Working patterns and practices Books

Book SynopsisElgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary.This cutting-edge Research Agenda takes a hard look at workplace innovation practices that are vital for dealing with the global disruptive changes we currently face. It unpacks the ways in which organisations can become more sustainable, not only for value creation and profitability but also for sustainable employability and employee skill development.Exploring the ways in which workplace innovation provided necessary safeguards to deal with technological and environmental change, chapters provide a state-of-the art discussion of the topic in light of digital disruption and the Green Revolution. These areas of concern do not beg for one overall solution but for more resilient organisations in general. Bringing together the most renowned scholars in the field of workplace innovation from Europe, Australia and Asia, this Research Agenda looks at how we can learn to tackle these issues on an international level.With invaluable insight into workplace innovation spanning companies and individuals, nations and regions this Research Agenda explores the results of workplace innovation practices in very different global contexts. It will be of great value to researchers, policy-makers, practitioners, consultants and students of workplaces, organisations, human behaviour and digital transitions.Trade Review‘Digital disruption is widespread across our economies and societies. Bringing together an array of highly qualified contributors, this timely book contains important theory, research and analysis on this challenging phenomenon. It includes valuable guidance on how to engage with digital transformation through the mutually beneficial process of workplace innovation.’ -- Peter Boxall, University of Auckland, New Zealand‘The organization of work and the workplace is under stress. COVID-19 is one example but the longstanding pressure of technological change is another as are labor supply shocks flowing from demographics. How are organizations adapting? What constitutes best practice? What are the consequences of different strategies for the organization and for the workforce? These are urgent questions and via thoughtful comparative chapters A Research Agenda for Workplace Innovation provides answers. This is a timely and much needed contribution.’ -- Paul Osterman, Massachusetts Institute of Technology, Sloan School of Management, US‘An insightful and fascinating book that will reshape the way you approach innovation in this challenging and disruptive era of unprecedented digital transformation. This book will provide you with tools and strategies to successfully navigate workplace innovation transition and manage the impacts of technology to support and empower your future workforce…read this book and learn from the best!’ -- Al Jawhari, Innovate Inn Pty Ltd, Australia‘As the world moves to ever greater integration of technology with economic, social, and environmental issues, this work sets the scene for transitioning the workplace through technology adoption. This is a powerful and timely edition with logically organised parts and international cases. It will prove to be a valuable resource for managers and scholars alike.’ -- Allan O’Connor, University of South Australia‘This book is timely published when digital technologies are transforming work across the globe. It is an invaluable contribution to how inclusively to combine human labour and disruptive technologies by analyzing various country experiences of workplace innovation in the context of new technologies and COVID-19.’ -- Kiu Sik Bae, formerly president of Korea Labour Institute, current standing member of Korean Economic, Social and Labour Council‘As with every previous wave of change, the information revolution and the green transition are bound to transform both consumption and work patterns. This book takes a deep look at the workplace transformation and how to go about doing it well and studying it. Important, useful, and timely for academics, managers, and workers.’ -- Carlota Perez, Author of Technological Revolutions and financial Capital: The Dynamics of Bubbles and Golden Ages; University College London, University of Sussex, UK and TalTech, EstoniaTable of ContentsContents: Foreword xix 1 An Introduction to the Research Agenda for Workplace Innovation 1 Steven Dhondt, Adela J. McMurray and Peter R.A. Oeij PART I TECHNOLOGY AND ORGANISATION: NEW TECHNOLOGY AS A DRIVER FOR CHANGE IN THE ORGANISATION, FOR ITS WORK PROCESSES AND THE WORK OF EMPLOYEES 2 Workplace innovation at the digital frontier 15 Steven Dhondt, Peter R.A. Oeij and Gerben Hulsegge 3 Analysing production disturbances for aligning work organisation, human resource management, and digital transformation 35 Ezra Dessers, Monique Ramioul, Yennef Vereycken, Michiel Bal, Ine Smits and Geert Van Hootegem 4 Augmented telework with avatar technology: impact on workplace and required actions 51 Kentaro Watanabe 5 The impact of technology on work: enabling workplace innovation by technological and organisational choice 67 Peter R.A. Oeij, Gerben Hulsegge and Wouter van der Torre 6 Workplace innovation in the digital era: a role for SMART work design 91 Sharon Kaye Parker and Alexandra A. Boeing 7 How can the Korean workplace become conducive to workplace innovation? Learning from a case study of a manufacturing firm 113 Se Ri No and Kyetaik Oh 8 Examining workplace innovation as a driver for innovation in the public sector: evidence from Australia 129 Mahmoud Moussa and Adela McMurray PART II INDIVIDUAL BEHAVIOUR CONTRIBUTING TO PERFORMANCE GOALS: WORKPLACE ENGAGEMENT TO IMPROVE THE BUSINESS AND THE QUALITY OF WORK 9 The determination of a psychological workplace innovation construct 147 Adela J. McMurray and Don Scott 10 Job crafting and work engagement among remote workers in Italy: Lessons for workplace innovation 167 Arianna Costantini and Serena Rubini 11 Ethical leadership as workplace innovation and enabler for employee commitment and innovative work behaviours in Vietnam 183 Michael K. Muchiri, Hiep Cong Pham, Mathews Nkhoma and Adela J. McMurray PART III CONVERGENCE, POLICY ABOUT WORKPLACE INNOVATION, AND THE AGENDA FOR THE FUTURE 12 A converging or diverging research field? 201 Peter R.A. Oeij, Steven Dhondt and Adela J. McMurray 13 Towards research-based policy and practice of workplace innovation in Europe 255 Frank D. Pot, Tuomo Alasoini, Peter Totterdill and Claudio Zettel 14 Developing a scientific and policy research agenda for workplace innovation: an invitation for conversation and collaboration 273 Peter R.A. Oeij, Steven Dhondt and Adela J. McMurray Index

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Book SynopsisThis groundbreaking book arrives at a time of growing concern for the future of true scholarship. Morten Huse calls upon the scholarly community to reflect on the recent dramatic changes to academia, calling for coordinated efforts to reorganise the scholarly ecosystem. Offering a holistic view of academia, Huse outlines the institutions, audiences, messages, channels and communities that interact in this ecosystem, introducing a 'sharing philosophy' as the foundation of change. Reflecting on the past and looking to the future, this exciting book demands a communal approach to scholarship that comprises an open, innovative and impact-driven attitude to research that can change the academic game. Incisive and optimistic for the future, this book is crucial reading for PhD students and junior faculty members hoping to find new avenues for impactful and innovative research. Established scholars, as well as leaders of academic institutions, academies and associations concerned with recent structural changes to scholarship will also benefit from Huse's strong critique and alternative pathways.Trade Review'Huse makes an original, convincing contribution that not only gets to the heart of the problem with the current publish or perish culture driving academic research but he also proposes a bold, innovative ecosystem that can free us to engage in research that matters. It is a must read for all of us who want to move beyond complaining about the problem to being part of the solution.' --Stella M. Nkomo, University of Pretoria, South Africa'A very personal and engaging book, from an engaged scholar who speaks and writes from the bottom of his heart. A beautiful metaphor starring boats, lighthouses, tugboats and good wine. This is about academic communities, institutions, individuals, stakeholders, rules of the game, and even more so about sharing, openness, training, mentoring, contributing, having an impact, doing good. A very special and valuable contribution to rethink and redesign the ecosystems and practices of conducting research. A well-documented, well-articulated piece. A wealth of experiences so warmly put together.' --Thomas Durand, Conservatoire national des arts et métiers, France and President, European Academy of Management'What a wonderful, timely and profound book. And what a thoughtful and eye-opening perspective on contemporary movements in scholarly research internationally it provides. And what inspiration the book gives for how research can provide much wider and truer scholarship than it does now. This book provides a wonderful capstone on Morten Huse's career, one that truly embodies the sharing philosophy he introduces, explains, and invites scholars to join.' --Jean M. Bartunek, Boston College, USTable of ContentsContents: Preface: Introspection and ‘Ritorno al Passato’ Introduction: Resolving the crisis in research 1. Is scholarship in crisis? Part one: Our scholarly ecosystem 2. Where is academia going? - Living with a POP culture 3. AOM Presidential speeches 1993-2018 4. What about EURAM? 5. Initiatives for changing the ecosystem equilibrium Part two: A sharing philosophy 6. A communal approach – the clan 7. An open innovation approach – head, heart and hands 8. An impact driven approach – making a change 9. A new ecosystem equilibrium – true scholarship 10. A sharing philosophy – changing the game References Index

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Book SynopsisPromoting a greater understanding of intercultural interactions, this timely and engaging Research Handbook provides an overview of the current state of research on cultural intelligence and analyzes its prospects for the future. Including contributions from key researchers in the field as well as those with a more critical perspective, this comprehensive Research Handbook addresses the conceptual backdrop, the measurement and the antecedents of cultural intelligence. It further examines the outcomes associated with cultural intelligence, offers a higher-level analysis of the concept, and concludes with an evaluation of the future research prospects of cultural intelligence. All in all, the Handbook investigates the heightened importance of intercultural interactions among individuals, groups, organizations, and societies in an increasingly interconnected global community. Covering a wide range of perspectives on cultural intelligence and related constructs, this Research Handbook will be essential reading for students, scholars, and researchers in the areas of employment relations, international business, international and cross-cultural management, occupational psychology, and organizational behavior.Trade Review‘As a retired academic, I find it heartening that the field of cultural intelligence that I was involved in 20 years ago with David Thomas has become such a major focus for research, that its early pioneers continue to do ground-breaking work, and that so many other fine scholars have been attracted. The progress represented in this book is astonishing, and it will help to ensure that the next two decades of work on cultural intelligence are as ground-breaking as the first two.’ -- Kerr Inkson, University of Auckland, New ZealandTable of ContentsContents: Preface xxi PART I CONCEPTUAL BACKGROUND OF CULTURAL INTELLIGENCE 1 Introduction: cultural intelligence in perspective 2 Chris Earley and Elaine Mosakowski 2 Cultural intelligence, global mindset, and cosmopolitanism: a tale of three constructs 12 Hyun-Jung Lee and Orly Levy 3 Philosophy and theory of intercultural sensitivity: a review 27 Dharm P. S. Bhawuk 4 Reexamining social intelligence, emotional intelligence, and cultural intelligence, for congruence and divergence: does social intelligence still exist? 45 Kerri Anne Crowne and Kevin Lo 5 Cultural agility and cultural intelligence 59 Paula Caligiuri PART II MEASURING CULTURAL INTELLIGENCE 6 Is there really any good way to measure cultural intelligence, and what exactly is it, anyway? 72 Xiaowen Chen and William Gabrenya 7 A bi-factor model of cultural intelligence: comparison with four-factor and hierarchical models 89 Thomas Rockstuhl and Linn Van Dyne 8 The torturous evolution of the short form cultural intelligence scale (SFCQ) 105 Yuan Liao and David C. Thomas PART III ANTECEDENTS OF CULTURAL INTELLIGENCE 9 Developing cultural intelligence through teaching and training 122 Jacob Eisenberg and Ting Zhao 10 Taking a fresh look at the CQ-personality mediation hypothesis: a network perspective 137 Ronald Fischer and Johannes A. Karl 11 Minoritized multiculturals and the development of intercultural competence 154 Angela-MinhTu D. Nguyen, Kimberly Avila, Brittnie A. Ferguson, and Verónica Benet-Martínez 12 Cultural metacognition: a large, well-stocked, organized and illuminated toolshed in the mind 172 Andre A. Pekerti PART IV OUTCOMES OF CULTURAL INTELLIGENCE 13 Cultural intelligence and language proficiency: do they substitute or complement each other in predicting adjustment? 192 Catherine Peyrols Wu, Kok Yee Ng, and Soon Ang 14 Cultural intelligence as a global leadership competency in disruptive contexts 214 Kevin S. Groves, Ann E. Feyerherm, and Dana Sumpter 15 Navigating cultural paradoxes: an integrative framework of leader cultural intelligence and paradoxical leadership behaviors 232 Steven Poelmans and Sabrina Duijnisveld 16 CQ and global work: a focus on work contexts and referent others 251 Sarah E. Henry, Margaret A. Shaffer, and Mila Lazarova 17 Cross-cultural impacts in the domestic workplace: multicultural work environment, cultural intelligence, and extra-role performance 267 Robert Engle and Christopher Schlaegel 18 Cultural intelligence and the pursuit of a global career 289 Jean-Luc Cerdin and Eren Akkan 19 Cultural intelligence as key competency for inclusion in diverse workgroups and organizations 309 Valerie Alexandra PART V CULTURAL INTELLIGENCE AND HIGHER LEVELS OF ANALYSIS 20 The role of cultural intelligence in teams with newcomers: a multilevel model 324 Xing Liu and Elizabeth C. Ravlin 21 Minding mindfulness: an important process for cultural intelligence in culturally diverse teams 341 Terence Chia and Cristina Gibson 22 The influence of metacognitive cultural intelligence on global virtual team members’ psychological safety during COVID-19 360 Linda S. Henderson and Rebekah Dibble 23 Cultural intelligence from an intergroup perspective 378 Melody M. Chao, Angela T. Maitner, and Franki Y. H. Kung 24 Cultural intelligence and global citizenship: conceptualizing and establishing interrelationships 396 Alfred Presbitero PART VI LOOKING BACK AND LOOKING FORWARD 25 A bibliometric overview of cultural intelligence (CQ) research 412 Andrea Caputo and Mariya Kargina 26 Addressing the dark side of cultural intelligence: a conceptual model and research agenda 429 Marius Brand, Christopher Schlaegel, and Günter K. Stahl 27 Cultural intelligence research: where to from here? 450 Dana L. Ott and Snejina Michailova Index 465

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Book SynopsisAs artificial intelligence and machine learning practices grow, entire industries and jobs could become more automated or cease to exist altogether. HR Without People? traces provocative and challenging timelines for future developments in ten, thirty and fifty years’ time, to interrogate how modern HR practices need to respond to far reaching technological and industrial change. Focusing on the role these technologies are playing in changing the HR profession and how they could and should develop industry practices in the future, HR experts Anthony R. Wheeler and M. Ronald Buckley explore how this profession has a vital role in responding to these changes and how it can adapt to meet the new challenges faced by both employers and employees. Examining key issues such as the effects of big data and algorithms ongoing role in influencing recruiting and selection, the changes in virtual technology that will alter training, and how the role of government will expand to address the needs of citizens affected by the rate of change in workforce displacement, HR Without People? is a stimulating and confrontational challenge to conventional thinking on this people-centric profession’s role in the future of work.Table of ContentsChapter 1. The Evolution of Humans and Their Work Chapter 2. The Importance of Work to Societies Chapter 3. The Current and Future States of Automation, Artificial Intelligence, and Machine Learning Chapter 4. The Current State of HRM with Automation, Artificial Intelligence, and Machine Learning Chapter 5. Near Term Human Resources Challenges in the Age of Automation, Artificial Intelligence and Machine Learning Chapter 6. The Next Generation Chapter 7. A Century of Stress Headed into the Next Century Chapter 8. Serving Multiple Segments of the Population Chapter 9. The Uneven Spread of the Fourth Industrial Revolution Chapter 10. A Technology-Enabled Future Renaissance?

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Book SynopsisOrganizations have turned in droves to videoconferencing to augment operations, launch products, and reduce the costs of doing business. The digital transformation of industries has driven a boom in a global gig economy. Enterprises are tapping vast pools of freelancers and distributed staff around the world to reduce overhead, use talent they do not have in-house, and become agile. A new dawn of project- and team management has arrived. Virtually International speaks directly to corporate staff who find themselves propelled into managing projects with globally diverse teams of talent spread across countries and cultures. This book introduces readers to basic project management principles that will shorten learning curves and curtail the costs of managing international teams. Virtually International talks about what to look for in technology platforms and tools intended to facilitate the work of remote teams, and discusses how newly anointed home office workers can optimize home-working environments. This book lays out ways that virtual project managers can support productivity and enhance the well-being of geographically distributed team members. Virtually International also explores the cultural dimensions of working with professionals from ethnic, religious, and linguistic backgrounds different from that of co-workers. This is the book managers have been looking for to build globally diverse and inclusive teams of top talent. You can go to VirtuallyInternational.com to continue exploring practical ways of working effectively and problem-solving remotely across borders and cultures.Trade ReviewVirtually International's timing couldn’t be better. The era of remote work and virtual meetings has been foisted upon us, and Dodson harnesses his years of international business experience in crafting the definitive guidebook to the Zoom generation. Highly readable, entertaining, and informative, Virtually International is overflowing with lessons for companies aiming to unite their teams of employees scattered throughout the globe to best accomplish their goals. -- Rob Schmitz, International Correspondent, National Public Radio (NPR)A comprehensive must-read for those working in or managing virtual, international teams. Combining personal experience with management theory, Bill effortlessly details the complexities, challenges, opportunities and rewards of working across cultures, geographies and time zones. -- Viktoria Kish, Founder, International Study ProgramsDodson has written the right book at the right time. Remote work is the new normal, but the unfortunate truth is that most organizations are simply not good at building or managing hybrid teams. Dodson not only analyzes the challenges, but offers practical, actionable solutions that can be implemented immediately. -- Andrew Hupert, Professor of International Negotiation, Hult International Business SchoolDodson's extensive work and writing experience across Asia and Europe make him eminently suited to produce a book like Virtually International. An informative and engaging read! -- Patrick Williams, Senior Vice President, Asia at Rosti GroupA book about the virtual business world that is insightful and entertaining! Who knew it was possible? Dodson has lived this topic, from China to Seattle, for the last twenty-five years, and he packs all of his knowledge, wisdom, and humor into these pages. Get it today, build your 21st-century team the right way and tell them Turner sent you (I don’t get a commission, but it still sounds cool). -- Turner Sparks, Internationally Acclaimed Comedian; Co-host, The Lost in America Podcast (#1 Comedy Podcast in Armenia and Azerbaijan, 2020!)Dodson succeeds in capturing the key enablers to successful remote project management. Having completed a new factory-build during the pandemic, with a hybrid international team, the content and tone of the book resonates very closely to my actual experience. We heavily leveraged the latest technologies Dodson refers to and managed to maintain transparent communication across diverse cultures in five countries. -- Chris Dineen, Managing Director at Electrolux Professional (Thailand) Co,.LtdI've interviewed over a hundred leaders in the remote work space, getting their take on what effective remote leadership looks like. William stands out among them for having a holistic set of principles honed through the course of a long career, one that started before working with distributed teams had a name. If you aspire to manage or lead people spread across the world, this book must be on your shelf. -- Luís Falcão de Magalhães, Founder at Think Remote and Host of the DistantJob PodcastTable of ContentsChapter 1. The Work of Hephaestus Chapter 2. Assembling Remote Teams Chapter 3. The Habits of High-Performing Remote Teams Chapter 4. Remotely Productive: Anywhere, Anywhen Work Chapter 5. Out of Many Cultures, One Team Chapter 6. Navigating Cross-Cultural Currents Remotely: Practical Tips Chapter 7. Conclusion: The Promise and The Limits of Remote Work

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Book SynopsisThe focus of Volume 17 of Research on Emotion in Organizations is on how negative emotions at work can be intense due to a myriad of reasons including feelings of failure, rejection, job insecurity, stressful work demands and poor coping strategies. The chapters in this book address some of the more frequent and vexing problems and resulting negative emotions that can occur at work. Many of these chapters explore relatively under-researched topics, and thus the potential for their future impact on research is enormous. Many of these topics are under-researched despite the emotions they address having a major impact on people’s lives. With an emphasis on negative emotions, coping strategies, emotional regulation, emotional labor, management and leadership, chapter authors detail a wide-ranging set of means to ameliorate negative emotions in organizational settings. These solutions, based on state-of the-art research, will be of immense help to workers and leaders as they face the challenges of the modern workplace. In addition, they should help guide human resource management training and development programs.Table of ContentsPart I - Negative Emotions and Coping Strategies Chapter 1. The Emotions of Failure in Organizational Life; Roy K. Smollan and Smita Singh Chapter 2. Exploring the Emotional Experiences and Coping Strategies of Sustainability Change Agents; Sally V. Russell and Stephanie Victoria Chapter 3. Can Social Rejection Change Employees' Value Priorities? The Mediating Roles of Emotional Distress and Emotional Numbness; Mahsa Amirzadeh, Neal M. Ashkanasy, Hamidreza Harati, Justin P. Brienza, and Roy F. Baumeister Chapter 4. Job Insecurity, Emotional Skills, Workplace Emotional Reactions, and Decision-Making Behaviors; Peter J. Jordan, Neal M. Ashkanasy, and Sandra A. Lawrence Part II - Emotional Regulation and Emotional Labor Chapter 5. "Discretion Remains the Rule": A Multi-level Study of Emotional Requirements in A Public Hospital; Rebecca Dickason Chapter 6. Emotional Labor Work Attributes and Emotional Labor Climate: Toward Contextualizing the Study of Emotional Labor; Andrea Fischbach and Benjamin Schneider Chapter 7. Unfulfilled Entitlement Beliefs and Employee's Emotion Regulation Motives and Job Satisfaction: A Conceptual Model; Dan H. Langerud, Peter J. Jordan, Matthew J. Xerri, and Amanda Biggs Chapter 8. Receiver’s Experience of and Response to Anger in the Workplace; Kathryn E. Moura, Ashlea C. Troth, and Peter J. Jordan Part III - Managers and Leaders Chapter 9. Supervisor Family Support and Job Performance: Effects of Demand, Conflict, Balance, and Attitude; A K M Mominul Haque Talukder Chapter 10. How Supervisors’ Compassionate but Unethical Behavior Impacts Subordinates’ Unethical Behavior: A Sensemaking Process; Hongguo Wei, Shaobing Li, and Yunxia Zhu Chapter 11. The What and How of Positive Feedback: A Review and Experimental Study of Positive Feedback ‘Best-Practices’; Elena Svetieva and Paulo N. Lopes Part IV: Conclusions Chapter 12. Solutions to Negative Emotions; Ronald H. Humphrey, Neal M. Ashkanasy, and Ashlea C. Troth

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Book SynopsisDiversity in Action: Managing Diverse Talent in a Global Economy examines one of the most important and topical issue related to diversity management, namely implementing effective strategies for managing diverse talent groups. Highlighting both theoretical issues regarding diversity management and their practical implications, Marina Latukha’s wide ranging collection investigates how different management practices focusing on diverse talent groups are realised in order to provide systematic assessments on existing diversity challenges. Diversity in Action uniquely features diversity within diversity as the main topic within its analysis. Content covers different types of employees in its focus of diversity management practices in global economies. Groups explored in relation to human resource and talent management practices include but not limited to management of different generations and migrants and diaspora’ representatives employed in modern organizations. There is also discussion of gender-focused initiatives to present the dialog about female talent management and the way it influences organizational results. Diversity in Action highlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectively managed.Table of ContentsChapter 1. Introduction; Marina Latukha Part 1. Gender Diversity in Research and Organizational Realities Chapter 2. Careers of women in Japan: Different identities, work attitudes, and career paths; Fabian Jintae Froese, Azusa Hitosuyanagi-Hansel, and Alara Yaman Chapter 3. Stigmatization of women in the workplace: Sources of stigma and its consequences at the individual, organizational, and societal level; Ksenia Keplinger and Andria Smith Chapter 4. From women empowerment to gender diversity: Empirical evidence from non-Western contexts; Raushan Aman, Reem Alothmany, Maria Elo, and Julie Emontspool Part 2. Are Generations Really Different? Multiple Strategies to Manage Different Generations Chapter 5. Managerial and entrepreneurial responses to emerging market institutions: Problematizing review; Irina Mihailova Chapter 6. Intergenerational perspective of family firms’ internationalization: implications for talent management; Plakoyiannaki Emmanuella and Kryrlivetz Anna Chapter 7. Does generation matter for the use of I4.0 technologies?; Małgorzata Bartosik-Purgat, Barbara Jankowska, and Ewa Mińska-Struzik Part 3. Migrants, Returnees and Diasporas’ Inclusion: Creating Global Talent Pool Chapter 8. Language diversity - Multi-ethnic migrant and diaspora resources for international business and entrepreneurship; Maria Elo, Tanvi Kothari, and Maria Ivanova-Gongne Chapter 9. Catch 22? Technology-advanced returnee entrepreneur, home-country political relationships and challenges from increasing geopolitical tension; Wensong Bai and Pao T. Kao Chapter 10. Leveraging diaspora opportunities for destinations: The triadic bonds to global ethnic diversity analysis; Liana Rysakova and Andrei Panibratov Chapter 11. Diasporas as an international staffing option: Opportunities and threats during business internationalisation; Iris Koleša and Andreja Jaklič Part 4. Multifaceted Diversity in Global World Chapter 12. The Role of diversity in emerging circular business models; Della-Maria M. Marinova and Svetla T. Marinova Chapter 13. Talent management and HRM practices in SOEs: Review and opportunities for diversity management research; Alexey Kalinin and Daria Klishevich Chapter 14. Is there a place for neurodiversity in the talent pool?; Emily Russo, Dana L. Ott, and Miriam Moeller Chapter 15. Diversity and inclusion in cyber security early careers; Della-Maria M. Marinova and Svetla T. Marinova

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Book SynopsisVolume 19 of Research in Occupational Stress and Well-Being explores and enhances our understanding of how stress and well-being at work can change over time. Much of the prior literature in occupational stress and well-being is designed to look at antecedents of stress and well-being, treating them as dependent variables. Although these models implicitly acknowledge the dynamic nature of stress and well-being, they are often assessed at a single time point and treated as a static end-state. This volume moves beyond this approach by explicitly examining stress and well-being as a dynamic phenomenon by examining changes in stress and well-being that happen developmentally, because of intentional interventions on the part of organizations, in response to job role or job status transitions, or which examine the ways in which changes in stress and well-being is conceptualized and assessed.Table of ContentsChapter 1. The Purpose and Work Stress Model: Contextualizing the Role of Purpose on and Following Stressful Work Experiences; Patrick L. Hill, Rachel D. Best, and M. Teresa Cardador Chapter 2. Adaptive and Proactive Coping in the Process of Developing Resilience; Clodagh Butler, Deirdre O’Shea, and Donald Truxillo Chapter 3. The Role of Crucibles as Developmental Experiences in Organizations; Paul B. Lester Chapter 4. The Role of Velocity in Occupational Stress Across the Career Span; Jenna A. Van Fossen, Chu-Hsiang Chang, and Russell E. Johnson Chapter 5. Shifting Nature of Occupational Well-Being: Examining Inconsistent Findings from Generational Research Using a Lifespan Perspective; Youjeong Huh and Michael T. Ford Chapter 6. Handling Time in Occupational Stress and Well-Being Research: Considerations, Examples, and Recommendations; Rachel S. Rauvola, Cort W. Rudolph, and Hannes Zacher Chapter 7. Experience Sampling Methodology: Conceptual and Technological Advances for Understanding and Assessing Variability in Well-Being Research; Stuti Thapa, Louis Tay, and Daphne Hou Chapter 8. Modeling Occupational Stress and Well-Being as a Dynamic Phenomenon: It’s About Time; Kristin Lee Sotak and Barry Friedman Chapter 9. Examining the Dynamic Nature of Worker Subjective Well-Being: The Application of Idiographic Approaches; Rachel M. Saef, Emorie Beck, and Joshua J. Jackson

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Book SynopsisIn light of the COVID-19 pandemic, this timely Handbook builds upon research and practice to discuss and assess what is currently known about virtual work and its evolution, given the increasing numbers of those working virtually. Taking a holistic approach to the subject, the expert contributors review the critical areas of virtual work split into five thematic parts. Firstly technology, the foundation of virtual work, is thoroughly discussed focussing on new forms of technology and the use of AI. Working practices of both the individual and virtual teams are then fully reviewed alongside the organisation, context and emerging systems that support virtual work in practice. Forward-thinking, this Handbook, looks at the future direction and where we go from here towards the next decade of virtual work. Managers and practitioners who are moving towards virtual or hybrid working or continuing to work remotely will find this an excellent resource for ongoing and future guidance. Scholars and researchers interested in this expanding subject will find this illuminating and informative.Trade Review‘The Handbook of Virtual Work provides a gold mine of incredible insights on working virtually, from selecting communication technology and artificial intelligence augmentation, to managing the work-family interface and emotions, and maximizing the collective dynamics that characterize collaboration in the virtual world. Gilson and her colleagues have assembled a multidisciplinary set of global authorities on these topics. The virtual workplace is here to stay and this Handbook is poised to help researchers and practitioners alike navigate the challenges and celebrate the advantages for years to come.’ -- Cristina Gibson, Pepperdine University, California, US‘What a pleasure to see this new contribution to one of the more challenging topics for managers in the post Covid-19 era. While we have been writing about and researching virtual, distant, and remote workers for several years, the Pandemic made this a critical topic for managers to address as many employees worked at home. Gilson, O’Neill and Maynard have done a tremendous job of addressing this issue by collecting the ideas and research from experts from across the world. They offer here a comprehensive and organized review of what we know about virtual work into five key topic areas. From the technology to individual employees to organizational considerations, this Handbook covers it all. For anyone who wants to learn the latest and best knowledge available on virtual work, this is the book to read.’ -- Robert C. Ford, Professor Emeritus, University of Central Florida, USTable of ContentsContents: Introduction xx PART I TECHNOLOGY: THE FOUNDATION FOR VIRTUAL WORK 1 Bringing technological affordances into virtual work 3 Jennifer L. Gibbs and Nitzan Navick 2 Role of communication technologies in virtual work 21 Anu Sivunen, Jeffrey W. Treem and Ward van Zoonen 3 Virtual collaboration: human foundations augmented by intelligent technology 41 Terri L. Griffith and Utpal Mangla 4 Using AI to enhance collective intelligence in virtual teams: augmenting cognition with technology to help teams adapt to complexity 67 Anita Williams Woolley, Pranav Gupta and Ella Glikson 5 Principles on how to manage interactions between human workers and artificial intelligence/machine learning technologies 89 Michael A. Zaggl and Ann Majchrzak 6 Refocusing human–AI interaction through a teamwork lens 109 Christopher Flathmann, Beau G. Schelble and Nathan J. McNeese PART II THE PEOPLE MAKE THE VIRTUAL PLACE 7 When the time-space continuum shifts: telework and alterations in the work–family interface 130 Timothy D. Golden and Valerie J. Morganson 8 Remoteness or virtuality? A refined framework of individual skills needed for remote and virtual work 146 Erin E. Makarius and Barbara Z. Larson 9 Emotions and emotional management in virtual contexts 164 Isabel D. Dimas, Teresa Rebelo, Marta P. Alves and Paulo R. Lourenço 10 Digital nomads: curiosity or trend? 186 Robert C. Litchfield and Rachael A. Woldoff PART III VIRTUALITY AND VIRTUAL TEAM INPUTS 11 Virtuality and the eyes of the beholder: beyond static relationships between teams and technology 199 Patrícia Costa and Lisa Handke 12 Leadership and virtual work in a pandemic and post-pandemic world 216 Claudia C. Cogliser, William L. Gardner, Haimanti Ghosh and Azucena Grady 13 Faultlines in virtual teams 235 Sherry M.B. Thatcher and Ramón Rico 14 The surge in digitalization: new challenges for team member collaboration 257 Thomas Hardwig and Margarete Boos PART IV VIRTUAL TEAM PROCESSES AND EMERGENT STATES 15 Virtual teams and team cognition 280 Stephen M. Fiore, Rhyse Bendell and Jessica Williams 16 Understanding trust in virtual work teams 305 Angie N. Benda, William S. Kramer, Mary E. Baak and Jennifer Feitosa 17 Bouncing back as a virtual team: essential elements of virtual team resilience 325 Nohelia Argote, Chloe Darlington, Jennifer Feitosa and Eduardo Salas 18 Engendering creativity in temporary virtual project teams: the case of a product design firm 347 Petros Chamakiotis and Niki Panteli PART V THE ORGANIZATION: CONTEXT, CULTURE, AND SYSTEMS THAT SUPPORT VIRTUAL WORK 19 Organizational context and climate for virtual work 363 Emma Nordbäck and Niina Nurmi 20 Virtuality and inclusiveness in organizations 384 Jakob Lauring, Charlotte Jonasson and Marta Jackowska 21 Embracing the digital workplace: a SMART work design approach to supporting virtual work 403 Bin Wang and Sharon K. Parker 22 Global multinational organizations and virtual work 425 Miriam Erez, Ella Glikson and Raveh Harush 23 Orchestrating dynamic value networks: interface-focused pathways to enhance coordination and learning 442 Sanjay Gosain, Arvind Malhotra and Omar A. El Sawy PART VI CONCLUSION 24 Virtual work – where do we go from here? Setting a research agenda 466 Thomas O’Neill, M. Travis Maynard, Lucy L. Gilson, James M. Hughes and Nathaniel Easton Index

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Book SynopsisThe digitalization of work processes and the generalization of IT are creating unprecedented opportunities. An increasing part of the workforce is experimenting with new forms of work, as freelancers, self-employed or highly skilled employees with greater autonomy. International in scope, this book comprehensively explores these new models of work, mobility and life trajectories, and the increasing role of non-metropolitan coworking spaces.This interdisciplinary book investigates new trends in relationships between work, life plans, work-life balance, and mobility in the context of ongoing societal digitalization. An expert group of contributors adopts a comparative approach in assessing the coworking phenomenon. They examine the social embeddedness of collaborative workspaces and consider topics such as social exchange, cooperation, and collaboration, critically assessing the question of individual and collective mobilities, and exploring the historical roots of coworking and its developing meanings and uses in practice.Gathering a wide variety of studies which investigate the diversity of social trajectories, institutional context, social transition, cooperation, policy measures, and mobility patterns, this book will be an interesting read for academics and students in the fields of organizational behavior, human geography, sociology of work, cities, and regional studies. Politicians interested in territorial development, elected officials, workers of municipalities and regions, and journalists who cover work issues, will similarly find this to be a beneficial read.Trade Review‘An impressive selection of cases that reflects the variety and scope of the coworking phenomenon, setting a milestone for future research on the topic.’ -- Alessandro Gandini, University of Milan, Italy‘Diane-Gabrielle Tremblay and Gerhard Krauss have brought together an impressive array of scholars from the US, Canada, and Europe in what will certainly become an indispensable handbook for all, teachers and students alike, interested in understanding what coworking is all about.’ -- Mario Polèse, Institut National de la Recherche Scientifique, CanadaTable of ContentsContents: Introduction to The Coworking (R)evolution 1 Gerhard Krauss and Diane-Gabrielle Tremblay PART I CONCEPTUALIZATION AND DEFINITIONS OF THIRD PLACES, COWORKING, AND COWORKING SPACES 1 Third places, coworking, and coworking spaces as concepts responding to current social and economic trends 7 Gerhard Krauss and Diane-Gabrielle Tremblay 2 Collaborative working, coworking spaces, and communities of practice: their origins, definitions, forms, different types, and forms of collaboration 26 Diane-Gabrielle Tremblay and Arnaud Scaillerez PART II THE SOCIAL DIMENSION OF COLLABORATIVE WORKSPACES 3 How coworking spaces have spread beyond larger metro areas: a spatial diffusion analysis in France 42 Christine Liefooghe, Guy Baudelle, Sébastien Le Gall, and Clément Marinos 4 A new mode of reconciliation of professional and personal life: the contribution of coworking space 59 Guy Baudelle, Flavie Ferchaud, Gerhard Krauss, Anne-Laure Peyrou, and Diane-Gabrielle Tremblay 5 Perceived health and well-being of workers: understanding the effects observed in coworking spaces 75 Nathalie Marceau and Diane-Gabrielle Tremblay PART III SOCIAL EXCHANGE, COOPERATION AND COLLABORATION 6 Motivations to collaborate and motivations to work in coworking spaces: a comparative analysis 93 Jennifer Urasadettan, Anne-Laure Le Nadant, Pascal Glémain, and Gerhard Krauss 7 Coworking, legitimate practice, and physical presence in the modern workplace 111 Peter A. Bacevice and Gretchen M. Spreitzer 8 Co-working and entrepreneurship in non-metropolitan Third Working-places: which local transition? A first analysis in the west region of France 125 Pascal Glémain, Jennifer Urasadettan, and Valérie Billaudeau 9 Nuances of working together: the influence of managerial approaches on collaboration within coworking spaces 142 Costantino Romeo, Ignasi Capdevila, Barbara Da Roit, and Maurizio Busacca PART IV THE MOBILITY OF CO-WORKERS 10 Coworking spaces: a way of promoting more sustainable mobility and lifestyles? The example of the Auvergne-Rhône-Alpes region of France 160 Patricia Lejoux, Aurore Flipo, Nathalie Ortar, Nicolas Ovtracht, and Stéphanie Souche-Lecorvec 11 Daily mobility patterns of coworkers in non-metropolitan areas: a French case study 174 Benoît Feildel PART V THE DIVERSITY OF SOCIAL TRAJECTORIES, INSTITUTIONAL CONTEXT, COOPERATION, POLICY MEASURES, AND MOBILITY PATTERNS: LESSONS FROM EMPIRICAL FIELD STUDIES IN FRANCE, ITALY, NORWAY, CANADA, VIETNAM, LEBANON AND POLAND 12 Coworking spaces, digital nomads, and urban development: insights from Beirut, Lebanon 192 Divya Leducq and Étienne Bou Abdo 13 Third places for transitions? The role of an awareness-raising method with the transition-meter 209 Valérie Billaudeau and Pascal Glémain 14 The coworking space: a catalyst for initiatives at the crossroad of mobility and embeddedness. Lessons from peripheral areas of Western France 226 Sébastien Le Gall, Guy Baudelle, Anne-Laure Peyrou, and Clément Marinos 15 Public libraries as new community hubs for remote workers? 244 Mina Di Marino and Ilaria Mariotti 16 The diversity of coworking spaces: case studies from Canada 257 Arnaud Scaillerez and Diane-Gabrielle Tremblay 17 The little-observed spread of coworking spaces in Asia and their potential for urban and economic transition: the case of Vietnam 270 Helga-Jane Scarwell and Divya Leducq 18 Case studies in post-socialist Poland: the development of coworking spaces in small towns and rural areas 284 Barbara Konecka-Szydłowska and Mariusz Czupich Conclusion to the coworking (r)evolution 301 Diane-Gabrielle Tremblay and Gerhard Krauss Index

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Book SynopsisExamining a range of under-explored work-life interface issues as they affect different stages of a worker’s life, the authors share new insights into complex issues that affect us all. Topics explored include the wellbeing of students who work, solo-living staff, those on complex fertility journeys, perinatal mental health, chronic illness, menopause, and retirement. Work-Life Inclusion: Broadening perspectives across the life-course will be primarily useful for two main audiences: 1) Academics and students in the fields of work and employment, gender studies, and those interested in health and wellbeing 2) People management practitioners and employers.Trade ReviewThis book will be a very valuable tool to help HR professionals and organisations to take their health and wellbeing strategy to the next level. To optimise its impact, a strategy should be based on the health risks and needs of its workforce throughout the employee ‘life course’. The CIPD fully supports the notion that employers need to consider the whole person if they are to be effective in reducing work-life conflict and supporting their health and wellbeing as they journey through work and life. The book provides an excellent narrative of how this needs to include the multidimensional nature of people’s identity and experiences. The different chapters cover a range of key life-stage events, such as menopause transition, that individuals can encounter through the employee lifecycle and which can understandably impact on health and work. The book is a welcome clarion call to breakdown the silence and taboo that persists in many workplaces around broader wellbeing issues that affect so many, so that people can receive empathy, support and understanding. -- Rachel Suff, Senior Policy Advisor, CIPDI am delighted to provide an endorsement for this handbook edited by Dr Krystal Wilkinson and Dr Helen Woolnough. Through a series of well-informed empirical chapters, they respond to the call to broaden understandings of the work-life interface to consider a range of challenges for different groups across the life-course. Many of the chapters highlight topics that have previously been underexplored in work-life literatures, and are highly topical, such as social class in Chapter 2, the earliest stages of working lives (Chapter 3 and 4) solo-living for women (Chapter 5), menopause (Chapter 12), apprenticeship (Chapter 9) and male perspectives on parenthood (Chapter 11). The ground-breaking work is carried in the middle of the book with chapters 6 to 8 on topics that are historically missing from academic agendas; bound by the development of theory on the connection between fertility treatment, miscarriage and perinatal mental illness respectively. These chapters successful illuminate silenced and taboo topics, bringing them into mainstream workplace narratives to the benefit of readers. Strength and depth are added by intersectional empirical studies with reflections on work-life complexities from older workers (Chapter 13), ethnic minority female workers that manage chronic illness (Chapter 10) and older ethnic workers (Chapter 14). Taken as a whole, authors draw on a range of theoretical frames and lenses including the work-life interface; equality, diversity and inclusion, career theory, empowerment, training and wellbeing. The book is pitched to appeal to both academics and practitioners through its accessible credible approach. The style is provocative and critical; it challenges our assumptions as researchers or organisation practitioners to think creatively and be more work-life inclusive. All chapters conclude with implications for practice. Thanks to insightful guidance and analysis from Drs. Wilkinson and Woolnough, their book plants a stake in the sand that others in the field will need to observe. -- Professor Carol Woodhams, Professor of Human Resource Management, Surrey Business School:Taking an inclusive approach to the work-life issues employees face at different stages of the life-course should be part of an organization’s overarching inclusion strategy. This book is a welcome step forwards in deepening our understanding of the multi-faceted nature of people’s lived experiences of the work-life interface. Feeling included at work has a positive impact on employees’ engagement, productivity and wellbeing. This book is a call to action for organisations to go further in cultivating inclusive cultures by shining a light on some of the under-explored and ‘hidden’ issues employees face when navigating their working life and personal experiences. A highly informative and valuable read which will help readers think more creatively about how people experience the work-life interface. -- Craig Oddy, Head of Talent and People Experience, Novuna Financial ServicesTable of ContentsChapter 1. Introduction: Exploring the Under-Explored; Krystal Wilkinson and Helen Woolnough Chapter 2. Work-Life Balance and Social Class; Samantha Evans and Madeleine Wyatt Chapter 3. Parallel Lives: Exploring the Experiences of Students Who Work; Marilena Antoniadou, Mark Crowder, and Eileen Cunningham Chapter 4. Empowering Generation Z: Achieving a Healthy Work-Life Interface; Fabio Rizzi, Jérôme Chabanne-Rive, and Marc Valax Chapter 5. Questing the Work-Life Challenges Faced by Solo-Living Women Academics: Can There Be a “Life” for Us?; Grace Gao, Linna Sai, and Mengyi Xu Chapter 6. Navigating Fertility Treatment Alongside Work and Employment: The Work-Fertility Interface; Krystal Wilkinson and Clare Mumford Chapter 7. The Intersect of Miscarriage and Work: Concealment, Minimisation and Discriminatory Practice; Katy Schnitzler Chapter 8. Perinatal Mental Health and Employment: Exploring the Work-Illness Intersection in the Context of UK Policing; Krystal Wilkinson, Sarah-Jane Lennie, and Keely Duddin Chapter 9. Are Training Opportunities Another Work-Life Challenge?: The Experiences of Combining Apprenticeship Training with Working Split Shifts in Hospitality Roles; Gail Hebson and Clare Mumford Chapter 10. Managing Work and Life with an Unseen Chronic Illness; Humera Manzoor Chapter 11. Muted Voices of Invisible Men: The Impact of Male Childlessness; Robin A. Hadley Chapter 12. Menopause and Workplace Well-being; Carol Atkinson, Fiona Carmichael, and Jo Duberley Chapter 13. Ageing and Work-Life Complexities in Retirement; Katrina Pritchard, Rebecca Whiting, and Cara Reed Chapter 14. Ageing Migrants' Work-Life Interface across 'Transnational' Life-Courses; Sajia Ferdous Chapter 15. Conclusion; Helen Woolnough and Krystal Wilkinson

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Book SynopsisThe COVID pandemic has swept through the world with significant consequences for our work and family lives. We have seen a huge upsurge in remote working, collaborating and leading and ways of working, giving rise to myriad challenges such as “Zoom fatigue,” poor “digital demarcation,” shifting workplace power balances, and declining mental health and safety. Its impact has rightly increased scholarly and practitioner attention towards better ways to support and understand employees, leaders, and organizations; and to help them to develop more effective responses to disruption of various forms. For volume 18 of the series Research on Emotion in Organizations we have fittingly chosen the theme, Emotions during Times of Disruption and contend that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully. Literature to date addressing this issue is surprisingly scant and so chapters in this volume provide impactful and important contributions to an underexplored area. Emotions during Times of Disruption progresses through 4 thematic sections which include, Emotions in disruptive contexts, Emotions and performance-related outcomes during disruption, the role of supervisors and leader emotions during disruption and lessons learnt which help point the way forward with further insights and recommendations.Table of ContentsChapter 1. Emotions and disruption; Ashlea C. Troth, Neal M. Ashkanasy, and Ronald H. Humphrey Part I: Emotions in disruptive contexts Chapter 2. Emotional socialization in times of disruption: A mixed-methods case study of emotional labor among non-profit employees during COVID-19; Cynthia Barboza-Wilkes, Thai V. Le, and Marisa Turesky Chapter 3. Ambivalent feeling about organizational change under NPM; Linna Sai Chapter 4. Releasing the pressure valve: Workplace relationships and engagement in a context of disruption; Ann Parkinson Chapter 5. Emotional labor in interaction with patients, companions, and co-workers: A multilevel approach in a hospital context; Ana Célia Araújo Simões, Sonia Maria Guedes Gondim, and Katia Elizabeth Puente-Palacios Part II: Emotions and performance-related outcomes during disruption Chapter 6. Workplace interruptions and emotion regulation; Min-Kyu Choi, Peter J. Jordan, and Ashlea C. Troth Chapter 7. Pulled in two directions: How affect activation predicts resource allocation among multiple goals; Katrina Merlini, Patrick Converse, Erin Richard, and Anthony Belluccia Chapter 8. Team Decision Making in Crisis: How Positive Affect Asymmetry and Team Process Norms Affect Decision-Making; Brian J. Collins, Timothy P. Munyon, Neal M. Ashkanasy, Erin Gallagher, Sandra A. Lawrence, Jennifer O'Connor, and Stacey Kessler Chapter 9. Effect of emotional intelligence and strategic management of technology on organizational performance; Samangi Nanayakkara, Vathsala Wickramasinghe,and Dinesh Samarasinghe Part III: The role of supervisors and leaders in disruption Chapter 10. Supervisory gaslighting and its effects on employee affective commitment; Caitlin Fulcher and Neal M. Ashkanasy Chapter 11. How leaders regulate emotions experienced during organization change events; Alan J. Hudson, Peter J. Jordan, and Ashlea C. Troth Chapter 12. Leading through dreaded emotions: A review on the adaptive roles and functions of fear, anger, and sadness in leadership; Audrey Y. L. Teh Part IV: Conclusions Chapter 13. Learnings and solutions about emotions during disruption; Ashlea C. Troth, Neal M. Ashkanasy, and Ronald H. Humphrey

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Book Synopsis

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Book Synopsis

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Book SynopsisBefore 2019, coworking spaces were flourishing, however the COVID-19 pandemic put growth on hold. As organizations have begun to move towards more hybrid ways of working, they are becoming the preferred option and are particularly attractive for new business ventures. There are significant gaps in the research of coworking spaces: their forms, configurations, influences, challenges, and how to manage transformations of incumbents when establishing spaces. The trend is being noticed, but a better understanding of the phenomenon and a consideration of management innovations is needed to fully harness the true possibilities of coworking spaces. In Awakening the Management of Coworking Spaces, the chapter authors combine a scientific approach with managing implications, developing theoretic constructs, reporting qualitative and quantitative findings about challenges, potentials, effects, managerial solutions, and success stories. The contributors are academics and practitioners, bringing together their research and real-world experiences to help organizations shape best practices. An applicable and scholarly collection of chapters offers the latest research on coworking spaces – both the benefits and challenges – and provides a roadmap for corporations to get the best out of their employees whilst maximising their potential.Table of ContentsChapter 1. Introduction; Ricarda Bouncken Chapter 2. Coworking: Creative Spaces after the Pandemic Home Office; Mark Nicholas Phillips and Angelika Donhauser Chapter 3. Coworking-Space Definitions, Forms and Configurations; Ricarda Bouncken and Lars Görmar Chapter 4. One Size Does Not Fit All: Considering Materiality to Understand Routines in Coworking-Spaces; Ricarda Bouncken and Muhammad Mahmood Aslam Chapter 5. Collisions in Coworking-Spaces for Creativity and Innovation in the Office; Mark Nicholas Phillips Chapter 6. Permeability in Coworking-Spaces as an Innovation Facilitator; Ricarda Bouncken and Muhammad Mahmood Aslam Chapter 7. How to Create Sense of Community in Coworking-Spaces; Ricarda Bouncken and Till Marius Gantert Chapter 8. Software Support in Coworking Spaces – Instruments, Applications, and Challenges; Cristopher Siegfried Kopplin Chapter 9. Community Management; Alexandra Rese and Daniel Baier Chapter 10. Continuous User Needs Evaluation and Orientation; Markus Urban and Nikolas Müller Chapter 11. Concluding Remarks; Ricarda Bouncken

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Book SynopsisVolume 40 of Research in Personnel and Human Resources Management offers several original scholarly contributions written by thought leaders in the field of human resources management. These chapters feature the latest research exploring emerging new areas of HRM management. Chapters include analysis of “other-rating” alternatives to traditional self-survey information gathering, how governance mechanisms might be utilized to help firms achieve a balance between alignment and disruption, multi-stakeholder approaches to constructive deviance in the workplace, and how thoughtfully constructed incentives can be used to improve other outcomes such as safety, quality, prosocial behaviors, and creativity.Table of ContentsChapter 1. Unlocking the Potential of Other-Ratings for Human Resource Management Research; Jill E. Ellingson and Kristina Tirol-Carmody Chapter 2. The Human Resource Ecosystem: Reconciling Alignment and Disruption; Scott A. Snell, Shad S. Morris, and Brennen Serre Chapter 3. Reconstructing Constructive Deviance: The Development of a Positive Employee Model for Human Resource Management; John E. Baur Chapter 4. Beyond Productivity: Incentive Effects On Alternative Outcomes; Tae-Youn Park, Reed Eaglesham, Jason D. Shaw, and M. Diane Burton Chapter 5. The Data Are Coming! Reconceptualizing Big Data for the Organizational Sciences; Michael Howe, James K. Summers, and Jacob A. Holwerda Chapter 6. The “Why” And “How” Of Human Resource (HR) Practices: A Critical Review of the Antecedents and Consequences of Employee HR Attributions Research; Dishi Hu and In-Sue Oh Chapter 7. Building Thriving Workforces from the Top Down: a Call and Research Agenda for Organizations to Proactively Support Employee Well-Being; Allison S. Gabriel, David F. Arena Jr. ,Charles Calderwood ,Joanna Tochman Campbell, Nitya Chawla, Emily S. Corwin, Maira E. Ezerins, Kristen P. Jones, Anthony C. Klotz, Jeffrey D. Larson, Angelica Leigh, Rebecca L. MacGowan, Christina M. Moran, Devalina Nag, Kristie M. Rogers, Christopher C. Rosen, Katina B. Sawyer, Kristen M. Shockley, Lauren S. Simon, and Kate P. Zipay

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Book SynopsisVolume 20 of Research in Occupational Stress and Well Being features contributions that expand the understanding of how occupational stressors can build employee resilience and enhance their well-being while at the same time creating negative employee outcomes such as depletion, exhaustion, and depression. To this end, chapters take a hard look at examining the outcomes of work stressors, the circumstances or conditions that can change or even reverse the relationship between stressors and outcomes, and theoretical accounts for apparent contradictions in this literature. Examining the Paradox of Occupational Stressors: Building Resilience or Creating Depletion represents insightful, intriguing, and timely research into the paradox of experienced stress in the workplace.Table of ContentsChapter 1. Becoming Comfortable with the Uncomfortable: The Paradoxical Role of Learning in the Coping Process;Anita C. Keller and Chu-Hsiang (Daisy) Chang Chapter 2. What is Resilience? Offering Construct Clarity to Address “Quicksand” and “Shadow Side” Resilience Concerns;Danielle D. King, Richard P. DeShon, Cassandra N. Phetmisy, and Dominique Burrows Chapter 3. Walking the Tightrope: How and When the Paradoxical Act of Breaking Character Leads to Resilience;Nicolina Taylor, Esther L. Jean, and Wayne S. Crawford Chapter 4. My Work is Who I am, But It’s Killing Me: An Identity-Based Approach to the Paradox of Passion;Karen Landay and Joseph Schaefer; Chapter 5. The Role of Positive Psychological Variables in the Cognitive Appraisal of Job Insecurity: A Latent Class Approach;Andrea Bazzoli and Tahira M. Probst Chapter 6. The Paradox of Neuroticism and Vigilance Work;;Alex R. Marbut and Peter D. Harms Chapter 7. Paradoxical Relationship of Workplace Mistreatment;Katharine McMahon, Jamie Pockrandt, Stefanie Fox, Nick Zike, and Liu-Qin Yang

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Book SynopsisThis book contains an Open Access chapter. Volume 41 of Research in Personnel and Human Resources Management offers several original scholarly contributions written by thought leaders in the field of human resources management. These chapters feature the latest research exploring emerging novel areas of HRM. Contributions include an analysis of professional touching behaviour, ideas about the state of our science in HRM, an Open Access chapter on work-life flexibility issues, processes that occur in expatriate turnover, suggestions concerning the state of human resource process research, and some comments on the contribution of this series to facilitating research in HRM issuesTable of ContentsChapter 1. Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on impactful contributions and continuing our mission into the future; Anthony R. Wheeler, John E. Baur, Jonathon R. B. Halbesleben, and M. Ronald Buckley Chapter 2. Cobblers, let's stick to our lasts: A song of sorrow (and of hope) about the state of personnel and human resource management science; Martin Götz and Ernest H. O’Boyle Chapter 3. Retaining Self-Initiated Expatriates: Systematic Reviews and Managerial Practices; Caleb Lugar, Jeremy D. Meuser, Milorad M. Novicevic, Paul D. Johnson, Anthony P. Ammeter, and Chad P. Diaz II Chapter 4. A Theory of Professional Touching Behavior in Organizations: Implications for Human Resource Scholars and Practitioners; Pok Man Tang, Anthony C. Klotz, Joel Koopman, Elijah X. M. Wee, and Yizhen Lu Chapter 5. Looking Back to Move Forward: A 20-Year Overview and An Integrated Model of Human Resource Process Research; Karin Sanders, Rebecca Hewett, and Huadong Yang Chapter 6. Work-Life Flexibility Policies: Moving From Traditional Views toward Work-Life Intersectionality Considerations; Ellen Ernst Kossek, Brenda A. Lautsch, Matthew B. Perrigino, Jeffrey H. Greenhaus, and Tarani J. Merriweather -OPEN ACCESS

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Book SynopsisMental health issues, stress and chronic illness are the biggest causes of absence from work and loss of productivity in most Western economies. Research and public awareness of this epidemic of physical and mental ill-health among working age people is growing, but our understanding of its impact on company performance and productivity and possible solutions for the future is less advanced. The Healthy Workforce: Enhancing Wellbeing and Productivity in the Workers of the Future examines current challenges and future solutions to understand issues around how we can improve the health of today's and tomorrow's workforce. This book will look at why workforce health is such an important challenge for businesses, governments and for employees today and how this will increase in the future with an ageing workforce. Closely linked to the authors' exploration of health issues in the work context is a focus on the impact of worker health on direct and indirect productivity costs. This book offers practical guidance for professionals on getting started in the delivery of an effective and evidence-based workplace health plan which can enhance and sustain productivity growth in business now and for the future.Table of ContentsForeword; Andy Haldane Chapter 1. Why Worker Health and Productivity Matter Chapter 2. How Health Affects Productivity Chapter 3. Health and Work in a Pandemic Chapter 4. Is Your Manager Bad for Your Health? Chapter 5. Productivity at Work: The Role of Healthcare Professionals Chapter 6. Workplace Health Interventions to Improve Productivity Chapter 7. Rethinking Workforce Health as an Asset Chapter 8. A Roadmap to Better Worker Health

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Book SynopsisWork environments are paved with challenges and uncertainties that can result in the risk of setbacks and personal failure. Experiencing negative events such as these can be devastating for employees. This results in employees becoming distracted, detaching themselves from work and being unable to effectively engage in their work activities. Work Life after Failure?: How Employees Bounce Back, Learn, and Recover from Work-Related Setbacks brings together the knowledge from three distinct concepts that currently lack integration: resilience, learning, and recovery. The authors regard resilience as the positive adaptation after adversity and examine aspects of learning from failure as a process of improvement through enhanced knowledge and understanding after negative professional experiences. The exploration of recovery is situated in the context of a process of reducing strain symptoms that were caused by work-related events. Together, these three concepts advance our understanding of how to effectively use personal resources to overcome the experience of failure and what organizations can do to support employees during these difficult times. Encompassing both conceptual and empirical work from experts in the fields of resilience, learning from failure, and recovery, this book also sheds light on the classification of failures and setbacks and develops a measure of the setback severity.Table of ContentsChapter 1. Conceptualizing and Measuring the Severity of Setbacks at Work: An Event-Oriented Perspective; Julia Backmann, Matthias Weiss, and Gisa Todt Part I. Recovery Chapter 2: Building Psychological Resources and Resilience after Failure at Work: A Self-regulatory Perspective on Recovery and Personality Development in the Face of Setback Experiences; Stefan Diestel Chapter 3: A Multilevel Perspective on the Emergence of Failures in Teams and Their (Dys)Functional Coping Through Vicious and Virtuous Circles of Cohesion; Stefan Razinskas Chapter 4: The Rites of Passage of Business Failure: A Socialized Sensemaking Approach; Orla Byrne Part II: Resilience Chapter 5. Yes, We can Boost Resilience: Human Resource Management Practices to Build Resilience in the Workplace; Alma Rodríguez-Sánchez Chapter 6. Resilience in the Goal Hierarchy: Strategy Change as a Form of Perseverance; Danielle D. King and Dominique Burrows Chapter 7: The Moderating Role of Perceived Mistake Tolerance on the Relationship between Trait Resiliency and Turnover Intentions; Laurence G. Weinzimmer Part III. Learning from Failure Chapter 8: Identifying and Learning from Setbacks in Negotiations; Brooke A. Gazdag Chapter 9: (Not) Learning from Failure? The Heavy Toll of Stigma on Entrepreneurs; Vivianna Fang He ad Gregor Kraehenmann Chapter 10: How Collaborative Networks Fail, With the Implications for Participants Learning; Liisa Välikangas and Sirkka L. Jarvenpaa Chapter 11. Integrating and Contrasting Research on Recovery, Resilience, and Learning in the Face of and after Work-Related Failure Experiences; Silja Hartmann

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Book SynopsisThis is an ambitious and engaging book. It lays the foundations for a methodology that bridges entrepreneurship researchers?' need to provide explanations and practitioners?' need to make their local world comprehensible --? by calling the researcher to also practise as an entrepreneur.Disclosing Entrepreneurship as Practice outlines and demonstrates this '?enactive?' approach and its outcomes in terms of a proposed practice theory of entrepreneurship. Presenting entrepreneurship as a sense-making, stabilising force in a liquid and ambiguous world, accordingly addressed as ?'entrepreneuring?', Bengt Johannisson argues that the duality of shrewdness and prudence provides the appropriate knowledge needed to practice entrepreneurship. By generalising entrepreneurship as creative organizing in multiple arenas beyond just the market, and conceptualising entrepreneurship as practice, this book presents a compelling rationale for considering entrepreneuring as ?'routinized improvisation?' dealing with situations as they arise.Reflective and thoughtful, this book will be of interest to researchers in the field of entrepreneurship concerned with theoretical and methodological matters, as well as those engaged with qualitative methodology in the social sciences.Trade Review'Bengt Johannisson's strength as a scholar and researcher is his ability to push the boundaries of what entrepreneurship is, as a process, as well as his keen sense of how and why entrepreneurial processes should be studied. Please acquire this book and, then, carefully explore the ideas and methods he proposes for entrepreneurship scholars to engage in enactive research as ''entresearchers'' - scholars who are actively involved in entrepreneurial activities who use these experiences as the basis for generating insights into enterpreneuring (entrepreneurship as a verb - as ''organizing'' is to ''organization''.) I enthusiastically support the ''entresearcher'' paradigm and the methods Bengt Johannisson describes for scholars to engage as ''entresearchers'' as part of their everyday practice. I believe that the ''entresearcher'' approach is the most fruitful way for scholars to gain profound insights into the nature of entrepreneurial processes.' --William B. Gartner, Bertarelli Foundation Distinguished Professor of Family Entrepreneurship, Babson College, US'In his new book, Bengt Johannisson develops the concept of entrepreneurship as practice (entrepreneuring). The contribution is original, relevant and valuable for both researchers and practitioners. The book's objectives appear particularly important. The first is to provide the intellectual/theoretical foundations for our understanding of entrepreneuring. The second objective is to offer a methodology that can enhance the dialogue between researchers and practitioners. As Kurt Lewin claimed, there is nothing more practical than a good theory. Thanks to the author this statement makes sense in entrepreneurship?' --Alain Fayolle, Emlyon Business School, FranceTable of ContentsContents: 1. Departure and Roadmap, Provisions and Destiny 2. From Process Philosophy to Practice Theory – Building and Furnishing a Paradigmatic Platform 3. Featuring Enactive Research as a Methodology 4. Practising Enactive Research – Constructing and Contrasting Tales of Entrepreneuring 5. The Practice of Entrepreneuring – Lessons From the Field 6. Exploring the Promises of Enactive Research Bibliography Index

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Book SynopsisSocial Contracts and Informal Workers in the Global South draws on the accounts of informal workers, who represent over 60 per cent of the global workforce, to advocate for radically new conceptualizations of state-society, capital-labour and state-capital-labour relations, illustrating how current social contracts may be considered inadequate, irrelevant or unjust.Bridging social contract theories, both mainstream and critical, and the experiences of informal workers – self-employed, wage employed and sub-contracted – this book sheds light on how many existing social contract models stigmatize informal workers and do not offer legal or social protection. Instead of ideologically driven ‘top-down’ calls to revitalize the social contract, it advocates for ‘bottom-up’ initiatives focused on the demands of the working poor in the informal economy.With a wealth of cross-national evidence, as well as promising case studies, this timely and thought-provoking book will prove vital for scholars and researchers of informal workers and of state-capital-labour relations; and for policy makers negotiating new social contracts.Trade Review‘An original and insightful contribution to rethinking the social contract. Instead of prescribing from above, the authors redirect attention to the perspective of informal workers, to their needs, demands and agency, and to the new realities of informality exposed by COVID-19, digital employment, and new forms of collective action.’ -- Kate Meagher, London School of Economics, UK'Informal work arrangements predominate in developing countries and are increasing in rich nations. How should we deal with this? This book makes a novel case for an approach based on social contracts that recognise informal workers as legitimate economic agents, and therefore include them in social dialogue and policy-making and rule-setting processes. Such imaginative thinking about informality is urgent and necessary.' -- Jayati Ghosh, University of Massachusetts Amherst, US‘Most people work in the informal sector and yet our social contracts often exclude them. This volume provides compelling evidence from around the world as to why a better social contract for all of us would provide great security and opportunity for the world’s informal sector workers. A must read for those who care about creating a fairer world.’ -- Minouche Shafik, London School of Economics, UK and author of What We Owe Each Other: A New Social ContractTable of ContentsContents: Introduction: social contracts and informal workers in the global South 1 Sophie Plagerson, Laura Alfers and Martha Chen 1 Recognition, responsiveness and reciprocity: what informal worker leaders expect from the state, the private sector and themselves 31 Sally Roever and Ana Carolina Ogando 2 Self-employment and social contracts: from the perspective of the informal self-employed 49 Martha Chen 3 “Dependent Contractor”: towards the recognitions of a new labor category 73 Françoise Carré 4 Taxation and the informal sector in the global South: strengthening the social contract without reciprocity? 85 Michael Rogan 5 Towards a more inclusive social protection: informal workers and the struggle for a new social contract 106 Laura Alfers and Rachel Moussié 6 Extended Producer Responsibility: opportunities and challenges for waste pickers 126 Taylor Cass Talbott 7 Human rights and transnational social contracts: the recognition and inclusion of homeworkers? 144 Marlese von Broembsen 8 Informal workers harnessing the power of digital platforms in India 169 Salonie Muralidhara Hiriyur 9 “Essential and disposable? Or just disposable?” Informal workers during COVID-19 189 Sarah Orleans Reed Conclusion: Post-pandemic epilogue – the bad old contract, an even worse contract or a better social contract for informal workers? 216 Laura Alfers, Martha Chen and Sophie Plagerson Index

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Book SynopsisThe Lived Experience of Work and City Rhythms looks at the working environment, with a focus on the geographical workplace and how this affects the experience of our working lives. It raises key questions such as: Does where we work affect our experience of work? What is the relationship between place and work? What is it like to work in a place dominated by a particular industry or sector? The book draws on empirical research carried out in the City of London - the heart of the UK's financial services sector. The 'Square Mile', as it is also known, is widely perceived to be a distinctive place because of its architecture, history, traditions, and culture. Exploring how the City is experienced as a workplace, this book also presents a method of researching such places through an attention to, and analysis of, their spatial and temporal rhythms. By illuminating how we experience the places where we work, this book explores what makes us feel that we fit in - or don’t fit in - to certain places, how a sense of place endures, and how the relationship between people, place, and work can be researched.Table of ContentsIntroduction. Spatial Settings and Sites of Organisation Chapter 1. Myths, Money and Masculinities Chapter 2. Seeing, Sensing and Subjectivity: Towards a Rhythm-Based Method of Research Chapter 3. Routes, Rhythms and Reactions Chapter 4. Coffees, Conversations and Confessions Chapter 5. Pressure, Performativity and Precarity: The City as an Organizing Place Conclusion. Reflections and Directions

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Book SynopsisThis comprehensive two-volume collection draws together the key contributions - both theoretical and empirical - from economics and management literature on human and organisational knowledge, learning and routine behaviours. Volume I discusses conceptions of knowledge and the problems of organisational and technological learning. Volume II contains both theoretical and applied research on organisational routines.Trade Review'Almost imperceptibly the two expressions 'information society' and "knowledge economy" have passed into general use in the last few years. Social scientists have actually been working on the origins and evolution of this society for a long time and it is invaluable to have the key papers brought together in these two volumes on knowledge, learning and routines. The concept of a reference collection is in itself a useful contribution to the knowledge economy.' -- Chris Freeman, SPRU - Science and Technology Policy Research, University of Sussex, UK and Maastricht University, The NetherlandsTable of ContentsContents: Volume I: Knowledge and Learning Acknowledgements Introduction Nathalie Lazaric and Edward Lorenz PART I KNOWLEDGE A The Computational Tradition 1. Herbert A. Simon and Allen Newell (1964), ‘Information Processing in Computer and Man’ 2. John H. Holland, Keith J. Holyoak, Richard E. Nisbett and Paul R. Thagard (1989), ‘A Framework for Induction’ B Knowledge as Image 3. Kenneth E. Boulding (1956), ‘Introduction’ 4. Martin Fransman (1994), ‘Information, Knowledge, Vision and Theories of the Firm’ C The Debate over Tacit Knowledge 5. Michael Polanyi (1969), ‘The Logic of Tacit Inference, 1964’ 6. Donald MacKenzie and Graham Spinardi (1995), ‘Tacit Knowledge, Weapons Design, and the Uninvention of Nuclear Weapons’ 7. Robin Cowan, Paul A. David and Dominique Foray (2000), ‘The Explicit Economics of Knowledge Codification and Tacitness’ 8. Paul Nightingale (1998), ‘A Cognitive Model of Innovation’ D Knowledge in Context 9. Bart Nooteboom (2000), ‘Knowledge’ 10. Karl E. Weick (1995), ‘The Nature of Sensemaking’ 11. Edwin Hutchins (1995), ‘Cultural Cognition’ E Distributed Knowledge and the Economy 12. Fritz Machlup (1984), ‘New Knowledge, Dispersed Information and Central Planning’ 13. Alanson P. Minkler (1993), ‘The Problem with Dispersed Knowledge: Firms in Theory and Practice’ PART II LEARNING A Mathematical and Computational Models of Learning 14. Kathleen Carley (1992), ‘Organizational Learning and Personnel Turnover’ 15. L. Marengo (1992), ‘Coordination and Organizational Learning in the Firm’ 16. Massimo Egidi (1992), ‘Organizational Learning, Problem Solving and the Division of Labour’ B Learning, Practice and Communities 17. John Seely Brown and Paul Duguid (1998), ‘Organizing Knowledge’ 18. Etienne Wenger (1998), ‘Learning’ C Learning and Capabilities in Firms and the Economy 19. Bengt-Äke Lundvall and Björn Johnson (1994), ‘The Learning Economy’ 20. Brian J. Loasby (1999), ‘Capabilities’ 21. Daniel A. Levinthal and James G. March (1993), ‘The Myopia of Learning’ 22. Bo Hedberg (1981), ‘How Organizations Learn and Unlearn’ D Technological Learning 23. Nathan Rosenberg (1982), ‘Learning By Using’ 24. Wesley M. Cohen and Daniel A. Levinthal (1989), ‘Innovation and Learning: The Two Faces of R & D’ 25. Richard R. Nelson and Sidney G. Winter (1982), ‘2. A Markov Model of Factor Substitution’ 26. Gerald Silverberg and Bart Verspagen (1994), ‘Learning, Innovation and Economic Growth: A Long-run Model of Industrial Dynamics’ Name Index Volume II: Routines Acknowledgements An introduction by the editors to both volumes appears in Volume I A The Notion of Routine Defined and Debated 1. Richard R. Nelson and Sidney G. Winter (1982), ‘Organizational Capabilities and Behavior’ 2. Michael D. Cohen, Roger Burkhart, Giovanni Dosi, Massimo Egidi, Luigi Marengo, Massimo Warglien and Sidney Winter (1996), ‘Routines and Other Recurring Action Patterns of Organizations: Contemporary Research Issues’ 3. Tony Lawson (1997), ‘Society and Economy as Reproduced Inter-dependencies’ 4. Nathalie Lazaric (2000), ‘The Role of Routines, Rules and Habits in Collective Learning: Some Epistemological and Ontological Considerations’ 5. Bénédicte Reynaud (1996), ‘Types of Rules, Interpretation and Collective Dynamics: Reflections on the Introduction of a Salary Rule in a Maintenance Workshop’ B Routines in Their Cognitive Dimension 6. Michael D. Cohen and Paul Bacdayan (1994), ‘Organizational Routines Are Stored as Procedural Memory: Evidence from a Laboratory Study’ 7. Brian T. Pentland and Henry H. Rueter (1994), ‘Organizational Routines as Grammars of Action’ 8. Edward Lorenz (2001), ‘Models of Cognition, the Contextualisation of Knowledge and Organisational Theory’ C Routines in Their Strategic and Political Dimensions 9. Benjamin Coriat and Giovanni Dosi (1998), ‘Learning how to Govern and Learning how to Solve Problems: On the Co-Evolution of Competences, Conflicts and Organizational Routines’ 10. Steven Postrel and Richard P. Rumelt (1992), ‘Incentives, Routines, and Self-Command’ 11. Pierre-André Mangolte (2000), ‘Organisational Learning and the Organisational Link: The Problem of Conflict, Political Equilibrium and Truce’ 12. Sidney G. Winter (1995), ‘Four Rs of Profitability: Rents, Resources, Routines, and Replication’ D Routines Observed in the Field 13. Alessandro Narduzzo, Elena Rocco and Massimo Warglien (2000), ‘Talking about Routines in the Field: The Emergence of Organizational Capabilities in a New Cellular Phone Network Company’ 14. Martha S. Feldman (2000), ‘Organizational Routines as a Source of Continuous Change’ 15. Neil Costello (2000), ‘Learning and Routines in High-Tech SMEs: Analyzing Rich Case Study Material’ 16. Connie J.G. Gersick and J. Richard Hackman (1990), ‘Habitual Routines in Task-Performing Groups’ Name Index

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Book SynopsisAn International Bestseller. An Economist Book of the Year. A Financial Times Book of the Year. Shortlisted for the Financial Times Business Book of the Year. Wikinomics shows how businesses can collaborate creatively with their customers to succeed in the age of Wikipedia, YouTube and Linux: 'The Number 1 must-read... A breathtaking piece of work.' Tom Peters.The knowledge, resources and computing power of billions of people are self-organizing into a massive, new collective force. Interconnected and orchestrated via blogs, wikis, chat rooms, peer-to-peer networks, and personal broadcasting, the web is being reinvented to provide the first global platform for collaboration in history.Trade Review"* 'If you want to enlighten yourself about how the internet is revolutionizing the way people and business operate, then this is a dizzyingly fascinating book to help you...' Guardian * 'A must-click for all webheads... Great fun for anyone with an interest in why this online lark is really as important as we evangelists keep saying it is.' Matthew D'Ancona, Spectator"

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Book SynopsisAlthough the activities of large industrial and financial corporations dominate economies around the world, their impact on the distribution of employment and the use of new production techniques is much disputed. In this two-volume set, the editors examine the changes which have taken place in the organization of work and the nature of employment over the last half century. The articles selected for these volumes address the issues of work, skills and employment, with particular focus on the manufacturing sector, which has seen rapid change in working practices, and on the expanding service sector, where new kinds of jobs entail serving customers and working in the money, banking and financial services, call-centres and the public and government sector. Many of the studies challenge the utopian view of post-Fordist work regimes and raise questions about the effectiveness of post-Fordist concepts in accounting for the variety of changes in the world economy.In a new introduction the editors offer a comprehensive overview and discussion of these concerns.Trade Review'The world of work has changed dramatically over the past 50 - or even 30 - years, and it is fashionable to speak of a transformation from Fordism to Post-Fordism. But what exactly is new, and what remains the same? With their comprehensive selection of readings and their own sensitive overview of the issues, Huw Beynon and Theo Nichols provide the foundation for a nuanced answer - and show that the brave new world of work is no utopia.' -- Richard Hyman, London School of Economics, UKTable of ContentsContents: Volume I: Acknowledgements Introduction Huw Beynon and Theo Nichols PART I FORDISM/POST-FORDISM? WHAT IS THE QUESTION? 1. Ray Kiely (1998), ‘Globalization, Post-Fordism and the Contemporary Context of Development’ 2. Kuniko Fujita and Richard Child Hill (1995), ‘Global Toyotaism and Local Development’ 3. George Ritzer (1989), ‘The Permanently New Economy: The Case for Reviving Economic Sociology’ 4. Randy Hodson (1995), ‘Worker Resistance: An Underdeveloped Concept in the Sociology of Work’ 5. Paul Thompson and Stephen Ackroyd (1995), ‘All Quiet on the Workplace Front? A Critique of Recent Trends in British Industrial Sociology’ 6. Ethan B. Kapstein (1996), ‘Workers and the World Economy’ 7. Charles Tilly (1995), ‘Globalization Threatens Labor’s Rights’ PART II WORK, SKILLS AND EMPLOYMENT: THE JOBS ISSUE 8. John Atkinson and Denis Gregory (1986), ‘A Flexible Future: Britain’s Dual Labour Force’ 9. Doreen Massey (1983), ‘The Shape of Things to Come’ 10. Peter Cappelli (1995), ‘Rethinking Employment’ 11. John Francis Geary (1992), ‘Employment Flexibility and Human Resource Management: The Case of Three American Electronics Plants’ 12. Colin Crouch (1997), ‘Skills-based Full Employment: The Latest Philosopher’s Stone’ 13. Duncan Gallie (1991), ‘Patterns of Skill Change: Upskilling, Deskilling or the Polarization of Skills?’ 14. Damian Grimshaw, Huw Beynon, Jill Rubery and Kevin Ward (2002), ‘The Restructuring of Career Paths in Large Service Sector Organizations: “Delayering”’ 15. Jamie Peck and Nikolas Theodore (2000), ‘“Beyond ‘Employability”’ PART III MANUFACTURING JOBS: MOTORS – OLD JOBS, NEW CONTEXTS 16. Alan McKinlay and Ken Starkey (1994), ‘After Henry: Continuity and Change in Ford Motor Company’ 17. John Holloway (1987), ‘The Red Rose of Nissan’ 18. Stephen Wood (1987), ‘On the Line’ 19. Jonas Pontusson (1992), ‘Unions, New Technology, and Job Redesign at Volvo and British Leyland’ 20. Ruy de Quadros Carvalho and Hubert Schmitz (1989), ‘Fordism is Alive in Brazil’ 21. Constance Lever-Tracy (1990), ‘Fordism Transformed? Employee Involvement and Workplace Industrial Relations at Ford’ 22. Alice R. de P. Abreu, Huw Beynon and José Ricardo Ramalho (2000), ‘“The Dream Factory”: VW’s Modular Production System in Resende, Brazil’ 23. Jorge Carrillo V. (1995), ‘Flexible Production in the Auto Sector: Industrial Reorganization at Ford-Mexico’ Name Index Volume II Acknowledgements An introduction by the editors to both volumes appears in Volume I PART I BEYOND MOTORS – MANUFACTURING CHANGE 1. Rik Huys, Luc Sels, Geert Van Hootegem, Jan Bundervoet and Erik Hendrickx (1999), ‘Toward Less Division of Labor? New Production Concepts in the Automotive, Chemical, Clothing, and Machine Tool Industries’ 2. Ian M. Taplin (1995), ‘Flexible Production, Rigid Jobs: Lessons from the Clothing Industry’ 3. Alastair Whyte Greig (1992), ‘Rhetoric and Reality in the Clothing Industry: The Case of Post-Fordism’ 4. Chul-Kyoo Kim and James Curry (1993), ‘Fordism, Flexible Specialization and Agri-Industrial Restructuring: The Case of the US Broiler Industry’ 5. Joel Novek (1989), ‘Peripheralizing Core Labour Markets?: The Case of the Canadian Meat Packing Industry’ 6. Jody Knauss (1998), ‘Modular Mass Production: High Performance on the Low Road’ 7. Chris Rowley (1998), ‘Manufacturing Mobility? Internationalization, Change and Continuity’ PART II NEW KINDS OF JOBS: CALL CENTRES 8. Sue Fernie (1998), ‘Hanging on the Telephone’ 9. Stephen J. Frenkel, May Tam, Marek Korczynski and Karen Shire (1998), ‘Beyond Bureaucracy? Work Organization in Call Centres’ 10. Gavin Poynter (2000), ‘“Thank You for Calling”: The New Ideology of Work in the Service Economy’ 11. David Holman and Sue Fernie (2000), ‘Can I Help You? Call Centres and Job Satisfaction’ 12. Phil Taylor, Chris Baldry, Peter Bain and Vaughan Ellis (2003), ‘“A Unique Working Environment”: Health, Sickness and Absence Management in UK Call Centres’ PART III JOBS IN FINANCIAL SERVICES 13. John Storey, Peter Cressey, Tim Morris and Adrian Wilkinson (1997), ‘Changing Employment Practices in UK Banking: Case Studies’ 14. Andrew Leyshon and Nigel Thrift (1993), ‘The Restructuring of the U.K. Financial Services Industry in the 1990s: A Reversal of Fortune?’ 15. D.J. Pratt (1998), ‘Re-placing Money: The Evolution of Branch Banking in Britain’ 16. Adam Tickell (1997), ‘Restructuring the British Financial Sector into the Twenty-first Century’ 17. Terry Austrin (1991), ‘Flexibility, Surveillance and Hype in New Zealand Financial Retailing’ PART IV SERVING THE CUSTOMER 18. Holly J. McCammon and Larry J. Griffin (2000), ‘Workers and Their Customers and Clients’ 19. Paul du Gay (1993), ‘“Numbers and Souls”: Retailing and De-Differentiation of Economy and Culture’ 20. Patrice Rosenthal, Stephen Hill and Riccardo Peccei (1997), ‘Checking Out Service: Evaluating Excellence, HRM and TQM in Retailing’ 21. Yvonne Guerrier and Amel S. Adib (2000), ‘“No, We Don’t Provide That Service”: The Harassment of Hotel Employees by Customers’ 22. Linda Fuller and Vicki Smith (1991), ‘Consumers’ Reports: Management by Customers in a Changing Economy’ PART V WORKING FOR THE STATE 23. Bob Carter (1997), ‘Restructuring State Employment: Labour and Non-Labour in the Capitalist State’ 24. Deborah Foster and Paul Hoggett (1999), ‘Change in the Benefits Agency: Empowering the Exhausted Worker?’ 25. Geraldine Lee-Treweek (1997), ‘Women, Resistance and Care: An Ethnographic Study of Nursing Auxiliary Work’ 26. Donna Baines (2004), ‘Caring for Nothing: Work Organization and Unwaged Labour in Social Services’ 27. Stephen Harrison and George Dowswell (2002), ‘Autonomy and Bureaucratic Accountability in Primary Care: What English General Practitioners Say’ 28. Tim May (1994), ‘Transformative Power: A Study in a Human Service Organization’ 29. Chris Jones (2001), ‘Voices From the Front Line: State Social Workers and New Labour’ PART VI BEYOND THE STATE: THE FUTURE OF WORK? 30. Theo Nichols and Julia O’Connell Davidson (1993), ‘Privatisation and Economism: An Investigation amongst “Producers” in Two Privatised Public Utilities in Britain’ 31. Michael Burawoy and Pavel Krotov (1992), ‘The Soviet Transition from Socialism to Capitalism: Worker Control and Economic Bargaining in the Wood Industry’ 32. Helen Sampson (2003), ‘Transnational Drifters or Hyperspace Dwellers: An Exploration of the Lives of Filipino Seafarers Aboard and Ashore’ Name Index

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Book SynopsisAs working environments develop through new 21st century structures, the problems and difficulties they face also become even more complex and difficult to understand, explain and resolve. The ways in which we express these processes are now patterned through a mixture of wording and imagery; diagrams and charting which help to explain trends and visualise long-term sustainable goals. From thinking, doing, working, planning and prioritizing, through to presenting, selling, negotiating, progressing in your career, or just plain fooling around, this highly practical book provides effective tools and guidelines to help anyone who wants to be more efficient and outstanding. After the runaway success of The Diagrams Book, Kevin Duncan returns to combine his experience and expertise into an interactive visual guide. A guide to assess your competency to problem-solving and challenge you to further construct new ideas through visual and diagrammed solutions, for greater improvements in all sectors of life.

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Book SynopsisHas COVID-19 ushered in the end of the office? Or is it the office’s final triumph? For decades, futurologists have prophesied a boundaryless working world, freed from the cramped confines of the office. During the COVID-19 crisis, employees around the globe got a taste of it. Confined by lockdown to their homes, they met, mingled, collaborated, and created electronically. At length, they returned to something approaching normality. Or had they glimpsed the normal to come? In The Momentous, Uneventful Day, Gideon Haigh reflects on our ambivalent relationship to office work and office life, how we ended up with the offices we have, how they have reflected our best and worst instincts, and how these might be affected by a world in a time of contagion. Like the factory in the nineteenth century, the office was the characteristic building form of the twentieth, reshaping our cities, redirecting our lives. We all have a stake in how it will change in the twenty-first. Enlivened by copious citations from literature, film, memoir, and corporate history, and interspersed with relevant images, The Momentous, Uneventful Day is the ideal companion for a lively current debate about the role offices will play in the future.Trade Review‘In his new book, Gideon Haigh goes beyond the banal exterior of the office and examines how they’ve shaped our cities, culture and collective history … In this deeply researched and engaging analysis, Haigh ponders if this is just a glimpse of things to come.’ * Happy Magazine *‘Haigh recounts the evolution of the office with imagination and fairness, and he can turn a fine phrase when he wants to. The Momentous, Uneventful Day reads like a good story – and it is, for better or worse, the story of our lives.’ -- Derek Parker * Spectator Australia *‘Enlivened by copious citations from literature, film, memoir, and corporate history, and interspersed with relevant images, The Momentous, Uneventful Day is the ideal companion for a lively current debate about the role offices will play in the future.’ * Female.com.au *‘Iridescent … No one is a better guide to the paradoxes of the working at home / being at work pivot … He writes of these matters as they should be written about, with a full sense of their history and the panache of the literature and art they have inspired.’ -- Peter Craven * Sydney Morning Herald *Praise for The Office: a hardworking history: ‘Tracing its history as far back as ancient Egypt (but concentrating on the 20th century), author Gideon Haigh presents a thorough and interesting account of the office over time. His approach is not merely a collection of facts but rather an attempt to understand the office's impact on our culture and society, and vice versa … Haigh is an adept writer — clear, informative … His information is drawn from an astonishingly wide range of sources, including pop culture.’ -- Ian Halett * Books+Publishing *Praise for The Racket: how abortion became legal in Australia: ‘Gideon Haigh is quite simply one of the best – and most intriguing – writers working in Australia today. He is amazingly prolific on a variety of subjects, but entirely consistent in delivering elegant prose that engages thoughtfully with his subject and wears its (often considerable) research lightly.’ -- Jo Case * Readings Monthly *Praise for Asbestos House: the secret history of James Hardie Industries: ‘[A] serious, sombre and, at times, heart-rending account befitting a tragic and awful story … At all times Haigh’s research is impeccable. This is the book’s great strength — it could become the reference book on all matters relating to asbestos.’ -- Matthew Charles * Herald Sun *‘Haigh has produced a very timely book, given the current debate around the role that offices will play in the future.’ * Sunraysia Daily *

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Book SynopsisEighty-three per cent of employees say it is up to the employer to facilitate well-being in the workplace. Well-being at work is a key priority for employees. Over the last decade our world has increased its focus on individual well-being. There is a huge amount of information available and education offered on how to enhance personal well-being by reducing stress and being more physically active, but when it comes to our workplaces, do we really know what well-being means? Do Employers really take notice of these changes taking place? Because we now live longer and work for extended hours and well into our twilight years, workplace well-being becomes a key element to employee attraction, retention and satisfaction. It's not just important that workplaces prioritise well-being; it's vital for their success. With whom does the responsibility lie to ensure this is happening? Using data-driven insights, social researchers Ashley Fell and Mark McCrindle have surveyed thousands of employees on this topic to better equip managers, leaders and employees with a thorough understanding of what workplace well-being is, why it is important and how to achieve it.

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Book SynopsisUnlock the True Potential of Your Workforce If you want your organization to start meeting and exceeding the expectations you have for it, then you need to address the problem of your disengaged workforce. The challenge, however, is that the business world has misunderstood the concept of employee engagement, thus our efforts have been failing—despite years of effort and billions of dollars spent. In this refreshing new book, future-of-work experts Maddie Grant and Jamie Notter reveal a new path for tapping into the power of your people in ways that produce tangible, measurable results. Part of the Non-Obvious Guide series published by IdeaPress, this book will teach you: How to define employee engagement in a way that connects directly to what makes both your organization and your employees more successful. Why engagement surveys are so flawed and how to dig into your culture to go beyond “symptom” metrics. When to let those Millennials (and others for that matter) hop to a new job after two years, and when to fight hard to keep them. Why culture is more important than engagement and what the relationship is between the two. Real, proven, and actionable advice on how to actually improve engagement. How to drive engagement even if you’re not “in charge of” engagement at your company.

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Book SynopsisHonor is the art of stewarding relationships well. Business is all about relationships, and every day at work presents us with a choice: Will we fight for fear-free connections with our team members, employees, vendors, and customers for the sake of our mutual success? Or will we default into self-protection and self-serving and participate in a relational culture of disconnection? This is the choice between honor and dishonor, and it flows from our hearts and our core beliefs about people. In The Business of Honor, Bob Hasson and Danny Silk lay out a pathway for living with a heart of honor in business, from receiving your identity to investing in healthy relationships and taking the lead in building honoring culture in your company or organization.

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Book SynopsisOn the surface, Bob Hasson's life in business has followed a storyline many entrepreneurs dream of writing for themselves. Over forty years, he successfully grew his solo startup venture as a house painter into one of the largest and most respected commercial paint companies in the Western U.S. Yet the true story of this growth and success, both in business and in life, lies not a classic recipe of hard work, talent, and great opportunities, but in something deeper: his journey of learning to live as a person of honor in business. This is the Spanish Version of "The Business of Honor" (9781947165144).

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Book SynopsisEnter the matrix . . . and discover a whole new reality for your organization. In today's global business world, many organizations are shifting away from decentralized, vertical structures—with silo functions such as finance, HR, or operations—to a "matrix" model of cross-functional teams that work across a number of business units. When executed successfully, a matrix structure helps companies thrive in the modern market by better leveraging internal resources, eliminating duplication, spurring innovation, and driving enterprise-wide strategy. However, integrating matrix structures is often a challenge for organizations. John Futterknecht and Marty Seldman, PhD, have worked with some of the world's largest companies—including PepsiCo, Disney, McDonald's, and Microsoft—to investigate and conquer the challenges that arise with these highly integrated organizational structures. Through coaching hundreds of leaders and training thousands for on success in a matrix environment, they have witnessed first-hand which skills and strategies are most critical for matrix success . . . and now they're sharing these breakthrough, field-tested tips with you. Leading in the Global Matrix offers a real-world perspective of working in a matrix while using examples from the authors' actual coaching of business leaders. This book tackles the critical, "unspoken" dimensions that are often underestimated and unaddressed in the global business world, helping readers learn: • specific skills and insights that can help them be successful in the trenches • how to deal with day-to-day realities—which include complexity, pressure, and demand to deliver results with speed • what to do, why it's important, and how to accomplish each task With concrete action plans, readers can implement what they learn in the book into their everyday work lives. Leading in the Global Matrix encapsulates field-tested advice to help individual professionals and their teams unlock their full potential, allowing the matrix to finally deliver on its promise.Trade Review"It's usually not difficult to explain the need for the shift to a matrix organization design. But it is certainly tough to explain what's needed to make it operate effectively—until now. This book delivers a practical explanation of why these structures often fail and clear guidance on the skills and attributes it takes to make them work." —Peter Gibbons, CEO, TireHub "A must-read for any aspiring leader seeking to jumpshift their effectiveness." —Michael White, former CEO, DIRECTV "Leading in the Global Matrix . . . proves the value of the matrix and gives leaders an inspiring and actionable road map to transform leadership, collaboration, and innovation in the modern world of work." —Amy Thompson, executive vice president and chief people officer, Mattel, Inc. "Organizations have always been complicated to navigate, even for the most savvy leaders. But in this new world where once traditional hierarchies are now more global, more interdependent, and more matrixed, reading this book is mandatory for any leader who wants to succeed. Leaders who avoid this wisdom do so at their peril." —Michael Feiner, author, The Feiner Points of Leadership, Columbia Business School professor, and former senior executive, PepsiCo "The gold standard of what it really takes to lead in global matrix organization . . . and oh-so practical!" —Ed Betof Ed.D., senior fellow in human capital, The Conference Board, and former WW VP of Talent Management and chief learning officer, BD "An essential read, providing the latest thinking and a practical guide for leaders who need to succeed and unlock the full potential of working in a matrix organization. Nurtured by the latest behavioral research, real cases, and proven techniques, the reader acquires new skills and strategies for growth and success in the matrix." —Pedro Padierna-Bartning, retired chairman, PepsiCo-México "Due to their deep familiarity with the subject and privileged position when openly talking with thousands of executives from all over the world about the challenge of succeeding in a matrix organization, John and Marty were able to grant us with an amazing set of tools to efficiently navigate in matrix organizations, securing we know what to do and, most important, how to do it!" —André Machado Fonseca, president, QMC Telecom do Brasil "Whether you are in a private equity turnaround or a global corporation, this book provides a road map for transforming your company. Marty and John provide simple, practical tools that apply to any executive looking to maximize the effectiveness of their matrixed environment." —Dan Guill, president and chief operating officer, Enlivant "Collaboration and leading in a global matrix organization are two critical success factors and the new normal for leaders to be successful in today's fluid and dynamic business world. Marty and John combine both art and science into a practical portfolio of insights, skills development, and learning to help leaders successfully navigate the waters of the global matrix while developing and amplifying their leadership capabilities." —Steve Milovich, former senior vice president of human resources, The Walt Disney Company "In today's global business environment where organizations are increasingly integrated, the ability to collaborate across boundaries and influence without authority is critical. This is a no-nonsense book and a survival guide for executives looking to thrive in a global matrix." —Steve Williams, CEO, PepsiCo Foods North America "This book is a must-read for leaders in any industry. John and Marty bring so much knowledge and insight to the table—including how to navigate a variety of stakeholders in a fast-paced environment. This book is full of practical, easy-to-use advice that even the busiest leader can use." —Candi Carter, executive producer, The View "Leading in the matrix is complicated but necessary for all those that aim to succeed in the modern business arena. This book breaks it down in an easy-to-learn and practical fashion which will unlock value for all who read it." —Josh Craver, head of talent management, FIS Global "Leading in the Global Matrix is the first book that not only describes what a matrix is but also gives real, practical tips on how to manage and succeed in today's dynamic business world . . . It's the answer we've all been looking for!" —Dianne DeSevo, global chief HR officer, Engine Group "With their unique perspective as ‘inspirational pragmatists,' the authors provide a compelling guide to increasing effectiveness, career development, and personal growth that demystifies the art of leading in the matrix and renders it practical and immediately actionable." —Brady Brewer, senior vice president of digital customer experience, Starbucks Coffee Company Table of ContentsContents Introduction: Working in a Matrixed WorldChapter 1: Cultivating a Matrix MindsetChapter 2: Building and Maintaining TrustChapter 3: Networking in the MatrixChapter 4: Aligning with Stakeholder PrioritiesChapter 5: Understanding Power DynamicsChapter 6: Honing Advanced Communication SkillsChapter 7: Elevating Your Impact in MeetingsChapter 8: Moving from Functional Expert to Strategic-Thought PartnerChapter 9: Demonstrating Cultural SavvyChapter 10: Coaching and Providing Feedback to OthersConclusionAcknowledgmentsAbout the AuthorsIndex

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Book SynopsisMany assumed characteristics of generational groupings are actually “myths,” meaning that generational stereotypes are not accurate across all members of a generation.This book explores the Generation Myth by highlighting the complexity of the “generation” concept beyond simple age-based groupings and suggests that the over reliance of generational stereotypes in workplaces and society can lead to less than optimal interactions and even conflict.Several successful strategies are presented throughout to help improve intergenerational relationships.

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Book Synopsis2020 Foreword Indie Award Winner in the “Career” CategoryAn internationally renowned psychologist shows us how overlooked factors in our work days-our physical environments, our unconscious habits, and even traits like our faces and voices-have the power to make or break our careers.In Whatever Works: The Small Cues That Make a Surprising Difference in our Success at Work—and How to Create a Happier Office, Thalma Lobel, one of the world's leading experts on human behavior, explores groundbreaking psychological research on job performance, satisfaction, and creativity. Lobel goes beyond obvious considerations like salary, title, and company culture to shed light on the hidden factors-often unrecognized, counterintuitive, or invisible-that have profound effects on how well we can do our jobs and how happy we are at work.Did you know that just doodling in a certain way can increase your creativity? That looking at something green for forty seconds will improve your attention? That crossing your legs similarly to an interviewer could get you the job? That the mere presence of a smartphone on your desk can lessen your performance, even if it's turned off? That being in a warmer room makes you more likely to want to conform with the group, affecting your decision-making? These are the invisible factors that nudge our behavior on a daily basis, and combined, have a real and significant bearing on our success-or failure-at work.In today's competitive market, where even tiny differences can be decisive, for both employees and organizations, exploiting such factors can make all the difference. The more you know about the subtle elements that can help or hinder you on the job, the better equipped you can be to take control and navigate today's competitive work world. Helpful for anyone from individual employees to managers to leaders of large organizations, Whatever Works shares valuable insights and practical takeaways to transform your professional life.Trade Review“In Whatever Works, psychologist Thalma Lobel shares the surprising and unexpected ways small tweaks can have a big impact on our performance and success at work as well as our general job satisfaction . . . Fun, practical, and important!”—Guy Winch, author of Emotional First Aid and three-time TED Talk speaker“Simple, accessible, profound. This book will help you introduce small changes to your environment that can make a big difference in your life. Thalma Lobel provides a blueprint for increasing levels of happiness and health, as well as success.”—Tal Ben Shahar, New York Times bestselling author of Happier“Whatever Works challenges the notion that ‘anything works.’ It presents a wonderful opportunity of using a growing body of research in an effort to improve life and work in simple but very effective ways.”—Efrat Dagan, head of talent at Next Insurance and former head of talent at both Google and Lyft“Professor Lobel has written a quite unputdownable, highly accessible, and personal book. The range of topics covered is very wide and she weaves together studies from many different areas of psychology. Most important, the book is strongly evidence-based, which reflects her wide and critical reading.”—Adrian Furnham, author of 50 Psychology Ideas You Really Need to Know and professor of psychology at University College London

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Book SynopsisYou’ve heard it too many times: “I’ve got to update my résumé.” “I can’t work for that jerk anymore.” “I’m sick of having that carrot dangling in my face.” “This is a dead-end job; I’m out.”It happens every day. The signs of discontent are all there, yet they are ignored. Workplaces are suffering from unnecessary turnover, unfilled positions, lost customers, overworked staff, and compromised profit. Employee morale is flat, clever but empty perks continue to fail, and everyone knows that employee engagement scores are a joke. Poaching is the new best practice, and employees are bailing.Like it or not, employees have control in this high-stakes, employee-in-control market. And this employee market will continue for some time. It’s simple demographic science. US workers will hold the hammer for years to come.Here’s the deal, employer: There are plenty of people to do all the work that needs to be done; they’re just working somewhere else. Employees don’t need you; you need them. So how can you recruit the best employees and keep them working for you? The answer is clear: companies CAN and MUST become better employers.Taking the guesswork out of engagement and retention, EmployER Engagement is the fresh and dissenting voice on the employment relationship.

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Book SynopsisThe "HP Way" has attained a kind of mythological status for anyone familiar with the company’s history of phenomenal growth and innovative culture. It’s a different way of thinking about business, of managing people, of integrating the broader interests of society—a way that not only sparked Silicon Valley, but impacted the entire world. Trope Publishing Co.’s The Evolving Way celebrates HP’s storied history and examines how the HP Way evolves to meet each moment, each challenge, and how its principles continue to shine the light forward.Table of Contents The Garage: An icon of entrepreneurialism that has inspired generations of inventors, innovators and startups The Next Bench: A progenitor of human-centered design principles that today are the heart of best-in-class products and software Human Potential: A respect for the individual and an enterprise-wide imperative to make a contribution – to the business and for the world Technology for All: A definition of continuous improvement that always means both more affordable and better A Greater Responsibility: From cradle to cradle, a commitment to planet, people, and community

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Book SynopsisDiscover the practical, step-by-step guide to creating a workplace culture that’s better for employees, customers, and stakeholders—and your company’s bottom line.For decades, talented people have tolerated old-school leaders who put results before respect, toxic company cultures, and workplaces that suck. But those days are over, and if leaders want to attract and retain the best employees—while improving productivity, customer service, employee satisfaction, and profits—it’s time for them to create work cultures where good comes first. The problem is that because the corporate world has too often been driven primarily by results, we seldom ask leaders to change their work cultures. Even if we did, most leaders don’t know how. This book provides the actionable inspiration and practical direction needed to make that change happen. In Good Comes First, S. Chris Edmonds and Mark S. Babbitt go beyond theoretical advice, using their combined 50 years of experience to present proven strategies for creating purposeful, positive and productive work cultures. Cultures where good comes first for employees, customers, leaders, and stakeholders—and where improved business outcomes quickly follow. In these pages, readers will learn to: Appreciate why a good comes first culture is a business imperative – especially for younger generations. Distance yourself from the competition that maintains its undefined work culture (one that most likely sucks). Identify what “good” means for your company in today’s business climate – and in the future of work. Define your uncompromising work culture as you build a foundation of respect AND results. Formalize your team’s servant purpose so that everyone understands how what your team does improves lives and communities. Specify respectful behaviors, so your desired values are observable, tangible, and measurable. Align your entire organization to your desired work culture – where good comes first every day. Assess the quality of your current work culture by measuring and monitoring how well your leaders and your executive team demonstrate your servant purpose, valued behaviors, strategies, and goals. Hold everyone accountable for both respect and results through modeling, celebrating, measuring, coaching, and mentoring leaders and team members. Implement real, needed change – and quit “thinking” and “talking” about change (but never really get change started). Become a change champion while creating a lasting legacy as a business leader. Build a team of good people doing good work in a good company. What’s more, Good Comes First shows you where potential barriers to success hide—and how to push through them—and illuminates the moments when you’ll feel the most satisfaction and gain the most traction.After reading this book, you will see that when done right, change is not only possible—it’s practical, powerful, and profitable. And you will realize that you are the right person, at the right time, to make that change happen.

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Book SynopsisExpand Your Knowledge of Organization Development to Enhance Your L&D EffortsATD’s Organization Development Handbook is a tactical, hands-on book for those in learning and development looking to make that first step into organization development or those who are a one-person band doing both. While many books and textbooks exist on organization development—the effort to improve an organization’s capability through the alignment of strategy, structure, people, rewards, metrics, and management processes—this volume is the first of its kind to address OD from the talent development and, specifically, L&D perspective.More than ever, L&D professionals are taking on organization development work to drive organizational effectiveness and performance. Sometimes this happens out of choice when seeking a new career challenge, and other times out of necessity when the organization adds OD to their responsibilities. In either case, L&D professionals need new knowledge and skills—as well as insight into how to utilize their analysis, design, development, implementation, and evaluation abilities—to become successful in creating OD solutions.Edited by OD practitioner and expert Brian J. Flores, this volume includes in-house experts and consultant contributors from the OD field itself as well as those who crossed over from L&D to OD. Readers will learn how to apply the foundations of organization development to their multiculturalism, upskilling and reskilling, soft skill development, and succession planning processes and programs.Trade Review"This handbook is sensational. It makes a massively complex topic easy to digest and is centered around a humanistic and design-oriented approach. It is also brimming with practical tools and real-life case studies to support any L&D professional as they lead and support their organization development efforts."—Maria Morukian, President, MSM Global Consulting; Author, Diversity, Equity & Inclusion for Trainers "Once again, ATD has delivered material that is evidenced-based, grounded in practice, and inclusive of contemporary thinking. In sea of shiny objects, ATD’s Organization Development Handbook stands out for its substance—a go-to for any aspiring OD practitioner."—Rick Rittmaster, VP of Consulting, CorTalent “As the lines between L&D and organization development continue to blur, professionals in both disciplines require time-tested principles and practices from thought leaders who’ve ‘been there and done that.’ That’s what ATD’s Organization Development Handbook offers—expert insights and strategies to support the results demanded of today’s organizations.”—Julie Winkle Giulioni, Author, Promotions Are So Yesterday; Co-Author, Help Them Grow or Watch Them Go"ATD's Organization Development Handbook is an excellent text for experienced and novice practitioners. It provides a strong foundation for those who wish to practice OD as well as those who are looking to reinvigorate their existing OD practices."—Sy Islam, Vice President of Consulting, Talent MetricsTable of ContentsForewordIntroductionPart 1. The Foundations of Organization Development Chapter 1. Foundations of Organization Development by Ed HasanChapter 2. Working Inside and Outside the Organization by William J. Rothwell Chapter 3. Developing Organizational Values by Catherine W. CoreyChapter 4. Diversity, Equity, Inclusion, and Belonging by LaKisha BrooksChapter 5. Well-Being and Caring for the Whole Person by Deepti Gudipati and Catherine W. CoreyPart 2. Organizational DesignChapter 6. Business Alignment: Designing an Organization to Meet Business Objectives by Beth MessichChapter 7. Lean and Agile by Randy MatuskyChapter 8. Fostering Employee Engagement Through OD by Heather R. YoungerChapter 9. Change Management by Holly BurkettPart 3. Workforce DesignChapter 10. Building a Global, Culturally Diverse Organization by Neal R. GoodmanChapter 11. Supporting Work in a Remote Environment by Neha Lagoo RatnakarChapter 12. The Skills Revolution: Transitioning to a Skills-Based Organization by Brandon Carson and Sean MurphyPart 4. Leadership PreparednessChapter 13. Relationship Building by Paul FalconeChapter 14. A Holsitic Approach to Developing a Leader's Soft Skills by Catherine AllenChapter 15. Building High-Performance Teams by David C. FormanChapter 16. Comprehensive Succession Planning With a Diversity, Equity, and Inclusion (DEI) Lens by Makiya Musgrove WoodsAcknowledgmentsReferences and Recommended ResourcesAbout the ContributorsIndexAbout the EditorAbout ATD

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Book SynopsisTHE ANTIRACIST BUSINESS BOOK is the business book for the modern world. Trudi Lebrón has spent the last decade working as a DEI and impact coach for businesses, non-profits, and entrepreneurs.And what she learned over that time was that making a lasting change wasn''t about fixingold systems; it was about building a new one. In this seminal work, Trudi lays out a plan for all businesses, leaders, entrepreneurs, and coaches to remix business, so that equity and impact become synonymous with profit and power.Trudi provides lessons on understanding the long-term impacts of living in a hyper-capitalist, post-colonial world (aka White People Sh*t) and an examination of the way we have viewed wealth (whether as an obsession or an obscenity). She will compel business owners and leaders to rethink how they do business.Trudi shares ways to create an antiracist business in a capitalist system, showing readers: How to make the shift from toxic capitalism to justice-based commerce - Trudi has spent years working with corporate leaders, online entrepreneurs, and mid-level managers on understanding how to build profitable businesses based on ethical transparency, justice-based leadership, and equitable business practices. She explains how justice can be found in a system that places profit above all else, re-imagining our economic systems not just in theory but in practice.How to move from the streets to the suites (-isms in business) - Trudi identifies the new form of leadership, which isn''t from above but is built from the trust, creativity, and community usually found in the streets. As younger generations demand a new world order, the old one is dying and is being replaced with something remarkably more dynamic, equitable, and wealth-generating for all.How to make friends with money - This is for all you activists in the back row. Money is not the devil. In fact, without embracing and creating wealth generation, antiracism will always struggle at the corners of the conversation. In this work, Trudi will help readers heal their business journey, inviting them to redefine and re-envision their relationship to wealth.Unlike any other book on the market,THE ANTIRACIST BUSINESS BOOKtakes an antiracist perspective. It applies it to how we are doing business-at the top, in the middle, and at the bottom, offering tools for advancement in how we work, earn, and lead. The wisdom inside this timely and essential book advocates for a new order of business that creates transparency, opportunity, and disruption. Businesses can no longer be successful while operating as tools of the status quo.

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Book SynopsisWinner of the Financial Times and Schroders Business Book of the Year 2023 A Behavioral Scientist Notable Book of 2023 A revolutionary guide that will transform your relationship with failure, from the pioneering researcher of psychological safety and award-winning Harvard Business School professor Amy Edmondson.We used to think of failure as the opposite of success. Now, we’re often torn between two “failure cultures”: one that says to avoid failure at all costs, the other that says fail fast, fail often. The trouble is that both approaches lack the crucial distinctions to help us separate good failure from bad. As a result, we miss the opportunity to fail well. After decades of award-winning research, Amy Edmondson is here to upend our understanding of failure and make it work for us. In Right Kind of Wrong, Edmondson provides the framework to think, discuss, and practice failure wisely. Outlining the three archetypes of failure—basic, complex, and intelligent—Amy showcases how to minimize unproductive failure while maximizing what we gain from flubs of all stripes. She illustrates how we and our organizations can embrace our human fallibility, learn exactly when failure is our friend, and prevent most of it when it is not. This is the key to pursuing smart risks and preventing avoidable harm. With vivid, real-life stories from business, pop culture, history, and more, Edmondson gives us specifically tailored practices, skills, and mindsets to help us replace shame and blame with curiosity, vulnerability, and personal growth. You’ll never look at failure the same way again.

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