Personnel and human resources Books
Rutgers University Press The Other End of the Needle: Continuity and
Book SynopsisThe Other End of the Needle demonstrates that tattooing is more complex than simply the tattoos that people wear. Using qualitative data and an accessible writing style, sociologist Dave Lane explains the complexity of tattoo work as a type of social activity. His central argument is that tattooing is a social world, where people must be socialized, manage a system of stratification, create spaces conducive for labor, develop sets of beliefs and values, struggle to retain control over their tools, and contend with changes that in turn affect their labor. Earlier research has examined tattoos and their meanings. Yet, Lane notes, prior research has focused almost exclusively on the tattoos—the outcome of an intricate social process—and have ignored the significance of tattoo workers themselves. "Tattooists," as Lane dubs them, make decisions, but they work within a social world that constrains and shapes the outcome of their labor—the tattoo. The goal of this book is to help readers understand the world of tattoo work as an intricate and nuanced form of work. Lane ultimately asks new questions about the social processes occurring prior to the tattoo’s existence. Trade Review"A compelling, in-depth look at tattoo artists and their social world as they pursue fulfilling, enchanting work in the midst of a dehumanizing capitalist system. Lane provokes fascinating questions about how artists organize spaces, navigate laws, and construct authenticity as tattoos become increasingly popular. Reading made me want to get more tattoos – and ask my artist all sorts of questions!" -- Ross Haenfler * author of Straight Edge Hardcore Punk, Clean Living Youth, and Social Change *"It takes two to tattoo–someone being tattooed and the tattooist. Their encounter has to be face-to-face, and this fact shapes how tattooists work, regardless of whether they approach their work as a craft or as high art. In this fascinating book, David Lane takes us into the many corners of the tattooists’ world, revealing how the occupation retains its traditions in the face of dramatic changes." -- Joel Best * University of Delaware *"Looking at the nature, habits, and cultural codes of professional tattooing, Lane reveals the complexity of tattooing as an art form, work world, and social process. The tattooists appear as resilient agents who resist capitalist alienation, unionization, and state-level regulations. We also see the artists as gatekeepers who maintain the class, race, and gender order of professional tattooing. A truly interesting read." -- Katherine Irwin * University of Hawai’i at Manoa *"In The Other Side of the Needle, David C. Lane provides an absorbing and accessibly written view of the tattoo world from the perspective of tattoo workers. Drawing on an art-world perspective and packed with insights from tattooists, the book explores the working lives of tattooists. It provides a much-needed and thorough treatment of this understudied area and will be of interest to scholars in the production of culture as well as to anyone interested in tattoos and tattooing. -- Victoria D. Alexander * Goldsmiths, University of London *Table of ContentsContents List of Figures Figure 1.1: The Stratified World of Tattooing Figure 7.1: Authenticity of Machine Ownership List of Tables Table 4.1: State and Local Tattoo Bans Introduction: Tattooing for Beginners 1 The Social World of Tattooing 2 Organizing Space 3 Careers of Tattooists 4 Legal Consciousness among Workers 5 Ties to Conventional Institutions and Ideas 6 Sources of Contention 7 External Threats and the Maintenance of Boundaries Conclusion: Continuity and Change Methodological Appendix Acknowledgments Notes References Index
£27.20
Rutgers University Press Blaming Teachers: Professionalization Policies
Book SynopsisWinner of the 2021 Society of Professors of Education Outstanding Book Award Historically, Americans of all stripes have concurred that teachers were essential to the success of the public schools and nation. However, they have also concurred that public school teachers were to blame for the failures of the schools and identified professionalization as a panacea. In Blaming Teachers, Diana D'Amico Pawlewicz reveals that historical professionalization reforms subverted public school teachers’ professional legitimacy. Superficially, professionalism connotes authority, expertise, and status. Professionalization for teachers never unfolded this way; rather, it was a policy process fueled by blame where others identified teachers’ shortcomings. Policymakers, school leaders, and others understood professionalization measures for teachers as efficient ways to bolster the growing bureaucratic order of the public schools through regulation and standardization. Beginning in the mid-nineteenth century with the rise of municipal public school systems and reaching into the 1980s, Blaming Teachers traces the history of professionalization policies and the discourses of blame that sustained them.Trade Review“This accessible and appealing history has an important message for various stakeholders in the professional status and image of teachers.” -- Christine A. Ogren * coeditor of Rethinking Campus Life: New Perspectives on the History of College Students in the US *"How teachers advocating for their students could backfire" by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2019/12/11/how-teachers-advocating-their-students-could-backfire/#comments-wrapper * Washington Post *"There is a lot of life to this book, which is full of many terrific narratives that are engaging, often astounding, and some almost comical. It’s easy to 'blame teachers' and this excellently researched book offers a way to work through that problem." -- Kate Rousmaniere * author of The Principal's Office: A Social History of the American School Principal *"Why has teaching remained such stubbornly difficult, fraught work despite a long record of policy and reform? D’Amico Pawlewicz’s brilliant new historical analysis lays bare the powerful reasons." -- Jackie Blount * author of Fit to Teach: Same-Sex Desire, Gender, and School Work in the Twentieth Century *Episode #84 "The Blame Game: 100 Years of Teacher Bashing" Have You Heard * Have You Heard podcast *"The school reopening debate reveals that we don’t listen to teachers about schools," by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2020/07/10/school-reopening-debate-reveals-that-we-dont-listen-teachers-about-schools/ * Washington Post *"Blaming Teachers is a major contribution to the labor history of teachers as well as an important challenge to how we think about the legacy of teacher unions. It is sure to be a part of the conversation on either of these questions in the history of education. Further, since understanding the history of one’s occupation is one distinction of a 'profession,' this book should be read in any teacher-preparation pro- gram that dares to treat its students as future professionals." * History of Education Quarterly *Table of ContentsContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class During the Great DepressionContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class during the Great Depression 4 “The Enlistment of Better People”: Responses to the Teacher Shortages of the Post World War II Years 5 “A Brave New Breed”: Teacher Power and Isolation, 1960 - 1980 Epilogue Acknowledgments Index
£30.40
Rutgers University Press Blaming Teachers: Professionalization Policies
Book SynopsisWinner of the 2021 Society of Professors of Education Outstanding Book Award Historically, Americans of all stripes have concurred that teachers were essential to the success of the public schools and nation. However, they have also concurred that public school teachers were to blame for the failures of the schools and identified professionalization as a panacea. In Blaming Teachers, Diana D'Amico Pawlewicz reveals that historical professionalization reforms subverted public school teachers’ professional legitimacy. Superficially, professionalism connotes authority, expertise, and status. Professionalization for teachers never unfolded this way; rather, it was a policy process fueled by blame where others identified teachers’ shortcomings. Policymakers, school leaders, and others understood professionalization measures for teachers as efficient ways to bolster the growing bureaucratic order of the public schools through regulation and standardization. Beginning in the mid-nineteenth century with the rise of municipal public school systems and reaching into the 1980s, Blaming Teachers traces the history of professionalization policies and the discourses of blame that sustained them.Trade Review“This accessible and appealing history has an important message for various stakeholders in the professional status and image of teachers.” -- Christine A. Ogren * coeditor of Rethinking Campus Life: New Perspectives on the History of College Students in the US *"How teachers advocating for their students could backfire" by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2019/12/11/how-teachers-advocating-their-students-could-backfire/#comments-wrapper * Washington Post *"There is a lot of life to this book, which is full of many terrific narratives that are engaging, often astounding, and some almost comical. It’s easy to 'blame teachers' and this excellently researched book offers a way to work through that problem." -- Kate Rousmaniere * author of The Principal's Office: A Social History of the American School Principal *"Diversifying the teaching profession requires confronting history" by Diana D’Amico Pawlewicz https://www.sfchronicle.com/opinion/openforum/article/Diversifying-the-teaching-profession-requires-14990452.php * San Francisco Chronicle *"Why has teaching remained such stubbornly difficult, fraught work despite a long record of policy and reform? D’Amico Pawlewicz’s brilliant new historical analysis lays bare the powerful reasons." -- Jackie Blount * author of Fit to Teach: Same-Sex Desire, Gender, and School Work in the Twentieth Century *Episode #84 "The Blame Game: 100 Years of Teacher Bashing" Have You Heard * Have You Heard podcast *"The school reopening debate reveals that we don’t listen to teachers about schools," by Diana D'Amico Pawlewicz https://www.washingtonpost.com/outlook/2020/07/10/school-reopening-debate-reveals-that-we-dont-listen-teachers-about-schools/ * Washington Post *"Blaming Teachers is a major contribution to the labor history of teachers as well as an important challenge to how we think about the legacy of teacher unions. It is sure to be a part of the conversation on either of these questions in the history of education. Further, since understanding the history of one’s occupation is one distinction of a 'profession,' this book should be read in any teacher-preparation pro- gram that dares to treat its students as future professionals." * History of Education Quarterly *Table of ContentsContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class During the Great DepressionContents Introduction 1 “A Chaotic State”: The Rise of Municipal Public School Systems and the Institutionalization of Teaching 2 To “Raise Teachers’ Profession to a Dignity Worthy of its Mission”: The Development of the Modern School Bureaucracy and Tenure Policies During the Progressive Era 3 Teacher Education and the “National Welfare”: Professional Preparation, Character, and Class during the Great Depression 4 “The Enlistment of Better People”: Responses to the Teacher Shortages of the Post World War II Years 5 “A Brave New Breed”: Teacher Power and Isolation, 1960 - 1980 Epilogue Acknowledgments Index
£107.20
Rutgers University Press Precarity and Belonging: Labor, Migration, and
Book SynopsisPrecarity and Belonging examines how the movement of people and their incorporation, marginalization, and exclusion, under epochal conditions of labor and social precarity affecting both citizens and noncitizens, have challenged older notions of citizenship and alienage. This collection brings mobility, precarity, and citizenship together in order to explore the points of contact and friction, and, thus, the spaces for a possible politics of commonality between citizens and noncitizens.The editors ask: What does modern citizenship mean in a world of citizens, denizens, and noncitizens, such as undocumented migrants, guest workers, permanent residents, refugees, detainees, and stateless people? How is the concept of citizenship, based on assumptions of deservingness, legality, and productivity, challenged when people of various and competing statuses and differential citizenship practices interact with each other, revealing their co-constitutive connections? How is citizenship valued or revalued when labor and social precarity impact those who seemingly have formal rights and those who seemingly or effectively do not? This book interrogates such binaries as citizen/noncitizen, insider/outsider, entitled/unentitled, “legal”/“illegal,” and deserving/undeserving in order to explore the fluidity--that is, the dynamism and malleability--of the spectra of belonging. Trade Review"This judiciously selected compilation shines by threading the critical link of insecurity through spaces of belonging, labor, and migration across time and contexts. Through the lens of precarity, the insightful, accessible, brilliant essays in this collection expose the complexity and fragility of life at the heart of our troubled times. It breaks new ground and will be read widely." -- Cecilia Menjívar * co-editor of The Oxford Handbook of Migration Crises *"Precarity and Belonging is a marvelous and timely collection. The essays brilliantly explore how the increasing precarization of life impacts the social and physical mobility of both citizens and noncitizens, blurring the boundaries between them and thus making possible a politics of commonality." -- Jonathan Xavier Inda * author of Targeting Immigrants: Government, Technology, and Ethics *Table of ContentsIntroduction: Toward a Politics of Commonality: The Nexus of Mobility, Precarity, and (Non)citizenship CATHERINE S. RAMÍRE Z, JUAN POBLETE, SYLVANNA M. FALCÓN, STEVEN C. McKAY, AND FELICITY AMAYA SCHAEFFERPart I Mobility and Migration 1 More Equal Than Others: Managing the Boundaries of Citizenship BRIDGET ANDERSON 2 Refractions of the Nation: The Democratic Impacts of “Chain Migration” ADRIÁN FÉLIX 3 Racialization of Central Americans in the United States LEISY J. ABREGO AND ALEJANDRO VILLALPANDO 4 The Waste of Globalization’s Party ALEJANDRO GRIMSON 5 Occupation on Sacred Land: Colliding Mobilities on the Tohono O’odham Reservation FELICITY AMAYA SCHAEFFER 6 A State-to-Come: Tibetan Refugee-Citizenship and the Nation in Exile TSERING WANGMO DHOMPAPart II Labor and Precarity 7 Apartheid, Migrant Labor, and Precarity in Comparative Perspective MARCEL PARET 8 Labor Precarity, Immigration, and the Challenges of Accessing Worker Rights: Evidence from California SHANNON GLEESON 9 Negotiating Indenture: Migrant Domestic Work and Temporary Labor Migration in Singapore RHACEL SAL A ZAR PARREÑAS AND KRITTIYA KANTACHOTE 10 Pocketed Proletarianization: Why There Is No Labor Politics in the “World’s Factory” BIAO XIANG 11 The Urban Exclusion of Internally Displaced Farmers in Medellín, Colombia CLAUDIA MARIA LÓPEZPart III Belonging and (Non)citizenship 12 Exclusionary Inclusion: Applying for Legal Status in the United States SUSAN BIBLER COUTIN AND VÉRONIQUE FORTIN 13 Formal and Informal Citizenships: The Spectrum of Practices and Statuses in Latin America and the United States JUAN POBLTE 14 Denizenship 227 NICHOLAS DE GENOVA 15 Black No More: Black Denizenship and the Struggle for the Future CATHERINE S. RAMÍREZ 16 Imperial Citizenship: Marshall Islanders and the Compact of Free Association EMILY MITCHELL-EATON Afterword: The Politics of Precarity and Noncitizenship under Global Capitalism TANYA GOLASH-BOZA Acknowledgments Notes on Contributors Index
£34.00
Rutgers University Press The Thinking Woman
Book SynopsisWhile women have struggled to gain recognition in the discipline of philosophy, there is no shortage of brilliant female thinkers. What can these women teach us about ethics, politics, and the nature of existence, and how might we relate these big ideas back to the smaller everyday concerns of domestic life, work, play, love, and relationships? Australian novelist Julienne van Loon goes on a worldwide quest to answer these questions, by engaging with eight world-renowned thinkers who have deep insights on humanity and society: media scholar Laura Kipnis, novelist Siri Hustvedt, political philosopher Nancy Holmstrom, psychoanalytic theorist Julia Kristeva, domestic violence reformer Rosie Batty, peace activist Helen Caldicott, historian Marina Warner, and feminist philosopher Rosi Braidotti. As she speaks to these women, she reflects on her own experiences. Combining the intimacy of a memoir with the intellectual stimulation of a theoretical text, The Thinking Woman draws novel connections between the philosophical, personal, and political. Giving readers a new appreciation for both the ethical complexities and wonder of everyday life, this book is inspiration to all thinking people.Trade Review"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *Table of ContentsContents Foreword Introduction CHAPTER 1 Love CHAPTER 2 Play CHAPTER 3 Work CHAPTER 4 Fear CHAPTER 5 Wonder CHAPTER 6 Friendship Notes Bibliography Acknowledgments
£27.20
Rutgers University Press The Thinking Woman
Book SynopsisWhile women have struggled to gain recognition in the discipline of philosophy, there is no shortage of brilliant female thinkers. What can these women teach us about ethics, politics, and the nature of existence, and how might we relate these big ideas back to the smaller everyday concerns of domestic life, work, play, love, and relationships? Australian novelist Julienne van Loon goes on a worldwide quest to answer these questions, by engaging with eight world-renowned thinkers who have deep insights on humanity and society: media scholar Laura Kipnis, novelist Siri Hustvedt, political philosopher Nancy Holmstrom, psychoanalytic theorist Julia Kristeva, domestic violence reformer Rosie Batty, peace activist Helen Caldicott, historian Marina Warner, and feminist philosopher Rosi Braidotti. As she speaks to these women, she reflects on her own experiences. Combining the intimacy of a memoir with the intellectual stimulation of a theoretical text, The Thinking Woman draws novel connections between the philosophical, personal, and political. Giving readers a new appreciation for both the ethical complexities and wonder of everyday life, this book is inspiration to all thinking people.Trade Review"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *"The Thinking Woman, the first work of non-fiction by acclaimed novelist Julienne van Loon (whose career began with a Vogel win for her first novel, Road Story, in 2004) is a knotty, charismatic exploration of the intersection between ideas and lived experience, through six central themes...a surprising and resonant work that cements van Loon's status as a thinking woman well worth reading and following." -- Jo Case * The Sydney Morning Herald *"There is so much life in these conversations. Words and ideas feel hot, propulsive, uncontained in their implications. Above all else, this feeling of thinking—of thinking out loud, of thinking together, of thinking with and alongside—it’s a very special kind of high." -- Maria Tumarkin * author of Axiomatic and winner of the Melbourne Prize for Literature 2018 *"It’s heartening to read a book that encourages us to challenge our assumptions. To think expansively, and to look at those who do, and how that may be relevant to our everyday. An invitation to a thoughtful life. Julienne van Loon’s The Thinking Woman is that kind of book." -- Melissa Cronenburg * Feminist Writers Festival *"A compelling portrait of the relationship between thinking and feeling." -- Amanda Lohrey * winner of the Patrick White Award *"A fascinating book that will have us all thinking, whether or not we are women." -- Anne Summers * author of Damned Whores and God's Police *"The Thinking Woman is also much more than a thematically organised collection of essays that bring the dense theories of living feminist and female philosophers to a general readership. In many ways the book is also a revelation, as it marks van Loon as an extraordinary memoirist, able to draw convincing parallels between her own life and the academic arguments of her philosopher subjects without descending into cant or mawkishness. Van Loon manages to move confidently and convincingly between discussing her early love of trees and her first job working at a Dagwood Dog truck, to Julia Kristeva’s theory of subjective horror and Rosi Braidotti’s concept of bios/zoe." -- Johanna Leggatt * The Australian Book Review *"Towards the end of van Loon’s journey through her interviews with these impressive women, she asks: where are you at? It is a question she says we should all be asking each other, not so much for our physical whereabouts — though that can be crucial when a friend is in trouble — but to enquire about our own journey of becoming in the precarious world we inhabit... The Thinking Woman does a lot to help us think about how we can, how we could, even how we should, deal with our own feelings, and find the fluidity of imagination to live thoughtfully and fully.. I await volume two." -- Drusjilla Modjeska * Inside Story *"Show[s] us why and how philosophy matters in achingly personal, human terms...The quiet delight of this book is not just in watching its women think but understanding how and why they slice the world the way they do; locating their ideas in a biographical context, as the unique product of a life. A woman's life." -- Beejay Silcox * The Australian *"Here is an absolutely original work that may upend the certainties governing your days and nights. Reader beware." -- Christopher Merrill * author of Self-Portrait with Dogwood *"The Thinking Woman displays the myriad of ways we strive to maintain our freedom and to survive and flourish brilliantly." * GALE Newsletter *Table of ContentsContents Foreword Introduction CHAPTER 1 Love CHAPTER 2 Play CHAPTER 3 Work CHAPTER 4 Fear CHAPTER 5 Wonder CHAPTER 6 Friendship Notes Bibliography Acknowledgments
£55.20
Les Presses de l'Universite Laval Equity, Diversity and Inclusion in Sport
Book SynopsisWomen, people with disabilities and LGBTQ2+ people are more present on the sports scene, but important transformations are still needed in organizations so that these people are better represented and included in all sports disciplines. This book, which is the result of a research project conducted with sports organization managers, coaches, athletes, experts and other stakeholders in the field, proposes concrete solutions for sport organizations. Throughout the book we propose and explain good practices in the area of equity, diversity and inclusion (EDI). Together with numerous testimonials and examples from the field, these practices adapted to the sport environment make it possible to overcome the barriers that prevent women and people from historically marginalized groups from participating in sport and from reaching leadership positions within these organizations. The practices presented in this book are based on an analytical framework for inclusion in organizations that can be applied beyond the Quebec and Canadian context.
£20.69
Springer Nature Switzerland AG Leadership without Ego: How to stop managing and
Book SynopsisIf you take a chain, pile it up and then push it, what direction will it go? Nowhere you can predict and not very far. If you take it by the end and pull it, which way will it go? It will follow you. Leadership is not about what sets you apart from those you lead—it’s about what binds you together. It is not about controlling others—it’s about trusting others. It’s not about your achievements—it’s about unleashing your team’s greatness. In short, leadership really isn’t about you—it’s about your people. Take Bob Davids, co-author of this book and successful leader of six businesses in fields as diverse as engineering and winemaking. His achievements often came thanks to being able to refrain from acting when others might have found intervening irresistible. By trusting his employees to be better than him in their area of responsibility and letting them act, Bob unleashed the human greatness that no one else—including employees themselves—suspected. Yet to lead without acting does not mean doing nothing. It means creating conditions in which things happen by themselves. Leadership Without Ego is about a transformation of the concept of leadership in the past two decades: a change of beliefs about how best to lead, along with radically different leadership practices. The ideas in this book have already changed the fortunes of hundreds of businesses and the lives of tens of thousands of employees. They can do the same for your business, your people—and you.Table of ContentsArrows.- Beach Vs Seminars.- Better.- Bosses Vs Leaders.- Bullshit.- Caltech Tools.- Cars, Etc..- Coffee.- Common Sense.- Communication.- Communication, As Glue.- Control, Cream.- Culture & Trust.- Culture Of Responsibility.- Decisions, Stealing Them.- Difference.- Discipline.- Dogs.- Down, Lie.- Dual Standards, Or No-One Is Special.- Eagles.- Ego, Generals' And Presidents.- Equality.- Excuses.- Evil.- Exit To Start.- Fun Killers.- Generalities.- Getting Out Vs Getting In.- Growing, From Within.- Hands, Ripping It From Yours.- Holding Back, Not To.- Honesty, The First Step To Being A Leader.- Hourglass.- Idiots, The Virtues Of.- Idiots, Making Them.- Ingredients & Inventory.- Ink, Free.- Inspirations Vs Perspiration.- The Instant They Leave.- Intellectualizing By Floating.- Job Interviews.- Karma.- Keeping The Culture.- Kicking A Baby Bird.- Kicking, In The Rear Vs In The Front.- Lateness, Chronic.- Learning From My Mistakes.- Lesson, Father's.- Limits To Thinking... In Handcuffs.- Listening And Creativity.- Listening And Ideation.- Loop Closing.- Love Vs Respect.- Low Sights.- Lunatic.- Lying.- Making A Person Better.- Marketing Your Creativity.- Mbwa Is Better Than Mba.- Meetings, Knocking The Edge Off Them.- Mistakes.- Morale Soup.- Motivating, The Impossibility Of.- Motivational Diapers.- Motivational Diplomat.- A Natural.- Negotiating Up.- A Negotiation Technique - Fishing Vs Working.- Negotiation, Two Tools Of.- Nine Men And A Baby.- Number 2.- Officer, Chief Entertainment.- One Percent Exception, Getting Emotional.- Open Book.- Overplanning.- Outstiders.- Pay, Don't Screw It Up.- Paying Attention.- Paying For (Self-)Improvement.- Performance Reviews.- Personnel Chances.- Privilege.- Product Development Tube.- Question, Asking The Right One.- Quitting.- Quitting, Part Ii.- Reaching The Pinnacle.- Readers Of Bullshit.- Real Job Of The Ceo.- Real Life.- Reporting, By The Ceo.- Responsibility, With Authority.- The Right Quality.- Risk.- Running To Your Enemies - Cu Stick.- Saturday Off.- The Secret Of Becoming A Ceo.- The Senses, Influencing Them.- Sharing Gains.- Sharing Vision.- Shoeboxes.- Shotgun Innovation.- Size & Fun.- Size.- The Smallest Component.- Spilt Milk Syndrome, Double Bind.- Spread Of Information.- Starting A Business.- Stifling Gm.- Stink.- Success And Fun.- Suits.- Supplier - A Better Dog.- Sustaining Growth.- The S-Word.- The Tank Factor.- Tap-Dancing Whores.- Theory X.- Things We Cannot Do.- Time Horizon.- Time To Get Away.- Tired Giants.- Together, In The Garden.- Ton Of Money.- Top Guy.- Trademarks, Not Patents.- Trick Question.- T.C..- Trouble Time.- Trouble With The Ceo.- Trout.- Trust And Contracts.- Ultimate Power.- Uncontrollable Directors.- Unions.- Universal People.- Visionary Vs Accountant Ceos. Visionary Vs Enterpreneur.- Utopia Doesn't Last.- Video, Joies De (Life, Pleasures Of).- Wives And Dual Ladders.- Winemaking Isn't A Hobby.- Wings.- Winning, What It Means.- Worries Hang On Your Key Ring.- Wrong Hands.- X-It Strategy.
£26.59
Springer Nature Switzerland AG Increasing Learning & Development's Impact
Book SynopsisThis book provides a guide to the process of accrediting training programs, sets out how to achieve consistent measurement of the results of training, and explains why accreditation is critical for capturing and developing today’s workers’ skills, aiding retention, and boosting strategic organizational credibility with millennials. Workplace and executive training is a multi-billion dollar industry and yet an enormous percentage of that budget is spent on programs that have never been rigorously examined to ensure that they are fit for purpose and deliver value for the money. If you’re signing off on that budget, or asking your people to spend time on training programs, shouldn’t that concern you? Training accreditation offers vital quality assurance, ensures global consistency of results and delivers accountability for learning and performance outcomes. Apart from delivering better results and greater ROI, organizations can differentiate themselves from their competitors in the employment marketplace by offering accredited proprietary training. After all, digital natives, and indeed all of today’s most talented potential employees, expect (and increasingly demand) the high quality, engaging and transferable employee development that only accredited programs can deliver. Aligning with the standards set by the International Association of Continuing Education and Training (IACET) – today’s premier accreditation body for training programs – the authors offer principles for quality program structure, delivery, and improvement needed to achieve accreditation. They share practices used by high quality training program managers today, covering business alignment and program administration along with the planning, design, delivery and evaluation of learning systems.Table of ContentsCHAPTER 1: INTRODUCTION............................................................................................... 1 1.1: Rationale for Accreditation......................................................................................... 2 1.2: Business Case............................................................................................................... 7 1.2.1: Today’s Risk Reduced........................................................................................ 7 1.2.2: Tomorrow’s Risk Avoided.................................................................................. 8 1.2.3: Adapt to External Pressures to Change and Re-size............................................. 8 1.2.4: Reduce Direct People Costs................................................................................. 9 1.2.5: Always Innovate................................................................................................. 9 1.2.6: Attract Workers You Want................................................................................ 10 Conclusion......................................................................................................................... 11 References......................................................................................................................... 12 CHAPTER 1: MANAGER TIPS...................................................................................... 14 CHAPTER 1: SUPPLEMENT.......................................................................................... 15 Supplement Tool 1A: The Advanced Organizer............................................................ 15 PART I: STRUCTURE, RESPONSIBILITY AND CONTROL......................................... 18 CHAPTER 2: ALIGN LEARNING WITH ORGANIZATION MISSION VALUES....... 20 2.1: Vision, Mission and Values as Strategy.................................................................... 20 2.2: Alignment Benefits Accreditation.............................................................................. 23 2.2.1: Philosophy on Employee Education.................................................................. 24 2.2.2: Provides Direction............................................................................................. 26 2.2.3: Unifies the Team............................................................................................... 27 2.2.4: Claims Authority............................................................................................... 27 2.3: Steps to writing a Mission and Values Statement..................................................... 28 Conclusion......................................................................................................................... 30 References......................................................................................................................... 30 CHAPTER 2: MANAGER TIPS...................................................................................... 32 CHAPTER 2 : SUPPLEMENT......................................................................................... 34 Supplement Tool 3A: Steps to Writing a Mission and Value Statement......................... 34 CHAPTER 3: STRUCTURING FOR ACCOUNTABILITY............................................... 42 3.1: Models for Structure................................................................................................. 42 3.1.1: Centralized Training Organization..................................................................... 44 3.1.2: Decentralized Training Organization................................................................. 44 3.1.3: Business Embedded Model............................................................................... 45 3.1.4: Corporate Universities and the Emerging Federated Model............................... 46 3.2: Responsibility and Accountability for Learning....................................................... 47 3.2.1: The Senior Learning Executive.......................................................................... 48 3.2.2: Senior Learning Executive Responsibilities....................................................... 48 3.2.3: Learning Processes............................................................................................ 49 3.2.4: Learning Administration................................................................................... 49 3.2.5: Learning Maintenance...................................................................................... 50 3.2.6: Training Audit................................................................................................... 50 3.3: Accountability for Continuing Education Units (CEUs)........................................... 52 3.3.1: Purpose of CEU................................................................................................ 52 3.3.2: Calculating CEU................................................................................................ 52 3.3.3: Recording CEU................................................................................................. 55 Conclusion......................................................................................................................... 55 References......................................................................................................................... 56 CHAPTER 3: MANAGER TIPS...................................................................................... 57 CHAPTER 3: SUPPLEMENT.......................................................................................... 59 Supplement Tool 3A: CEU WORKSHEET (Face-To-Face Event).................................. 59 Supplement Tool 3B: CEU WORKSHEET: Online/Self-Paced...................................... 60 CHAPTER 4: MANAGEMENT OF TRAINING.................................................................. 61 4.1: Learning Environment and Resources...................................................................... 62 4.2: Assessing the Learning Environment........................................................................ 62 4.3: Providing Support Services....................................................................................... 64 4.3.1: Registration Methods......................................................................................... 65 4.3.2: Notifications and Access................................................................................... 66 4.3.3: Seating Arrangements........................................................................................ 66 4.3.4: Equipment to Support Learning......................................................................... 67 4.3.5: Refreshments.................................................................................................... 68 4.3.6: Event Evaluation............................................................................................... 69 4.4: Creating a Supportive Learning Environment......................................................... 70 Conclusion......................................................................................................................... 70 References......................................................................................................................... 71 CHAPTER: 4 MANAGER TIPS...................................................................................... 72 CHAPTER 4: SUPPLEMENT.......................................................................................... 74 Supplement Tool 4A: Tool to Assess the Organization’s Learning Climate.................. 74 PART II: PLANNING THE ENVIRONMENT AND EDUCATIONAL EVENTS.......... 77 CHAPTER 5: PLANNING FOR LEARNING....................................................................... 80 5.1: Quality Management Background............................................................................ 81 5.1.1: Continuous Improvement.................................................................................. 81 5.1.2: Quality and Continuous Improvement in the Context of Learning.................... 83 5.2: Quality Approach to Training – Strategic Planned Learning.................................. 83 5.2.1: Clean up the Talk.............................................................................................. 84 5.2.2: Don’t Say Curriculum!...................................................................................... 84 5.2.3: Structured Learning Plans – the Learning Blueprint........................................... 85 5.2.3.1: Organizational, Job and Individual Needs............................................ 87 5.2.3.2: Planning the Learning Blueprint (shhh! – curriculum planning)......... 88 5.2.3.3: Writing a Learning Blueprint (shhh! - curriculum design).................... 89 5.2.3.4: Formalize the Learning Blueprint......................................................... 90 5.3: Creating Courses – a Design Process...................................................................... 91 5.3.1: Instructional Systems Design (ISD).................................................................. 92 5.3.1.1: ADDIE Model..................................................................................... 92 5.3.1.2: Dick and Carey Systems Approach Model.......................................... 94 5.3.1.3: Successive Approximation Model (SAM)............................................. 95 5.4: Plan to Evaluate......................................................................................................... 96 Conclusion......................................................................................................................... 97 References......................................................................................................................... 97 CHAPTER 5: MANAGER TIPS...................................................................................... 99 CHAPTER 5: SUPPLEMENT........................................................................................ 100 Supplement Tool 5A: Sample Learning Blueprint....................................................... 100 CHAPTER 6: IS TRAINING THE ANSWER? ASSESSING NEEDS............................. 101 6.1: Assessing the Real Need – Determining the Business Problem/GAP...................... 101 6.1.1: Framing the Problem....................................................................................... 103 6.1.2: Type of Need.................................................................................................. 104 6.1.3: Investigating Root Causes................................................................................ 106 6.1.3.1: Individual–Level Root Causes............................................................ 106 6.1.3.2: Organization-Level Root Causes....................................................... 107 6.2: Conducting a Needs Assessment.............................................................................. 110 6.2.1: Setting the Limits............................................................................................. 111 6.2.2: Determining the Data Needed.......................................................................... 111 6.2.3: Identifying Sources of Information................................................................. 111 6.2.4: Selecting Methods for Data Collection........................................................... 112 6.2.5: Collecting and Analyzing the Data.................................................................. 112 6.2.6: Communicating Needs Assessment Results..................................................... 113 6.3: Issues in Needs Assessments.................................................................................... 114 6.4: Planning for Strategic Organizational Learning beyond Needs Assessment......... 115 Conclusion....................................................................................................................... 116 References....................................................................................................................... 116 CHAPTER 6: MANAGER TIPS.................................................................................... 118 CHAPTER 6: SUPPLEMENT........................................................................................ 119 Supplement Tool 6A: Needs Assessment Diagnosis – Where is the real Problem?...... 119 Supplement Tool 6B: Checklist to Guide Training Needs Assessment......................... 121 PART III: BENEFITS AND OUTCOMES........................................................................... 122 CHAPTER 7: INTENDED LEARNING OUTCOMES...................................................... 125 7.1: Name the Program Goal......................................................................................... 125 7.1.1: Training Program Goal Looks to the Future..................................................... 126 7.1.2: Training Program Goal Covers Broad Changes................................................ 127 7.2: Differentiate Goals and Objectives......................................................................... 127 7.3: Analyze Jobs to Determine Performance Objectives............................................. 128 7.3.1: Job Analysis................................................................................................... 129 7.3.2: Performance Objectives in Domains.............................................................. 131 7.3.2.1: The Cognitive Domain..................................................................... 131 7.3.2.2: The Psychomotor Domain................................................................ 133 7.3.2.3: The Affective Domain....................................................................... 134 7.3.3 Using Domains in Performance Objectives..................................................... 136 7.4: Write High Quality Performance Objectives........................................................ 137 7.4.1: Marrying Performance Objectives and Instructional Objectives.................... 137 7.4.2: Descriptors in Every Performance Objective................................................. 137 7.5: Uses for Performance Objectives............................................................................ 139 7.6: Creating Evaluation Methods to Test Objectives................................................... 140 7.7: Preparing Learning Outlines or Storyboards......................................................... 140 7.7.1: Instructional Plan or Storyboard..................................................................... 141 7.8: Writing, Buying or Buying and Modifying Instructional Materials....................... 142 7.9: Communicating Training Events as Opportunities................................................. 142 7.9.1: Communicate to Employees........................................................................... 143 7.9.2: Communicate to Other Managers................................................................... 143 Conclusion....................................................................................................................... 144 References....................................................................................................................... 145 CHAPTER 7: MANAGER TIPS.................................................................................... 147 CHAPTER 7: SUPPLEMENT........................................................................................ 148 Supplement Tool 7A: Instructional Objectives Worksheet........................................... 148 CHAPTER 8: WHO SHOULD BE INVOLVED IN INSTRUCTION?............................. 149 8.1: Qualifying as a Learning and Development Professional....................................... 150 8.2: Knowledge, Skills, Attitudes and Other Competencies Essential for Learning..... 150 8.3: Learning and Development Professionals Skills..................................................... 151 8.3.1: Needs Assessment Skills................................................................................. 152 8.3.2: Job Analysis Skills.......................................................................................... 153 8.3.3: Design Skills.................................................................................................... 154 8.3.4: Development Skills......................................................................................... 154 8.3.5: Implementation Skills...................................................................................... 155 8.3.6: Evaluation Skills.............................................................................................. 156 8.4: Documenting Learning and Development Professional Qualifications.................. 156 8.5: Developing Learning and Development Professional Skills.................................... 157 8.6: Ensuring a Well-Qualified Learning and Development Team................................ 158 Conclusion....................................................................................................................... 159 References....................................................................................................................... 159 CHAPTER 8: MANAGER TIPS.................................................................................... 160 CHAPTER 8: SUPPLEMENT........................................................................................ 161 Supplement Tool 8A: Checklist to Review Instructor Qualifications........................... 161 CHAPTER 9:............................................................................................................................. 162 CONDUCTING LEARNING EVENTS PROFESSIONALLY......................................... 162 9.1: Historical Evolution of the Training and Development Professional..................... 162 9.2: Training and Development Professionals................................................................ 164 9.2.1: Occupational Profile........................................................................................ 165 9.2.2: Required Qualifications................................................................................... 166 9.2.2.1: Credentials, Certifications, and Certificate Programs........................ 167 9.2.2.2: Training Credentials.......................................................................... 168 9.2.2.2.1: Certified Professional in Learning and Performance (CPLP).............. 169 9.2.2.2.2: Associate Professional in Talent Development (APTD)..................... 169 9.2.2.2.3: Certified Performance Technologist (CPT)....................................... 170 9.2.2.2.4: Alternate Credentials................................................................ 170 9.2.2.3: Eligibility for Credentials................................................................... 170 9.2.3: Competencies of Learning and Development Practitioners.............................. 175 9.3: Professional Conduct and Code of Ethics............................................................... 177 9.3.1: Professional Obligations.................................................................................. 178 9.3.2: Confidentiality................................................................................................ 178 9.3.3: Professional Boundaries and Limitations......................................................... 179 9.3.4: Professional Integrity....................................................................................... 179 9.3.5: Maintain Intellectual Property.......................................................................... 180 9.3.6: Inclusionary Practices...................................................................................... 181 9.3.7: Conflicts of Interest......................................................................................... 181 Conclusions..................................................................................................................... 182 References....................................................................................................................... 182 CHAPTER 9: MANAGER TIPS.................................................................................... 185 CHAPTER 9: SUPPLEMENT........................................................................................ 186 Supplement Tool 9A: Professional Development Activities for L & D Personnel... 186 PART IV: CONTENT DESIGN AND DELIVERY............................................................ 187 CHAPTER 10: DECIDING WHAT TO INCLUDE............................................................ 189 10.1: Planning Training for Your Employees and Your Workplace............................ 189 10.1.1: General/Demographic Characteristics......................................................... 190 10.1.2: Current Abilities......................................................................................... 191 10.1.3: Work Environment..................................................................................... 192 10.2: Setting Instructional Objectives............................................................................ 194 10.3: Write Conditions, Action Verbs, and Criteria in Instructional Objectives......... 195 10.3.1: Condition................................................................................................... 195 10.3.2: Action Verbs.............................................................................................. 196 10.3.3: Criteria....................................................................................................... 199 Conclusion....................................................................................................................... 201 References....................................................................................................................... 201 CHAPTER 10: MANAGER TIPS.................................................................................. 203 CHAPTER 10: SUPPLEMENT...................................................................................... 204 Supplement Tool 10A: Instructional Objectives Worksheet......................................... 204 CHAPTER 11:........................................................................................................................... 205 METHODS TO ACHIEVE CONSISTENCY....................................................................... 205 11.1: Design Content....................................................................................................... 205 11.1.1: Workers as Learners.................................................................................... 206 11.1.2: Sequencing the Content............................................................................... 206 11.2: Select Methods....................................................................................................... 208 11.2.1: Methods are categorized.............................................................................. 208 11.2.2: Select Methods According to Objectives..................................................... 209 11.2.3: Create Activities to match Methods and Domains....................................... 210 11.3: Promote Interaction.............................................................................................. 211 11.3.1: Interaction with Content.............................................................................. 212 11.3.2: Interaction with Others................................................................................ 212 11.4: Selecting Instructional Media – Training Delivery............................................... 213 11.4.1: Planning for On-site Learning...................................................................... 214 11.4.2: Planning for Job-integrated Training............................................................ 215 11.4.3: Planning for Peer Learning and Social Media Learning............................... 216 11.5: Implement a Course Planner................................................................................. 216 11.5.1 Using a Course Planning Instrument............................................................. 217 Conclusion....................................................................................................................... 219 References....................................................................................................................... 219 CHAPTER 11: MANAGER TIPS.................................................................................. 220 CHAPTER 11: SUPPLEMENT...................................................................................... 221 Supplement Tool 11A: Methods Overview.................................................................. 221 PART V: ASSESSING OUTCOMES, MAINTAINING RECORDS................................ 225 CHAPTER 12: FEEDBACK AND JOB APPLICATION.................................................. 227 12.1: Providing Learners with Feedback....................................................................... 227 12.1.1: Training Evaluation Policy and Procedures................................................. 228 12.1.2: Record Keeping........................................................................................... 230 12.2: Addressing Job Application of Training............................................................... 232 12.2.1: Defining On-The-Job Transfer.................................................................... 232 12.2.2: Defining and Ensuring Near Transfer of Training..................................... 232 12.2.3: Defining and Ensuring Far Transfer of Training.......................................... 233 12.3: Managers Tips to Provide Learners with Feedback and Ensure On-the-Job...... 235 Conclusion....................................................................................................................... 236 Reference........................................................................................................................ 236 CHAPTER 12: MANAGER TIPS.................................................................................. 238 CHAPTER 12: SUPPLEMENT...................................................................................... 239 Supplement Tool 12A: Brainstorming Guide –Encourage Giving Feedback............. 239 Supplement Tool 12B: Brainstorming Guide –Near Transfer of Learning................. 240 Supplement Tool 12C: Brainstorming Guide –Far Transfer of Learning................... 241 CHAPTE 13: RECORDS AND PROGRAM EVALUATION........................................... 242 13.1: Full Program Evaluation....................................................................................... 242 13.1.1: Purpose....................................................................................................... 243 13.1.2: Reluctance................................................................................................... 243 13.1.3: Comprehensive........................................................................................... 244 13.1.4: Goal Oriented.............................................................................................. 244 13.1.5: Sources........................................................................................................ 245 13.2: Focus: Formative, Summative or Confirmative................................................... 246 13.2.1: Formative.................................................................................................... 246 13.2.2: Summative.................................................................................................. 246 13.2.3: Confirmative............................................................................................... 247 13.3: Evaluation Procedures/Methods........................................................................... 248 13.3.1: Kirkpatrick and Phillips Levels of Evaluation............................................. 248 13.3.2: Other Program Evaluation Methods............................................................. 251 13.4: Report Writing and Audience............................................................................... 253 13.4.1: Results......................................................................................................... 254 13.4.2: Conclusions and Recommendations............................................................ 254 13.4.3: Evaluation Reports..................................................................................... 255 13.5: Training Policy and Records................................................................................. 257 13.5.1: Policy........................................................................................................ 257 13.5.1.1: Evaluation policies..................................................................... 258 13.5.1.2: Learner privacy policies........................................................... 258 13.5.2: Results and Record Maintenance................................................................ 259 13.5.2.1: Training event records................................................................ 259 13.5.2.2: Learner documentation............................................................... 260 13.5.3: Record Maintenance................................................................................... 260 Conclusion....................................................................................................................... 261 References....................................................................................................................... 261 CHAPTER 13 : MANAGER TIPS................................................................................. 263 CHAPTER 13: SUPPLEMENT...................................................................................... 264 Supplement Tool 13A: Level 1 Sample of Evaluation Form........................................ 264 CHAPTER 14: ACCREDITATION SOURCES.................................................................. 265 14.1: Pre-Steps to Achieve Accreditation....................................................................... 265 14.2: Clarify Purpose...................................................................................................... 266 14.3: Research................................................................................................................ 267 14.3.1: Accrediting Bodies...................................................................................... 267 14.3.2: Standards.................................................................................................... 270 14.3.2.1: American National Standards Institute (ANSI)............................ 271 14.3.2.2: International Organization for Standardization (ISO)................ 271 14.3.2.3: Learning and Development Standards........................................ 272 14.4: Business Case......................................................................................................... 273 14.5: Project Plan........................................................................................................... 273 14.6: Accreditation Process............................................................................................ 275 14.7: Recommendation and Tips.................................................................................... 276 Conclusions..................................................................................................................... 283 References....................................................................................................................... 284 CHAPTER 14: MANAGER TIPS.................................................................................. 285 CHAPTER 14: SUPPLEMENT...................................................................................... 286 Supplement Tool 14A: Accreditation Readiness Checklist.......................................... 286
£44.99
Springer Nature Switzerland AG Psychosocial Safety Climate: A New Work Stress
Book SynopsisThis book is a valuable, comprehensive and unique reference text on Psychosocial Safety Climate (PSC), a new work stress theory. It proposes a new PSC theory concerning the corporate climate for workers’ psychological health, its origins and implications for work stress, and provides a critique of current research and theories. It provides a comprehensive review of all PSC studies to date. The chapters discuss state-of-the-art empirical evidence testing PSC theory in relation to management roles, organisational resilience, corruption, organisational status, cultural perspectives, illegitimate tasks, high PSC work groups, PSC variability in work groups, etc. They investigate outcomes such as psychological distress, emotional exhaustion, depression, worry, engagement, health, cognitive decline, personal initiative, boredom, cynicism, sickness absence, and productivity loss, in various workplace settings across many countries. This unique book allows practitioners to rapidly update practical measures, benchmarks and processes, and provides students and trainees with an introduction to PSC and important concepts and methods, quantitative and qualitative, in occupational health with leads to further sources. Students as well as experts on occupational health and safety, human resource management, occupational health psychology, organisational psychology and practitioners, unions and policy makers will find this book highly informative. It covers relevant materials for undergraduate and postgraduate education, drawing upon the concepts, topics and methods (diary, multilevel, longitudinal, qualitative, data linkage) within the multidisciplinary occupational health area.Table of ContentsPart 1: Psychosocial safety climate: Theory, measurement and practical implications.- Chapter 1. Psychosocial Safety Climate as a new work stress theory and method implications (Maureen F Dollard).- Chapter 2. A Review of PSC Evidence (Amy Zadow).- Chapter 3. The PSC-4; A short PSC tool (Maureen F Dollard).- Chapter 4. The PSC-15; Expanded Dimensions (Maureen F Dollard).- Chapter 5. The PSC-12; Malaysian and Indonesian version (Mohd Awang Idris, Yulita).- Chapter 6. An Approach to Developing the PSC tool by Cognitive Interviewing (Michael Ertel).- Part 2 : Impacts of PSC on Workers (Cognitive decline, mental health problems, boredom, personal initiative and engagement).- Chapter 7. PSC and Work Quality impact on Cognitive Decline (Ashlee Wilton).- Chapter 8. sychosocial Safety Climate and Mental Health Problems (Maureen Dollard).- Chapter 9. Psychosocial safety climate and job demands–resources: A multilevel study predicting boredom (Valdrin Krasniqi).- Chapter 10. PSC in the Private Sector: Predicting Personal Initiative and Engagement via Personal Development (Michelle Chin Chin Lee).- Part 3 : PSC in different occupations (e.g. policing, humanitarian workers, university workers).- Chapter 11. The effects of Psychosocial Safety Climate on Health and Work in Police Officers (Levi James McCusker).- Chapter 12. Psychosocial Safety Climate as Organisational Resilience: Implications for Worker Psychological Health, Resilience, and Engagement (Carly Taylor).- Chapter 13. A Qualitative Investigation into High Psychosocial Safety Climate University Groups (Rachael Potter).- Part 4. PSC in different countries (e.g., Taiwan, Mexico, Iran, Malaysia).- Chapter 14. Psychosocial safety climate, psychosocial work conditions and employees' wellbeing: empirical findings from Taiwan (Yawen Cheng).- Chapter 15. A validation of the PSC-12 in Mexican workers (Horacio Tovalin Ahumada).- Chapter 16. Psychosocial Safety Climate and PSC Strength; Direct and Interaction effects on Mental Health issues and Work Engagement (Iran) (Afsharian).- Chapter 17. Psychosocial safety climate in Malaysian schools: A multilevel study predicting work and individual outcomes (Nor Shafiza Abdullah).- Part 5. Interventions and Policy Implications (Canada, Sweden, Australia).- Chapter 18. Factors influencing management practices in workplace health interventions (Caroline Biron).- Chapter 19. Team coaching and psychosocial risk assessments, learnings for the future (Sweden) (Rachael Berglund).- Chapter 20. PSC and National Policy (Tessa Bailey).- Chapter 21. Conclusion.
£104.49
Springer Nature Switzerland AG In an Ideal Business: How the Ideas of 10 Female
Book SynopsisBusiness decisions are not just based on abstract theories or models. They reflect a world view of how a company operates and the philosophy of management that it follows. Even denying any connection between management and values is a philosophical statement in itself.Santiago Iñiguez de Onzoño, President of the prestigious IE Business School, looks to the greatest female philosophers from modern history to help us bring purpose and meaning back into the workplace and management education. He shows how their pioneering work can be applied in specific situations, from Iris Murdoch’s emphasis on compassion to Hannah Arendt’s work on making the world more human, each philosopher can, in a very practical way, help inform your own approach to work and life. Packed with examples, personal stories and anecdotes from some of the world’s most influential companies and women in business, this book examines how the contributions from female philosophers stand up in the real world, helping to drive inclusion, diversity and ultimately, innovation.Table of Contents1. Why Female Philosophers Matter to Management: Randi Zuckerberg.- 2. Balance: Patricia Churchland / Belinda Holdsworth.- 3. Courage: Ayn Rand / Jiang Qiong Er.- 4. Virtue: Philippa Foot / Angelica Kohlmann.- 5. Love: Iris Murdoch / María Benjumea.- 6. Authenticity: Elisabeth Anscombe / Catherine Moukheibir.- 7. Humanity: Martha Nussbaum / Olga Urbani.- 8. Fortitude: Hannah Arendt / Maria Tereza Fleury.- 9. Passion: Simone Weil / Michelle Raymond.- 10. Ethics: Adela Cortina / Inés Temple.- 11. Vision: Simone de Beauvoir / Usha Prashar.- Epilogue - Resolve: African Challenges / Ifeoma Idigbe.
£31.34
Springer Nature Switzerland AG The Art of Sustainable Performance: A Model for
Book SynopsisThis open access book revisits common notions on how to select and recruit the right employees. It reveals that the secret of successful individuals and teams lies in a combination of talent and four important performance indicators, offering an innovative approach that companies can fruitfully adopt. Bas Kodden has studied key performance indicators among over 1,100 executives, senior staff and professionals, including 50 CEOs from leading Dutch companies. His findings put the present recruitment and selection procedures used by many prominent companies in a new light. Moreover, the book not only addresses theory; it also offers a practically applicable model for recruitment, selection and professional development. In closing, the book includes a variety of questionnaires and checklists for HR professionals and executives whose goal is to build sustainable and successful teams and organizations.
£17.09
Springer Nature Switzerland AG Excel 2019 for Human Resource Management
Book SynopsisThis book shows the capabilities of Microsoft Excel in teaching human resource management statistics effectively. Similar to the previously published Excel 2016 for Human Resource Management Statistics, this book is a step-by-step, exercise-driven guide for students and practitioners who need to master Excel to solve practical human resource management problems. If understanding statistics isn’t your strongest suit, you are not especially mathematically inclined, or if you are wary of computers, this is the right book for you. Excel, a widely available computer program for students and managers, is also an effective teaching and learning tool for quantitative analyses in human resource management courses. Its powerful computational ability and graphical functions make learning statistics much easier than in years past. However, Excel 2019 for Human Resource Management Statistics: A Guide to Solving Practical Problems, 2nd Edition, capitalizes on these improvements by teaching students and managers how to apply Excel to statistical techniques necessary in their courses and work. Each chapter explains statistical formulas and directs the reader to use Excel commands to solve specific, easy-to-understand human resource management problems. Practice problems are provided at the end of each chapter with their solutions in an appendix. Separately, there is a full practice test (with answers in an appendix) that allows readers to test what they have learned.Table of ContentsPreface.- Acknowledgements.- 1 Sample Size, Mean, Standard Deviation, and Standard Error of the Mean.- 2 Random Number Generator.- 3 Confidence Interval About the Mean Using the TINV Function and Hypothesis Testing.- 4 One-Group t-Test for the Mean.- 6 Correlation and Simple Linear Regression.- 7 Multiple Correlation and Multiple Regression.- 8 One-Way Analysis of Variance (ANOVA).- Appendix A: Answers to End-of-Chapter Practice Problems.- Appendix B: Practice Test.- Appendix C: Answers to Practice Test.- Appendix D: Statistical Formulas.- Appendix E: t-table.- Index.
£40.49
Springer Nature Switzerland AG Women in Ophthalmology: A Comprehensive Guide for
Book SynopsisThere are nearly 24,000 ophthalmologists in the United States, with 500 physicians newly entering the ophthalmology field each year and approximately half of those being women. Although women now represent approximately half of all ophthalmologists, gender disparities remain when it comes to certain subspecialties (e.g., surgical retina), leadership roles (e.g., department chairs), industry involvement (e.g., consultancy and advisory board positions), and even academic publications. There has been a recently heightened interest in female representation in this field which has manifested in several ways (e.g., conferences geared towards women in ophthalmology, non-peer-reviewed publications about women in ophthalmology, and mentorship programs specifically for women). This book is the first of its kind in procuring and disseminating information—pertaining to both career and life—in an organized, concrete, and enduring way. Women in Ophthalmology is a comprehensive collection of chapters primarily written by women in the field of ophthalmology. The book aims to guide others through milestones and challenges women may face during their careers, and shares sound insights into how to deal with unique issues both inside and outside the workplace. Topics that are widely applicable to all who work in ophthalmology are included, such as finding mentors, collaborating within industry, handling work-life balance, and seeking out leadership opportunities. Each chapter combines personal anecdotes with knowledge from leaders in the field which both men and women will find highly valuable. Table of ContentsPreface Acknowledgements Dedication Memorium Part I. Education and Training Chapter 1: The Beginning: Match and Residency Chapter 2: Choosing a Fellowship and How to Stand Out Part II. Starting Your Career Chapter 3: How to Get a Great Position in Private Practice Chapter 4: Finding a Great Job in Academics Chapter 5: As You Start a Career in Academic Medicine: Priming for Success Chapter 6: Starting Your Own Practice Chapter 7: Building Your Clinical Practice and Reputation Part III. Patient Care Chapter 8: Staying at the Forefront of Your Field: Embracing the New Chapter 9: Improving Efficiency with EMR in Your Clinic and OR Chapter 10: Dealing with Complications and Avoiding Medicolegal Issues Chapter 11: Handling the Unexpected In Ocular Surgery Part IV. Research Chapter 12: The Ins and Outs of Clinical Trials Chapter 13: Becoming a Successful Clinical Trialist Chapter 14: How to Successfully Publish and Present Your Research Chapter 15: Publishing and Presenting Clinical Research Part V. Teaching Chapter 16: Delivering an Engaging Lecture Chapter 17: Teaching in a Busy Clinical Setting Chapter 18: Teaching Surgery Part VI. Dealing With Conflict Chapter 19: Sexual Harassment in Ophthalmology Chapter 20: Managing Conflict in the Workplace Chapter 21: Experiencing Health Issues as a Physician Part VII. Family Matters Chapter 22: Romantic Relationships Chapter 23: Parenting During Training Chapter 24: Motherhood and Medicine Chapter 25: Professorship and Parenthood Chapter 26: Balancing Academic Career and Parenthood: Ten Thoughts and One Bonus on Success Chapter 27: Dual Professional Career Relationships Part VIII. Leadership Chapter 28: Leadership for YOs (Young Ophthalmologists) Chapter 29: Preparing for Service in Whatever Comes Your Way Chapter 30: How to Be an Effective Fellowship Program Director Chapter 31: Keys to Public Speaking Part IX. Career Advancement Chapter 32: Getting Promoted to Associate Professor Chapter 33: A Less Paved Road: Switching Careers and Taking an Unorthodox Path Chapter 34: Setbacks & Second Chances Part X. Working with Industry Chapter 35: Collaborating with Industry Chapter 36: Why Industry Values the Female Perspective Chapter 37: Demystifying Pharma and BioTech – Applying Ophthalmology to Make New Tools Part XI. Work Life Balance Chapter 38: Work-Life Balance and Avoiding Burnout Chapter 39: Making the Most Out of Academic Meetings Chapter 40: Social Media and Privacy Issues Part XII. Personal Finances Chapter 41: Setting the Course for a Successful Future With Better Financial Planning Chapter 42: Personal Finances and Career Decisions Part XIII. Mentorship and Networking Chapter 43: Effective Mentoring: A Guide for Mentors and Mentees Chapter 44: Mentorship Chapter 45: To Brand or Be Branded Chapter 46: Promoting Yourself and Your Brand
£37.99
Springer Nature Switzerland AG Engaged Fatherhood for Men, Families and Gender
Book SynopsisThis aim of this open access book is to launch an international, cross-disciplinary conversation on fatherhood engagement. By integrating perspective from three sectors—Health, Social Policy, and Work in Organizations—the book offers a novel perspective on the benefits of engaged fatherhood for men, for families, and for gender equality. The chapters are crafted to engaged broad audiences, including policy makers and organizational leaders, healthcare practitioners and fellow scholars, as well as families and their loved ones. Table of Contents
£42.74
Springer Nature Switzerland AG Developing Human Resources in Southeast Asia: A
Book SynopsisThis book provides readers with a comprehensive introduction to human resource development (HRD) in Southeast Asia and offers a holistic framework for the phenomenon of Regional HRD in Southeast Asia. It argues that viewing HRD in ASEAN as a complex adaptive system is the most effective way to understand the expansive and multifarious processes and activities involved in Regional HRD. As a region, Southeast Asia continues to emerge as one of the most dynamic and compelling in the world with a need to develop its human resources to further its independence, economic prosperity, and sovereignty. By focusing on a regional perspective of HRD, this book establishes the missing link in the transition from the national HRD to the global HRD perspective. Offering a framework for understanding how HRD policy and practice function within a dynamic ecosystem, this book appeals to scholars, practitioners, and policymakers alike, particularly those interested in ASEAN.Table of ContentsPart I: Researching Human Resource Development in Southeast AsiaChapter 1: Introduction: The Dynamic Region of Southeast Asia Chapter 2: Research Design Part II: The Human Resource Development Ecosystem of Southeast Asia Chapter 3: Culture, Policy, and ASEAN: The Macro Dimension Chapter 4: Education and Networks: The Meso Dimension Chapter 5: Individuals and Organizations: The Micro Dimension Part III: A Holistic Framework for the ASEAN Community Chapter 6: Developing Human Resources the ASEAN Way Chapter 7: The Future of HRD in Southeast Asia
£123.49
Springer Nature Switzerland AG Test Bias in Employment Selection Testing: A
Book SynopsisThis book provides students with a concise introduction to test bias from a psychometric point-of-view without statistics. It uses easy to understand graphs to explain complex technical approaches to test bias giving readers a highly sought-after knowledge enabling them to be better consumers of tests.Studies performed by the Society for Human Resource Management (SHRM) consistently show that selection is a key competency for Human Resource (HR) professionals. Knowledge of test bias is a key component to effectively and legally performing this highly valued HR function. Unfortunately, test bias is rarely covered in HR classes or is presented in a highly technical manner geared to individuals with strong statistical and mathematical backgrounds. This book, requiring no previous statistical or mathematical knowledge, can be used as a supplemental textbook for any class that deals with selection, staffing, or measurement at the undergraduate or graduate level.Table of ContentsChapter 1: Introduction to Tests and Test Bias.- Chapter 2: Linear Regression.- Chapter 3: Differential Test Prediction.- Chapter 4: Measurement Variance.- Chapter 5: Differential Item Functioning.- Chapter 6: The 4/5ths Rule.- Chapter 7: Case Studies.- Glossary.
£71.99
Springer Nature Switzerland AG Strategic Human Resource Management and
Book SynopsisThis textbook takes a theoretically informed and practice-based approach to strategic human resource management (HRM) and employment relations (ER). The book follows a unique pedagogical design employing problem-based learning and participant-centred learning approaches, both of which the author has extensive experience in implementing with advanced undergraduate HRM and post-graduate learners.This new edition includes chapters on artificial intelligence (AI) and HR, employee experience and engagement, managing HRM during crises, and eight new cases. In addition, this book includes an online instructors’ manual for instructors.Table of ContentsChapter 1. Introduction.- Chapter 2. HRM and ER: A Strategic Perspective.- Chapter 3. Strategic HRM & ER: Best-Practice Versus Best Fit.- Chapter 4. SHRM & ER: The Resource-Based View.- Chapter 5. Institutional Theory and SHRM.- Chapter 6. Strategic Choice and SHRM & ER.- Chapter 7. Professionalism and Ethics.- Chapter 8. Work Design and HR Planning: A Strategic Perspective.- Chapter 9. Strategic Performance and Commitment Management.- Chapter 10. Strategic Learning and Development.- Chapter 11. Managing Employee Voice.- Chapter 12. Managing Change and HRM.- Chapter 13. Strategic Compensation and Benefits Management.- Chapter 14. Special Topics in SHRM & ER.- Chapter 15. Managing People in a Crisis.
£56.99
Springer Nature Switzerland AG Tourism and Disability: An Economic and
Book SynopsisThis book addresses existing challenges and opportunities related to tourism for people with disabilities. A niche market that is largely underdeveloped, its potentials are also often underestimated. It examines the strategies, policies, and initiatives – at regional, national, and international levels – to foster the development of accessible tourism for people with disabilities. It does so by examining the different social, cultural, legal, and information/interactive barriers that represent important constraints to welfare, inclusion, integration, and promotion of civil rights, which bring difficulties and detriment to tourists with disabilities.Additionally, the book analyzes the characteristics and dynamics of that portion of the tourism industry that is more oriented to meet the distinctive travel demand of people with disabilities. In doing so, the book explores how preferences for travel services and facilities of people with disabilities differ from preferences of tourists without disabilities. All these issues are addressed from both a theoretical and a practical perspective by adopting a multidisciplinary approach, which leverages from the fields of management, economics, and statistical analysis. The book can be useful for a broad audience made of both researchers and practitioners (among which tourism companies and corporate trainers) who are expected to deal with the topic of tourism management.Table of ContentsIntroduction.- Disabilities and Accessible Tourism: Recent Development and Future Directions in Management Studies.- Part I: The Demand Side of Tourism for People with Disabilities.- The Determinants of Length of Stay of Italian Senior Tourists.- Tourism Flows in Italy: The Role of Local Public Policies Toward Disability.- Accessibility of Cultural Sites for Disabled People: Some Preliminary Evidence from Sicily.- Part II: The Supply Side of Tourism for People with Disabilities: A Context-Based Perspective.- How to Improve Universal Accessibility of Smart Tourism Destinations: The Case of Amsterdam City.- Gender and Disabilities in the Tourism Industry.- Social Farms in Support of Local and Accessible Tourism.- Part III: The Supply Side of Tourism for People with Disabilities: A Tools-Related Perspective.- Tourism for All: From Customer to Destination after COVID-19.- Tourism for Disabled Travelers: Breaking Down Barriers Through Network Interactions.- Eco-Innovation as a Tool to Enhance the Competitiveness of “Tourism for All”: The Italian Project “Turismabile”.- Conclusions.
£113.99
Springer Nature Switzerland AG Complementary Management: A Practice-driven Model
Book SynopsisThis book explores the Complementary Management Model. Building on extensive theoretical considerations on management and leadership, it outlines the seven elements of the model: the management actors (1) jointly fulfil management tasks (2) serving two management functions (3) by performing management routines (4) and applying formal management instruments (5), which requires management resources (6) and management unit structures (7). The key mechanisms of Complementary Management include the primacy of employee self-leadership, compensatory interventions of the line manager in the absence of such self-steerage, and active roles for senior managers and HR advisors in the management/leadership process. The Complementary Leadership Model is practice-oriented and offers a coherent conceptual basis for corporate models (= principles and guidelines) of management and leadership. The book describes the process for developing and introducing such guidelines and backs this up with project recommendations. It is aimed at all those interested in theory, but especially HR professionals and managers who shape management and leadership in their organizations and are looking for compelling theoretical foundations for their work.Table of Contents1. Conceptualizing Models of Management and Leadership: Constructs, Differentiations and other Theoretical Considerations.- 2. The Complementary Management Model.- 3. The Role of Line Managers in Complementary Management.- 4. The Role of the Specialized HR Function.
£42.74
Springer International Publishing AG Faith Traditions and Practices in the Workplace
Book SynopsisThis two volume work examines the role of spiritual and religious traditions as a balancing force during times of crisis in organizational settings. Elucidating the varied ways in which spiritual/religious traditions provide new ways of coping in unprecedented times, the chapters provide an integrative review and critical analysis of recent research in the field. Bringing together an extraordinary compendium of religious/ spiritual traditions through a combination of Eastern and Western approaches, this comprehensive work provides a new perspective and highlights alternative mechanisms to deal with current socio-economic dilemmas and workplace crisis facing humanity. Weaving together various strands in a systematic manner, Volume 1 focuses on the faith traditions and practices including Hinduism Sikhism, Quakerism, Catholicism, Presbyterianism, Abraham religions, while Volume 2 focuses on spiritual traditions including Buddhism and Confucianism. Within the chapters of Volume 1, the authors offer critical explorations of a wide range of topics ranging from crisis management, community responses to Covid-19, environmental degradation and inclusive economic growth. Table of ContentsINTRODUCTIONCHAPTER 1: Introduction: Faith traditions in Unprecedented TimesSIKHISMCHAPTER 2: Sikhism and Covid-19: Ethics of community service and activismCHAPTER 3: Sikhism and Sustainability: New approaches to environmental ethicsCHRISTIANITYCHAPTER 4: ‘Work as a calling’ – Mitigating the decline in social capitalQUAKERISMCHAPTER 5: The potential and limitations of Quaker discernmentPRESBYTERIANISMCHAPTER 6: The Presbyterian virtue of thrift in traditional Scottish bankingABRAHAMIC RELIGIONSCHAPTER 7: Morally Responsible Behavior in Unprecedented Times: Relevance of Sacred Texts of Abrahamic Religions to Workplace BehaviorHINDUISMCHAPTER 8: LESSONS FROM ANCIENT INDIAN SCRIPTURES FOR BUSINESS AND SOCIETYBAHAICHAPTER 9: ERADICATING EXTREMES OF POVERTY AND WEALTH: A COLLECTIVE UNDERTAKING AND A DETERMINANT OF JUSTICE
£123.49
Springer International Publishing AG Faith Traditions and Practices in the Workplace
Book SynopsisThis two volume work examines the role of spiritual and religious traditions as a balancing force during times of crisis in organizational settings. Elucidating the varied ways in which spiritual/religious traditions provide new ways of coping in unprecedented times, the chapters provide an integrative review and critical analysis of recent research in the field. Bringing together an extraordinary compendium of religious/ spiritual traditions through a combination of Eastern and Western approaches, this comprehensive work provides a new perspective and highlights alternative mechanisms to deal with current socio-economic dilemmas and workplace crisis facing humanity. Weaving together various strands in a systematic manner, Volume 1 focuses on the faith traditions and practices including Hinduism Sikhism, Quakerism, Catholicism, Presbyterianism, Abraham religions and the Bahá’í tradition. Volume 2 focuses on spiritual traditions including Buddhism and Confucianism. Within the chapters of Volume 2, the authors offer critical explorations of a wide range of topics ranging from crisis management, community responses to Covid-19, ethics, mindfulness, and approaches to pedagogy and organizational research methodologies.Table of ContentsINTRODUCTIONCHAPTER 1: Introduction: Spiritual traditions and practices in Unprecedented TimesBUDDHISMCHAPTER 2: Buddhist Right Mindfulness in Unprecedented times: Implications for CrisisCHAPTER 3: Buddhist-enacted practices through a critical lens: Implications for coping mechanisms with impermanence and unprecedented timesCONFUCIANISMCHAPTER 4: Harmony in Taiwan’s Covid Response and MacIntyrean GoodsCHAPTER 5: Confucian Ethics and Ritual: Combatting the “Hell of the Same”CHAPTER 6: Humanistic leadership in the Confucian context: Philosophical foundations and empirical implicationsPEDAGOGYCHAPTER 7: Zen koan pedagogy: An alternative approach to management educationMETHODOLOGYCHAPTER 8: Designing and Implementing Ecological Models in Organization Studies: Fuzzy Cognitive Mapping Approach (FCM)
£123.49
Springer International Publishing AG Unlocking the Potential of Diversity in
Book SynopsisThis book seeks to explain the nature of discrimination and exclusion and why these are so prevalent in our societies. The continued failure to overcome these obstacles prevent organisations from taking advantage of the significant benefits and returns that come from being inclusive in the face of diversity. It explores the key drivers of non-inclusive behavior and how they can be countered before providing guidance on how organisations can successfully pursue inclusive culture change. With a mix of applied academic theory, practical examples and real-world experiences, the book examines the topic of D&I from four perspectives: (I) Why diversity and inclusion matters. (II) The forces of exclusion and isolation. (III)The imperative conditions of change. (IV)The organisation of the culture transformation process.In doing so, the book meets the diverse needs of those involved in corporate governance, board members, executives, and even consultants who want to understand the intricacies of cultural diversity and inclusion and why so many programmes fail. For academics in organisational behavior, equity, diversity, and inclusion, trained in the social sciences and anthropology, the book offers a guide to the practical application of theory and the implementation of policies that cannot rely on the assumption of stability and consistency. This book is an invitation to anyone who wants to take on the challenge of making a difference and organisational change a reality. Dr. Doyin Atewologun, psychologist, scientist, practitioner and leading expert in the field of promoting inclusion and excellence in organizations, provided valuable consultancy to the author during the creation of this book.Table of ContentsPart I. Of Diversity and Discrimination.- Chapter 1. The Sins of Our Fathers.- Chapter 2. Times of Change – Where Are We Now?.- Chapter 3. Diversity Rocks – Why Do We Care?.- Part II. Identifying the Scale of the Challenge.- Chapter 4. Birds of a Feather Flock Together – Living Apart Together.- Chapter 5. Breaking the Mould – Why Traditional D&I Programmes Fail.- Part III. Campaigning for Change.- Chapter 6. Culture Change – What It Is and How It Works.- Chapter 7. Office Politics – How Organisational Dynamics Help or Hinder Change.- Chapter 8. Office Politics – Marketing the Change.- Chapter 9. Imperative Conditions of Change – What Are the Critical Success Factors?.- Chapter 10. Inclusive Leadership – the Imperative Inclusive Leadership Traits.- Chapter 11. Clearing the Attic – the Imperative Condition of a Trust Culture.- Chapter 12. Living Dialogue – the Imperative Condition of a Living Conversation.- Chapter 13. Living Dialogue – the Imperative Condition of a Living Conversation.- Part IV. The Governance of D&I – Best Practice Standards.- Chapter 14. Inclusive Governance – Making It Happen.- Chapter 15. Inclusion Metrics – Defining Success of Diversity & Inclusion.- Chapter 16. Be the Change - Corporate Responsibility and Impact Beyond the Firm.- Chapter 17. Best Practice Standards – From Compliance to Culture.- Chapter 18. Conclusion.
£42.74
Springer International Publishing AG Positive Leadership: Using Positive Psychology
Book SynopsisThis book demonstrates how leaders can use research from positive psychology to increase work engagement and wellbeing, improve relationships, and increase performance and productivity in the workplace. Specifically, it teaches leaders how to use psychology to understand their own contributions to their leadership style as well as to understand how their employees are being motivated to increase their engagement and productivity. Suitable for leaders, human resource personnel, consultants and coaches, this book gives research-based theory and insight into how leaders’ own attitudes, mind-sets and authenticity are influencing their employees level of performance, emotions and creativity. Readers learn how to motivate, bring meaning into the workplace, improve communication and relationships as well as how to use strength-based leadership. The book features examples from successful companies like Microsoft, Google and Disney and provides practical interventions and techniques in every chapter that can immediately be implemented into the workplace.Table of Contentsintroduction.- What is positive psychology, and why shall we use it in the workplace?.- Research results from the use of positive psychology in organizations.- The leader role.- Positive leadership.- Factors in the leader.- Factors in the leadership tasks.- Results in the employees.- The strength-based leader.- Organizational development with Appreciative Inquiry.
£42.74
Springer International Publishing AG Changing Employee Behavior: How to Drive
Book SynopsisAn important part of every manager's job is changing people's behavior: improving someone’s performance, helping them better manage relationships with colleagues, or sometimes even stopping them doing something. Yet, despite the fact that changing people's behavior is such a fundamental skill for managers, there is little in the way of systematic support for them to go about it.This book changes that, revealing simple but powerful techniques for changing behavior that experts from a range of disciplines have been using for years. Drawing upon proven methods from psychology, psychotherapy, and behavioural economics, it presents a comprehensive toolkit that managers can use to improve the performance of staff and address some of the most common challenges they face. With a new foreword and three new chapters, this revised edition expands on the original by showing how organisations and leaders have used the techniques presented in it, how these methods have become even more relevant in the post-pandemic world, and how it has been applied the broader challenge of workplace culture change. Finally, supplementary videos add detail to this new content, with examples and explanations presented by the authors.Videos via app: download the SN More Media app for free, scan a link with play button and access videos directly on your smartphone or tablet.Table of Contents1 How to Help Change Happen2 Four Ways to Think about Change 3 Intrinsic Motivation: The Science of Commitment 4 Extrinsic Motivation: Using Reward and Punishment 5 Ability 6 Psychological Capital: Believing You Can Succeed 7 Psychological Capital: Willpower and Resilience 8 How to Build, Break, and Change Habits 9 Gamification 10 Nudging 11 Becoming an Architect of Change 12 What We’ve Learnt 13 What We Do Differently 14 Frequently Asked Questions
£26.59
Palgrave Macmillan Shaping Inclusive Workplaces for Persons with Disabilities
Book SynopsisChapter 1: Introduction.- Chapter 2: Executive Strategies.- Chapter 3: Human resource management.- Chapter 4: Inclusive leadership.- Chapter 5: Mentorship.- Chapter 6: Workplace accommodations.- Chapter 7: Flexible job design.- Chapter 8: Co-worker support and resistance.- Chapter 9: Trade unions and union representatives.- Chapter 10: External support and collaboration.- Chapter 11: Structural characteristics.- Chapter 12: Conclusion.
£999.99
De Gruyter Analytics and Intuition in the Process of Selecting Talent: A Holistic Approach
Book SynopsisHuman decisions, especially in management and personnel selection, are based on making judgments about people analytically and intuitively. Yet in business and scientific contexts, judgments are expected to be based on a rational analysis rather than intuitions or emotions. Intuition is often seen as something mystical that should not be trusted and thus eliminated from human decision-making. Our empirical and theoretical research shows that this is impossible when people are dealing with people. Instead, intuitions and emotions have significant power in the decision-making process. Neuroscience even shows that humans are incapable of switching off their emotions or intuitions when making decisions. Therefore, intuition and emotions as evolutionary achievements of human beings should be looked at more closely to use the wisdom they offer. This book provides an insight into the current state of research on rational-analytical procedures in personnel selection and complements this with research on intuitions and emotions in personnel diagnostics. By integrating scientifically verifiable rational-analytical decision-making procedures with the inner experiential knowledge of people, this book bridges two complementary ways of recognizing and making good decisions. It demonstrates how intuitions are developed and used in different fields of practice and cultures and how scientific research results from rational-analytical and intuitive-emotional selection procedures are successfully integrated by practitioners.
£43.20
Walter de Gruyter De Gruyter Handbook of Disability and Management
Book Synopsis
£38.95
Springer International Publishing AG A Brain for Business – A Brain for Life: How
Book SynopsisBehaviour change is hard, but O’Mara shows that by adopting strategies that are well-founded in the science of brain and behaviour individuals and organisations can adapt to the demands of the modern world.The brain matters in business. The problem is that our brains have many biases, heuristics and predilections that can distort behaviour and decision making. The good news is that we know more about how these work than ever before. O’Mara’s starting point is that, as our behaviour arises from the structure and function of our brains, careful examination of a series of brain–based (‘neurocognitive’) analyses of common aspects of human behaviour relevant to business and management practice reveals lessons that can be used at work. He begins by looking at neuroplasticity and how it is enables a shift from a restrictive ‘fixed mindset’ to an enabling ‘growth mindset’. He shows how this changing mindset approach – where the focus is on task and improvements based on effort – is scalable within organisations. Next, as the brain is a living organ like the heart and lungs, O’Mara shows how to keep it physically in the best possible shape before examining how we exercise control over our behaviour, build resilience and create positive brain states. He also considers the implications for business of our brains wiring for status and illustrates how research shows that it is possible to de-bias assumptions about gender and race – and the impact that this has on performance. Table of Contents1. Setting the Scene 2. Mindsets - what they are, how they are inscribed in the brain, how they have implications for organisations 3. Brain Hygiene: Optimising performance 4. Self-regulation and self-control: How we exercise control over our behaviour 5. Resilience including lifestyle 6. Positive Brain States: happiness & meaning; subjective well-being 7. How our brains are wired for status 8. De-biasing Groups; De-biasing Gender Roles
£33.24
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Angewandte Psychologie für das Human Resource
Book SynopsisAuch wenn Personalmanager keine Psychologen sein müssen, was sie tun, ist angewandte Psychologie: u. a. Menschen und ihre Rollen im Unternehmen verstehen und beeinflussen, Wandel in Organisationen gestalten. Dafür kann die Kenntnis psychologischer Instrumente und Theorien sehr hilfreich sein. Dieser Leitfaden basiert auf einer Weiterbildung für Personalmanager am Institut für Angewandte Psychologie (Zürich) und beleuchtet aktuelle Themen wie z. B. Talent-, Performance- und Demografie-Mangement – mit zahlreichen Tipps, Checklisten und Fallbeispielen.Table of ContentsI. Grundlagen, Rollen und Kompetenzen im HRM.- Theoretische Grundlagen des Human Resources Management.- Die Entwicklung der Personalfunktion.- Organisationsverständnis und Rollen im Human Resources Management.- II. HRM und Strategie, Kultur und Wandel in Organisationen.- Strategisches Human Resources Management.- Organisationskultur – Analyse, Gestaltung und Entwicklung.- Wandel in Organisationen – Grundlagen und Prinzipien des Change Managements aus systemischer Perspektive.- III. HRM–Kernfunktionen.- Gestaltung von HRM-Strukturen und Prozessen.- Arbeits- und Organisationsgestaltung.- Auswahl von Personal.- Beurteilungs- und Feedbackprozesse:Teil I: Psychologie in Beurteilungs- und Feedbackprozessen.- Teil II: Performance Management.- Entwicklung von Kompetenzen.- Gestaltung von Laufbahnen: Grundlagen, Laufbahnorientierungen und Laufbahntheorien.- „Talent Management“: Gestaltung von Laufbahnen, Laufbahnmodelle für Talente.- Trennung vom Unternehmen.- IV. HRM-Rolle in Interaktion mit Linie und Teams.- Human Resources Management als Kooperationspartner der Führungskräfte.- Das HRM in der Beratungsrolle.- HRM im Konfliktmanagement.- Gruppen und Teams in Organisationen.- Herausforderung Demographie und Wandel der Arbeitsgesellschaft.- Arbeit und Gesundheit – Betriebliches Gesundheitsmanagement.- Internationales HRM.
£61.74
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Angewandte Psychologie für die
Book SynopsisIn Zeiten rasanter Veränderungen in Organisationen und der Wirtschaft insgesamt sind auch Bildungsfachleute und Personalentwickler gefordert, ihre Kernaufgaben neu zu definieren. Dazu bietet die angewandte Psychologie einen Orientierungsrahmen. In dem Band vermitteln Praktiker die psychologischen Grundlagen für eine moderne, nachhaltige betriebliche Bildungsarbeit und Personalentwicklung. Dabei greifen sie auch aktuelle Themen wie E-Learning, erlebnisorientiertes Lernen, Bildungsmarketing, Performance Management oder Corporate Learning auf.Table of ContentsGrundlagen, Kompetenzen und Rollen.- Grundlagen zu Bildung und Didaktik.-Organisationsverständnis, Rollen in Organisationen und die Rolle der Bildungsfachleute in Organisationen.- Kompetenzen von Bildungsfachleuten.- Unser Verständnis von Bildungsmanagement.- Lernpsychologie.- Kulturelle Aspekte des Lernens und Führens.- Lernen Erwachsener.- Voraussetzung für gelingende Lernprozesse aus neurobiologischer Sicht.- Unterschiedlichkeiten beim Lernen.- Lernstile.- Unterschiede in Bezug auf Geschlecht und Herkunft.- Entwicklung der Personalentwicklung in Organisationen.- Curriculare Planungsphasen von Lehr-/Lernprozessen in der Aus- und Weiterbildung.- Gestaltung von Bildungsveranstaltungen: Methoden und Trends.- Überblick zu aktiven Methoden und Methoden für komplexe Situationen.- E-Learning und Neue Medien in der betrieblichen Aus- und Weiterbildung.- Erweiterte Lehr- und Lernformen.- Grossgruppenveranstaltungen.- Erlebnisorientiertes Lernen und Outdoor-Training.- Lernprozesse von Gruppen begleiten.- Bildungsmanagement-Prozesse.- Strategisches Bildungsmanagement.- Evaluation von Lernprozessen.- Bildungsmarketing.- Qualitätsmanagement in Organisationen.- Beraten und Lernen.- Grundlagen der Kommunikation für die Moderation und Beratung.- Moderation und Visualisation.- Beratung aus der Rolle als Bildungsfachperson.- Management-Development.- Management-Entwicklung als strategischer Prozess.- Führungskräfte-Entwicklung.- Performance-Management.- Corporate Learning und Grundlagen des Change Management aus systemischer Sicht.- Gesellschaftliche Aspekte & Einflüsse auf das Lernen.
£56.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Diagnostik im Coaching: Grundlagen,
Book SynopsisDer Erfolg von Coaching – also der berufsbezogenen Einzelberatung von Führungskräften, Verantwortungsträgern und Selbständigen – hängt nicht nur vom Einsatz geeigneter Coaching-Tools, der Beratungskompetenz des Coaches etc. ab. – Für ein erfolgreiches Coaching ist es mindestens ebenso wichtig, zu Beginn des Prozesses die Ausgangssituation und Ziele des Klienten, seines Teams sowie der gesamten Organisation „sauber“ zu erfassen. Diagnostische Kompetenz und die Durchführung einer systematischen Diagnostik werden heute als zentrale Wirkfaktoren im Coaching benannt.Dieser Sammelband mit Beiträgen anerkannter Experten bietet erstmals eine systematische Darstellung diagnostischer Zugänge und Analyse-Ebenen im Coaching: Neben diagnostischen Ansätzen unterschiedlicher theoretischer Hintergründe (u.a. psychometrische, projektive, kreative, verhaltensorientierte) werden relevante Analyseebenen (Person, Rolle, Team, Organisation) erläutert sowie konkrete Verfahren vorgestellt. Der Band endet mit einer zusammenfassenden Systematisierung. – Wissenschaftlich fundiert und doch nah an den Anforderungen der Praxis – durch Checklisten und Fallbeispiele.Dieses Buch ist eine grundsätzliche Bereicherung für den Wissensschatz von Coaches, Beratern und Trainern: Stellen Sie Ihren Coaching-Prozess auf ein solides Fundament – entwickeln Sie Ihre diagnostische Kompetenz!Trade Review“... einen schönen Überblick über das diagnostische Feld … An alle “freischwebenden Tool-Klempner” möge hiermit der dringende Aufruf erfolgen: Dieses Buch möge man sich nicht ersparen, sondern anschaffen.” (MW online, managementwissenonline.de, Mai 2014)“... Insgesamt gibt das Buch einen guten Überblick über die Möglichkeiten der Diagnostik. Es gibt für den Coaching-Lernenden wie auch für den Praktiker, der sich schon sein diagnostisches Vorgehen zurechtgelegt hat, eine Menge Anregungen.” (Günther Mohr, in: Coaching Report, coaching-report.de, 9. Juni 2015)“... Der praktische Leitfaden am Ende des Buches reicht von einem Schwerpunkt mit persönlichen Informationen hin zu Rollenaspekten. Insgesamt beleuchtet der Leitfaden die wesentlichen Punkte. ... Insgesamt gibt das Buch einen guten Überblick über die Möglichkeiten der Diagnostik. Es gibt für den Coaching-Lernenden wie auch für den Praktiker, der sich schon sein diagnostisches Vorgehen zurechtgelegt hat, eine Menge Anregungen.“ (Günther Mohr, in: Coaching-Magazin, coaching-magazin.de, Heft 2, 2015)Table of ContentsEinleitung: Zur Relevanz systematisch-diagnostischen Vorgehens im Coaching.- Schulenspezifische Zugänge zur Coachingdiagnostik.- Psychoanalytische bzw. tiefenpsychologische Zugänge.- Psychodrama.- Gestalt.- Kognitiv-verhaltenstherapeutische Zugänge.- Analyseebenen in der Coachingdiagnostik.- Individuum/Person.- Rolle.- Team.- Orrganisation.- Integration: Ein Vorschlag zur systematischen Diagnostik im Coaching.
£52.24
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Selbstcoaching: Eigenmotivation, Karriereplanung,
Book SynopsisDas Berufsleben stellt uns immer wieder vor schwierige Entscheidungen, gewollte oder ungewollte Veränderungen, Konflikte, Phasen der Über- oder Unterforderung u.v.m. Wer heute erfolgreich sein will, sollte über Fähigkeiten verfügen, die uns helfen, diese Herausforderungen zu meistern: Selbstführungstechniken, Flexibilität, Veränderungsmotivation, Mut, ein „Gefühl für die Situation“. Glücklicherweise sind diese Skills in jedem von uns angelegt! Dieses Buch will Ihnen helfen, sie herauszulocken und zu optimieren. Sie können es komplett lesen, oder Sie greifen danach, wann immer Sie vor einem konkreten Problem stehen: Teil 1 gibt Impulse, Ihre Motive, Stärken, Schwächen, Erwartungen zu analysieren und Ihre Ziele zu schärfen. Die Kapitel in Teil 2 gehen jeweils von typischen Situationen einer Berufskarriere aus, von der Berufswahl über Konfliktsituationen bis hin zu Gesundheitsproblemen, und helfen Ihnen, Schritt für Schritt Ihre ganz persönliche Herausforderung zu meistern. Teil 3 enthält einen Selbsttest: Wie steht es um meine Selbstführungs-Skills? Geschrieben von einem, der es wissen muss: Michael Groß ist nicht zuletzt durch seine Fähigkeit zur Selbstführung zum mehrfachen Schwimmolympiasieger und -weltmeister geworden und hat danach den Wandel vom Sportler zum promovierten Kommunikationswissenschaftler vollzogen. Durch seine heutige Tätigkeit als erfolgreicher Berater hat er die Praxiserfahrung, anderen seine „Skills“ weiterzugeben. Lassen Sie sich durch seine Tipps und viele Beispiele aus der Biografie des Autors motivieren, die nächste Herausforderung in Angriff zu nehmen!Table of ContentsI Analyse & Handlungsbedarf.- Einleitung.- Meine Grundmotive und Motivationsstruktur erkennen.- Meine Ziele festlegen und ändern.- Meine Stärken entfalten und Schwächen beheben.- Meine Erfolgsdimensionen und mein Erwartungskorridor.- Meine Einflussfaktoren und mein Entscheidungsprofil.- Meinen Weg gestalten.- II Anwendung & Praxisbeispiele.- Jeder Tag bietet eine Chance – Selbstmotivation und Selbstführung im Berufsalltag.- Das will ich lernen! Die Entscheidung für eine Ausbildung oder Umschulung.- Da geht es los! Der Einstieg in eine Jobwelt.- Ich mache anders weiter! Gezielt den Job wechseln.- Es ist nicht immer das Gleiche! Die Routinen im Alltag beherrschen.- So geht es nicht weiter! Ausweg aus einer Karriere-Sackgasse finden.- Wie schaffe ich das? Mit hohen Anforderungen umgehen.- Alles bekomme ich in den Griff! Komplexe Situationen beherrschen.- Das darf ich nicht! Klare Grenzen ziehen und nicht überschreiten.- Da mache ich langsamer! Eigene Energien zügeln.- Ich kann nicht mehr! Die Gesundheit spielt nicht mit.- Dann mache ich etwas anderes! Neue Aufgaben angehen.- So geht es auch! Neue Strukturen schaffen Chancen.- Das ergibt keinen Sinn! Gegen persönliche Meinung agieren.- Das kläre ich! Konflikte im Job lösen.- Das ist für Dich drin! Widerstand auf die eigene Führung begegnen.- Das ist eine Chance! Marktänderungen nutzen.- Das wird klappen! Zweifel an Entscheidungen entkräften.- Das wirklich Wichtige kommt nicht zu kurz! Private Herausforderungen angehen.- Das Leben geht weiter! Schicksalsschläge verarbeiten.- Das mache ich beim nächsten Mal besser! Die Kontrolle von Veränderungen.- Fazit – Selbstcoaching als eigenes Unternehmen.- III Training & Service.- Vorbemerkung.- Der Fragebogen.- Trainingsmodule.- Auswahl eines Coaches.
£17.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Psychologie der Menschenführung: Wie Sie
Book SynopsisDies ist kein typischer Führungsratgeber! Denn dieses Führungsbuch löst sich von den üblichen Kochrezepten und Modellen: Durch klare Gedankengänge, eine Orientierung an großen Führungsleistungen und eine psychologische und philosophische Fundierung erzeugt es ein tieferes Verständnis, einen ganzheitlichen Blick, eine echte Faszination für das Thema Führung. In der Arbeitswelt, in der Politik, im Leben – welches sind die wirklichen Mechanismen, die bewirken, dass Ihnen Menschen folgen? Warum sind manche Führungskräfte erfolgreich - und andere scheitern?Das Buch verknüpft fundamentale Einsichten nahtlos mit praktischen Antworten für die wichtigsten Führungsprobleme und Herausforderungen. Jedes der 11 Kapitel nimmt einen bestimmten Gesichtspunkt von Führung genauer unter die Lupe und erklärt, wie Sie Ihre persönlichen „Führungs-Kräfte“, z. B. Charisma, Motivations- oder Durchsetzungsfähigkeit entwickeln, Krisen und Konflikte bewältigen oder Strukturen schaffen können. Auch Fragen der Ethik sowie mögliche Fehlentwicklungen im Zusammenhang mit Führung und Macht werden beleuchtet.Ein Buch für etablierte oder angehende Führungskräfte, die sich konzeptionell und psychologisch breiter für diese Aufgabe wappnen möchten und reflektieren wollen, wie sie ihre Führungspotenziale noch besser entfalten können. Jetzt in überarbeiteter und aktualisierter 2. Auflage.Trade ReviewAus den Rezensionen: “ ... Das Buch ist anschaulich und unterhaltsam geschrieben, viele Beispiele aus Wirtschaft, Politik und Gesellschaft machen die Zusammenhänge klar und lebhaft.“ (in: Außenhandelsreport, Oktober 2014, S. 43.f)“... Interessant sind im Buch die zahlreichen Fallbeispiele, die das Gelesene in der Praxis zeigen. ... ist ein interessantes Buch für angehende aber auch etablierte Führungskräfte aus allen Disziplinen ...“ (in: 30Tausend.de, 10. Juli 2014)Table of ContentsDas Phänomen der Führung: Bestimmen und bestimmt werden.- Führung, Persönlichkeit und Ausstrahlung: Wie kommt man von Zuversicht und Vertrauen Führungskraft zu erzeugen - Führung, Psychologie und menschlichen Wissens: Wie sehen Sie erzeugen durch Motivation, Überzeugung und Durchsetzungsführungskraft - zu führen! , Risiko und Wandel: Wie sehen Sie erzeugen durch das Verstehen von Problemen und Krisen Führungskraft - Führung, Herausforderung und Perspektive: Wie Sie durch inspirierende und verlockende Ziele Führungskraft zu erzeugen - Führung, Kultur und Gewohnheit: Wie Sie durch die Erstellung erzeugen Strukturen Führungs Kraft - Führung, Gruppe und Dynamik: Wie sehen Sie erzeugen in Konfliktsituationen Führungskraft - Führung, Beeinflussung und Kommunikation: Wie wollen Sie durch sensible und einzigartige Interaktion Führungskraft zu erzeugen - Führung, Macht und Dominanz: Wie Sie Energie zu erhalten und sie reifen und vernünftige Führungs nutzen.- Störungen und Probleme des mächtigen: die psychologischen Verirrungen Führungskräfte besonders anfällig sind.- Führung, Erfolg und Moral: Wie lässt sich eine richtige Entscheidung in ethischen Dilemma-Situationen zu machen.
£49.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Führung: Auf die letzten Meter kommt es an
Book SynopsisGerade auf den letzten Metern können Führungskräfte mit hoher Hebelwirkung und ohne großen Mehraufwand ihre Führungseffektivität wesentlich erhöhen. Mit konkreten Tipps und der langjährigen Praxiserfahrung aus mehr als 100 mittelständischen Unternehmen zeigt Klaus-Dieter Werry sehr anschaulich auf, wie Führungsverantwortliche ihren permanent wachsenden Anforderungen im Kontext einer vernünftigen Balance zwischen beruflichen und persönlichen Herausforderungen gerecht werden können. Das Buch verzichtet ausdrücklich auf die Beschreibung von Managementkonzepten und Theorien und filtert die in der Praxis am häufigsten vorkommenden Führungsthemen und Lösungsansätze heraus.Table of Contents1. Führen mit Zielen.- 2. Auseinandersetzung mit dem eigenen Unternehmen.- 3. Anwendung der Führungsinstrumente.- 4. Kommunikation aktiv und spannungsarm gestalten.- 5. Konflikte managen.- 6. Präsentieren und begeistern.- 7. Überzeugen.- 8. Den Alltag meistern.- 9. Veränderungen aktiv mitgestalten.- 10. Selbstmanagement.
£37.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Mitarbeiterführung mit dem LEAD-Navigator®:
Book SynopsisDer wirkungsvolle und angemessene Umgang mit Mitarbeitern ist eine Herausforderung, der Führungskräfte täglich gegenüberstehen. Mit dem LEAD-Navigator® erhält der Leser ein ganzheitliches Kompendium, welches vier zentrale Ankerpunkte für erfolgreiche Führung darstellt. "L" steht dabei für Leader und beantwortet die Frage, wie Führungskräfte sind. "E" verdeutlicht Erfolgsprinzipien, "A" umfasst die Aufgaben, die zur Wirksamkeit führen und "D" steht für Durchführen und zeigt die Führungswerkzeuge und Führungstools auf, die täglich eingesetzt werden, um effektiv zu sein. Der systematische Aufbau des Buches erlaubt dem Leser, seine Fähigkeiten in den einzelnen Bereichen zu ermitteln, zu optimieren und Entwicklungsfortschritte festzuhalten. Der LEAD-Navigator® von Matthias Hettl ist als Marke eingetragen und hat in unzähligen Führungstrainings und Coachings seine Praxistauglichkeit erfolgreich unter Beweis gestellt.Table of ContentsEinführung 1. Teil: L wie Leader – Wie Führungskräfte sind.- 2. Teil: E wie Erfolgsprinzipien – Grundsätze, die Leader berücksichtigen.- 3. Teil: A wie Aufgaben – Schlüsselaufgaben, die Leader erfüllen.- 4. Teil: D wie Durchführen – Führungswerkzeuge, die Leader nutzen.- Der LEAD-Navigator-Test für Führungskräfte.-Nachwort.
£37.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Handbuch Strategisches Personalmanagement
Book SynopsisDas Personalmanagement entwickelt sich immer stärker weg von einem operativen Dienstleister hin zu einem strategischen Partner. Personalmanagement ist nicht nur ein operatives Geschäft für einzelne Funktionsbereiche im Unternehmen, sondern Querschnittsfunktion und Aufgabe des Topmanagements. Im Handbuch Strategisches Personalmanagement vermitteln renommierte Wissenschaftler und Topmanager aus namhaften Unternehmen den State of the Art. Dabei werden sowohl ökonomische als auch verhaltenswissenschaftliche Perspektiven berücksichtigt. Das Buch bietet einen Überblick über konzeptionelle und praktische Lösungswege für strategische Herausforderungen des Personalmanagements.In der 2. Auflage wurden alle Beiträge überarbeitet sowie Beiträge zu aktuellen Themen ergänzt. Dazu gehören unter anderem die strategische Führungskräfteentwicklung und die Rolle des Personalmanagements in Krisenzeiten. Im Bereich Zukunft der Arbeitswelt werden neben arbeitswissenschaftlichen Erkenntnissen auch Aspekte des Work Space Managements integriert. Table of ContentsPersonalgewinnung, Personalbindung und Employer Branding.- Performance und Talent Management.- Steuerung und Entwicklung von Führungskräften.- Führung von Mitarbeitern und Teams sowie interkulturelle Mitarbeiterführung.- Diversity Management.- Psychische und physische Gesundheit am Arbeitsplatz.- Zukunft der Arbeitswelt
£123.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Digital Natives: Was Personaler über die
Book SynopsisGegenstand des Buchs ist die Darstellung von Interessen, Einstellung und Lebensgewohnheiten von Angehörigen der Digital Natives (oder Generation Y), um Personal und Recruitingverantwortlichen sowie Ausbildern einen vertieften Einblick in die aktuellen Lebensrealitäten dieser Zielgruppe zu geben und ihnen somit mehr Entscheidungsgrundlagen für die Gestaltung ihrer Konzepte und Prozesse zu bieten. Die Herausgeber und Autoren konzentrieren sich dabei auf die Lebenswelten der zwischen 1993 und 1999 geborenen Jugendlichen, der Altersgruppe, die den Bewerbungsprozessen um eine Ausbildungsstelle oder um einen Platz im Dualen Studium am nächsten steht. Einen besonderen Akzent erfahren dabei Jugendliche, die einen einfachen oder mittleren Bildungsabschluss anstreben und die die zentrale Zielgruppe des Personalmarketings für die besonders kritischen gewerblich-technischen Ausbildungsberufe darstellen. Die Beiträge wurden von Experten – vor allem aus der Wissenschaft, aber auch aus Unternehmen und der Jugendarbeit – verfasst und richten sich vor allem an Praktiker in Unternehmen.Trade ReviewAus den Rezensionen: “... Ein besonderer Akzent liegt auf jungen Menschen, die einen einfachen oder mittleren Bildungsabschluss anstreben. Aus Sicht der Nachwuchsrekrutierung stellen sie die zentrale Zielgruppe des Personalmarketings für die besonders kritischen gewerblich- technischen Ausbildungsberufe dar.“ (in: Persorama, Heft 2, 2014, S. 87).Table of ContentsJugend heute - aus personalwirtschaftlicher Sicht.- Jugendliche und Leistung.- Jugendkulturen.- Mediennutzung.- Geschlechterthematik.- Migration und Berufsausbildung.- Nutzung von Kommunikationskanälen.- Berufswahlmotive und -entscheidung.- Praxisbeiträge: Zielgruppenspezifisches Employer Branding und Recruiting.- Kompetenzentwicklung von männlichen Jugendlichen: Konzeot eines geschlechtsspezifischen Trainings.- Herausforderungen für Bildungssysteme und Unternehmen.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Praxishandbuch Human Resources: Management -
Book SynopsisDieses praktische Handbuch leistet einen Beitrag zur Professionalisierung der Human Resources in Unternehmen. Auf mehr als 2.000 Seiten finden Personalverantwortliche alles, was sie aus Management und Recht für ein erfolgreiches Personalwesen wissen müssen. Das Werk orientiert sich am Aufbau des Betriebsverfassungsgesetzes, wobei die Regelungen nicht nur kommentiert, sondern im Kontext des betrieblichen Alltags behandelt werden. Mit aktuellen Themen wie Personalplanung, demografischer Wandel, Leistungsbeurteilung, Restrukturierung, Compliance sowie Corporate Governance dient das Handbuch als wertvoller Ratgeber in der modernen Personalarbeit.Trade ReviewAus den Rezensionen: “… dieses umfassenden Handbuchs für die Personalarbeit ... erläutert, was Personalverantwortliche zwischen den Eckpunkten aus Management und Recht wissen müssen, um dem Unternehmen mit dem Personalwesen ein solides Fundament zu geben ...” (Hartmut Volk, in: die bank, Heft 1, Januar 2015)Table of ContentsPersonalwesen von der Berufsbildung bis zur betrieblichen Altersversorgung.- Personalplanung, Beurteilung von Mitarbeitern und Arbeitszeugnisse.- Ausführliche Kommentierung des BetrVG mit praktischen Handlungsanleitungen.- Leitende Angestellte und Sprecherausschüsse.- Arbeitsrecht: u.a. Kündigungsschutz, Arbeits- und betrieblicher Umweltschutz.- Mitbestimmung.- Betriebsrat, Arbeitgeber, Gewerkschaften und Arbeitgeberverbände.- Hierarchien, Führungsstile und Führungsgrundsätze.- Kommunikation als Erfolgsfaktor.- Unternehmensethik und -strategie.- Demografie und Wertewandel.
£251.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Business-Etikette in Europa: Stilsicher
Book SynopsisEuropa mit seinen vielfältigen und spezifischen Kulturstandards ist wirtschaftlich einer der größten Handelspartner der Welt. Viele internationale Unternehmen sind bereits auf europäischem Boden aktiv oder möchten auf diesem Markt präsent sein. Die damit verbundenen Anforderungen an die persönlichen interkulturellen Handlungskompetenzen sind stark gestiegen und wachsen immer noch. Dieses Buch ist an der Geschäftswirklichkeit internationaler Fach- und Führungskräfte ausgerichtet. Es gibt aktuelle Handlungsempfehlungen und zeigt die Veränderungen sowie Hintergründe des interkulturellen Verhaltens auf dem europäischen Parkett auf. Durch die zahlreichen und intensiven Expertenbefragungen profitieren die Leser auch in der dritten, durchgesehenen Auflage von den Erfahrungen hochrangiger Wirtschaftsprofis. Dargestellt werden Umgangsformen bei den wichtigsten Handelspartnern Deutschlands: Frankreich, Großbritannien, Italien, Niederlande, Österreich, Polen, Russland, Schweden, Schweiz, Spanien, Türkei und Tschechische Republik.Table of ContentsBegrüßen, Bekanntmachen.- Titel und Anreden, Visitenkarten.- Small talk mit ausländischen Kollegen.- Korrektes Auftreten, Restaurantetikette.- Gestik, Mimik, Körpersprache.- Business Outfits.- Politik und Religion.- Formelle und informelle Strukturen.- Einladungen und Gastgeschenke.- Grundvokabular.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Karrieremanagement in wissensbasierten
Book SynopsisIn Anbetracht des sich zuspitzenden Fachkräftemangels rückt die Karriere- und Kompetenzentwicklung als Mittel zur Personalbindung umkämpfter Fachkräfte und Know-how-Träger mehr und mehr ins Zentrum einer nachhaltigen Unternehmensentwicklung. Das Buch bietet eine systematische Aufarbeitung des internationalen Forschungsstands und pointierte wissenschaftliche Betrachtungen. Die Autoren stellen darüber hinaus die Resultate eigener empirischer Erhebungen auf der Basis von qualitativen Interviews mit Führungskräften, HR-Verantwortlichen und hochqualifizierten Angestellten in wissensbasierten Tätigkeitsfeldern vor. Aufbauend hierauf wurde ein innovatives Karrieremanagementmodell entwickelt, das die Vielfalt an Karrieretypen auf Mitarbeiterebene berücksichtigt und am Beispiel von Unternehmensfallstudien veranschaulicht. Handlungsempfehlungen und Beispiele für Good Practices ergänzen das Buch und unterstützen den Transfer in die betriebliche Praxis.Trade Review“Das Buch widmet sich der Frage, wie ein wirksames Karriere und Bildungsmanagement in wissensbasierten Unternehmen aussieht. ... Die Zielgruppen sind nach eigener Aussage der Autoren sowohl wissenschaftlich interessierte Leser, wie auch HR-Praktiker, Führungskräfte und Unternehmensleitende. ... Das Buch ist absolut lesenswert, inhaltlich anregend und interessant geschrieben ...” (Julia Roth, in: Personalwirtschaft, Heft 1, 2016)“... Die verschiedenen Ausprägungen des Karrierebegriffs werden durch die qualitativen Interviews sehr gut deutlich und mit der Darstellung der Fach-, Projekt- und Portfoliokarriere sinnvoll verknüpft. Und nicht nur durch die Praxisbeispiele wird klar, wie ein an diese Erkenntnisse anschließendes Karrieremanagement in der Praxis aussehen könnte. Definitiv nützlich.“ (in: Human Resources Manager, Februar-März 2015)Table of ContentsVeränderungen der Arbeits- und Karrierewelten in wissensbasierten Tätigkeitsfeldern.- Karrieremanagement in wissensbasierten Organisationen.- Lessons Learned: Neue Karrieremodelle einführen, etablieren und weiterentwickeln.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Einführung Unternehmenskultur: Grundlagen,
Book SynopsisDieses Lehrbuch bietet eine Einführung in die Unternehmenskultur und ihre praktischen Auswirkungen auf wichtige Unternehmensbereiche. Dabei werden neben wissenschaftlichen Grundlagen aktuelle Anforderungen an Unternehmenskulturen und Konsequenzen für Organisationen anhand praxisnaher Beispiele dargestellt. Primär als Lern- und Lehrwerkzeug gedacht, richtet es sich auch an Organisationsentwickler und Berater.Der Inhalt:- Unternehmenskultur als Erfolgsfaktor- Veränderung von Unternehmenskultur- Bedeutung der Unternehmenskultur für die Führung in Unternehmen, die Personalentwicklung, das Diversity- und Gesundheitsmanagement, für Mergers & Acquisitions, Corporate Governance und Nachhaltigkeit u. a.- Mit Reflexionsfragen zu den Kapiteln, Fallstudien und LösungsskizzenDie Autoren:Norbert Homma ist Geschäftsführer der bpc GmbH in Heidelberg. Er verfügt über langjährige Erfahrungen in der Organisations- und Personalentwicklung und unterrichtet an der GISMA Business School (Hannover) und der Central European University (Budapest).Rafael Bauschke ist Referent im Finanz- und Wirtschaftsministerium Baden-Württemberg (Bereich Strategie und Planung) und war davor als Berater bei der bpc GmbH in zahlreichen Projekten zum Thema Unternehmenskultur tätig. Laila Maija Hofmann ist Professorin für Personal, Organisation, Gender Studies an der Technischen Hochschule Nürnberg Georg Simon Ohm. Sie forscht zu Themen der internationalen Personalentwicklung und unterstützt seit mehr als 20 Jahren Unternehmen in Veränderungsprozessen.Table of ContentsUnternehmenskultur als Erfolgsfaktor.- Aktuelle Anforderungen an Unternehmenskultur.- Unternehmenskultur und Veränderung.- Rolle der Führungskräfte, Strategieentwicklung, Gesundheitsthemen, Mergers & Akquisitionen, Nachhaltigkeit, Cross-Cultural Management, Diversität/Gender Issues, Corporate Governance/Business Ethics.- Mit zahlreichen Fallstudien, Prüfungsfragen und Lösungsskizzen.
£26.59
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Auswahl und Steuerung nachhaltiger Weiterbildung
Book SynopsisDieses Werk zeigt erstmals, wie mit der Methode der "Empathischen Selbstreflexion" nachhaltige Veränderungen in Verhaltenstrainings erzielt werden. Anhand aktueller Erkenntnisse der Psychologie und der Komplexitätsforschung erläutern die Autoren den richtigen Umgang mit komplexen Themen. Beispiele aus der Trainingspraxis zeigen die richtige Auftragsklärung, die erfolgreiche Durchführung sowie die effektive Begleitung der nachfolgenden Transferarbeit. Damit werden wirksame Impulse und Ergebnisse für die Organisation erzielt.Trade ReviewAus den Rezensionen: “... richtet sich ausdrücklich an Weiterbildungsverantwortliche in Unternehmen sowie die Trainerkollegen der Verfasser ...“ (in: Personalführung, Heft 12, 1. Dezember 2014)Table of ContentsKomplexe Themen – andere Methoden.- Die Unsicherheit: Das Dilemma der Komplexität.- Die Konsequenz: Vorbereiten auf das Unerwartete.- Trainings für komplexe Themen einkaufen und begleiten.- Die Auftragsklärung.- Die Seminardurchführung.- Die Nachbearbeitung.- Trainingskonzepte.- Persönlichkeitsentwicklung.- Selbst- und Zeitmanagement.- Wirksam Führen.- Theorie zur Selbstreflexion.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Wissenskollektion: 100 Impulse für Lernen und
Book SynopsisDie Online-Zeitschrift wissensdialoge.de veröffentlicht regelmäßig praxisorientierte Kurzbeiträge zu den Themen Organisationales Lernen und Wissensmanagement. Ziel der Artikel ist es, aktuelle Forschungserkenntnisse aus psychologischer Perspektive heraus zu beleuchten und mit ExpertInnen aus der Praxis auszutauschen. Die Kurzbeiträge der Jahre 2011 und 2012, die allessamt ein Peer-Review-Verfahren durchlaufen haben, sind nun in diesem Jahresband zusammengefasst. Die Artikel sind thematisch strukturiert und bieten neue Impulse für die praktische Arbeit.Trade ReviewAus den Rezensionen:“… grundlegende Erkenntnisse aus psychologischer Forschung und Praxis kompakt verfügbar zu machen ... Das Buch vermittelt in kurzer, prägnanter Weise vielfältige Impulse ... bietet es Führungskräften und Wissenschaftlern eine wertvolle Wissenskollektion mit innovativen Ideen.” (Prof. Dr. Karlheinz Schwuchow, in: Wirtschaftspsychologie aktuell, Heft 3, 2014) “... Ein praktisches Handbuch, das einen schnellen und dennoch fundierten Überblick zu relevanten Wissensthemen gibt und das hilfreiche Impulse für eine an Human Factors orientierte Konzipierung und Realisierung des organisationalen Lernens bietet.“ (in: Rasche Nachrichten, Heft 4, S. 5, 2014)Table of ContentsTeil 1: Lernen und Wissensaustausch in Organisationen: Individuelle und kollektive Ansätze.- Informelles und erfahrungsbasiertes Lernen am Arbeitsplatz.- Lernende Teams - Mechanismen und Förderung des Teamlernens.- Wissensaustausch fördern.- Organisatorische Ansätze.- Teil 2: Arbeitsbedingungen für Organisationales Lernen und Wissensmanagement optimieren.- Zusammenarbeit im Team optimieren.- Das gute Arbeitsklima - Voraussetzung für Leistungsmotivation.- Leistung gezielt motivieren.- Kreativität und Innovation fördern.- Organisationale Strukturen gestalten und Identifikation schaffen.- Teil 3: Weiterbildung gestalten: Unterstützung durch Trainings, Technologien und Werkzeuge.- Medial gestützte Trainingskonzepte.- Trainingsmaßnahmen evaluieren.- Personalentwicklung 2.0.- Personalisierte Lernsysteme.- Werkzeuge zum Optimieren von Wissensaustausch.
£31.34
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Wie Fremdes vertraut werden kann: Mit
Book SynopsisWie agieren Menschen mit unterschiedlichem kulturellen Werdegang und Hintergrund? Warum verläuft die Zusammenarbeit mit Partnern aus anderen Ländern oft so schleppend? Bei Geschäftssituationen drängen sich häufig Fragen auf, die Ratlosigkeit und Verunsicherung erzeugen. Wer sich den entscheidenden Themen stellt, befindet sich mitten im interkulturellen Lernprozess. Dabei unterstützt dieses Buch auf hervorragende Weise. Zu jedem Thema präsentiert es die grundlegenden Aspekte des interkulturellen Verstehens und bearbeitet anschließend sehr anwendungsbezogen die handlungsrelevanten Konsequenzen.Table of ContentsEinleitung.- Das Eigene, das Fremde und das Interkulturelle.- Gängige Ratschläge und Fehlurteile im Zusammenhang mit interkultureller Kompetenz.- Wege zum interkulturellen Verstehen.- Kulturelle Anpassung oder Selbstbehauptung.- Soziale Wahrnehmung, implizite Persönlichkeitstheorien und Weltbilder.- Persönlichkeitsfaktoren und interkulturelles Verstehen und Handeln.- Personale Eindrucksbildung und interpersonale Attraktion (Impression-Management).- Lernen, soziales Lernen, interkulturelles Lernen, interkulturelle Kompetenzentwicklung.- Perspektivenübernahme und Empathie.- Sprache und Kommunikation im interkulturellen Kontext.- Projektgruppen, Problemlöseprozesse, Teamentwicklung.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Human Resource Intelligence und Analytics:
Book SynopsisDas Buch bietet einen umfassenden Überblick über die Anwendung und Implementierung von Business-Intelligence-Lösungen im Personalmanagement. Business-Intelligence-Systeme finden als Analyse- und Planungssysteme verbreitete Anwendung in vielfältigen Unternehmensbereichen wie Vertrieb/Customer Relationship Management, Logistik/Supply Chain Management sowie Personalmanagement. Daher beschäftigt sich Autoren und Herausgeber intensiv mit der Anwendung von Business-Intelligence-Systemen im Personalmanagement und geben einen ausführlichen systematischen Einblick in entsprechende grundlegende technologische Konzepte und personalwirtschaftliche Anforderungen. Ziel des Buches ist daher eine spezifisch auf die Anwendungsdomäne Personalmanagement ausgerichtete Ausarbeitung der Business-Intelligence-Konzeption in technischer und fachlicher Hinsicht.Trade Review“… beschäftigt sich umfassend mit der Bereitstellung und Verwendung entscheidungsunterstützender Informationen im Human Resource Management. … Leser erhalten so ein facettenreiches Portfolio an Beiträgen mit zahlreichen Informationen zu zentralen Fragestellungen der HRIA.” (in: Personalentwicklung, Jg. 26, Oktober 2016)Table of ContentsSystemarchitektur.- Anwendungen im Personalbereich.- Rechtliche Aspekte.
£37.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Chefsache Prävention II: Mit Vorsorgemaßnahmen
Book SynopsisKeine Zeit zu haben, aber auch Geldmangel und fehlende Investitionsbereitschaft sind die wichtigsten Begründungen dafür, keine Prävention zu betreiben. Doch was passiert, wenn ich diese Zeit und Investition nicht aufbringe? Tritt ein Schaden ein, der durch Prävention vermeidbar gewesen wäre, so sind die Kosten und der Zeitaufwand um den Faktor 10 höher. Nach wie vor vernachlässigen Unternehmen und Führungskräfte in ihrer täglichen Arbeit, bei Projekten und Programmen, aber auch beim Menschen die Vorsorgemaßnahmen sträflich. Die Autoren zeigen, was alles zu berücksichtigen ist und warum Prävention für alle Unternehmen zwingend notwendig ist - von der Ersteinschätzung und Machbarkeit über die Bedarfsermittlung bis hin zur ausführlichen Kosten-, Finanzierungs- und Personalplanung. Dabei geht es nicht nur um Gesundheitsprävention, sondern das Konzept der Prävention wird auch auf Betriebswirtschaft, Steuern, Prozesse und Führung angewendet: Alles braucht vorsorgende Maßnahmen.Table of ContentsZukunft Personal.- Achtsam leben, klug entscheiden, mutig handeln!.- Prävention – 007 statt 0815.- Die 7 Todsünden erfolgreicher Veränderung.- Nachhaltige Prävention beginnt im Kopf.- Methode statt Geheimnis – Erfahrungen eines Steuerberaters.- Wer einen guten Ruf hat, ist besser vor Wettbewerbern und negativen Folgen geschützt.- Interview mit Dr. Gerlinde Manz-Christ.- Zwischen Alleskönner und Performancecoach – verkaufen, verführen, stolpern?.- Sinn wirkt präventiv.- Bewegung ist Leben.- Wer Leistung will, muss Sinn stiften.- Starke Chefs sind schwach, aber glücklich!.
£23.74
Springer Fachmedien Wiesbaden Work-Learn-Life-Balance in der Wissensarbeit:
Book SynopsisWelche spezifischen Belastungen erleben verschiedene Typen von Wissensarbeitern? Auf welche Ressourcen können sie zurückgreifen? Wie ziehen sie die Grenzen zwischen Berufs- und Privatleben? Welche Strategien setzen sie ein, um die Anforderungen der Bereiche Arbeit, Lernen und Privatleben zu vereinbaren? In dem Buch werden die Ursachen und Folgen einer Work-Learn-Life-(Im)Balance (WLLB) dargestellt und Gestaltungsansätze auf individueller, Team- und Unternehmensebene aufgezeigt. Hierzu werden neu entwickelte und mit Unternehmen erprobte WLLB-Instrumente vorgestellt.Table of ContentsWork-Learn-Life-Balance (WLLB) aus interdisziplinärer Perspektive.- Handlungsstrategien zur Förderung der Vereinbarkeit von Arbeit, Lernen und Privatleben; Partizipative Entwicklung von WLLB-Instrumenten.- Work-Learn-Life-Balance förderliche Führung; Der WLLB-UnternehmensCheck, zur Diagnose der WLLB-Situation der Beschäftigten.- Das WLLB-Mitarbeitergespräch als Führungsinstrument.- Die WLLB-Teamanalyse als Instrumente für die Organisations- und Personalentwicklung.- Die Allwiss-Scorecard zum Monitoring/Controlling von WLLB-Maßnahmen.
£37.99
