and Cornell University, US'This major edited volume from some of the most eminent scholars writing on employment and society is to be welcomed. . . The reader is rewarded with an invaluable volume of excellent work from original empirical research.' -- Jane Holgate, Leeds University, UK in Labor Studies JournalTable of ContentsContents: 1. Foundations Andrew Herod, Susan McGrath-Champ and Al Rainnie PART I: WORK, SPACE AND THE STATE 2. Globalisation and the State Bob Jessop 3. Creating Markets, Contesting Markets: Labour Internationalism and the European Common Transport Policy Peter Turnbull PART II: WORKING SPACES 4. Working Spaces Al Rainnie, Susan McGrath-Champ and Andrew Herod Section 2.1 Regionalisation, Globalisation and Labour 5. Labour Markets from the Bottom Up Jamie Peck and Nik Theodore 6. Clothing Workers after Worker States: The Consequences for Work and Labour of Outsourcing, Nearshoring and Delocalisation in Postsocialist Europe John Pickles and Adrian Smith 7. Tele-mediated Servants and Self-servants of the Global Economy: Labour in the Era of ICT-enabled E-commerce Matthew Zook and Michael Samers 8. Gender, Space and Labour Market Participation: The Experiences of British Pakistani Women Robina Mohammad 9. Filipino Migration and the Spatialities of Labour Market Subordination Philip F. Kelly Section 2.2 Building Space 10. Competing Geographies of Welfare Capitalism and its Workers: Kohler Village and the Spatial Politics of Planned Company Towns Kathryn J. Oberdeck 11. Work, Place and Community in Socialism and Postsocialism Alison Stenning 12. Plastic Palm Trees and Blue Pumpkins: Synthetic Fun and Real Control in Contemporary Space Chris Baldry 13. Dormitory Labour Regimes and the Labour Process in China: New Workers in Old Factory Forms Ngai Pun and Chris Smith PART III: WORKERS IN SPACE 14. Workers in Space Al Rainnie, Andrew Herod and Susan McGrath-Champ Section 3.1 Labour Institutions in Space and Place 15. Global Unions versus Global Capital: Or, the Complexity of Transnational Labour Relations Ronaldo Munck and Peter Waterman 16. Methodological Nationalism and Territorial Capitalism: Mobile Labour and the Challenges to the ‘German Model’ Christian Berndt 17. European Works Councils: From the Local to the Global? Ian Fitzgerald and John Stirling 18. The New Economic Model and Spatial Changes in Labour Relations in Post-NAFTA Mexico Enrique de la Garza Toledo Section 3.2 Organising in Space and Place 19. Contested Space: Union Organising in the Old Economy Bradon Ellem 20. Contesting the New Politics of Space: Labour and Capital in the White Goods Industry in Southern Africa Andries Bezuidenhout and Edward Webster 21. The Multi-scalarity of Trade Union Practice Jeremy Anderson, Paula Hamilton and Jane Wills 22. Working Space and the New Labour Internationalism Rob Lambert and Michael Gillan 23. Online Union Campaigns and the Shrinking Globe: The LabourStart Experience Eric Lee 24. ‘Across the Great Divide’: Local and Global Trade Union Responses to Call Centre Offshoring to India Phil Taylor and Peter Bain PART IV: AFTERWORD 25. Workers, Economies, Geographies Noel Castree Index
£202.00
Edward Elgar Publishing Ltd Managing Gender Diversity in Asia: A Research
Book SynopsisThis timely Companion examines the unique codes and processes of managing gender diversity, equality and inclusion in Asia. Managing Gender Diversity in Asia covers the whole geography of Asia through chapters authored by eminent scholars in the field and thus provides an authoritative tool for a critical and evidence based understanding of gender diversity management in Asia. The distinctive nature of Asian institutional structures, approaches and processes are examined in order to account for variations in representation and inclusion at work for women and men. This comprehensive Companion will make ideal reading for researchers, postgraduate students and practitioners who wish to understand the methodological and thematic idiosyncrasies of researching gender diversity management in organisational settings.Trade Review‘This volume is a valuable addition to the field of equal opportunities and diversity management with a focus on gender which intersects with national culture, religious beliefs, labour market environment and state of economic development of a large number of Asian countries, many of which have remained under-studied. The volume will be useful as supplementary readings and case study materials for undergraduate and postgraduate learning, as well as for researchers and practitioners who may be interested in the topic and the region.’ -- Fang Lee Cooke, Personnel Review‘Managing Gender Diversity in Asia is as timely as it is important. Mustafa F. Özbilgin and Jawad Syed raise the set of issues that all of us, managers and scholars, need to ponder and address if we are to have a 21st century defined by equity.’ -- Nancy J. Adler, McGill University, CanadaTable of ContentsContents: 1. Introduction: Theorising and Managing Gender Diversity in the Asian Context Mustafa F. Özbilgin and Jawad Syed 2. Diversity and Inequality Among Women in Employment in the Arab Middle East Region: A New Research Agenda Haya Al-Dajani 3. A Comparative Study of EEO In Pakistan, India and Bangladesh Faiza Ali 4. Employee Involvement in Malaysia: Gender Differences and Similarities Norsiah Aminudin 5. Participation in the Workplace in Bangladesh: Gender Integration Issues for Organizational Leaders Syed Saad Andaleeb 6. Gender Differences in Work Experiences, Satisfactions and Well-being Among Manufacturing Managers in Turkey Ronald J. Burke, Mustafa Koyuncu and Lisa Fiksenbaum 7. Japanese Equal Employment Opportunity Law: Implications for Diversity Management in Japan Nadine Courmadias, Yuka Fujimoto and Charmine E.J. Härtel 8. Diversity Management Rhetoric versus Reality: Insights from the Lebanese Context Dima Jamali and Hanin Abdallah 9. Reflections on Difference: Women, Islamic Feminism and Development in the Middle East Beverly Dawn Metcalfe 10. Gender and Equality of Opportunity in China’s Labour Market Jane Nolan 11. Managing Diversity: Women Managers in Asia Chris Rowley, Vimolwan Yukongdi and Jean Qi Wei 12. From Gender Empowerment to Gender Diversity: Measuring the Gender Gap in Muslim Majority Countries Jawad Syed 13. Gender Equity in a Male-dominated Industry: The Case of the Steel Industry in Vietnam Anne Vo and Glenda Strachan 14. State Management of the Sex Industry in China’s Past and Present Tiantian Zheng Index
£142.00
Edward Elgar Publishing Ltd Handbook of Research on Comparative Human
Book SynopsisThis unique and path-breaking Handbook explores the issue of comparative Human Resource Management (HRM) and challenges the notion that there can be a ‘one best way’ to manage HRM. The Handbook of Research on Comparative Human Resource Management provides a theoretical, practical and regional analysis of comparative HRM. This book, edited by two specialists on comparative HRM and written by leading experts on each topic and from each region, explores the range of different approaches to conceptualising HRM, and highlights HRM policy and practice that occur in the various regions of the world. As such, the volume provides a challenge to the typical assumption that there are consistent problems in managing human resources around the globe that call for standardised solutions. Instead, the contributors emphasise the importance of institutional and cultural factors that make HRM a most context-sensitive management task.Offering a comprehensive view for readers with different interests, this insightful Handbook will prove to be an essential resource for academics, researchers and postgraduate students in international business, business administration, HRM, socio-economics and cross-cultural management. Practitioners interested in the cultural aspects of HRM will also find this Handbook invaluable.Trade Review‘Global HR practices are of incredible interest to scholars and practitioners. Brewster and Mayrhofer have done a masterful job selecting and organizing 26 incredible chapters on how to conceive, study, and practice HRM in diverse global settings. The compendium is thoughtful and thorough with integrated theoretical perspectives and unique insights on each major global region. It is an invaluable source book for those interested in global HR.’ -- Dave Ulrich, University of Michigan, US‘As the world becomes “flatter” and more interconnected, questions arise about the future of HRM. Which HRM systems are beginning or will begin to converge globally? Which systems will likely remain constrained by institutions or national culture and why? This book brings together the leading academic authorities and provides the essential starting point to answering these pressing questions.’ -- Patrick Wright, Cornell University, USTable of ContentsContents: 1. Comparative Human Resource Management: An Introduction Chris Brewster and Wolfgang Mayrhofer PART I: THEORETICAL AND CONCEPTUAL ISSUES 2. Institutional Approaches to Comparative HRM Geoffrey Wood, Alexandros Psychogios, Leslie T. Szamosi and David G. Collings 3. Cultural Perspectives on Comparative HRM B. Sebastian Reiche, Yih-teen Lee and Javier Quintanilla 4. Critical Approaches to Comparative HRM Tuomo Peltonen and Eero Vaara 5. Empirical Research Issues in Comparative HRM Ingo Weller and Barry Gerhart PART II: HRM TASKS AND THEMES 6. Recruitment and Selection in Context Irene Nikandrou and Leda Panayotopoulou 7. HRM Activities: Pay and Rewards Marion Festing, Allen D. Engle Sr., Peter J. Dowling and Ihar Sahakiants 8. Human Resource Development: National Embeddedness Olga Tregaskis and Noreen Heraty 9. Comparing National Approaches to Management Development Christopher Mabey and Matias Ramirez 10. Comparative Employment Relations: Definitional, Disciplinary and Development Issues Werner Nienhüser and Chris Warhurst 11. Organising HRM: The HRM Department and Line Management Roles in a Comparative Perspective Julia Brandl, Ina Ehnert and Anna Bos-Nehles 12. Comparative Analysis of Employment Contracts Paul Sparrow 13. Careers: A Country-Comparative View Mila Lazarova, Françoise Dany and Wolfgang Mayrhofer 14. Flexible Work Practices Maria C. Gonzalez and Phil Almond 15. Financial Participation Andrew Pendleton and Erik Poutsma 16. Performance Management Paul Boselie, Elaine Farndale and Jaap Paauwe 17. International Perspectives on Diversity and Equal Treatment Policies and Practices Alain Klarsfeld, Gwendolyn M. Combs, Lourdes Susaeta and María Belizón 18. A Cross-National Perspective on the Intersection between Information Technology and HRM Huub J.M. Ruël and Tanya Bondarouk PART III: REGIONAL PERSPECTIVES 19. HRM Practice and Scholarship: A North American Perspective Susan E. Jackson, Randall S. Schuler, David Lepak and Ibraiz Tarique 20. Latin American HRM Models Anabella Davila and Marta M. Elvira 21. The Practice of HRM in Africa in Comparative Perspective Christine Bischoff and Geoffrey Wood 22. Human Resource Management in the Middle East Pawan Budhwar and Kamel Mellahi 23. European Human Resource Management: A Contextualised Stakeholder Perspective Wolfgang Mayrhofer, Paul Sparrow and Chris Brewster 24. The Transition States of Central and Eastern Europe and the Former Soviet Union Michael J. Morley, Dana Minbaeva and Snejina Michailova 25. Human Resource Management in the Indian Subcontinent Pawan Budhwar and Arup Varma 26. HRM and Asian Socialist Economies in Transition: China, Vietnam and North Korea Ngan Collins, Ying Zhu and Malcolm Warner 27. Japan, Korea and Taiwan: Issues and Trends in Human Resource Management Philippe Debroux, Wes Harry, Shigeaki Hayashi, Hwang Heh Jason, Keith Jackson and Toru Kiyomiya 28. Models of Human Resource Management in Australia and New Zealand Peter Boxall and Steve Frenkel Index
£226.00
Edward Elgar Publishing Ltd Employees and Entrepreneurship: Co-ordination and
Book SynopsisOver the last few decades, there has been a great deal of management literature recommending the removal of firms' hierarchies and the empowerment of employees. Ivan Pongracic, Jr. examines these themes through the lenses of the economic theory of the firm. Balancing the tendency for management literature to overlook basic costs and trade-offs of decentralization, and the rigidity of economics that hinders an appreciation for the real world phenomenon of decentralization, this book arrives at a realistic middle ground between the two extremes. The dance between hierarchy and employee empowerment exists in even the most hierarchical firms, and this book explores this often overlooked dynamic.The decentralization of decision-making and flattening of managerial hierarchies within business firms can best be understood as a response to situations where employees hold knowledge that is superior to that held by firms' owners and managers. Decentralizing decision-making in those circumstances allows firms to utilize their employees' superior personal knowledge, often by encouraging them to act in creative, entrepreneurial ways, while requiring some reliance on intra-firm spontaneous order processes to co-ordinate the activities of the employees. This book adds an important component to the standard economic theory of the firm by exploring the implications of intra-firm knowledge dispersion. It also explains how firms engage in a process of continuing experimentation to create an organizational structure that fosters employee creativity and entrepreneurship.Scholars in economics, entrepreneurship, organizational studies and management will find this book a fascinating exploration of firm behavior.Table of ContentsContents: Foreword by Frederic Sautet 1. Introduction 2. The Hierarchical Theory of the Firm 3. The Knowledge Problem in Firms 4. Spontaneous Order in Decentralized Firms 5. Employees as Creative Agents 6. Conclusion Bibliography Index
£90.00
Edward Elgar Publishing Ltd Research Handbook of Comparative Employment
Book SynopsisThe Research Handbook of Comparative Employment Relations is an essential resource for those seeking to understand contemporary developments in the world of work, and the way in which employment relations systems are evolving around the world. Special consideration is given to the impact of globalization and the role of multinational corporations, including their consequences for the fate of workers' rights under existing national systems of employment relations (ER) regulation. This Handbook is unique in taking an explicitly comparative approach by discussing ER developments through a series of paired country comparisons. These chapters include a wide selection of countries from all regions, looking beyond those that are frequently discussed. The expert contributors also examine comparative issues from a range of perspectives, including industrial and employment relations, political economy, comparative politics, and cross-cultural studies. These impressive features make this important reference tool the most comprehensive of its kind. Academics and students in final-year undergraduate and postgraduate courses interested in employment relations will find this compendium enriching and insightful.Contributors include: M. Atzeni, L. Baccarro, M. Barry, D. Collings, F.L. Cooke, S. Cooney, T. Dundon, F. Duran, I. Forstenlechner, P. Gahan, P. Gunnigle, T. Jackson, E.H. Jung, B. Kaufman, J. Kelly, J. Lavelle, K. Mellahi, R. Mitchell, P. Pochet, T. Royle, A. Verma, N. Wailes, A. Wilkinson, G. Wood, S. ZalgermeyerTrade Review’This Research Handbook is a highly readable and thought-provoking account of comparative employment relations in current published texts. The breadth and depth of this book are remarkable and it will serve as a very valuable introductory text to students and researchers interested in comparative employment relations and global governance of employment relations.’ -- Wei Huang, Work, Employment and Society‘Besides a well-written introduction by the two editors, the book presents seventeen other chapters, some by well-known writers on the subject or related social sciences. . . This is a substantial resource book for scholars and students of comparative ER, especially for those who look towards the evolution of ER in the new economic world that is in formation, and in a comparative perspective. . . the book contains intellectually stimulating analyses of employee relations realities across the globe. . . Scholars belonging to different disciplinary perspectives, from which ER has been studied in the past, will also find in it a good reference material of comparative analyses. . . The publishers too deserve accolades for their professionalism and first rate copy-editing and production.’ -- Debi S. Saini, Vision - the Journal of Business Perspectives‘The book is a comprehensive volume of studies on employment relations in a wide variety of settings. . .an enriching compendium.’ -- Silvia Florea, Management of Sustainable DevelopmentTable of ContentsContents: PART I: INTRODUCTION 1. Re-examining Comparative Employment Relations Michael Barry and Adrian Wilkinson PART II: PERSPECTIVES 2. Comparative Employment Relations: Institutional and Neo-institutional Theories Bruce E. Kaufman 3. The Political Economy of Comparative Employment Relations John Kelly 4. Legal Origins, Labour Law and the Regulation of Employment Relations Sean Cooney, Peter Gahan and Richard Mitchell 5. Cross-cultural Studies Terence Jackson PART III: PAIRED COUNTRY COMPARISONS 6. Employment Relations in Chile and Argentina Maurizio Atzeni, Fernando Durán-Palma and Pablo Ghigliani 7. Employment Relations in Canada and the US Sara Slinn and Richard W. Hurd 8. Employment Relations in China and India Fang Lee Cooke 9. Employment Relations in the United Kingdom and Republic of Ireland Tony Dundon and David G. Collings 10. Employment Relations in Japan and Korea EeHwan Jung 11. Employment Relations in Belgium and the Netherlands Hester Houwing, Maarten Keune, Philippe Pochet and Kurt Vandaele 12. Employment Relations in Australia and New Zealand Nick Wailes 13. Employment Relations in South Africa and Mozambique Geoffrey Wood 14. Employment Relations in France and Germany Stefan Zagelmeyer 15. Employment Relations in Oil-rich Gulf Countries Kamel Mellahi and Ingo Forstenlechner PART IV: BROADER COMPARATIVE INFLUENCES 16. Corporatism Meets Neoliberalism: The Irish and Italian Cases in Comparative Perspective Lucio Baccaro 17. The Role of MNEs David G. Collings, Jonathan Lavelle and Patrick Gunnigle 18. Regulating Global Capital through Public and Private Codes: An Analysis of International Labour Standards and Corporate Voluntary Initiatives Tony Royle Index
£175.00
Edward Elgar Publishing Ltd International Handbook on Diversity Management at
Book SynopsisManaging and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries? national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural. This important original reference work will enhance awareness of potential pitfalls in addressing diversity. As such, it will be greatly appreciated by scholars who wish to better contextualize their research. The Handbook will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries.Trade Review‘Up-to-date, useful, well documented and understandably written; a model hopefully for similar explorations.’ -- George Simons, Delta Intercultural Academy/dialogin‘Most of the literature to date on diversity has been based in western and industrialized national cultures. It is gratifying therefore to see that this book includes chapters from scholars based in sixteen different countries across the world, representing Europe, the Middle East, South and East Asia, and North America. Although the chapter authors have approached the topic in a variety of different ways, they provide comparative insights on diversity management that will be of interest to scholars and policy-makers alike.’ -- Neal M. Ashkanasy, UQ Business School, The University of Queensland, Australia‘Diversity management has become fashionable as an extension of equal opportunity and affirmative action policies, but placing the emphasis more on organizational development and change. This Handbook covers no less than sixteen countries with a diverse range of issues, ranging from the caste system in India to the problems of migrants in the Netherlands. Each country is placed in an historical context and a range of policies dealing with gender, ethnic minorities, migrants, age, disability and sexuality are discussed. This Handbook will be essential reading for anyone concerned with human resources.’ -- Peter J. Sloane, Swansea University, UKTable of ContentsContents: Perspectives from 16 Countries on Diversity and Equal Treatment at Work: An Overview and Transverse Questions Alain Klarsfeld 1. Managing Gender Diversity in Pakistan and Turkey: A Historical Review Mustafa Özbilgin, Jawad Syed and Beliz Dereli 2. Austrian Perspectives on Diversity Management and Equal Treatment: Regulations, Debates, Practices and Trends Regine Bendl, Edeltraud Hanappi-Egger and Roswitha Hofmann 3. Diversity Management in Belgium Annie Cornet and Patrizia Zanoni 4. Employment Equity and Workplace Diversity in Canada Rana Haq and Eddy S.W. Ng 5. Equality and Diversity in the French Context Anne-Françoise Bender, Alain Klarsfeld and Jacqueline Laufer 6. Social Inequality, Diversity and Equal Treatment at Work: The German Case Verena Bruchhagen, Jürgen Grieger, Iris Koall, Michael Meuser, Renate Ortlieb and Barbara Sieben 7. Affirmative Action in India: Caste-based Reservations Rana Haq and Abhoy K. Ojha 8. The Development of Diversity Management in the Italian Context: A Slow Process Annalisa Murgia and Barbara Poggio 9. Laws, Policies and Practices of Diversity Management in the Netherlands Inge Bleijenbergh, Marloes van Engen and Ashley Terlouw 10. Singapore: Equality, Harmony and Fair Employment Audrey Chia and Angeline Lim 11. Employment Equity and Diversity Management in South Africa Lize A.E. Booysen and Stella M. Nkomo 12. A Possible Brain Drain: Workplace Diversity and Equal Treatment in Sweden Viktorija Kalonaityte, Pushkala Prasad and Adiam Tedros 13. Diversity Made in Switzerland: Traditional and New Plurality Meets the Business Case Julia Nentwich, Chris Steyaert and Brigitte Liebig 14. Discourses and Practices of Diversity Management in the UK Ahu Tatlı 15. Managing Diversity in the USA: The Evolution of Inclusion in the Workplace Waheeda Lillevik, Gwendolyn M. Combs and Cheryl Wyrick Index
£160.00
Edward Elgar Publishing Ltd Handbook of Research on High-Technology
Book SynopsisThis comprehensive Handbook presents an extensive overview of empirical and conceptual developments in the study of high-tech entrepreneurs from an interdisciplinary and multinational perspective. The expert contributors explore various conceptual frameworks and definitions of high-tech entrepreneurs and of the entrepreneurial process based on studies in different settings and contexts. They examine issues of equality, diversity and inclusion in terms of gender and class. The Handbook investigates strategies for empowering high-tech entrepreneurs, ranging from structural conditions and support mechanisms afforded by state and institutional actors, to individual mechanisms used by serial entrepreneurs to avoid burnout. Including unique perspectives on theory and research, this Handbook will make a rigorous and innovative contribution to academics, students and researchers? understanding of high-tech entrepreneurs.Table of ContentsContents: Introduction Ayala Malach-Pines and Mustafa F. Özbilgin PART I: HIGH-TECHNOLOGY ENTREPRENEURS 1. The Right Entrepreneur for the Right Start-up – the Impact of Entrepreneurs’ Personality on their Start-ups’ Performance: A Contingency Approach Dov Dvir, Arik Sadeh and Ayala Malach-Pines 2. The Entrepreneurial Posture of Information Technology Professionals Agnieszka Postuła 3. High-tech Entrepreneurs versus Entrepreneurs in Traditional Industries: Similarities and Differences in Family Portraits and Passion Quests Orenia Yaffe-Yanai, Tamar Milo and Gilat Kaplan PART II: HIGH-TECHNOLOGY ENTREPRENEURSHIP: PROCESSES AND STAGES 4. Exploration and Exploitation in High-technology Start-ups: A Process Model for New Firm Development Björn Klocke and Hans Georg Gemünden 5. Radical Strategic Change in High-technology New Ventures: A Multi-cultural View of Investors’ Perspective Eli Gimmon, Eyal Benjamin and Liora Katzenstein 6. Is Your Firm Established? The Role of Recognition in Entrepreneurial Firm Transition Preeta M. Banerjee PART III: CONTEXTUAL PERSPECTIVES TO HIGH-TECHNOLOGY ENTREPRENEURS Section A: National Perspectives 7. Gender Identity and ICT Entrepreneurship in an Irish Context Anne Laure Humbert, Eileen Drew and Elisabeth Kelan 8. Technopreneurship in India: Two Case Studies of Information Technology Entrepreneurs Radha R. Sharma 9. Attitudes Towards High-tech Entrepreneurs and Company Heads in Hungary Ágnes Utasi Section B: Comparative Perspectives 10. University Technology Transfer: Comparative Study of US, European and Australian Universities Tsvi Vinig and Paul van Rijsbergen 11. Regulatory Focus in Start-ups versus Established Firms in the High-tech Industry Sharon Barkan 12. Person–Environment Fit (P–E Fit) in Values and Regulatory Focus and its Relationship to Stress, Burnout and Meaning Among High-tech Workers in Economically Stable versus Unstable Environments Shira Milshtein PART IV: ANTECEDENTS, CORRELATES AND CONSEQUENCES OF ENTREPRENEURIAL CAREERS IN HIGH TECHNOLOGY 13. Determinants of Intrapreneurship Among High-tech Engineers Sigalit Ronen 14. Career Aspirations and Progression in UK Science: Perceptions and Reality Sara Connolly and Susan Long 15. Entrepreneurial and Other Career Motivations Among Engineering Students Nilusha De Alwis and Helen M.G. Watt 16. Nascent Technology Entrepreneurs: A Case Study of Setting up an Academic Research-driven Technology Business in Malaysia Mine Karataş-Özkan and Katerina Nicolopoulou PART V: GENDER, ETHNICITY, CLASS AND HIGH-TECHNOLOGY ENTREPRENEURS 17. High-technology Entrepreneurs: Equality, Diversity and Inclusion Olca Sürgevil and Mustafa F. Özbilgin 18. Exploring Women Academics’ Involvement in Science Entrepreneurship: A Structuration View Elizabeth Chell, Mine Karataş-Özkan and Rosie Read 19. Women Serial High-technology Entrepreneurs Gilat Kaplan and Ayala Malach-Pines PART VI: EMPOWERING HIGH-TECHNOLOGY ENTREPRENEURS: MECHANISMS OF STRUCTURAL AND INDIVIDUAL SUPPORT 20. Social Networks and High-tech Entrepreneurs: The Power of Networks and How to Put it to Use Yossi Dashti 21. Assisting the Growth of Small Technology Firms: An Educator’s Perspective William J. Lekse 22. Why Serial High-technology Entrepreneurs Don’t Burn Out Ayala Malach-Pines and Gilat Kaplan Index
£175.00
Edward Elgar Publishing Ltd Aging and Working in the New Economy: Changing
Book SynopsisThe case studies and analyses developed in this timely book provide insight into the structural features of small- and medium-sized firms in the information technology sector, and the implications of these features for the careers of people who are employed by them.Using research conducted in Australia, Canada, England and the United States, the contributors explore how individuals manage their paid work within firms that are struggling to survive and compete in global economies. The book discusses the tensions that arise as workers and owners struggle for personal and firm survival, two processes that are often contradictory and occasionally produce conflict. The firms in this study show how the character of the small, New Economy is changing the relationship between employers and employees in increasingly significant ways.A broadly international audience of scholars, students, human resource professionals and policymakers in business, public policy, economics and sociology will find this book of great interest.Table of ContentsContents: 1. Introduction: Aging and Working in the New Economy Julie Ann McMullin and Victor W. Marshall 2. Making a Life in IT: Jobs and Careers in Small and Medium-sized Information Technology Companies Victor W. Marshall, Jennifer Craft Morgan and Sara B. Haviland 3. New Careers in the New Economy: Redefining Career Development in a Post-internal Labor Market Industry Sara B. Haviland, Jennifer Craft Morgan and Victor W. Marshall 4. Shifting Down or Gearing Up? A Comparative Study of Career Transitions Among Men in Information Technology Employment Gillian Ranson 5. Employment Relations and the Wage: How Gender and Age Influence the Negotiating Power of IT Workers Elizabeth Brooke 6. Knowledge Workers in the New Economy: Skill, Flexibility and Credentials Tracey L. Adams and Erin I. Demaiter 7. Formal Training, Older Workers, and the IT Industry Neil Charness and Mark C. Fox 8. The Structure of IT Work and its Effect on Worker Health: Job Stress and Burnout Across the Life Course Kim M. Shuey and Heather Spiegel 9. Flexibility/Security Policies and the Labor Market Trajectories of IT Workers Martin Cooke and Kerry Platman 10. Work and the Life Course in a New Economy Field Victor W. Marshall and Julie Ann McMullin Index
£100.00
Edward Elgar Publishing Ltd Organizational Effectiveness
Book SynopsisThis comprehensive volume identifies the foundations and scholarly development of the construct of organizational effectiveness, charting its emergence and maturing in organizational studies literature. Kim Cameron, a leading authority figure, has made a careful selection of papers that explore successive models of organizational effectiveness from the goal and system resource models to the multiple constituencies and competing values models. The final section considers the introduction of alternative approaches to and definitions of effectiveness that remain vibrant and relevant. This book is an essential source of reference, and will be an invaluable resource to scholars and practitioners concerned with this topical field.Table of ContentsContents: Acknowledgements Introduction Kim S. Cameron PART I EARLY TREATISES 1. T. Burns and G.M. Stalker (1961), ‘Mechanistic and Organic Systems’ 2. Paul R. Lawrence and Jay W. Lorsch (1967), ‘High-Performing Organizations in Three Environments’ PART II THE GOAL MODEL 3. Michael C. Jensen (2002), ‘Value Maximization, Stakeholder Theory, and the Corporate Objective Function’ 4. Lawrence B. Mohr (1973), ‘The Concept of Organizational Goal’ 5. Allen C. Bluedorn (1980), ‘Cutting the Gordian Knot: A Critique of the Effectiveness Tradition in Organizational Research’ PART III THE SYSTEM RESOURCE MODEL 6. Ephraim Yuchtman and Stanley E. Seashore (1967), ‘A System Resource Approach to Organizational Effectiveness’ 7. Frank Friedlander and Hal Pickle (1968), ‘Components of Effectiveness in Small Organizations’ 8. Jeffrey Pfeffer and Gerald R. Salancik ([1978] 2003), ‘Organization and Social Context Defined’ PART IV THE INTERNAL CONGRUENCE OR EFFICIENCY MODEL 9. Thomas A. Mahoney and William Weitzel (1969), ‘Managerial Models of Organizational Effectiveness’ 10. David A. Nadler and Michael L. Tushman (1997), ‘The Congruence Model’, ‘The Concept of Congruence’ and ‘Notes’ from ‘A Congruence Model for Organizational Problem Solving’ 11. D. Harold Doty, William H. Glick and George P. Huber (1993), ‘Fit, Equifinality, and Organizational Effectiveness: A Test of Two Configurational Theories’ 12. Karlene H. Roberts (1990), ‘Some Characteristics of One Type of High Reliability Organization’ PART V THE HUMAN RELATIONS MODEL 13. Elton Mayo (1945), ‘Hawthorne and the Western Electric Company: Some Further Comments on the Interview Experiment’ 14. Raymond E. Miles (1965), ‘Human Relations or Human Resources?’ 15. Rensis Likert (1967), ‘The Interdependent, Interacting Character of Effective Organizations’ 16. Chris Argyris (1973), ‘Personality and Organization Theory Revisited’ PART VI THE MULTIPLE CONSTITUENCIES MODEL 17. W. Richard Scott (1981), ‘Organizational Effectiveness’ 18. Terry Connolly, Edward J. Conlon and Stuart Jay Deutsch (1980), ‘Organizational Effectiveness: A Multiple-Constituency Approach’ 19. Raymond F. Zammuto (1984), ‘A Comparison of Multiple Constituency Models of Organizational Effectiveness’ 20. Anne S. Tsui (1990), ‘A Muliple-Constituency Model of Effectiveness: An Empirical Examination at the Human Resource Subunit Level’ PART VII THE PARADOX OR COMPETING VALUES MODEL 21. Robert E. Quinn and John Rohrbaugh (1983), ‘A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis’ 22. Robert E. Quinn and Kim Cameron (1983), ‘Organizational Life Cycles and Shifting Criteria of Effectiveness: Some Preliminary Evidence’ 23. Kim S. Cameron (1986), ‘Effectiveness As Paradox: Consensus and Conflict in Conceptions of Organizational Effectiveness’ 24. Marshall W. Meyer and Vipin Gupta (1994), ‘The Performance Paradox’ PART VIII MEASUREMENT AND METHODS 25. John P. Campbell (1977), ‘On the Nature of Organizational Effectiveness’ 26. Richard M. Steers (1978), ‘Problems in the Measurement of Organizational Effectiveness’ 27. Andrew H. Van de Ven and Diane L. Ferry (1980), ‘A Process for Assessing Organizations’ 28. Arie Y. Lewin and John W. Minton (1986), ‘Determining Organizational Effectiveness: Another Look, and an Agenda for Research’ PART IX THE TRANSITION TO ALTERNATIVES 29. Paul S. Goodman, Robert S. Atkin and F. David Schoorman (1983), ‘On the Demise of Organizational Effectiveness Studies’ 30. Paul M. Hirsch and Daniel Z. Levin (1999), ‘Umbrella Advocates Versus Validity Police: A Life-Cycle Model’ 31. Kim S. Cameron and David A. Whetten (1996), ‘Foundations of a New Effectiveness Movement’ 32. James P. Walsh, Klaus Weber and Joshua D. Margolis (2003), ‘Social Issues and Management: Our Lost Cause Found’ 33. Jane E. Dutton and Mary Ann Glynn (2008), ‘Positive Organizational Scholarship’ Name Index
£337.00
Edward Elgar Publishing Ltd Governance and Executive Compensation
Book SynopsisThis title is an authoritative selection of the most important papers investigating the complex and controversial issue of governance and executive compensation. Professor Forbes includes seminal material on the history, rationale and prospects for executive pay and its impact upon corporate performance. This landmark research review will be an essential source of reference for an understanding of executive pay and its relationship to business success.Table of ContentsContents: Acknowledgements Introduction William Forbes PART I MANAGERIAL PAY: BECAUSE THEY’RE WORTH IT? 1. Martin J. Conyon (2006), ‘Executive Compensation and Incentives’ 2. Michael C. Jensen and Kevin J. Murphy (1990), ‘CEO Incentives: It’s Not How Much You Pay, But How’ 3. Lucian A. Bebchuk and Jesse M. Fried (2006), ‘Pay without Performance: Overview of the Issues’ PART II STOCK OPTIONS AS A DEVICE TO INCENTIVISE MANAGERS TO MAXIMISE SHAREHOLDER VALUE 4. John E. Core, Wayne R. Guay and David F. Larcker (2003), ‘Executive Equity Compensation and Incentives: A Survey’ 5. Brian J. Hall and Kevin J. Murphy (2003), ‘The Trouble with Stock Options’ 6. Brian J. Hall and Kevin J. Murphy (2002), ‘Stock Options for Undiversified Executives’ PART III MANAGERIAL PERFORMANCE AND PAY: THE OTHER SIDE OF THE TRADE-OFF 7. Rajesh K. Aggarwal and Andrew A. Samwick (1999), ‘The Other Side of the Trade-off: The Impact of Risk on Executive Compensation’ 8. John E. Core and Wayne R. Guay (2002), ‘The Other Side of the Trade-Off: The Impact of Risk on Executive Compensation: A Revised Comment’ 9. Canice Prendergast (2002), ‘The Tenuous Trade-off between Risk and Incentives’ PART IV EXECUTIVE COMPENSATION IN THE NEW ECONOMY 10. Kevin J. Murphy (2003), ‘Stock-based Pay in New Economy Firms’ 11. James C. Sesil, Maya K. Kroumova, Joseph R. Blasi and Douglas L. Kruse (2002), ‘Broad-based Employee Stock Options in US “New Economy” Firms’ 12. Christopher D. Ittner, Richard A. Lambert and David F. Larcker (2003), ‘The Structure and Performance Consequences of Equity Grants to Employees of New Economy Firms’ PART V THE BACKDATING OF STOCK OPTIONS 13. Erik Lie (2005), ‘On the Timing of CEO Stock Option Awards’ 14. Jesse M. Fried (2008), ‘Option Backdating and Its Implications’ 15. Gennaro Bernile and Gregg A. Jarrell (2009), ‘The Impact of the Options Backdating Scandal on Shareholders’ PART VI GREED AND FEAR: THE PSYCHOLOGY OF EXECUTIVE PAY 16. Brian G.M. Main, Charles A. O’Reilly III and James Wade (1995), ‘The CEO, the Board of Directors and Executive Compensation: Economic and Psychological Perspectives’ 17. Charles A. O’Reilly III, Brian G. Main and Graef S. Crystal (1988), ‘CEO Compensation as Tournament and Social Comparison: A Tale of Two Theories’ 18. Stuart Ogden and Robert Watson (2008), ‘Executive Pay and the Search for Legitimacy: An Investigation into How UK Remuneration Committees Use Corporate Performance Comparisons in Long-Term Incentive Pay Decisions’ 19. Chip Heath, Steven Huddart and Mark Lang (1999), ‘Psychological Factors and Stock Option Exercise’
£242.00
