Personnel and human resources Books

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Book SynopsisThis book uses real-life examples and five key 'lenses' to highlight the importance of relationship building to effective organisations. It is for business practitioners, who will find it highly practical, as well as graduate students in fields as diverse as change management, leadership, organisational psychology, and organisational and human behaviour.Trade Review'What the authors do quite successfully in this volume … is to explain how components of their relational proximity framework fit together with more ephemeral concepts such as trust, empathy, commitment and respect. This book has been many years in the making but arrives at just the right time.' Vincent Neate, Social Value and Intangibles Review'The Relational Lens is a well-written book. It will appeal primarily to an applied and lay audience, but it references a good deal of psychological research. Its main contribution might be that it adds fuel to the burgeoning fire around the focus on interpersonal relationships in the organization. For this reason, it should be taken seriously by anyone who wants to understand the complexities of organizational life, relational life in particular.' Richard D. Harvey and Andrew Bleckman, PsycCRITIQUESTable of ContentsIntroduction. The dark matter of organisations; 1. The value and importance of relationships; 2. Why organisations should think relationally; 3. How to measure relationships; 4. Directness - high touch organisation; 5. Continuity - connection across time; 6. Multiplexity - context for breadth; 7. Parity - power, balance, fairness; 8. Commonality - overlap of purpose; 9. What relational proximity builds; 10. Relationships between stakeholders; 11. Managing, measuring, reporting, regulating; Epilogue.

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Book SynopsisEver since there have been people, there have been tribes. Within each corporation exist anywhere from a few to hundreds of separate tribes, and Dave Logan, PhD and John King show how these tribes develop, how to assess them, and how to lead them to maximize productivity and growth.Trade ReviewThe most thorough and unique book to come along pertaining to organizational dynamics in quite some time...Whether you're trying to move an organization forward or trying to move forward yourself, Tribal Leadership is a great place to begin your efforts. -- Business Lexington

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Book SynopsisBased on key findings from two surveys of global professionals, and case studies from organisations like Deloitte, Cisco, Bell Canada, Nokia, and NASA, this book shows how the same social technologies that are used outside the company in marketing to connect with customers can be adapted for use inside the company to connect with employees.Trade Review"Provocative" -- -Inc. "Anyone interested in building a workplace comfortable to the upcoming connected and techie generation should find ideas worth exploring here. Highly recommended." -- -Library Journal (starred review) "This book includes key information that all learning professionals need to create a successful talent management strategy and leverage the benefits of social media in the workplace...[C]omprehensive and forward-thinking." -- -Training and Development "Meister and Willyerd offer thoughtful tips, the latest in corporate training, and advice for negotiating this new workforce." -- -Publishers Weekly "Provocative and entertaining." -- -Miami Herald "In their visionary and pragmatic book, Jeanne C. Meister and Karie Willyerd equip you with the tools you need to attract the best people and help them do their best work. The battle for talent is more intense than ever; Meister and Willyerd show you how to win." -- -William C. Taylor; Founding Editor, Fast Company; Coauthor, Mavericks at Work "How you behave will matter more than what you sell in the future, and your reputation will drive your success. If you expect to maximize employee productivity and have a strong enterprise in 2020, Jeanne C. Meister and Karie Willyerd's book is a must read." -- -Rob Quish, CEO JWT INSIDE and COO JWT North America Jeanne C. Meister and Karie Willyerd are on their game in The 2020 Workplace. With their workforce and talent insights, as well as their pragmatic approach to getting started, they've created a North Star for organizations to use on their journey to winning better talent today. -- -David Smith, managing director. Accenture; coauthor, Workforce of One "Finally the imperatives for change are laid out in one spot, and a pragmatic roadmap for success is outlined. If you are dedicated to building healthy, productive next-generation organizations, you must read this amazing book." -- -Susan Burnett, Senior Vice President, Talent and Organization Development, Yahoo! In The 2020 Workplace, Jeanne C. Meister and Karie Willyerd share impressive research findings, tell compelling stories, and offer thought-provoking ideas that will become the basis for preparing to live in a global, technological, changing, and connected future. -- -Dave Ulrich; Professor, Ross School of Business, University of Michigan; Partner, The RBL Group "Meister and Willyerd have blazed a trail with The 2020 Workplace. With key insights on how to manage tomorrow's workforce-one that is beginning to show up to work today-this book is a must read for all in our profession!" -- -Matthew Peters, Chief Learning Officer, Defense Intelligence Agency "The workplace is evolving faster than ever before, reinventing everything from how employees connect with an organization to how they learn, leverage information, and lead. Managers, don't miss this opportunity to get a jumpstart the 2020 workforce before it's too late. " -- -Lynne C. Lancaster, co-author of The M-Factor: How the Millennial Generation is Rocking the Workplace "The 2020 Workplace is a thought-provoking guide to the emerging workplace trends and how they will shape business in the future." -- -Peter Cappelli, George W. Taylor Professor of Management and Professor of Education, The Wharton School of the University of Pennsylvania "The 2020 Workplace provides tremendous insights, not only into the emerging workforce, but also into the changes that enterprises will have to make to effectively recruit, develop, and retain what will become increasingly scarce human resources." -- -Dr. Stanton D. Sloane, President and CEO, SRA International What a fresh and forward-looking read. Jeanne C. Meister and Karie Willyerd have tackled recruitment, motivation, learning, and leadership in the new and evolving 'connected world,' and they have offered best practices and their own thoughtful approaches for companies and leaders to consider. -- -John W. Gill, Vice President, Human Resources, Rolls-Royce Energy Systems

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Book SynopsisOffers insights for CEOs and employees alike, revealing how innovation is being fueled by passionate workers and the companies that give them the time to explore what they care about most. This title focuses on the thought-leaders who are shaking up the corporate landscape, visionaries whose experiences can offer salvation for corporate America.Trade Review"Tate's enthusiastic but objective study gathers momentum as the book progresses; each chapter builds on the previous one, and he's quick to point out the practicality of the process. Whether readers are in the corner office or the boiler room, they'll likely find Tate's opus to be inspiring and informative." -- Publishers Weekly "Useful and inspiring advice for tinkerers." -- Kirkus Reviews "In any organization a lot of the rank-and-file are ready to start efforts which will contribute to their community, maybe building the bottom line. The 20 % Doctrine shows how organizations have made that work in real life, and how you might make that happen where you work." -- Craig Newmark, founder of Craigslist and Craigconnects "The most innovative companies in America are those that are willing to let employees explore their own pet projects on company time. The 20% Doctrine is a smart, well-written look at this new path to innovation, full of examples that are engaging, thought provoking, and intriguingly diverse." -- Chris Anderson, editor-in-chief of Wired magazine

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Book SynopsisA generations expert and author of When Generations Collide and The M-Factor teams up with his seventeen-year-old son to introduce the next influential demographic group to join the workforce—Generation Z—in this essential study, the first on the subject.They were born between between 1995 and 2012.Trade ReviewFascinating insight into the collective conscious of Gen Z. This generation will rewrite the rules of the workplace and transform the future of business. -- Blake Mycoskie, Chief Shoe Giver at TOMS and bestselling author of Start Something That Matters Move over Millennials, Gen Z is here. David and Jonah give a fun and informative introduction. This is a must-read for anyone looking to recruit, manage, and retain the best and brightest new workers. -- Andrew Yang, CEO and founder of Venture for America, author of Smart People Should Build Things David and Jonah understand the strength of the future. CEOs would be wise to pay attention to the opportunities presented by harnessing Gen Z's power. Gen Z is agile, engaged, and empowered. Gen Z @ Work is a timely, fascinating read. -- Richard Davis, chairman and former CEO of U.S. Bancorp

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Book SynopsisIn Wanda Wallace’s experience, this move—from expert leader to a broader kind of authority—requires a new mindset about how to lead.Wallace explains what few people understand—how to add value as a leader when you’re dealing with an ever growing set of responsibilities over which you have little detailed knowledge.Trade Review“Deeply powerful and delightfully practical, I instantly recognized my clients in its pages and, perhaps more important, I also recognized myself. A must-read for leaders serious about their results and their own growth.” — Sheila Heen, co-author of Difficult Conversations and Thanks for the Feedback “In You Can’t Know It All, Wallace helps us see how leadership in today’s age of deep expertise has evolved from our general-manager notions of the past. Wallace weaves together compelling and candid stories of real leaders with her own coaching experience and simple, actionable exercises. This leadership book is on point and right on time.” — Dolly Chugh, author of The Person You Mean to Be, and associate professor, Department of Management and Organizations at the NYU Stern School of Business “This is a real-world practical guide on how to move out of your comfort zone as a subject-matter expert and develop the skills you need to manage in today’s technical and fast-moving business world.” — John Murphey, former CEO of Bell Helicopter “This is an incredibly important topic and one we don’t pay sufficient attention to. Making the transition from expert to non-expert is often the point at which high-potential careers falter, and we -- the individuals and organizations -- often don’t know why. This book helps us all understand the issues and how to overcome them, to the benefit of everyone.” — Liz Wallace, former head of talent at Vodafone Emerging Markets “Dr. Wanda Wallace has packed You Can’t Know It All with practical tools distilled from a command of the research and refined in her coaching work with hundreds of leaders around the world. You Can’t Know It All fills a critical gap for those who aspire to lead and inspire on the big stage.” — Rob Kaiser, president of Kaiser Learning Solutions; writer, researcher and consultant “This book is a must-have for careerists looking to advance in today’s global and complex business environment. From adopting the right mind-set to developing key skills, Wanda provides individual contributors and experts proven insights and tools to transition into valued leaders within their respective organizations.” — Cindy Pace, global head of diversity and inclusion of MetLife

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Book SynopsisTrade Review“If you’re in sales—and everyone is in sales!—this book is an extremely useful guide. It will hone your powers of persuasion and connection. And it will help you become a better salesperson by becoming a better version of yourself.” — DANIEL PINK, #1 New York Times bestselling author of The Power of Regret and To Sell Is Human “Presents a fascinating paradox: The harder you sell, the less convincing you often become. Colin and Garrett bring riveting stories and rich experiences to shatter the stigma of selling and help you inject authenticity into your efforts to persuade.” — ADAM GRANT, #1 New York Times bestselling author of Think Again and host of the TED podcast WorkLife “Turns traditional thinking about selling on its ear. Crucially, that ear needs to be open to the important insights the book delivers that demand to be heard and employed.” — ROBERT CIALDINI, New York Times bestselling author of Influence and Pre-Suasion “Authentic, unorthodox, and transformational. Read The Unsold Mindset and find out why the best salespeople embody these traits while everyone else is just ‘selling.’” — BILL BURNETT, executive director of Life Design Lab at Stanford University and #1 New York Times bestselling coauthor of Designing Your Life and Designing Your Work Life “You can have all the data in the world, but it won’t do you any good if you don’t have a mindset that gives you permission to challenge what you’re expected to do with it. The Unsold Mindset shows readers how to turn their own authentic qualities into their greatest strengths.” — MARK ROBERGE, Harvard sales professor, former chief revenue officer of HubSpot, and author of The Sales Acceleration Formula “Required reading for anyone who wants actionable ways to hack their mindset and become the best version of themselves in any selling situation.” — SEAN ELLIS, author of Hacking Growth

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Book SynopsisTrade Review"A game-changing manifesto to finally break free from the 'good girl' shackles that have held us back, until now" — Simran Kaur, founder of Girls That Invest “The Bad Bitch Business Bible introduces a powerful mindset shift for women to own their worth and wealth at all stages of their professional journey. This is not your typical business book, Lisa Carmen Wang has written a revolutionary guide to get what you want out of business and life.” — Jesse Draper, founding partner, Halogen Ventures “Want to dump self-doubt in the trash, set firm boundaries, design the life you want to lead, and make an absolute goddamn f*cking sh*t-ton of money? THIS IS YOUR BIBLE.” — Cindy Gallop, founder and CEO, MakeLoveNotPorn “This book is a must-read for anyone seeking to unleash their inner Bad Bitch! With raw honesty and empowering insights, Lisa Carmen Wang exposes the toxic effects of societal expectations and challenges readers to redefine their self-worth and what it truly means to be a Bad Bitch in today's world.” — Dasha Kennedy, creator of The Broke Black Girl "Bad Bitch Business Bible could not be a more perfect title for this all-encompassing guide on how to unapologetically get what you want by ditching bullshit societal standards. I wish I could give this book to my 20-year-old self!" — Chloe Elise, author of Deeper Than Money “Lisa Wang has written a valuable playbook for women who want to take control of their lives and entrepreneurial destiny--a true gift to all of the bad bitches out there!” — Charlene Walters, PhD., business mentor, consultant, and author of Launch Your Inner Entrepreneur

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Book SynopsisInsights from organizations that are navigating the novel challenges of the digital workplace.How can technology and analytics help companies manage people? Why do teams working remotely still need leaders? When should organizations use digital assessment tools for gauging talent and potential? This book from MIT Sloan Management Review answers questions managers are only beginning to ask, presenting insights and stories from organizations navigating the novel challenges of the digital workplace. Experts from business and academia describe what's worked, what's failed, and what they've learned in the new world of work. They look at strategies that organizations use to help managers and employees adapt to the fast-changing digital environment, from the benefits of wool-gathering to the use of anonymous chats; examine digital tools for collaboration, including interactive spreadsheets and analytics that increase transparency; and discuss such “big-picture” tr

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Book SynopsisModern Labor Economics: Theory and Public Policy is a leading text in labor economics. This fourteenth edition presents updated data throughout and a wealth of new examples, such as the impact of COVID-19 lockdowns, gig work, nudges, monopsony power, and the effect of machine learning on inequality.Trade ReviewPraise for the thirteenth edition: "Modern Labor Economics incorporates current policy issues while maintaining a strong focus on economic theory. The summaries of seminal academic works are indisputably important for bolstering student knowledge, and the inclusion of real-world applications makes the research far more comprehensible to a broader audience."Tongzhe Li, University of Delaware, USA"A classic in the field of labor economics. Indeed, as the title implies, Ehrenberg and Smith literally put the modern in labor economics as taught to undergraduates. Since first published in 1982, many competing textbooks in labor have come and gone. Ehrenberg and Smith, with impeccable writing, comprehensive coverage of the relevant topics, and intuitive application of economic analysis to the critical public policy problems of the day, has stood both the market test and the test of time." Kevin J. Murphy, Oakland University, Rochester Michigan, USATable of Contents1. Introduction; 2. Overview of the Labor Market; 3. The Demand for Labor; 4. Labor Demand Elasticities; 5. Frictions in the Labor Market; 6. Supply of Labor to the Economy: The Decision to Work; 7. Labor Supply: Household Production, the Family, and the Life Cycle; 8. Compensating Wage Differentials and Labor Markets; 9. Investments in Human Capital: Education and Training; 10. Worker Mobility: Migration, Immigration, and Turnover; 11. Pay and Productivity: Wage Determination Within the Firm; 12. Gender, Race, and Ethnicity in the Labor Market; 13. Unions and the Labor Market; 14. Unemployment; 15. Inequality in Earnings; 16. The Labor Market Effects of International Trade and Production Sharing

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Book SynopsisThis book is a comprehensive guide to the essential areas of health care human resources management, and is an immediately useful practical handbook for practitioners as well as a textbook for use health care management programs.Table of ContentsPreface xv The Authors xxi Part One Human Resources Management in the Health Care Business Arena 1 Chapter 1: Introduction to Health Care Human Resources Management 3 Defining Elements of Progressive Health Care Organizations 4 Current Perceptions of Health Care Organizations 7 Spheres of Influence Model 9 Five Significant Change Dynamics of Modern Health Care 12 Profile of a Progressive Health Care Organization 21 Composition of a Progressive Health Care Human Resources Management Department 26 Chapter 2: Strategic Health Care Human Resources Management and Planning 31 The Changing Role of Human Resources Management 32 Human Resources Outsourcing 35 Strategic Human Resources Management and Human Resources Planning 36 Anticipating Future Needs 38 Evaluating the Effectiveness of Strategic Human Resources Management 42 Problems and Implications of Strategic Human Resources Management 44 Chapter 3: Organizational Culture Standards for Health Care Human Resources 49 Performance Matrix of Superstars, Steadies, and Nonplayers 50 PACT Formula 54 Strategic Requirements for a Progressive Health Care Human Resources Management Department 74 Chapter 4: Equal Employment Opportunity Laws and Health Care Human Resources Management 83 Federal Equal Employment Opportunity Laws 84 Proving Employment Discrimination 96 Affirmative Action: Executive Orders and Other Federal Laws 98 Constitutional Rights 102 Additional Protections for Employees 109 Chapter 5: Managing the Unique Health Care Workforce 115 Cultural Factors Relevant to Health Care Human Resources 122 Practical Application: A Tale of Two Jersey Cultures 129 Chapter 6: The Importance of Volunteers in Health Care Organizations 135 Selection and Placement Strategy Considerations for Volunteers 136 Maximizing Health Care Volunteer Performance 143 Agenda Topics for Volunteer Summits 148 Ten Essential Rules for Volunteer Placement 150 Part Two Methods and Accountabilities of Health Care Human Resources 153 Chapter 7: Critical Job Analysis and Design 155 Legal Significance of Job Analysis 157 Job Analysis Information 158 Designing a Job Analysis Program 163 Job Descriptions and Job Specifications 164 Competency Modeling 168 Job Analysis Techniques 171 Chapter 8: Recruitment, Interviewing, and Selection Strategies 177 Preselection Process 178 Critical Dimensions of External Recruitment 195 Preparing and Planning for the Interview 198 Conducting the Interview 199 Evaluating the Interview 204 Chapter 9: Maximizing Performance Management and Evaluation 209 Developing an Evaluation Program 210 Using Defusers—the Return to Objectivity Formula 241 Chapter 10: Compensation Strategies 247 Motivation 248 Equity 253 Executive Compensation and Benefits 265 Federal Laws Governing Compensation 267 Chapter 11: Benefits 271 Government Required Benefits 272 Discretionary Benefits 276 Quality-of-Work and Quality-of-Life Issues 282 Part Three Maximizing Health Care Human Resources 287 Chapter 12: Training and Development 289 Needs Assessment 291 Developing Training Objectives 293 Developing the Curriculum 294 Delivering Training 302 Evaluating Training 303 Career Development 306 Health Care Training and Development in Application 308 Relevant and Resonant Health Care Organizational Training and Development 310 Chapter 13: Organizational Development Strategies 319 Essential Objectives of Health Care Organizational Development 319 Organizational Development Strategies for Building Pride 329 Organizational Development Strategies for Escalating Accountability 338 Organizational Development Strategies for Team Building 344 Chapter 14: Labor-Management Relations 353 Collective Bargaining in the Private Sector 354 Collective Bargaining in Health Care Organizations 355 Collective Bargaining in Federal Government Agencies 358 Collective Bargaining in State and Local Government Agencies 359 Concepts and Practices of Collective Bargaining 360 Chapter 15: Strategic Health Care Human Resources Technology 377 Information Systems Technology 379 Organizational Change 380 Types of Information Systems 381 Human Resources Information Systems 384 Bibliography 393 Index 409

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Book SynopsisThe ultimate handbook for fostering and cultivating a strong team culture, from the New York Times bestselling author of The Culture Code and The Talent Code.“If you are a leader—or if you work with one—and want to understand how to build psychological safety, trust, and a sense of purpose for your team, then you need this book.”—Charles Duhigg, author of The Power of HabitONE OF THE BEST BOOKS OF THE YEAR: ForbesBuilding a team has never been harder than it is right now. How do you create connection and trust? How do you stay focused on your goals? In his years studying the ways successful groups work together, Daniel Coyle has spent time with elite teams around the world, observing the ways they support each other, manage conflict, and move toward a common goal. In The Culture Playbook, he distills everything he has learned into sixty concrete, actionable tips and exercises that will help your team build a cohesive, positive culture.   Great cultures, Coyle has found, are built on three essential skills: safety, vulnerability, and purpose. Within this framework, he shows us how we can better serve our teammates, ourselves, and our shared purpose, including:• scheduling regular team “tune-ups” to place an explicit spotlight on the team’s inner workings and create conversations that surface and improve team dynamics• creating spaces for remote coworkers to connect with their colleagues to foster a team spirit even across distances • holding an anxiety party to serve as a pressure-relief valve, as well as a platform for people to connect and solve problems together  With reflections, exercises, and practical tips that will prove invaluable to companies, athletes, and families alike, and replete with black-and-white illustrations, The Culture Playbook is an indispensable guide to ensuring that your team performs at its best.

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Book SynopsisA timely, practical resource on creating teams and organizations where everyone has the opportunity to succeed.--Adam Grant, #1 New York Times bestselling author of Think Again and host of the podcast WorkLife A step-by-step guide for managers, teams, and DEI leaders looking to create impactful, lasting change in their organization, from recruitment to retention, and beyond. Are you tired of hollow promises about diversity, equity, and inclusion in your organization? Do you want to take steps towards real change – beyond issuing mission statements, signing checks, and holding listening sessions – but don’t know where to start? This book is your answer. Designed for teams to read together, Actions Speak Louder offers a comprehensive blueprint for leaders and teams who are ready to get out of their own way, look at their surroundings with new eyes, and turn their energy into a concrete plan.<

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Book SynopsisCareer Development in Recreation, Parks, and Tourism: A Positioning Approach outlines a step-by-step plan for career development based on the technique of positioning. This text will help students decide on the job they want and then begin building the skills, experiences, and professional connections they need in order to get the job. Table of ContentsChapter 1 The New Paradigm Discovering the Positioning Model Positioning and the Seven-Step Sales Model Positioning in Recreation, Parks, and Tourism Nine Steps to Positioning Yourself Case Study: Sally Herr Paradigm Shift Putting It All Together References Exercise 1.1: Comparing Your Resume With Sally Herr’s Exercise 1.2: Surveying Your Hidden Jobs Exercise 1.3: Determining Your Hidden Jobs Chapter 2 Proximity Is Everything . . . Well, Almost Everything Where do I want to work? Seeking Proximity in Your Job Search Determining Your Career Goal or Where You Want to Work Putting It All Together Exercise 2.1: Analyzing Sally Herr’s Career Path Exercise 2.2: The Blank Resume Exercise 2.3: Which Student Example Is Closest to Your Story? Exercise 2.4: The Five Ws and Developing Your Career Goal Exercise 2.5: Finding a Job Announcement on the Internet Exercise 2.6: My Favorite Job Exercise 2.7: My Least Favorite Job Exercise 2.8: Analyzing Your Resume Exercise 2.9: The Blank Resume—Part II Chapter 3 Being Proactive, not Reactive Do I actively seek the job I want, or do I wait for it to come to me? Benefits of a Proactive Attitude Assessing How Proactive You Are Proactive Career Development Traits Putting It All Together References Exercise 3.1: Proactive Career Development Instrument Exercise 3.2: Proactive Job Search Exercise 3.3: Proactive Job Search Skills Chapter 4 Think Evaluation Why should they hire me? Starting With the Evaluation Instrument Determining Your KSAEs From Job Announcements Think Evaluation as Part of the Traditional Job Search Process Putting It All Together Exercise 4.1: Evaluating Sally Herr’s Resume Exercise 4.2: The Hiring Unit Exercise 4.3: Determining Your KSAEs Chapter 5 Bridging Am I prepared for the job I seek? Understanding Bridging Academic Preparation Professional Development Continuing Education Volunteer Activities Acquiring Your KSAEs Putting It All Together Exercise 5.1: Your Plan to Obtain the KSAEs You Need Exercise 5.2: The Blank Resume Exercise 5.3: A Comparative Analysis of Your KSAEs Exercise 5.4: Now that You Know What to Do, What Should You Do? Chapter 6 Professional NetworkingHow do I meet the person who will hire me? Professional Networking Avoiding Black Holes Developing Your Professional Family Professional Mentoring Putting It All Together References Exercise 6.1: Identifying People Exercise 6.2: Working the Room Exercise 6.3: Networking Costs and Benefits Exercise 6.4: Living Legends Chapter 7 Casing the JointDo I know everything about the organization and the job I seek? Places to Look Casing the Field Casing the Organization Researching the Position Casing the People Positioning Yourself Putting It All Together Exercise 7.1: Casing the Joint Worksheet Exercise 7.2: Introductory E-Mail Chapter 8 The One-on-One InterviewWho within the organization can hire me? The Seven-Step Sales Model and Positioning The Seven-Step Model and the One-on-One Interview The Individual Job Announcement Dressing for Success Seating Arrangements Starting the Conversation Putting It All Together Exercise 8.1: Seating Arrangements Exercise 8.2: The Good Listener Exercise 8.3: Perfecting Your Greeting and Introduction Exercise 8.4: Writing Your Individualized Job Announcement Chapter 9 The Formal Interview How should I prepare for a traditional interview? Strategies Typical Questions Questions for Recent Graduates Transition Questions Gotcha Questions Three-Doors Questions Inappropriate or Illegal Questions Phone Interviews Following Up Putting It All Together Exercise 9.1: Mock Interview Exercise 9.2: Mock Phone Interview Exercise 9.3: Talking to Your Talking Points Chapter 10 You and Your Resume Does my resume reflect who I am? Design Principles Reverse Chronological and Functional Approaches Parts of Your Resume Your Resume as an Art Form Putting It All Together References Exercise 10.1: Individual Resume Assessment Exercise 10.2: Group Resume Assessment Chapter 11 Portfolios and Business CardsDo I have the job search tools I need to obtain the job I seek? Types of Portfolios Layout Considerations Parts of Your Portfolio Business Cards Putting It All Together Exercise 11.1: Business Cards Chapter 12 Cover Letters and E-Mails Do I have the job search tools I need to obtain the job I seek? Cover Letters E-Mail and Other Electronic Communications Putting It All Together References Exercise 12.1: Writing a Cover Letter Chapter 13 Putting It All Together Exercise 13.1: Applying the Positioning Model

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Book SynopsisIf you want to experience incredible growth and success in your career as well as personal life, it starts by taking ownership of your personal development and understanding you don't need to know all the answers---but you do need to ask the right questions.

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Book SynopsisWhat special problems arise for managers and employees of companies when they do business in countries and cultures other than their own? The essays in this book identify universal principles of business ethics and spell out minimal legal and ethical absolutes in foreign trade.

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Book SynopsisTrade Review"The You Factor provides a highly effective framework to help you re-claim your power. Through practical examples and real life stories, Leslie Strong demonstrates how you can unleash your passion, your talent and eliminate those barriers that prevent you from being your true, best self. For those of us looking to have positive impact in our personal and professional lives, this book is an essential first step." Willa Black, vice-president, corporate affairs, Cisco Canada"Take back your power stop giving it away. This is Leslie Strong's rallying cry in The YOU Factor. Her simple, effective Power Tools take on what's between you and your goals, in all aspects of life. The first step: Seeing barriers of your own making. From there, she helps readers to move steadily towards what they want. Her how-to for gagging the inner voice that says" Nancy Vonk, author, co-founder of Swim, and former co-chief creative director of Ogilvy & Mather Toronto

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Book SynopsisWork-Life Advantage analyses how employer-provision of family-friendly' working arrangements - designed to help workers better reconcile work, home and family - can also enhance firms' capacities for learning and innovation, in pursuit of long-term competitive advantage and socially inclusive growth. Brings together major debates in labour geography, feminist geography, and regional learning in novel ways, through a focus on the shifting boundaries between work, home, and family Addresses a major gap in the scholarly research surrounding the narrow business case' for work-life balance by developing a more socially progressive, workerist dual agenda' Challenges and disrupts masculinist assumptions of the ideal worker and the associated labour market marginalization of workers with significant home and family commitments Based on 10 years of research with over 300 IT workers and 150 IT firms in the UK and Ireland, with important insights Trade ReviewWork–life advantage: sustainingregional learning and innovationAl JamesOxford: Wiley-Blackwell, 2017ISBN: 978-1-118-94483-7 (paperback)248 pp. Price: $39.95ISBN: 978-1-118-94484-4 (hardback)248 pp. Price: $94.95This fascinating book offers a well-groundedand clearly stated argument that work–lifebalance is a crucial element in the mix offactors that sustain regional learning andinnovation, making a significant contributionto the literature that has burgeoned on thistopic in recent decades. In the process, itdevelops a profound critique of the literatureon regional development as largely genderblindand overly focused on production networksto the neglect of processes of socialreproduction.The book is based on extensive researcharound Dublin, Ireland and Cambridge,UK—including surveys of 150 employers,over 60 interviews with IT professionals andadditional interviews with informants fromunions, development agencies and other organisationsbefore the crisis of 2008; supplementedby online surveys with IT workers inlate 2008 and 2010. While the data weregathered during a particular era of financialboom and bust, they do not appear dated—atleast partly because the IT sector suffered lessthan many others and more generally becauseissues of gendering and work–life balance in IThave been persistent across a variety of technologyand other business cycles.This research is presented in three coreempirical chapters. The first of these presentsthe core work processes in IT and the work–life conflict they create, maintaining a commendablefocus on how the dynamic intersectionof work practices and gendered meaningsof work create varying challenges at differenttimes. The second empirical chapter focusesmore closely on policies and practices designedto reduce work–life conflict within firms.Nicely weaving together statistical and interviewdata, the chapter assesses the ‘mutualgains’ for firms and workers of various initiatives,finding that practices that workers particularlyvalue (e.g. working from home,reduced hours) also provide benefits to firmsof more diverse workforces, less fatigue andincreased productivity.Perhaps, the most distinctive contributionof the book is in the final empirical chapterthat extends this analysis to inter-firm relationsand regional processes. Part of theanalysis consists of a critique of the dominantunderstandings of ‘zero drag’ regional labourmobility as a vehicle of learning and innovation.However, James put his data to gooduse to go further and document how the searchfor work–life balance is a major motivatingfactor in labour mobility and how that mobilityis most constrained for the women workerswho are in greatest need of its potentialbenefits. Again, firms and regional economiesas well as workers would benefit from worklifefriendly mobility.This is an excellent book. It is clearlywritten and engaging with a commendablemix of empirical rigour and detail, passion forthe issues at hand and a commitment to theimportance of tackling them based on carefulresearch. The focus on ‘mutual gains’ provesto be very useful because James examines thedynamics of actual and potential gains indetail rather than just relying on the phrase asa slogan. The book goes well beyond the pointthat there are quite generalised benefits forfirms to outline the various benefits and thedifferent conditions under which they arise—as well as some potential benefits that are onlyrarely realised.The book also opens up a range of questionsthat it doesn’t quite answer. While thefocus on work–life balance is an advantage, inthat it provides clear links to organisationalchoices and policy relevant issues, a moresustained reconstruction of regional learningtheories at the end of the book would havefurther augmented the findings. The implicationsof the analysis for this literature could The Author(s) (2019). Published by Oxford University Press. All rights reserved. For permissions, please email: journals.permissions@oup.comJournal of Economic Geography 19 (2019) pp. 539–540 doi:10.1093/jeg/lbz005Advance Access Published on 26 February 2019Downloaded from https://academic.oup.com/joeg/article-abstract/19/2/539/5365501 by University of Sheffield user on 07 June 2019be taken even further. To what extent areinter-personal networks between partner companies,for example, drivers of an ‘always on’culture?More attention could also have been paid tothe occupational and organisational difference inthe workers’ settings, disaggregating the categoriesof ‘worker’ and ‘firm’. While the distinctfocus on intra- and inter-firm processes yieldedrich insights, this raised the question of how firmsinteracted with their broader regional environmentand how this shaped work–life balance.The enduring puzzle of unrealised mutual gainsremains—if there are gains to be made by firms(of which they are somewhat aware), then whydon’t they act to take advantage of them?Critically, perhaps the solutions as well as someof the problems lie at the regional level. If manyworkers are partly motivated by the search forwork work–life balance friendly employers butemployers are still not responding in largenumbers to these ‘market signals’, then collectiveaction at the regional level will be critical. Despitethe rhetorical commitment to limitless growth,ICT firms may be willing to sacrifice a degree ofgrowth to forego disruption of gendered practices.While the book touches on these issues,there is much more to be said (as James notes).James ends the book on a number ofpotential extensions of this work, rightlyrecognising some limits of an exclusivelyregional focus. Some extensions refine thefocus on production and labour networksthrough a greater focus on inter-firm networksbeyond the region—particularly because thesedynamic regions are as global as they are local.How do these inter-regional ties shape firmcapacities within regions and how do work–lifebalance practices diffuse across these transnationalorganisational networks? Another setof extensions beyond the regional focus, alsonoted by James, are in the direction ofcomparative analysis of different regions andanalysis of how they are shaped by theirpolitical and institutional environments. Thebook touches on the comparative differencesbetween Ireland and the UK without fullyanalysing them.This is an informative and insightful book.For those interested in gendering of economiclife, this book will be a welcome addition totheir stock of knowledge, adding the region tothe list of deeply profoundly gendered economicinstitutions. For those whose focus is onregional development but who have paid littleattention to gender, this is a must read.Sea´n O´ RiainDepartment of Sociology, National Universityof Ireland Maynoothsean.oriain@mu.ie540 . Book ReviewsDownloaded from https://academic.oup.com/joeg/article-abstract/19/2/539/5365501 by University of Sheffield user on 07 June 2019Table of ContentsList of Figures viii List of Tables ix Series Editor’s Preface xi Preface and Acknowledgements xii List of Abbreviations xv 1 Inclusive Regional Learning? 1 2 Recentering Regional Learning: Beyond Masculinist Geographies of Regional Advantage 16 3 Work]Life Balance and its Uncertain ‘Business Case’ 38 4 Researching Labour Geographies of Work-Life and Learning in Ireland and the UK 67 5 Juggling Work, Home and Family in the Knowledge Economy 86 6 Overcoming Work-Life Conflict and the Gendered Limits to Learning and Innovation? 117 7 Work-Life Balance, Cross-Firm Worker Mobility and Gendered Knowledge Spillovers 145 8 Conclusions: Gendered Regional Learning and Work-Life Advantage 176 References 197 Index 000

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Book SynopsisPractical and actionable advice for minorities seeking concrete strategies to help them move up the corporate ladder In The Way Up: Climbing the Corporate Mountain as a Professional of Color, accomplished executive Dr. Errol L. Pierre delivers a pragmatic and actionable guide to help underrepresented individuals from all ethnic backgrounds achieve their professional goals and elevate their careers in today's virtual workplace. The book takes a step-by-step approach to understanding the skills and strategies required to move from entry-level and middle management roles to the executive ranks. Readers will also find: A collection of key lessons and short stories containing practical advice designed to help readers achieve their professional potentialStrategies proven to work in the real-world, full of innovative insights and practical know-howTips on navigating the offices and Zoom calls that make up today's employment environmentAn indispensable discussion of what it takes to succeed inTable of ContentsPreface ix Introduction: The Corporate Mountain xiii Chapter 1 Find Your Purpose and Your Passion 1 The Resignation Letter That Led Me Back to My Truth Chapter 2 Embrace Your Defining Moments 9 A Bright Future Is Only Built Upon the Foundations of Your Past Chapter 3 Reclaim Your Seat 19 Reaching the Top Is Not as Difficult as Staying There Chapter 4 Harness Your Distinctions 31 The First Time You Discover Your Racial Identity Is Life- Transforming Chapter 5 Job Interviews Happen Every Day 45 How Shampoo Changed My Life and Started My Career Chapter 6 Make the Most of Your Mentor 55 The Right Mentor Makes All the Difference in the World Chapter 7 Recognize and Harness Your Champions 67 Champions Are Larger- Than- Life People Who Give You a Boost Chapter 8 Overcome the Entry- Level Blues 79 What to Do When You Feel Like You’re Running in Place Chapter 9 Navigate and Survive Bad Bosses 101 How to Handle Hostile or Biased Bosses in the Workplace Chapter 10 Grow by Giving Back 115 Experience the Power of Public Service and Selflessness Chapter 11 Be Honest Even When It’s Hard 127 Truth Telling Can Set You Apart in the Workplace Chapter 12 Leave Without Burning the Bridge 139 Your Last 100 Days at a Company Are as Important as Your First 100 Chapter 13 Exude Executive Presence 155 How to Flourish as a Leader of Color on Your Way Up the Corporate Mountain Chapter 14 Adapt to the Workforce of the Future 175 The Rules for Navigating Through a Post- Pandemic Business Environment Chapter 15 Lead While Leaving a Legacy 189 Make the Greatest Impact You Possibly Can Interviews 195 Notes 197 Acknowledgments 205 About the Authors 207 Index 209

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Book SynopsisThe path to becoming an effective supervisor begins with practical knowledge and skills. Mosley, Mosley, and Pietri''s SUPERVISORY MANAGEMENT, 9e gives you the tools to develop superior supervisory skills and a firm grasp of management principles. Through their hands-on approach to Supervision, the authors will inspire you with their positive approach to working WITH people to develop and empower them in their jobs. Incorporating cutting-edge content with real-world cases and Skill Builders that give you plenty of opportunities to hone your new Supervision skills, the Ninth Edition of this best-selling text is an essential resource that you will turn to again and again throughout your supervisory career.Table of ContentsPart I: OVERVIEW. 1. Supervisory Management Roles and Challenges. Part II: PLANNING AND ORGANIZING. 2. Fundamentals of Planning. 3. Decision Making, Problem Solving, and Ethics. 4. Fundamentals of Organizing. 5. Delegating Authority and Empowering Employees. Part III: LEADING. 6. Communication. 7. Motivation. 8. Leadership. 9. Group Development and Team Building. Part IV: SKILL DEVELOPMENT. 10. Meetings and Facilitation Skills. 11. Coaching for Higher Performance. 12. Managing Conflict, Stress, and Time. Part V: CONTROLLING. 13. Exercising Control. 14. Controlling Productivity, Quality, and Safety. Part VI: MANAGING HUMAN RESOURCES AND DIVERSITY. 15. Selecting, Appraising, and Disciplining Employees. 16. The Supervisor, Labor Relations, and Legal Issues.

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Book SynopsisEvery manager must be prepared to face tough situations that management training never warned them about. This is the go-to resource for handling everything from a disruption in workflow to managing a hostile workplace, and even handling an international pandemic.

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Book SynopsisSenior Executive Assessment is a concise and practical guide that demystifies assessment that is conducted at the senior-executive level. Defines Senior Executive Assessment, describes its benefits, and explains how it differs from assessment at lower levels Discusses how significant shifts in markets and business models can require a change in the characteristics needed in senior executives Provides a practical model with suggestions for assessing senior executives Offers guidelines for determining what assessment methods to use in an organization Examines practical considerations in how to choose professionals to conduct senior executive assessment Table of ContentsSeries Editor's Preface. Preface. Acknowledgments. 1. The Case for Senior Executive Assessment. Why CEOs and Boards Tend Not to Know a Lot about Senior Executive Assessment. Why CEOs and Boards Are Wary of Senior Executive Assessment. What Is Senior Executive Assessment? The Benefits of Senior Executive Assessment. New Expectations about Corporate Governance. Summary. 2. Purposes. A Part of Talent Management. Near-Term Purposes. Longer-Term Purposes. Business Situations Related to Assessment. The Development of Senior Executives. Summary. 3. What to Assess. Competencies. Failure Factors. Experience/Previous Results versus Behavioral Style. Pulling It All Together. Dual Capability. Learning Agility. Executive Intelligence. Emotional Intelligence. Relationships as Opposed to Interpersonal Skills. A Cautionary Note: The Role of Charisma. Toxic Leaders. Types of Experience/Previous Results. Fit. Summary: Determining What to Assess. Summary. 4. How to Assess. The Feel of Senior Executive Assessment. Methods. Summary. 5. Additional Practical Decisions. Development Revisited. Coaching. Other Practical Issues. The Future of Senior Executive Assessment. Summary. Notes. References. Name Index. Subject Index.

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Book SynopsisIn Online Recruiting and Selection, Reynolds and Weiner provide an accessible introduction to implementing and operating Web-based tools for hiring in organizations. Discusses recent trends and their implications for new advancements in the field of technology-based hiring Explains key factors for developing an effective recruiting web site, choosing the right assessment tools, and designing integrated talent acquisition systems Discusses issues such as the proper environment for deploying tests and other assessments, the implications of global access, and data security and privacy policies Reviews regulations and professional standards for measurement and personnel selection, including new rules governing the treatment of Internet job applicants, the Standards for Educational and Psychological Testing, and the Principles for the Validation and Use of Personnel Selection Procedures Table of ContentsSeries Editor’s Preface Preface Part I: The Context for Online Talent Acquisition 1. The Context and Business Case for Technology-Based Recruitment and Selection Driving Factors: A Brief History of HR Technology Tools The Labor Market Context: “We Need Good People!” The Business Landscape: Shape Up or Ship Out Growth of the Internet Science-Based Selection Methods The Human Resources Challenge: Better, Faster, Cheaper . . . and More Strategic Efficiency and Speed Insight and Predictive Accuracy Strategic Impact 2. The Technology Landscape Mainframes, PCs, and Client–Server Computer Architecture The Internet Changes Everything The Pressure to Integrate New Integration Facilitators The Next New Paradigm Software Delivery Models in Transition Behind the Firewall Application Service Provider (ASP) Software as a Service (SaaS) Technology Trends and Software Users and Buyers Customization versus Configuration Software Maintenance Further Reading 3. Foundations for Online Assessment The Role of Professionally Developed Assessments Effective Selection of People into Organizations: Value and Risk Purpose of Assessment The Value of Assessment – Organizations Have Much to Gain (or Lose)Assessment Risks Essential Measurement Concepts Validity Reliability Types of Measurement Error Measuring Reliability Score Interpretation Professional Practice Standards and Legal Considerations Professional Standards and Principles Fair Employment Laws Federal Guidelines on Testing and Recruitment 4. Building the System: Models for the Design of Online Recruiting and Testing Systems Typical Recruitment and Selection Steps and Website Components Attracting Candidates through a Careers Site Describing Jobs and Careers Collecting Personal Information Screening Testing Simulation-Based Assessment Interviewing The Hiring Decision and Beyond Tracking Tools Assembling the System Need for Insight Need to Cast a Wide Recruiting Net Need for Speed Candidate Commitment Managing the System Part II: Designing and Implementing Online Staffing Systems 5. Designing Online Recruiting and Screening Websites Talent Acquisition: Two Disciplines Tools to Support Recruitment Tools to Support Screening and Selection Designing Internet Recruiting Sites Common Recruiting Site Components Employer Overview Job Information Profile Matching Apply Now Designing Online Screening Tools Resume-Centric Applicant Screening Questionnaire-Based Applicant Screening Common Risks Associated with Online Screening Defining Basic Qualifications Critical Issues to Resolve When is a Job Seeker an Applicant? How Detailed Should the Screening Process be? How Should Applicants be Progressed through the Selection Process? Summary 6. Deploying Automated Tests Types of Assessment Tools Assessment Content – More Than Meets the Eye Assessment Format – Something Old, Something New Considerations for Using Different Types of Assessments Purpose of Assessment Program Size Job Type and Level Validation Requirements Legal Defensibility Resource Planning Technology Considerations for Online Assessment Presentation of Item Content Navigation Features and Functions Examinee Instructions Testing Time Security Critical Issues to Resolve 7. Tracking Tools for Staffing Managers and Recruiters Information for Recruiters Managing Job Requisitions Managing Candidates Information for Hiring Managers Information for HR Specialists Critical Issues to Resolve Integration with the ATS Data Storage, Reporting, and Archiving ATS Customization vs. Configuration 8. Systems Design and Integration Key Elements for System Design Design Elements Integration Concepts and Approaches Linking Processes – Exchanging Instructions between Systems Linking Data – Exchanging Information between Systems Critical Issues to Resolve Part III: Consequences and Issues Associated with Online Deployment 9. Managing the Environment Ensuring Quality in the Deployment of Online Staffing Systems Issues and Challenges Proctored vs. Unproctored Administration Test Environment Issues Technology Issues Security Issues Cheating Unqualified Applicants Access to Technology The Candidate Experience Strategies for Managing Online Assessment Systems Summary 10. Cross-Cultural Deployment Adapting Talent Assessment Programs across Cultures Issues and Challenges Administrative Considerations Measurement Quality Concerns Professional Challenges Technology Challenges Strategies for Cross-Cultural Deployment Summary 11. Candidate Privacy and Data Security European Data Protection Rules: A Foundational Framework Design Considerations for Data and Privacy Protection Notice Choice Onward Transfer Access Security Data Integrity Enforcement Other Privacy Rules Fundamentals of Internet Data Security Password Protection Role-Based Security History and Log Files Encryption Additional Security Considerations 12. Conclusion: The (Possible) Future of Automated Staffing Talent Supply-Chain Management Evidence-Based Management Network Organizations and Social Software Self-Service HR New Technologies to Drive Efficiency, Realism, Interest, and Engagement Concluding Thoughts Appendix. Assessment Fundamentals Criterion-Related Validation Content Validation Reliability Indices Measurement Scales Fairness in Testing Differential Prediction Analysis Adverse Impact Analysis Selected References for Further Reading Notes Index

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