Working patterns and practices Books

Book SynopsisMake Your Mark guides those who want to change their career route to create an empowering, re-warding, and fulfilling journey towards having a job they love. What would it be like to have a job that makes you so happy you could sing, where your professional goals are aligned and make a significant impact in your personal life and on your family, those around you, and the world? For over fifteen years talent management and staffing expert Nurys Harrigan-Pedersen has helped professionals create career maps that have dramatically changed the course of their lives with the belief that everyone deserves to have a job they love. Follow the insightful and practical steps outlined in this guide and create a unique map that will make your life soar to unprecedented heights. Make Your Mark is the GPS of your professional life and will help you move forward with renewed enthusiasm and purpose. The best part: This GPS is programmed by you!

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Book SynopsisA Science-Based Organizational Change Roadmap for Managers“A science-based playbook that is a must-read for every manager of people…” —John A. List, Wall Street Journal bestselling author of The Voltage Effect and The Why Axis#1 New Release in Office Management and Business Operations ResearchAdapting to change is part of life. But, change is hard and managing change is even harder.First, understand how the brain works. Because we really don’t know how the brain works, we don’t know what makes us more receptive to change. Employees can’t tell their managers what they need to “get on the train”, and managers don’t know either.How to get your team on board. In her first book, What Your Customer Wants and Can't Tell You, author and behavioral economics specialist Melina Palmer, applies the science of behavioral economics to unlocking what is behind customer decisions. Behavioral economics combines elements of economics and psychology to understand how and why people behave the way they do in the real world. Now, in her sequel, What Your Employees Need and Can’t Tell You, she offers a highly actionable roadmap for business executives and managers faced with the task of instituting successful organizational change.Actionable behavioral economics for successful change management. What Your Employees Need and Can’t Tell You delivers insights and research from behavioral economics and the greater behavioral sciences, presented in an enjoyable way that you can actually use to get results.Inside find: An introduction to how the brain really works when faced with change Insights into key biases and concepts the subconscious brain uses to make decisions “Apply it” sections with tips on how to start using what you have learned—immediately If you are responsible for managing change and have tried books such as The Heart of Business, Humanocracy, or Change, you should read Melina Palmer’s What Your Employees Need and Can’t Tell You.Trade Review“With vivid accounts and research-based advice, Palmer charts the clearest course I’ve ever seen for managers seeking to navigate change. It’s a tour de force.”—Robert Cialdini, NY Times bestselling author of Influence and Pre-Suasion“A science-based playbook that is a must-read for every manager of people, Melina Palmer lucidly reminds us that people management is a lot like raising children: ‘tune in, take turns, and talk more’ are the 3 Ts that every great manager must follow.”—John A. List, Wall Street Journal bestselling author of The Voltage Effect and The Why Axis“Change is not a one-off event. As Palmer so clearly showcases in What Your Employees Need and Can’t Tell You, focusing on the micro-moments and making little tweaks can make all the difference in whether a change is easy, natural, and celebrated—or a massive failure with demotivated employees left in the wake. Unlike other books or frameworks that may take a lofty, impractical approach to managing change in business, Palmer’s science-backed insights are immediately applicable by any manager in any industry.”—Nir Eyal, bestselling author of Hooked and Indistractable“Melina Palmer has re-entered the chat… with a thoroughly researched and deeply engaging book which delivers the goods in her uniquely inquisitive, practical, and supportive style. Melina has gifted a generation of leaders with not just a roadmap for effective and meaningful change, but also a car, the keys to that car, a full tank of gas, a roadmap-following playlist, and a box of healthy snacks to make sure we reach our destination in good spirits and with great success. In other words, she’s given us everything we need to set out and become champions for change in our organizations and our lives.”—Jeff Kreisler, Head of Behavioral Science at JP Morgan, coauthor of Dollars and Sense, founding editor of PeopleScience.com“Melina Palmer has done it again! What Your Employees Need and Can't Tell You is the leader’s practical (and engaging!) guidebook to managing exceptional teams using evidence-based nudges from behavioral science. I found myself taking notes about techniques to put into immediate practice with my own team. If you want to take your leadership skills to the next level, let Melina Palmer be your guide.”—Amy Bucher, PhD, Chief Behavioral Officer at Lirio and author of Engaged: Designing for Behavior Change “In her book, Palmer makes a convincing case for why change is possible and how you should go about it. Using insights from behavioral science and many fun personal stories, she paints an engaging and optimistic picture of behavioral change. Such a fun and educational read!”—Ayelet Fishbach, professor of behavioral science and marketing at the University of Chicago Booth School of Business and author of Get It Done“From one of the hardest working and most prolific content generators in our field, Melina has once again presented us with a treasure-trove of insightful real-life use cases and practical advice—a must-read on change management!”—Dr. Benny Cheung, director at Dectech“ ‘Thoughtful planning up front will always save time in the long run.’ As I read Melina Palmer’s words it hit me—this book is an investment. The financial investment to purchase the book was small. The investment you want to consider is your time. Any good investment should give you something greater in return. Spending time with this book will pay big dividends. And, the more time you invest in it, the more you’ll reap over the long run. I write that because, as someone who teaches influence for a living, I know following Melina’s advice will help you when it comes to understanding and communicating with people. Let’s face it, we cannot accomplish anything apart from people so the most successful individuals will spend an inordinate amount of time learning whatever they can about how people think and behave. Congratulations on your investment. Now maximize it.”—Brian Ahearn, author of Influence PEOPLE“Change is everything. Knowing that, one can decide either to become a master of change or inevitably turning into its victim. This book is definitely helping to accelerate towards the former. Enjoy!”—Dr. Agnis Stibe, 4x TEDx speaker, artificial intelligence program director, professor of transformation, and creator of the STIBE method for hyper-performance“Melina makes behavioral economics approachable, practical, and fun. By the end of the book you have learned how to put things into practice to make an impact into your business and your life.”—Matthew Confer, VP of strategy and business development at Abilitie“Change is easier than you think, once you know how the brain works. In this accessible, actionable book, Melina Palmer reviews the most relevant behavioral science findings for making change management less painful and more effective. You’ll learn how to be more thoughtful about change, how to ‘calm the elephant,’ and why successful change management is ‘not about the cookie.’ An eye-opening and practical guide to navigating one of the most perplexing challenges faced by leaders today.”—Vanessa Bohns, author of You Have More Influence Than You Think“This book takes you on a fascinating journey to your employees' subconscious. It's packed with actionable, science-based insights that you can immediately apply to manage change. A must-read for managers.”—Matej Sucha, managing partner of MINDWORX and editor-in-chief at InsideBE“Half our life is spent ‘at work,’ and despite the advances in Behavioral economics in other areas, there was no comprehensive way to use it for ourselves and our teams. Not anymore!“What Your Employees Need and Can’t Tell You is the book meant for every manager to help make change easy for their employees. It provides an easy, accessible method to understanding and using the power of human motivation and behavior at work to build more engaged, motivated teams. Highly recommended read!”—Anant Sood, cofounder of worxogo“This book is an amazing compendium of behavioral science presented in a practical way to improve management and business decisions through small, but impactful changes.”—Dr. Marco Palma, director of the Human Behavior Laboratory at Texas A&M University “A wonderfully researched and moreish journey into the workings of our brain and how we can lead others more effectively by better understanding it. Packed with insight, if you manage people (and want to do it well) this is a must-read.”—Sam Tatam, global principal of behavioural science at Ogilvy and author of Evolutionary Ideas “ ‘We’re making some changes’ is one of the scariest phrases in business, but Melina Palmer proves organizational change doesn’t have to be a war. What Your Employees Need and Can’t Tell You is a change management cheat code. It reveals the words to say and things to do that will open your team to new possibilities.”—James Forr, head of insights at Olson Zaltman“A well-researched and highly accessible account of common challenges facing employees. Valuable insight into how behavioral science can help organizations to finally address them.”—Nuala Walsh, CEO of MINDEQUITY and founding director of the Global Association of Applied Behavioural Scientists“Yet again, Melina has an ability to combine some of my most favorite topics in practical hands-on advice. What it takes to create employee buy-in and motivation through empathic conversation and the science behind human behavior are topics close to my heart and mandatory in a world fueled with constant change. Palmer’s mantra to ‘be thoughtful’ is easily applied and powerfully showcased in her second book, What Your Employees Need and Can’t Tell You.”—Nadia Haagen Pedersen, executive vice president at iMotions “What Your Employees Need and Can’t Tell You is a comprehensive guide book on leadership. It’s filled with the right questions to ask yourself and your employees. Palmer breaks down each concept in a way that’s easy to digest and then implement. It will challenge the way you perceive yourself and your employees. You’ll gain insights on how to truly lead yourself, your team and your organization to success.”—Nikki Rausch, CEO of Sales Maven, neurolinguistic programming expert, podcast host, and author of Buying Signals and The Selling Staircase“What Your Employees Need and Can’t Tell You is a terrific resource for any leader seeking to inspire and manage organizational change. This book brings fresh perspective to important change management principles and practices through grounding in an engaging discussion of the latest science behind how we think, decide and behave along with helpful anecdotes to bring experienced challenges and successes to life. If you’re looking for an engaging and actionable toolkit for managing organizational change, look no further.”—Sam Evans, growth marketing and behavioral design consultant“This is a practical guide on achieving organizational change through applying behavioral economics. Melina Palmer’s What Your Employees Need and Can’t Tell You introduces key concepts, making them relevant, applicable, and a joyful read. Whether you are a team leader or a team player, you will find scientifically based insights to put into practice today.”—Wiam Hasanain, social impact and behavioral science advisor “Melina Palmer turns conventional wisdom about change on its head by using smart, science-based tactics. Every business has to change, and change often, but many struggle to get employee acceptance and support. Melina shows how to use behavioral science to reduce resistance to change and achieve successful transformation. Anyone who manages people needs this book!”—Roger Dooley, author of Friction and Brainfluence“Change management has never been so scientifically grounded. This book is made for anyone tired of conventional business advice and thirsty for evidence-based behavioral insights. It’s for you if you’re ready to start focusing on what’s important, and apply the science to create and maintain a culture of engaged and productive workers.”—Aline Holzwarth, applied behavioral scientist“Small changes make a big difference. Palmer’s mantra to ‘be thoughtful’ is easily applied and powerfully showcased yet again in her second book, What Your Employees Need and Can’t Tell You.”—Scott Jeffrey Miller, Wall Street Journal bestselling author and host of the world's largest leadership podcast“Your brain will grow two sizes reading this book. Behavioral scientist Melina Palmer will persuade you that the job of any manager is to help employees navigate change, and then teach you how to do it. Science-based but real-world practical. Her sense of humor makes it an enjoyable read, and OMG the Cobra Effect!”—Zoe Chance, author of Influence Is Your Superpower“A smart, thoughtful guide to creating successful change in organizations. Drawing on the best behavioral science, Melina Palmer provides engaging examples and applications to help any manager master the art of change. A must read!”—Wendy Wood, author of Good Habits, Bad Habits“We live in a volatile and uncertain business world where things are constantly changing. Unfortunately, facing change in the workplace can be hard for both managers and employees. But it doesn’t have to be! Behavioral science is an untapped tool to help managers navigate this change while bringing staff along. In this new book, Melina has made behavioral science easy to apply for any manager trying to improve their ability to lead. It’s a must read for business leaders who want the best for their employees.”—Will Leach, CEO of Mindstate Group and author of Marketing to Mindstates“In life, change is the only constant. Although this is true, this doesn’t make it easy for us to handle. But what I love about Melina‘s approach is that it’s rooted in cognitive neuroscience and she helps people to understand what makes change feel hard at what we can do to make it easier. … She is an expert in behavioral science and has a deep understanding of how the brain works. And she uses this incredible depth of knowledge to provide helpful tips on change management that are actionable, accessible, and relevant. “I couldn’t endorse this book enough. I learn something new every time I talk to her and I know you will get a lot out of this book!”—Kwame Christian, director of the American Negotiation Institute, bestselling author, attorney, speaker, and host of the number-one negotiation podcast, Negotiate AnythingTable of ContentsContents Part I: Big Plans and Micro-Moments Chapter 1: Culture, Change, and the Brain Chapter 2: Unlocking the Secrets of the Brain Chapter 3: Change Is All About You Chapter 4: And…It Has Nothing to Do with You Part II: Roadblocks and Tools Chapter 5: Calming the Elephant Chapter 6: I’m Not Biased Chapter 7: Three Weeks? We’ll Do It in Two! Chapter 8: Questions? Concerns? Good. Let’s Get Started. Chapter 9: Status Quos and Shortcuts Chapter 10: We Tried That, It Doesn’t Work Chapter 11: I Want to Do My Own Research Chapter 12: He Always Meets His Goals, Just Do What He Does Chapter 13: Us vs. Them Chapter 14: He’s Out to Get Me, I Know It. Chapter 15: That’s Not Fair! Chapter 16: Late Again? She’s So Disrespectful Part III: Leading Through Change Chapter 17: Where Are We Going? Chapter 18: It’s Not about the Cookie Chapter 19: Where’s the Fun? Chapter 20: Application and Final Thoughts

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Book SynopsisA national bestseller, Let the Elephants Run is the essential guidebook for anyone looking to reignite their creativity.Creativity is in everyone’s DNA, not a select few. Award-winning musician and founder of CloudID Creativity Lab David Usher believes we just need the right tools to help us reconnect with our imaginations in our day-to-day lives, whether in the head office, the home office, or the artist’s studio. Using a mix of personal anecdotes and professional examples from the worlds of industry, technology, science, music, and art, he shows us that creativity is not magic; it is a learnable skill that any person or business can master. The dynamic full-colour design includes photographs, artwork, and illustrations, as well as action pages to help readers start cultivating the habit of documenting their ideas for future execution. Based on his wildly popular speaking engagements, Let the Elephants Run is the essential guidebook to reigniting and nurturing our creativity in accessible and productive ways.Trade ReviewLet the Elephants Run is a wonderful exercise into the questions we were always so afraid to ask. It’s a look inside our own patterns as human beings, and teaches us how to bring out the best in our creativity and ourselves. * Béatrice Martin, musician (Coeur de pirate) *Let the Elephants Run is a wake-up call for sleeping synapses, and an ode to our natural curiosity and imagination. The reader is invited to dare, to reflect, and to play. * Gillian Ferrabee, Director of Cirque Du Soleil Creative Lab *

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Book Synopsis“Straightforward and practical, this book is a must-read for any leader or change practitioner.”―Mark Porter, Executive Vice President People & Culture, WestJet Airlines Leading Meaningful Change is an essential guide for executives, leaders, managers, consultants, and other professionals who need to go beyond applying tactics in a change plan to truly capture the hearts, minds, and souls of the people they lead. Based on her research and 30 years of experience helping people lead and manage meaningful change, Beverley Patwell offers a new framework to guide and enhance the change journey. This approach is humanizing, engaging, and results in the belief in a higher purpose that permeates throughout the organization while at the same time achieves outcomes that are far greater than one person’s single contribution. Patwell’s framework is effective in: • creating a shared vision that compels people to be engaged and involved in the change journey; • developing internal leaders and strong, cohesive and aligned teams to lead, manage and support the changes; and • developing strategies to effectively lead, manage and evaluate the human side of change. At the core of the framework are the Use-of-Self principles applied to the change process as seen through interviews with 24 multi-generational emerging, current and long-service leaders who explain why Use-of-Self remains a key element in successfully leading and managing change. The book also includes practical tools to help leaders and managers across the globe address change leadership challenges. Of special note is a two-year case study of the Senior Leadership Team in the City of Ottawa who led a significant city-wide culture shift using the framework.Trade Review“A masterful and comprehensive approach to leading and managing transformation efforts of any type or size.”—Phil Lenir, Co-founder and President, CoachingOurselves “Bev has created a framework that will revolutionize the way you as a leader create alignment, engage others, manage resistance and implement the culture shifts you need for systemic change.”—Jean West, Director of Mental Health, York Support Services Network; and Professional Certified Coach “I encourage anyone who wants to effect positive change to read this book—and reference it time and time again as you use Bev’s process and tools.”—Paul Slaggert, retired Director, Stayer Center for Executive Education, University of Notre Dame "The interplay between the authentic Use-of-Self, creating a shared purpose and aligning the organization’s direction plays a critical role in the successful achievement of any meaningful change. This is an important and valuable book for all leaders and managers."—Naoyuki Shigemitsu, co-CEO of J-Feel, Tokyo Japan "One of the most inspiring and useful books I’ve read about transformation in organizations. This book will help leaders develop the skills to lead and manage the human side of change."—Véronique Sanchis, Program Manager "Leading and managing a global enterprise performance management transformation project was a daunting task for us. Without Bev’s professional support and the concepts and tools outlined in this book, our project would not have been the success that it was.”—Johan Rehnstrom, Corporate Director FPA, Agnico Eagle Mines Limited "At the core of this compelling and powerful book, Bev challenges all those who want to advance their work and bring meaningful change beyond tactics, to take 'the road less travelled'." "A journey reminding us that a window of opportunity does not open by itself but with you the reader, the main character holding the key. The book underscores again and again the importance of capturing the hearts, minds and souls of those we lead, work with and serve, underscoring the importance that the best potential in 'me' is 'we.' This book is replete with real life examples, stories, specifically crafted learning experiences, case studies and moving illustrations of how the Use-of- Self as an instrument of change is the most powerful tool. This is not just a good read, but a challenge to you the readers to shift your paradigm of what it means to bring meaningful change in a digital world where new trends are reshaping our workplaces, society and the very cultures we live in. Bev's challenge to you is this: carpe diem—seize the day."—Dr. Raye Kass, Professor of Applied Human Sciences, Concordia University, Montreal, Quebec, Canada

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Book SynopsisThe objective of this book is to provide a comprehensive examination of how organizational culture impacts employee commitment across different countries and cultural contexts. By presenting global perspectives, the book aims to shed light on the similarities and differences in organizational cultures and their influence on employee commitment in various parts of the world. Through in-depth research and analysis, it explores the factors that shape organizational culture, the role of leadership in fostering a positive culture, and the impact of cultural values on employee commitment. This book serves as a valuable resource for academics, researchers, and practitioners seeking to understand and enhance organizational culture and commitment on a global scale.Table of Contents Chapter 1 An Introduction to Organizational Culture Chapter 2 Inter-Organizational Culture – Linking Relationship Marketing with Organizational Behavior Chapter 3 Organizational Culture and Healthcare Providers Commitment Chapter 4 Diagnosing and Changing Organizational Culture Chapter 5 The Impact of Organizational Culture on Organizational Commitment Chapter 6 Competing Value Leadership: Creating Value in Organizations Chapter 7 Multiple Commitments in Workplace: An Integrative Approach

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Book SynopsisThis book is for people in leadership positions who want to learn more about great leadership. Why use the word love' in a book for business? Because it matters! When leaders consider love from a philosophical viewpoint, it gives way to the serious business of trust, respect, compassion, ethics and loyalty in getting business done. If you give a damn about people and you're courageous enough to contemplate love', you get great business.This book takes the reader through knowledge, practice and techniques. It is for busy managers to easily arm themselves with skills needed to improve the everyday performance of their people. If you love to lead, you need to Love to Lead.

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Book SynopsisA high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline.Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification. Examining topics such as high-commitment work systems, work attitudes and motivation, the Handbook provides integration with related literatures. Internationally applicable, sections also discuss the implications of culture differences for commitment and present the latest developments in research methods and analytic techniques that can be used to advance our understanding of commitment.Comprehensive and engaging, the Handbook of Employee Commitment is essential reading for commitment scholars and researchers interested in the latest developments in the field as well as for international scholars who will benefit from its guidance on how to approach research in unique cultures. It will also prove of prime interest to managers and management consultants with its wealth of suggestions to guide evidence-based practice.Contributors: S.L. Albrecht, N.J. Allen, B.K. Anderson, L.M. Arciniega, J. Barling, T.E. Becker, K. Bentein, M.E. Bergman, D.R. Bobocel, N.L. Bremner, C.T. Brinsfield, G. Caesens, A.C. Chris, L. Clark, A. Cohen, S. Datta, V.L. Dhir, O.J. Dineen, R. Eisenberger, J.A. Espinoza, J. Felfe, M. Gagné, D.G. Gallagher, I.R. Gellatly, Y. Griep, S.D. Hansen, L.M. Hedberg, M.R.W. Hamstra, B.C. Holtom, P. Horsman, J. Howard, V.A. Jean, K. Jiang, Z. Junhong, E.K. Kelloway, H.J. Klein, J. Koen, E.R. Maltin, B. Marcus, J.P. Meyer, N.A. Morelli, A.J.S. Morin, F. Mu, A. Newman, H. Park, E. Read, R.A. Roe, O.N. Solinger, H. Spence Laschinger, D.J. Stanley, F. Stinglhamber, M. Trivisonno, R. Van Dick, W. Van Olffen, A.E.M. Van Vianen, R.J. Vandenberg, C. Vandenberghe, D. Wang, S.A. Wasti, J. WombacherTrade Review'If you need a readable topographical map of commitment in organizations, this is the book. Thorough, clear, grounded in research, and multinational in its contributors, the Handbook is a valuable resource for scholars, students, and reflective practitioners. Reflecting both areas of agreement and divergence, the Handbook brings the reader up to speed on key issues for research and practice, and guides researchers toward important avenues for future study.' --Denise M. Rousseau, Carnegie Mellon University, US'Workplace commitment has commanded the attention of established researchers for many years. Young, emerging scholars throughout the world are also drawn to this important topic. This Handbook does what a handbook should: it offers the latest thinking on commitment, its fundamental nature, its antecedents, its consequences, its targets, its measurement, and yes, even its ''dark sides''. We learn too there are still many unanswered questions and controversies surrounding commitment. This volume provides the impetus to answer these questions and to advance our understanding of this captivating topic.' --Paula C. Morrow, Iowa State University, US'This book is the most comprehensive examination of employee commitment in Eastern as well as Western cultures on the market. Hence, it will be of utmost interest to behavioral scientists as well as practitioners who work with international organizations' --Gary Latham, University of Toronto, CanadaTable of ContentsContents: Introduction 1. Employee Commitment: An Introduction and Roadmap J.P. Meyer Part I Conceptualization of Commitment 2. Commitment as a Unidimensional Construct H.J. Klein and H. Park 3. Commitment as a Multi-Dimensional Construct N.J. Allen 4. Multiple Foci of Workplace Commitments T.E. Becker Part II Related Constructs 5. A Motivational Model of Employee Attachment to an Organization M. Gagné and J. Howard 6. Organizational Commitment and Employee Engagement: 10 Key Questions S.L. Albrecht and O.J. Dineen 7. Job Embeddedness, Employee Commitment and Related Constructs B.C. Holtom 8. Organizational Identification R. Van Dick 9. Psychological Contracts S.D. Hansen and Y. Griep Part III Foci of Commitment 10. Occupational Commitment J.P. Meyer and J.A. Espinoza 11. Social commitments C. Vandenberghe 12. The Rise, Decline, Resurrection, and Growth of Union Commitment Research P. Horsman, D.G. Gallaghar and E.K. Kelloway 13. Action Commitments J.P. Meyer and B.K. Anderson Part IV Consequences of Commitment 14. Employee Turnover and Absenteeism I.R. Gellatly and L.M. Hedberg 15. Employee Commitment and Performance D.J. Stanley and J.P. Meyer 16. Counterproductive Work Behavior B. Marcus 17. Employee Commitment and Well-being A.C. Chris, E.R. Maltin and J.P. Meyer 18. Affective Consequences of Workplace Commitments H.J. Klein and C.T. Brinsfield Part V Drivers of Commitment 19. Individual Differences as Causes of the Development of Commitment M.E. Bergman and V.A. Jean 20. Person-Environment Fits as Drivers of Commitment A.E.M. van Vianen, M.R.W. Hamstra and J. Koen 21. Strategic Human Resource Management and Organizational Commitment K. Jiang 22. Organizational Leadership and Employee Commitment M. Trivisonno and J. Barling 23. Employee Empowerment and Organizational Commitment Laschinger, E. Read and Z. Junhong 24. Perceived Organizational Support F. Stinglhamber, G. Caesens, L. Clark and R. Eisenberger 25. Organizational Justice and Employee Commitment: A Review of Contemporary Research D.R. Bobocel and F. Mu Part VI Commitment across Cultures 26. Understanding Commitment Across Cultures S.A. Wasti 27. Commitment in Europe J. Felfe and J. Wombacher 28. Employee Commitment in China A. Newman and D. Wang 29. An Examination of the Social-Institutional, Cultural, and Organizational Antecedents of Commitment in India V.L. Dhir, N.L. Bremner and S. Datta 30. Commitment in the Middle East A. Cohen 31. Organizational Commitment: A Latin American Soap Opera L.M. Arciniega Part VII Methodological Issues 32. A Contemporary Update on Testing for Measurement Equivalence and Invariance R.J. Vandenberg and N.A. Morelli 33. Tracking Change in Commitment over Time: The Latent Growth Modeling Approach K. Bentein 34. Capturing the process of committing: Design Requirements for a Temporal Measurement Instrument W. van Olffen, O.N. Solinger and R.A. Roe 35. Person-Centered Research Strategies in Commitment Research A.J.S. Morin Part VIII Conclusion 36. Employee Commitment: A Back and Moving Forward J.P. Meyer Index

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Book SynopsisA radical new business book from business trailblazers Jason Fried and David Heinemeier Hansson that offers a reappraisal of business best practice - advocating stripping everything back to bare essentials. With its straightforward language and easy-is-better approach, Rework is the perfect playbook for anyone who's ever dreamed of doing it on their own. It will COMPLETELY change your approach to work.Every once in a while, a book comes out that changes just about everything. This is one of those books. Ignore it at your peril' -- Seth Godin, New York Times bestselling author'Inspirational...REWORK is a minimalist manifesto that's profoundly practical. In a world where we all keep getting asked to do more with less, the authors show us how to do less and create more' -- Scott Rosenberg, Co-Founder of Salon.com'Filled with excellent plain English advice, it's one of the best books out there for business productivity' -- ***** Reader review'Every word is well-crafted, well-chosen, and easy to both digest and engage with' -- ***** Reader review'Thought-provoking and truthful' -- ***** Reader review'A must-read for today's managers' -- ***** Reader review**********************************************************************************************From the founders of the trailblazing software company 37signals, here is a different kind of business book - one that explores a new reality.Today, anyone can be in business. Tools that used to be out of reach are now easily accessible. Technology that cost thousands is now just a few pounds or even free. Stuff that was impossible just a few years ago is now simple.That means anyone can start a business. And you can do it without working miserable 80-hour weeks or depleting your life savings. You can start it on the side while your day job provides all the cash flow you need. Forget about business plans, meetings, office space - you don't need them. The key is stripping everything back to the bare minimum and basics and then rebuilding; keeping everything simple and under control. You'll learn how to begin, why you need less than you think, when to launch, how to promote and whom (and when) to hire.Hardcore entrepreneurs, small-business owners, people stuck in day jobs who want to get out, and artists who don't want to starve anymore will all find valuable inspiration and guidance in these pages.It's time to rework work.Perfect for readers of Tim Ferriss's The 4 Hour Work Week, Seth Godin's Purple Cow and Chris Anderson's The Long Tail.

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Book SynopsisStalking. Sexual harassment. Mass shootings. Employers are increasingly expected to have a plan to identify and manage threats posed by employees in the workplace. But how do you manage the violent person at work? In his authoritative new guide, Laurence Barton draws on over 30 years’ experience as the world’s leading threat assessor to outline how to prevent, manage and mitigate workplace violence. He shows businesses and organizations of all sizes how to navigate new privacy laws, different management structures and legal considerations in order to take straightforward, practical steps to minimize and ultimately prevent risk. The Violent Person at Work is an invaluable new handbook for businesses and HR, legal and security professionals worldwide.Table of ContentsIntroduction; 1. The Dynamics of Violence @ Work; 2. The Causes of Workplace Violence; 3. Separating the Employee @ Risk; 4. Evaluating Risk Outside the Organization; 5. The Work Environment; 6. Fitness for Duty Evaluations: Complex and Imperative for At-Risk Employees; 7. Behind the Smiles: Hidden Demons and Employees; 8. Extremism @ Work; 9. Clinical Dynamics of Disruptive Employees; Author Q & A; Threat Assessment Guide; Threat Management System; After Suicide Impacts a Workplace; The FBI and Threat Interpretation; Final Thought.

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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 Synopsis'This comprehensive volume provides excellent coverage of the scholarly landscape for virtual teaming. Ivanaj and Bozon have integrated a variety of research streams and practical techniques that should prove to be very useful for anyone studying or working in virtual teams. The chapter on leadership and conflict management is an especially thoughtful and welcome addition to the literature, given we know less about these arenas, and yet they tend to be critical roadblocks for many teams. I commend the authors on developing an excellent resource!' - Cristina Gibson, University of Western Australia The book Managing Virtual Teams explores the critical elements that must be considered in managing virtual teams in organizations from structural, managerial, and process points-of-view. Based in solid research, the book provides a deep look at the nature of virtual teams and the factors that enable their success.Using a text-analysis method, the book consolidates results from both academic and practitioners' sources about virtual team inputs, processes, and outcomes. It lays out in clear detail the key characteristics of virtual teams and traces their emergence within organizations and research literature. Managing Virtual Teams addresses the particular practices of virtual teams, not only technological-focused but also socio-emotional, including the managerial attitudes required in virtual environments seeking well-performing teams. Incorporating case studies and research results, this book demonstrates how academic research can be used to successfully manage businesses in a virtual context.This book is a valuable contribution with clear guidelines for managerial practice, both for researchers interested in learning about virtual teams and to managers and organizations dealing with the challenges of managing them. Students will also benefit from this book as they learn how to become effective and operational virtual team members, and in future, successful managers.Trade ReviewManaging Virtual Teams is an absolutely essential read for anyone interested in learning more about today's most common work structure - global virtual teams. Because the book takes an evidence-based approach to understanding global virtual team leadership, readers can be confident that the advice and tools offered herein will help them in their journey to be better team leaders. The authors artfully blend research findings and practical examples to deliver an indispensable leadership toolkit for the 21st Century.' --Bradley L. Kirkman, North Carolina State University'The review they provide is quite thorough, describing strategy, tactics, and interventions for managing virtual teams and the people in them and identifying the main inputs, processes, and outputs of that management process. It summarizes enough of what is known about the management of virtual teams in modern industrial and service organizations to yield useful insights into ho that knowledge might be applied in various contexts; a handful of case studies exemplify practical applications. It is the sort of book one might first encounter as a textbook for an advanced professional course and then keep for latter use as a handbook.' --Research Technology Management'The book Managing Virtual Teams proposes a complete approach based on a solid analysis to understand the virtual team environment. It gives practical tips also, which is very helpful and can be adapted to various situations in business and/or education. Virtual team managers, virtual team members and anyone involved in virtual collaborative connections are clearly guided and will find answers to the main questions raised by virtual teaming.' --Corinne Gendron, University of Quebec at Montreal, CanadaTable of ContentsContents: PART I WHAT VIRTUAL TEAMS ARE ALL ABOUT? 1. Evolutive Definition of Virtual Teams 2. Emergence of Virtual Teams 3. Mapping the Virtual Team Research Field PART II VIRTUAL TEAM INPUTS 4. Elements Supporting Virtuality Within an Organization 5. Inputs and Characteristics of Virtual Teams PART III VIRTUAL TEAM PROCESSES 6. Socio-Emotional Processes 7. Technological and Work Processes 8. Managerial Processes : Leadership and Conflict Management PART IV OUTPUTS : VIRTUAL TEAMS A SOURCE OF PERFORMANCE 9. Teamwork Performance In Virtual Teams 10. Affective Performance In Virtual Teams 11. Final Conclusions PART V CASE STUDIES Index

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Book SynopsisDespite how much we know about emotion, Social Functions of Emotion and Talking About Emotion at Work uniquely examines the utility of emotion in organizations against the ways in which both individuals and groups talk about them. Drawing on psychological and sociological research, this book provides groundbreaking insights for understanding how emotions are used in the workplace.Bringing together contributions from leading emotion researchers, this book features chapters focusing on 10 emotions, ranging from awe to shame. Through its exploration of the ways each emotion functions in relation to how we talk about them, this book injects fresh theoretical and practical momentum into how our discussions of workplace emotion can affect how emotional events are appraised over time and place. This, in turn influences the causes, expressions, and consequences of emotions in the workplace.With its novel approach, this book will be an invaluable tool for academics researching emotion, as well as postgraduate students working in the social sciences seeking reference material on emotion. HR managers and general readers seeking greater insight into emotions at work will also find this book to be a useful tool.Contributors include: N.M. Ashkanasy, R.A. Baron, S. Connelly, M. Dasborough, C.D. Fisher, D. Geddes, P. Harvey, M.L.A. Hayward, P.J. Jordan, S. Kiffin-Petersen, H.C. Lench, D. Lindebaum, K.E. Moura, K.A. Perez, R.H. Smith, R.K. Smith, P.N. Stearns, A.C. Troth, M.R. Turner, K.L. Tyran, T.S.H. WingenbachTrade Review'This is a very important book that helps to fill a serious gap in the OB/Organizational Psychology literature on emotions. The editors have assembled a stellar collection of contributors and each and every chapter is worth studying. As a whole, the volume points to the social functions of discrete emotions and the way those emotions are communicated in work settings. Beyond that, the theme of the collection reminds us that the appropriate unit of analysis for human behavior is always people actively engaging with the world, including the social world.' --Howard M. Weiss, Georgia Institute of Technology, US'Do emotions exist without words? Animals clearly feel and communicate emotions. But people, with their ability to speak, are much more eloquent in their emotions. People really ''do'' emotions, in large part, by talking about them. Work on emotional labor, in the 1980s brought awareness of emotions as integral to organizational roles. This new set of essays, collected and edited by Dirk Lindebaum, Deanna Geddes and Peter Jordan, pushes forward the understanding that talking about emotion at work is integral to the social influence of emotion. Talking is integral to attributions and emotion regulation strategies of receivers (targets and observers) of anger expressions in the workplace. The discussed illegitimacy of talking about certain feelings - boredom, envy, fear, pride - means these feelings remain repressed and misreported. The essays are provocative, presenting functional and dysfunctional aspects to the norms of talking (or not talking) about emotional experiences. The book is stimulating in the discussion of emotions that are less obvious to organizational research, such as awe, boredom, and fear. And it provides new insights on more commonly discussed emotions, with a historical perspective on happiness and a functional analysis of sadness. Warmly recommended reading, as stimulation for new research, and as a window into one's own emotional discourse, and its social implications.' --Anat Rafaeli, Technion-Israel Institute of Technology, Israel'Emotions are a powerful force in social and organizational life, not just through their effects on the self but also through their effects on others. Building on the fast-growing literature on the social effects of emotions, this book draws attention to the under-explored question of how the (dys)functionality of emotions in the workplace is shaped by how people think and talk about emotions. The diverse contributions collected in this volume illustrate the important notion that organizational norms and discourses profoundly influence the interpretation of emotion-eliciting events, emotional experience, emotion regulation, and the interpersonal dynamics of emotions at work. This original and intellectually stimulating book underlines the inherently social constitution of emotion and opens up important new avenues of research.' --Gerben van Kleef, University of Amsterdam, the NetherlandsTable of ContentsContents: 1. Theoretical advances around social functions of emotion and talking about emotion at work Dirk Lindebaum, Deanna Geddes and Peter J. Jordan 2. Inside Out: A Receiver’s Experience of Anger in the Workplace Kathryn E. Moura, Peter J. Jordan and Ashlea C. Troth 3. Benefits of Awe in the Workplace Kenneth A. Perez and Heather C. Lench 4. Boredom at Work: What, Why, and What Then? Cynthia D. Fisher 5. Shaping Benign and Malicious Envy in Organizations Rosanna K. Smith, Tanja S. H. Wingenbach and Richard H. Smith 6. Functional and Dysfunctional Fear at Work: Dual Perspectives Shane Connelly and Megan R. Turner 7. Happiness at Work: a tension in contemporary history Peter N. Stearns 8. Employee Pride and Hubris Mathew L. A. Hayward, Neal M. Ashkanasy and Robert A. Baron 9. The Deeper Side of Sadness at Work: Why Being Sad is Not Always Bad Kristi Lewis Tyran 10. Talking About Schadenfreude: Sharing Versus the Social Function Paul Harvey and Marie T. Dasborough 11. Ashamed of Your Shame? How Discrepancy Self-Talk and Social Discourse Influence Individual Shame at Work Sandra A. Kiffin-Petersen Index

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Book Synopsis'In the current surge of organizational theory research on emotions in organizations, Dirk Lindebaum's book makes a unique and important contribution. He identifies and explores how workers' emotions are being abused as a tool of social repression by our bosses. In bringing together critical theory and theory on emotion regulation, he stimulates us to see through the workings of managerial power and, in the same go, offers ways to resist repressive emotional conditions in the workplace. A remarkable accomplishment that deserves to be read for both its theoretical insights and practical relevance!'- Frank den Hond, Hanken School of Economics, FinlandEmotion is often used by organizations to manipulate and repress workers. However, this repression can have adverse psychological and social consequences for them. This book articulates the pathways through which this repression occurs, and offers emotion regulation as a tool for workers to emancipate themselves from this repression and social control.Bringing together the largely unconnected literatures on critical theory and emotion regulation, this book articulates two pathways to social control currently underexplored in management: one where the social functions of emotion are exploited, and one where discussions about emotion override its social function. The author illustrates the processes through which workers can start to 'see through' the repression, and enlist emotion regulation strategies to emancipate themselves from it. These strategies may work in the short to medium term but, in the long term, workers may eventually change jobs. If staff turnover becomes unsustainable, the organization can seek to change the social structures causing the repression of workers in the first place. Combining fresh theoretical insights with practically informed vignettes, this book will appeal to academics and students across many social science disciplines, including business studies, organization studies, cognitive change, sociology and psychology. Both practising managers and disenchanted workers will also find this an enlightening read.Trade Review'In today's Western industrialized world, emotional regulation is usually taken to be a sine qua non. In this book, however, Lindebaum challenges this assumption, asserting that our emotions are critical for individual achievement and wellbeing and that, rather than seeking to control our emotions, we need to ''act with creativity, spontaneity, and autonomy''. Arguing from a critical management perspective, he makes a convincing case. This is a book that will be of interest not only to researchers, but also to management practitioners and consultants.' --Neal M. Ashkanasy, UQ Business School, The University of Queensland, Australia'This is a passionate book which has grown out of the author's different experiences of organizational injustices and oppressions in which emotions play a major part. . . Emotional labour now stands on par with intellectual and manual labour as an arena of workplace politics, a politics that frequently leaves workers exploited, oppressed and depressed. This book takes the discourse a stage further. Lindebaum not only seeks to redeem emotions from the stifling controls to which they are put, but he also argues that emotional regulation by the workers themselves can act as a defence against organizational injustice and, more ambitiously, as an emancipatory force.' --Organization'Whose business is emotions? Your own? Your workplace's? Your culture's? In this erudite book Dirk Lindebaum steers through this fascinating territory to pinpoint the emotional traps that workers face and, importantly, how they may escape from them. This well-researched book helps us look at emotion with fresh eyes and offers important insights for scholars and students of emotion.' --Stephen Fineman, University of Bath, UKTable of ContentsContents: 1. Introduction 2. Emotion, its function and Emancipation from social control 3. Emancipation from emotional repression through emotion regulation 4. Conclusion Index

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Book SynopsisOrganisations, as well as individuals and societies, continue to struggle with the complexity associated with unprecedented demographic changes. Workforce ageing and increasing age diversity are not transient phenomena, and their implications are compounded by the combination of several global trends like workers' increased mobility and migration, as well as increasing gender and ethnic differences. This demographic pressure compels organisations to question conventional ways of management thinking, doing and being in order to capitalize on the benefits of an age-diverse workforce. This volume bridges theoretical and empirical approaches in order to illuminate the challenges of valuing employees at any point in their professional lives, from youth to retirement. Embracing perspectives that span from the individual to the organisational levels of analysis, the book explores the two distinct but intertwined phenomena of workforce ageing and increasing workforce age diversity. The volume is divided into two parts. Contributions in the first section raise questions about the meanings of age and age diversity, as well as how and when age matters in organisations. The second part of the book examines the role and contribution of HR practices in forging an age-inclusive workplace.Trade ReviewTaking both theoretical and empirical approaches, contributors from organizational psychology and economics explore the challenges of valuing workers at various points in their professional lives, from youth to retirement, as well as the benefits that arise from leveraging an age-diverse workforce. Among their topics are successful aging at work and beyond: a review and critical perspective, generational differences: effects of job and organizational context, the intersection of age and gender issues in the workplace, and enhancing knowledge sharing in age-diverse organizations: the role of human resource management practices. -- Annotation ©2017 * (protoview.com) *Table of ContentsAn organisational perspective on ageing and age diversity at work;;Silvia Profili, Alessia Sammarra and Laura Innocenti PART I: FRAMING AGE AND AGE DIVERSITY IN ORGANIZATIONS; The workforce demographic shift and the changing nature of work: Implications for policy, productivity and participationCatherine Earl, Philip Taylor, Chris Roberts, Patrick Huynh and Simon Davis; Successful Ageing at Work and Beyond: A Review and Critical PerspectiveHannes Zacher and Cort W. Rudolph Generational Differences: Effects of Job and Organisational ContextJustin Marcus and Michael P. Leiter A Conceptual Framework of Age Diversity Climate in the WorkplaceSilvia Profili, Laura Innocenti and Alessia Sammarra PART II: AGE DIVERSITY AT WORK. RETHINKING ORGANISATIONAL PRACTICES; Intersection of Age and Gender Issues in the Workplace;Jeanette N. Cleveland, Lena-Alyeska Huebner and Madison Hanscom Design and Older Workers;Franco Fraccaroli, Sara Zaniboni and Donald Truxillo Enhancing Knowledge Sharing in Age Diverse Organizations;Alessia Sammarra, Silvia Profili, Fabrizio Maimone and Gabriele Gabrielli

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Book SynopsisOrganizational culture isn't just a hot topic--it's an untapped asset and potential liability for all businesses. And yet, for all its potential to make or break, few know how to manage cultures with proficiency. Culture Your Culture: Innovating Experiences @Work provides the much-needed "how-to" with Design of Work Experience (DOWE). Tapping into human-centered design, interdisciplinary innovation concepts, and other research, this leading edge approach partners employees and their employers in unprecedented ways to co-create solutions and differentiating experiences that are customized, relevant, and profoundly impactful to the organizations for which they are intended--all while building employee engagement, learning agility, and capability. Be open to changing mindsets, for this is not your typical business book. Part-business case, part-instructional, and part-commentary, the guidance offered here puts your organization--not some detached case studies--at the center to envision how DOWE can help you design solutions and experiences unique to your context. Culture will no longer be esoteric or intangible, but overt, meaningful, fully leveraged, and truly experienced. No more hacking through trial and error to a culture that lacks sustainability. We can practice the management of culture and organizational change through lived experiences, with intention, rigor, and discipline. Leaders, managers, teams, and employees alike will benefit from understanding the need for this approach, how it's defined, why it works, and what to do to successfully tackle business challenges and positively influence lives with this innovative model--if you are willing to do the work to get there.Trade Review"This is a book that deserves to be primetime on the bookshelf of every change leader! It’s the most powerful and pragmatic synthesis—it unites the best in today’s design thinking, the strengths revolution in management, appreciative inquiry, and the positive psychology of human innovation-- I’ve ever seen. With this book you will find that change is more about innovation than intervention, more about creating than solving, and more about home grown rather than decontextualized solutions from elsewhere. If you are looking for a design-inspired and strengths-based change management model, then look no further. Karen has gifted us with something that works and shows us the future of organization development and change." -- David Cooperrider, Distinguished University Professor, Case Western Reserve University, and Honorary Chair, David L. Cooperrider Center for Appreciative Inquiry at Champlain College"We are living in the age of design. This new age has expanded design thinking well beyond products. Karen Jaw-Madson's well-written book takes us to new applications of design thinking to the nature of work itself providing fresh ideas especially regarding culture change in organizations. Her book is not a manual, rather an innovative way of thinking about changing organizations." -- W. Warner Burke, PhD, Professor, Organization and Leadership, Teachers College, Columbia University and Associate Editor, Journal of Applied Behavioral Science"Karen Jaw-Madson has created an inspiring and compelling framework, using the bedrock foundation of design thinking, that enables organizations to create effective cultural change through a method she has named DOWE. DOWE is designed to help leaders by guiding them through a systematic, step-by-step course of action, mapped to the needs of your organization, that enables the creation of a vibrant and successful company culture." -- Dennis Boyle, Founding Team Member and Partner, IDEO"Culture Your Culture is an extraordinarily practical guide to driving transformational culture change through Design of Work Experience (DOWE). It leads you to ask, “How DOWE do it?” and to answer, “By reading Culture Your Culture!” -- Ian Ziskin, President, EXec EXcel Group LLC, and Advisor, Author, Board Member, Coach, Consultant, and Former CHRO“Culture Your Culture distills Karen’s decades of experience and thinking into a practical process for using design principles to enhance your culture through the work." -- Dr. John Boudreau, Professor and Research Director, University of Southern California"Culture Your Culture invites readers to see problems as opportunities in our ever-changing work environments by creating meaningful experiences that allow people and businesses thrive." -- Tina Seelig, Stanford University School of Engineering, Author, Creativity RulesJaw-Madson, an organizational specialist and former corporate executive, offers a framework, Design of Work Experience, which partners employees and employers to co-create organizational culture through customized and meaningful work experiences that set the conditions for people and businesses to thrive and allows leaders to enable organizations to build culture and experiences that support business strategies. She describes the need for and merits of the framework, including innovation and human-centered design as its basis and its focus on actions and outcomes that are purposeful, mindful, meaningful, and inspirational; the process of the framework using the elements of design, change, capability, and engagement, and steps for using it in practice, along with advice learned from application; and perspectives and ideas for reflection. -- Annotation ©2018 * (protoview.com) *Table of ContentsIntroduction. Chapter 1. A Common Need Chapter 2. Enter DOWE Chapter 3. DOWE Deconstructed Chapter 4. DOWE Prep Chapter 5. Understand Chapter 6. Create & Learn Chapter 7. Decide Chapter 8. Plan Chapter 9. Implement Chapter 10. Finding Your Initiative

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Book SynopsisWe spend a lot of our time at work and would be depressed with nothing to do. But when it gets to Monday, many of us are already longing for the weekend and the prospect of escape. How did work become so tedious and stressful? And is there anything we can do to make it better? Based on his popular Economist Bartleby column, Philip Coggan rewrites the rules of work to help us survive the daily grind. Ranging widely, he encourages us to cut through mindless jargon, pointless bureaucracy and endless meetings to find a new, more creative - and less frustrating - way to get by and get on at work. Incisive, original, and endlessly droll, this is the guide for beleaguered underlings and harried higher-ups alike. As Rousseau might have said: "Man was born free, but is everywhere stuck in a meeting." If you've ever thought there must be a better way, this is the book for you.Trade ReviewPraise for Philip Coggan: 'How did humanity transform the world over the last 10,000 years? Philip Coggan provides a comprehensive and lucid account -- Martin Wolf * FT books of summer 2020 *This is economics entertainingly and expertly demystified ... One of the best financial journalists of his generation -- James Kirkup * Times *Big and timely ... Coggan's account of the rise of the world economy is accessible and mercifully free of jargon * Sunday Times *

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Book SynopsisYour gender stats are tumbling, women aren’t advancing, their feedback is poor, and too many are leaving. What’s going on?Women navigating a traditionally male-dominated technical sector too frequently feel invisible, frustrated, and undervalued in the workplace. Lauren Neal has been there, and she’s developed tried-and-tested approaches that male-dominated organizations can take to motivate and retain women. Because only a truly empowered, diverse workforce can drive the best business outcomes and innovations.Inspired by real-life stories, Valued at Work gives you the tools to take control and drive real change without alienating any of the workforce!Lauren Neal is an award-winning chartered engineer and chartered project professional in the energy industry. Having worked with men and women offshore, onshore and onsite on multimillion-dollar projects across the globe since 2005, she is a sought-after speaker and writer championing gender equity within STEM.Trade ReviewA must-read book for any gender equality advocate who wants to transform workplace culture and inspire more successful stories Maria Kalli AMIChemE - The Chemical Engineer.comLively and engaging. Neal deftly communicates the insidious nature of many of the factors leading women to exit STEM and sets out achievable ways for organisations to ensure that all of their employees are heard and valued. Penny Horwood - ComputingLauren takes us through with various cases dissecting real life scenarios and how we could react to them - and do the right thing to let our teams flourish and thrive. I recommend this book for all professionals who want to reach a higher level of people management. – AmazonAlthough this book is aimed at the STEM industry, it is applicable across all areas of industry, and a lot of lessons can be learned from it...this book is a real eye-opener for both men and women and a great resource for brining about positive change and moving forward in the best way possible. Very enjoyable and inspiring! – AmazonA must-read for anyone hoping to work in or create the best culture at work and to succeed in business but also to succeed at looking after colleagues. – Amazon(A) great insight or spotlight for the problems and situations women deal with in STEM. However, I think everyone will see a familiar situation they have been in or witnessed at work. The message to managers to get to know all their team members or employees and that making everyone feel seen and appreciated is extremely important. - AmazonTable of ContentsForeword Preface Note to the reader Acknowledgements Introduction Part 1: Recognize your Organization’s Behaviors Chapter 1: Introduction Chapter 2: Acknowledging disrespect in the workplace Chapter 3: Inauthenticity holds people back Chapter 4: Promoting psychological safety Chapter 5: Conclusion Part 2: Include the Necessary Technical Skills and Performance Chapter 1: Introduction Chapter 2: Office housework crowds out the best work Chapter 3: Feedback is a gift Chapter 4: Inclusion of those from a different path Chapter 5: Conclusion Part 3: Empower your Future Leaders Chapter 1: Introduction Chapter 2: Ethical and Moral Leadership Chapter 3: Walking the Talk as Leaders Chapter 4: When No One is Looking… Chapter 5: Conclusion Conclusion Call to Action About the Author Bibliography / Further Reading List Appendices Index

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Book SynopsisWhat if every day at work felt like your team’s most productive ‘away day’?The most successful and innovative teams and organisations are highly collaborative, creative and productive - you will find the principles of great workshops infused throughout their culture.This is a book about how running great workshops, and taking inspiration from them, can lead to a great team environment. Workshop Culture will show you how to create a happy and engaged team through small actions which lead to big results. It features a practical and accessible toolkit to help improve your team’s performance and productivity.Workshop Culture gives you: Inspiring case studies from forward-thinking and innovative teams that have found success from a workshop culture A structured methodology that you can follow to bring more happiness, productivity and engagement to your team Practical exercises to help you build new skills and knowledge, and increase impact at work Alison Coward is a team culture coach, consultant and founder of Bracket, a consultancy that partners with ambitious, forward-thinking companies to build high-performing, collaborative team cultures.Trade ReviewThe best book on team culture I’ve read, I can‘t wait to implement with my team - Amazon 5*I have used workshops for years. I've been a facilitator and have run my own workshops. But this wonderful book shows that I've been thinking of it in the wrong way. I can be using workshops as a core methodology for implementing change. I can't wait to start using this guide in the field. Delighted to have found it. - Amazon 5*From the very beginning, this book is all about teams, communication and collaboration. I loved that. I was looking for a book on how to increase productivity at the workplace and instead came across one that reminded me of how to engage people, first as people and on their ideas and also what conflict is and how to be a better facilitator...this is for anyone who wants better for their workplace. – NetGalleyIf you're passionate about fostering collaboration, innovation, and a positive team environment, Workshop Culture is a must-read. Alison's expertise shines through, making this book an invaluable resource for anyone looking to enhance their workshop experiences and drive meaningful results. – LinkedInAn amazing book. It's an inspiring insight into how to build a collaborative culture for teams but, more than that, it's practical and I can see already how it will make a significant difference at my company. – Amazon 5*An illuminating exploration into the impact of well-structured workshops on team performance and organizational success. It illustrates how embracing the principles underlying exceptional workshops can revolutionize team environments, fostering productivity, engagement, and a pervasive sense of fulfillment. – NetGalleyWhat ...sets this book apart is its deep dive into the root causes of workplace challenges, accompanied by real-world examples and success stories. The author's authenticity and wealth of experience shine through, making the content both engaging and practical. - Amazon 5*Table of ContentsForeword by Alex OsterwalderIntroductionPART 1: IDENTIFYING THE PROBLEMChapter 1: The impact of the problemImpact 1: bad meetingsImpact 2: low engagementImpact 3: lack of purposeWhy are you implementing a workshop culture?Chapter 2: Why workshops are the solutionWhy great workshops lead to great team culturesWhat you are designing for in a workshop culturePART 2: INTRODUCING WORKSHOP CULTUREChapter 3: Understanding workshop cultureThe four foundations of a workshop cultureFoundation 1: workshops are more than a one-off eventFoundation 2: maintain a constant balance between creativity and productivityFoundation 3: make tiny tweaks, not sweeping changesFoundation 4: a workshop culture is designedChapter 4: Leading a workshop cultureCollaboration: a collaboration mindsetFacilitation: there’s something about facilitationStrategic thinking: important, but not urgentDesign mindset: designing for culture changeTurning ideas to actionBehaviour changeIf you can run great workshops, you can implement a workshop culturePART 3: THE FRAMEWORKThe five-pillar framework for high-performing teamsChapter 5: Alignment – seeing the bigger pictureDynamic and fluid teamsThe bigger picture – setting your team’s direction: alignment, clarity and purposeStrategy development – ideas into actionCrystallizing team valuesChapter 6: Cohesion – self-awareness and connectionBalancing the team and individualBuilding self-awareness for team performanceIndividual productivity, team productivityBuilding empathy for team cohesionChapter 7: Communication – meetings and workshopsImpactful meetings use design and facilitationThe responsibility of a meeting facilitatorMake your meetings more workshop-likeFacilitation techniques to improve your meetingsA holistic look at our meetingsChapter 8: Design – designing ways of workingTeam culture as a product in developmentDesigning routines and rituals over ‘team building’Optimizing team productivity – what design can addressDesigning connectionChapter 9: Change – continuous improvementA new approach to changeUnderstanding behaviour changeTools and techniques to initiate and sustain changeBuilding a workshop culture – a blended approach to changeConclusionToolkitWorkshop Culture: A Guide to Building Teams That Thrive (summary)NotesAcknowledgementsAbout the AuthorIndex

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Book Synopsis''This is the book I really needed when I first became a working parent!'' - Kathryn Bishop, CBE Welcome to the world of working parenthood... Wondering how you'll still do your job as well as being a parent? Want to have a conversation about changing your working pattern but not sure how to approach it? Don't really know where to start with creating a return-to-work plan? This how-to guide is designed to help you every step of the way on your journey to becoming a working parent from before you head off on parental leave to while you're away and on your return. Catherine Oliver has not only been there and done that but has supported many thousands who have chosen to take on the dual roles of parent and employee. It will also be invaluable if your partner is taking a longer period of parental leave, or if you're a manager worried about doing or saying the wrong thing. In the past this support has only been available to employees of big corporates: now you're holding it in your hands. Catherine Oliver is a Diversity and Inclusion Advisor who specializes in helping organizations from start-ups to the largest listed companies support working parents and their managers. She became a parent herself during her 20-year corporate career and founded Sky's parenting network. ''An excellent practical guide to working through the many challenges of becoming a working parent.'' Colin Jones, ex-COO, Sky ''As a first-time expectant parent this book was a game-changer.'' Emma McKinley, Mum-to-be & Finance Director, Haleon PLC

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Book SynopsisWhen a working woman becomes a mother, she faces what can seem like an impossible dilemma: how can she continue to excel at work AND be a good mum? In the light of childcare costs, does it even make sense for many women to continue to work at all? Workplaces need women. And most women want to work not just for financial security but for personal fulfilment and because their work can often be a key part of their identity. Working Mother offers simple, practical tools for each stage of this complex but rewarding life change, allowing you to become the coach you need by your side every step of the way.

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Book SynopsisWhat role do material objects play in the in-situ, embodied and spatial circumstances of interaction? How do people organize their embodied conduct with regard to such objects, and how is this consequential in and for their work practices? In this volume, contributors focus on these questions in terms of connections between ongoing courses of interaction within work practices, object materiality and mobility in space, bodily movement and manipulation of objects, and language. The chapters in this book address a broad range of settings and actions (including dressmaking, foreign language teaching, international business meetings and forklift driving) where a variety of objects become relevant.Trade ReviewThis multidisciplinary collection, from respected and experienced researchers, not only extends prior work on social interaction but constitutes a critique of past research that has programmatically ignored the materiality that research subjects use or make relevant in the course of their activity. * Curtis LeBaron, Brigham Young University, USA *Reading this collection may change how you take your shoes back for repair and it will certainly, if you are researching interaction, bring objects to the centre of your attention. Across a stimulating array of settings it charts objects’ place in progressing, spatialising and designing actions, and being the achievement of actions themselves. * Eric Laurier, University of Edinburgh, UK *Nothing shows more vividly than this book how much the study of communication has changed: the production of meaning and the making of the material world are now understood to be intricately intertwined at every moment, and that intertwining has become the focus of rigorous and systematic research. * Jürgen Streeck, The University of Texas at Austin, USA *Through a systematic and detailed examination of objects’ categorical and sequential consequences for actions and interactions, this volume will interest researchers and practitioners in language and social interaction, communication and discourse and related disciplines. -- Zeng Xiaorong and Chen Zeyuan, Jiangxi Agricultural University, China * Discourse Studies 22(3) *Table of ContentsIntroduction. Dennis Day and Johannes Wagner: Objects, Bodies and Work Practice Transcription Conventions Part 1: The Role of Objects for the Progressivity of Action Chapter 1. Maurice Nevile: Objects of Agreement - Placing Pins to Progress Collaborative Activity in Custom Dressmaking Chapter 2. Anne-Sylvie Horlacher: Workplace Asymmetries and Object-Passing in Hair Salons Chapter 3. Chiara M. Monzoni, Basil Sharrack, Markus Reuber: Informing and Demonstrating: Manipulating Objects and Patients’ Participation in Shared-Decision-Making Part 2: Spatial Aspects of Objects in Interaction Chapter 4. Dennis Day and Gitte Rasmussen: Interactional Consequences of Object Possession in Institutional Practices Chapter 5. Elwys De Stefani: Ordering and Serving Coffee in an Italian Café: How Customers Obtain ‘Their’ Coffee Part 3: Objects in the Service of Preparing for a Possible Future Chapter 6. Trine Heinemann and Barbara Fox: Dropping Off or Picking Up?: Professionals’ Use of Objects as a Resource for Determining the Purpose of a Customer Encounter. Chapter 7. Maurice Nevile and Johannes Wagner: Objects in Motion: ‘I’m Just Behind You’ and Other Warnings in Forklift Truck Driving Part 4: Objects as Interactional Accomplishments Chapter 8. Mie Femø Nielsen: Adjusting or Verbalizing Visuals in ICT Mediated Professional Encounters Chapter 9. Spencer Hazel and Kristian Mortensen: Designedly Incomplete Objects as Elicitation Tools in Classroom Interaction Chapter 10. Giolo Fele: Olfactory Objects. Recognizing, Describing, and Assessing Smells During Professional Tasting Sessions Postscript. Aug Nishizaka: Thing and Space

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Book Synopsis'In the current surge of organizational theory research on emotions in organizations, Dirk Lindebaum's book makes a unique and important contribution. He identifies and explores how workers' emotions are being abused as a tool of social repression by our bosses. In bringing together critical theory and theory on emotion regulation, he stimulates us to see through the workings of managerial power and, in the same go, offers ways to resist repressive emotional conditions in the workplace. A remarkable accomplishment that deserves to be read for both its theoretical insights and practical relevance!'- Frank den Hond, Hanken School of Economics, FinlandEmotion is often used by organizations to manipulate and repress workers. However, this repression can have adverse psychological and social consequences for them. This book articulates the pathways through which this repression occurs, and offers emotion regulation as a tool for workers to emancipate themselves from this repression and social control.Bringing together the largely unconnected literatures on critical theory and emotion regulation, this book articulates two pathways to social control currently underexplored in management: one where the social functions of emotion are exploited, and one where discussions about emotion override its social function. The author illustrates the processes through which workers can start to 'see through' the repression, and enlist emotion regulation strategies to emancipate themselves from it. These strategies may work in the short to medium term but, in the long term, workers may eventually change jobs. If staff turnover becomes unsustainable, the organization can seek to change the social structures causing the repression of workers in the first place. Combining fresh theoretical insights with practically informed vignettes, this book will appeal to academics and students across many social science disciplines, including business studies, organization studies, cognitive change, sociology and psychology. Both practising managers and disenchanted workers will also find this an enlightening read.Trade Review'In today's Western industrialized world, emotional regulation is usually taken to be a sine qua non. In this book, however, Lindebaum challenges this assumption, asserting that our emotions are critical for individual achievement and wellbeing and that, rather than seeking to control our emotions, we need to ''act with creativity, spontaneity, and autonomy''. Arguing from a critical management perspective, he makes a convincing case. This is a book that will be of interest not only to researchers, but also to management practitioners and consultants.' --Neal M. Ashkanasy, UQ Business School, The University of Queensland, Australia'This is a passionate book which has grown out of the author's different experiences of organizational injustices and oppressions in which emotions play a major part. . . Emotional labour now stands on par with intellectual and manual labour as an arena of workplace politics, a politics that frequently leaves workers exploited, oppressed and depressed. This book takes the discourse a stage further. Lindebaum not only seeks to redeem emotions from the stifling controls to which they are put, but he also argues that emotional regulation by the workers themselves can act as a defence against organizational injustice and, more ambitiously, as an emancipatory force.' --Organization'Whose business is emotions? Your own? Your workplace's? Your culture's? In this erudite book Dirk Lindebaum steers through this fascinating territory to pinpoint the emotional traps that workers face and, importantly, how they may escape from them. This well-researched book helps us look at emotion with fresh eyes and offers important insights for scholars and students of emotion.' --Stephen Fineman, University of Bath, UKTable of ContentsContents: 1. Introduction 2. Emotion, its function and Emancipation from social control 3. Emancipation from emotional repression through emotion regulation 4. Conclusion Index

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Book SynopsisThis innovative and thought-provoking Research Handbook explores the theoretical debate surrounding work-life balance, and provides a reflection on the opportunity to adopt multilevel research approaches and perspectives, along gender and temporal axes. The Research Handbook is an international overview of current research on work-life balance, considered in macro, meso and micro perspectives. Offering both theoretical reflections and empirical research examples illustrating the multiple strategies through which the different articulations that characterize the work-life intersection can be analysed, this Research Handbook includes analyses of gendered labour, generational assets and technological changes. Contributors provide translation and actualization of specific research practices and methodological choices, focused on different national contexts. The empirical analysis ranges from comparative research based on quantitative methods, to qualitative approaches centered on longitudinal, discursive and narrative perspectives, and mixed-method studies. Further contributions adopt innovative research methods based on the use of digital and visual technologies. This Research Handbook will be an inspiring read for both undergraduate and postgraduate sociology and social policy students. The book is also addressed to researchers, consultants and policy makers interested in work-life balance issues.Trade Review‘This wonderful Research Handbook introduces scholarly debates on work-life balance, provides new theoretical approaches and insights, proposes innovative qualitative and quantitative research methods, and uses longitudinal and cross-national research examples in the analysis of how people define and reconcile family and work relationships.’ -- Hans-Peter Blossfeld, Emeritus of Excellence, TRAc, Otto-Friedrich-Universität Bamberg, Germany‘This excellent collection enriches substantially the work-life balance literature both at the theoretical and empirical level. Focusing on the changing and diversified contexts in which work-life tensions are experienced and balances negotiated across gender and employment relations, the authors shed new light on the different micro and macro dimensions involved, as well as on the importance of a life course perspective. Using a variety of research methods, they look at different kinds of workers and working conditions, highlighting also the ongoing redefinition of the boundaries between (paid) work and other life spheres.’ -- Chiara Saraceno, Collegio Carlo Alberto, Turin, ItalyTable of ContentsContents: 1 Introduction to the Research Handbook on Work–Life Balance 1 Sonia Bertolini and Barbara Poggio PART I THEORETICAL AND METHODOLOGICAL FRAMEWORK 2 Work–life balance and beyond: premises and challenges 8 Anna Carreri, Annalisa Dordoni, and Barbara Poggio 3 Doing research on work–life balance 27 Sonia Bertolini and Rosy Musumeci PART II MULTILEVEL PERSPECTIVES ALONG GENDER AND TEMPORAL AXES 4 Research on work–life balance: a gender structure analysis 50 Emily Hallgren and Barbara J. Risman 5 Work–life balance through the life course 72 Jeanne Ganault and Ariane Pailhé 6 Work-(later) life balance: shifting the temporal frame 90 Anne E. Barrett, Rachel Douglas and Jessica Noblitt PART III COMPARATIVE RESEARCH (APPROACHES AND STUDIES) 7 The household division of labour in Europe: a multilevel perspective 102 Dirk Hofäcker and Simone Braun 8 Subjective work–family conflicts: the challenge of studying self-employed workers 118 Rossella Bozzon and Annalisa Murgia PART IV LONGITUDINAL, DISCURSIVE AND NARRATIVE ANALYSIS 9 Qualitative longitudinal research for studying work–family balance (before and after childbirth) 142 Manuela Naldini 10 Fathers in focus: two discursive analyses on addressing men, work and care 160 Suvi Heikkinen, Marjut Jyrkinen and Emilia Kangas 11 Work–life balance for fathers during paternal leave in Norway: a narrative approach 176 Kristine Warhuus Smeby and Ulla Forseth PART V MIXED AND MULTIMETHOD RESEARCH 12 Beyond the lines: gender, work, and care in the new economy – a view from the U.S. 194 Kathleen Gerson and Mauro Migliavacca 13 The effect of childcare facilities on labour market participation among young adults in Estonia: a mixed-methods study 217 Kadri Täht, Marge Unt and Epp Reiska 14 Flexible work arrangements and diversity through a comparative and multilevel lens 237 Eleni Stavrou and Myrto Anastassiadou PART VI DIGITAL AND VISUAL METHODS 15 The gendered labour of work–life balance: using a new method to understand an enduring dilemma 258 Julia Cook and Dan Woodman 16 ‘My work is full of gossipers so I tried to keep my pregnancy secret’: ‘distant’ netnography as a qualitative method for exploring work–life balance among pregnant and breastfeeding employees 274 Caroline Gatrell 17 The performance of oneself through visuals in interviews: queering the work–life binary 293 Marjan De Coster and Patrizia Zanoni Index

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Book SynopsisThis innovative Handbook explores the complexity of cultural, conceptual and definitional issues surrounding research into organisational culture, outlining the varied frameworks and theories that underpin the field. International contributors present a broad range of qualitative and quantitative research methods that can be used in organisational culture measurement. They explore topics of special contemporary interest, such as high performance cultures, corporate entrepreneurship, organisational culture in nonprofits and safety culture, unpacking the textured relationships between leadership style, organisational culture and organisational outcomes. Highlighting key implications for organisational values and ethical climate, the Handbook provides practical guidance on how to move from culture assessment to action and improvement. Offering a critical outline for measurement approaches and tools, this Handbook is crucial reading for researchers and students of organisation studies, particularly those focusing on culture and leadership of organisations. It also provides practical insights for business consultants and senior management teams, proposing methods and frameworks for developing positive organisational cultures to improve the productivity, performance and quality of businesses.Trade Review‘The Handbook of Research Methods for Organisational Culture provides an excellent balance of breadth and depth with luminary insights from some of the most respected pioneers in organisational culture research.’ -- Chad Hartnell, Georgia State University, USTable of ContentsContents: 1 Introduction to the Handbook of Research Methods for Organisational Culture 1 Cameron Newton PART I CONCEPTUAL ISSUES RELATING TO ORGANISATIONAL CULTURE 2 Organisational culture: definitions, distinctions and functions 5 Penny Williams 3 Leadership and organizational culture 23 Athena Xenikou 4 Fit and congruence with organisational culture: definitions and measurement issues 39 Kamarul Zaman Bin Ahmad 5 Multilevel issues in organizations and culture: a review of theoretical and methodological innovations for the study of national and organizational culture 52 Ronald Fischer, Johannes Karl, Gerard Janse van Rensburg and Maria Cristina Ferreira PART II QUANTITATIVE AND QUALITATIVE APPROACHES 6 Values-based methods for measuring organizational culture: logic, evidence and critique 69 Stefano Calciolari and Anna Prenestini 7 Measuring organizational culture: converging on definitions and approaches to advance the paradigm 92 Jennifer A. Chatman and Andrew Choi 8 Methodological alignment in qualitative research of organisational culture 108 Alireza Javanmardi Kashan and Anna Wiewiora 9 Mixed methods research approaches to measuring organisational culture 126 Roslyn Cameron and Leesa Taylor PART III SPECIAL TOPICS OF ORGANISATIONAL CULTURE MEASUREMENT 10 Culture change: measurement approaches and challenges 139 Julian Randall 11 High-performance cultures: a framework for navigating definition and measurement challenges 155 Adelle J. Bish 12 Measuring culture of innovation: from assessment to action 174 Jay Rao and Shelby Danks 13 Corporate entrepreneurship culture 191 Jenna Campton 14 Measuring and developing an ethical organizational climate 205 Niel J. Christensen, Nathanael J.N. Lee and John B. Bingham 15 Measuring nonprofit organisational culture: key issues and insights 230 Ruth Knight 16 Leadership capabilities: the influence of organizational purpose and culture in the nonprofit sector 244 Adelle J. Bish, Karen Becker and Bernd Irmer 17 Deciphering “bad” organizational cultures 260 Sonja A. Sackmann 18 Measuring organizational culture in Christian churches 275 Angela J. Ward 19 Rolling up our sleeves and pulling up our socks: a critical review of safety culture definitions and measures, and innovative ways to move the field forward 291 Tristan W. Casey, Xiaowen Hu, Chantelle Reid, Phuong Anh Tran and Frank W. Guldenmund Index 312

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Book SynopsisIs work taking over your life? Is your life interfering with your success at work? Work-life balance is ever-evolving and can be hard to find and maintain, especially as your career develops and circumstances change. Get A Life! is a highly practical handbook to help you do just that. Written by experienced coach, counsellor and wellbeing consultant Rick Hughes, this book covers everything from assessing your own needs, delegation and workload management and the myths of perfectionism, to managing and investing in relationships at work and at home, considering professional and personal development, and creativity and self-worth. With a wealth of advice, case studies and useful action plans founded in over 25 years of real-world experience, Get A Life! will help you find the balance that works for you, now.Trade Review"Rick Hughes' years of experience as a psychological counsellor have given him deep insights into what matters to people and what makes for a fulfilling life, both at work and home. This book provides us with access to these insights in an easily digestible and relatable way. He emphasizes the importance of good relationships and communication and provides multiple case studies based in his experience. I can highly recommend this as a read that will help you reflect and put into practice some simple things that will improve your work-life harmony." * David Roomes, Chief Medical Officer, Rolls-Royce *"As a workplace wellbeing practitioner this is a fantastic book to help guide thinking and practical tools to manage workplace pressures. As an employee this has tips and ideas to enable us all to develop skills to perform at our best both at home and at work and better navigate the ever-complex world of work. A superb book for individuals and organisations alike." * Dr Judith Grant, Director of Health & Wellbeing, MACE group *"I'm delighted to fully endorse this well written book on a very important topic - our work life balance. Rick Hughes has expertly accessed this topic with humour, insight and useful calls to action. His case studies provide the reader with a rich seam of experience which magnifies and illustrates the key messages of the book. If the reader is looking for a book which is highly practical, superbly written and reaches the part that others can't reach, then search no further!" * Andrew Kinder, Professional Head of Mental Health Services, Optima Health *"It is great to see a publication that explores such an interesting and engaging topic as work-life balance - one might even call it 'brave' as this area is so personal and diverse, with a variety of meanings depending on where we are in our life. I think the content is well structured, engaging and practical and so I think all readers will benefit from this book." * Dr Shaun Davis, Global Director Compliance & Sustainability, Royal Mail Group - Honorary Assistant Professor, University of Nottingham *Table of Contents Chapter - 00: Introduction; Chapter - 01: Personal development; Chapter - 02: People; Chapter - 03: Professional issues; Chapter - 04: Productivity and performance; Chapter - 05: Psychological and physical wellbeing; Chapter - 06: Practical factors; Chapter - 07: Pulling it all together; Chapter - 08: Appendix; Chapter - 09: Index

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Book SynopsisVolume 37 of Research in Personnel and Human Resources Management contains six original scholarly monographs written by thought leaders in the field of human resources management. This volume focuses on human resources branding, innovation and creativity in human resources management, high involvement work systems, work home boundary permeability, the emerging concept of grit in human resources management, and data visualization issues in human resources management.Trade ReviewThis volume brings together six essays discussing research on personnel and human resources management. Business and management researchers from the US, Europe, New Zealand, and Asia address the theory and practice of high-involvement work processes and systems; the roles of grit in human resources theory and research; data visualizations in human resource management; organizational influences on work-home boundary permeability; third-party employment branding and its signaling dimensions, mechanisms, and sources; and creativity and innovation research from the perspective of the strategic human resource management lens. -- Annotation ©2019 * (protoview.com) *Table of ContentsHIGH-INVOLVEMENT WORK PROCESSES AND SYSTEMS: A REVIEW OF THEORY, DISTRIBUTION, OUTCOMES AND TENSIONS; Peter Boxall, Meng-Long Huo, Keith Macky and Jonathan Winterton THE ROLES OF GRIT IN HUMAN RESOURCES THEORY AND RESEARCH; Samantha L. Jordan, Andreas Wihler, Wayne A. Hochwarter and Gerald R. Ferris DATA VISUALIZATIONS AND HUMAN RESOURCE MANAGEMENT: THE STATE OF SCIENCE AND PRACTICE; David E. Caughlin and Talya N. Bauer ORGANIZATIONAL INFLUENCES ON WORK-HOME BOUNDARY PERMEABILITY: A MULTIDIMENSIONAL PERSPECTIVE; Johnna Capitano, Kristie L. McAlpine and Jeffrey H. Greenhaus THIRD PARTY EMPLOYMENT BRANDING: WHAT ARE ITS SIGNALING DIMENSIONS, MECHANISMS, AND SOURCES?; Brian R. Dineen, Greet Van Hoye, Filip Lievens and Lindsay Mechem Rosokha REVIEWING CREATIVITY AND INNOVATION RESERACH THROUGH THE STRATEGIC HRM LENS; Saba S. Colakoglu, Niclas Erhardt, Stephanie Pougnet and Carlos Martin-Rios

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