Search results for ""Author Payal Kumar""

Since 2013, company boards in India have been legally required to have at least one female director. However, gender diversity in boardrooms across India remains below the global average, and a number of the women who do serve on boards were appointed largely because they are related to a founder or owner of a company. Since India is recognised as one of the world’s fastest growing emerging economies, it is important to study in detail why gender diversity at board level remains so low. Is this a result of workplace bias, a pipeline issue, or due to other reasons? Gender Equity in the Boardroom: The Case of India offers just this sorely needed study. Drawing upon interviews with board members and executives of both public and private companies, as well as with aspiring female leaders who are currently at mid-management level, and supplementing this with the authors’ own survey of the make-up of 305 Fortune India 500 companies, this book offers incisive insights into questions about board-level gender representation across industries. Offering both rigorous research and analysis as well as suggestions for practical policy changes, this book is essential reading for HRM and leadership scholars, and is also of keen interest to policymakers throughout the world.

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Research on gender and leadership has historically been dominated by the Global North, where there tend to be more woman leaders than in the Global South. However, scholars are increasingly questioning the generalizability of the results of such research, while at the same time highlighting the importance of contextualizing leadership studies within distinct socio-cultural frameworks. Understanding the contextual differences at play, Gender Equity in Hospitality: The Case of India showcases the barriers, both systemic and individual, to woman leadership in the hospitality sector in India, including cultural discouragement, training, and development gaps as well as commonly held prejudices. On the other hand, Dr Payal Kumar also details HR policies, such as flexi-timing, that have successfully benefitted women in hospitality, and which have the potential to serve as future models for implementing systemic change. Providing important insights for critical management scholars and educators around the world, Gender Equity in Hospitality: The Case of India offers an ideal case study for examining the barriers to woman leadership in India. For leaders across the sector, this monograph provides private industry and public policy recommendations for transforming the country into a top global hospitality destination.

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The Global North and Global South are in different stages of the journeys towards a sustainable future. The Global North is focusing on cutting carbon emissions and discussing “de-growth”, whilst large parts of the Global South are still struggling to move out of poverty, increasing their carbon emissions in many places. This division must be addressed through education, understanding the division and providing possible solutions. Higher Education Institutions (HEI) should take on a leadership role in shaping young minds through education and research to foster an enhanced perception of the variances in sustainability approaches of the Global North and Global South. Presenting chapters from an international set of contributors, this collection provides practical insights that inform practice, focusing on two themes: the design of HEI curricula; and a specific focus on Global North and Global South divide in addressing social and political differences, and the role that HEIs can play in addressing the divide. Higher Education for the Sustainable Development Goals is a must read for policymakers and researchers, learners, and management teams at HEIs.

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Evidence suggests that research on mentorship has been dominated by the West, and little is known about the cultural variations of the mentoring phenomenon. While some research has begun in emerging economies such as China and India, there is obviously a need for more research in different country contexts on the practice of mentoring, as well as its antecedents, intervening variables and expected outcomes in order to move the field forward. There is a need to identify the core theories and methodologies of mentorship which can be utilized to examine the Asian cultural context and the nuances of its management practices. This book aims to provide a deeper understanding of the contextual interpretation of mentoring by focusing on the Asian experience in countries such as China, India, Korea, Taiwan, Japan and Bangladesh. Shining a light on the importance of cross-cultural awareness and demographic dynamics when applied to talent management, it questions the positivist trend of decontextualizing HRM from the social-historical context of the workplace. It will provide business leaders and scholars with a critical understanding of what makes development, training and competency initiatives thrive in particular cultural contexts under the influence of larger historical and social structures. Heeding the call for mentoring relationships to be studied across cultures, this book on mentoring experiences in Asia is the need of the hour.

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Industrial Revolution 4.0 is upon us, with disruptive technology rapidly changing our personal and professional lives. In this climate it is not clear how organization reorganization will take place and there is haziness over the strategic HRM required to attract, develop, and retain talent. This book shines a light on the rapidly changing work landscape by bringing together international expert contributors, who address issues such as the long-term effects of artificial intelligence and block chain technologies on the firm and on human resources, and deliberate on the effects Industrial Revolution 4.0 is likely to have on both emerging economies and developed countries. A number of fundamental questions are asked: Will HR managers perceive IT as a supporting adjunct or a core operational department? Will man and machine co-exist, or will artificial intelligence have more ominous implications for humanity, as predicted by Stephen Hawking? In other words, is HRM 4.0 an opportunity, a transient phase, or an impending threat? Human and Technological Resource Management is a must read for students and scholars of HRM, as well as anyone interested in the future of technology in the workplace

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Covid 19 was a black swan event which led to working from home emerging as the new normal at a global level. As HRM scholars we aim to understand this phenomenon from both an employee and employer perspective, while drawing on the UN’s sustainable development goals (SDGs) which aspire for a fairer and more inclusive world for people and the planet. At the individual level of analysis there are chapters on conflicts between work and home life, differing levels of motivation, workplace loneliness and the work preferences of introverts and extraverts. At the organizational level questions are raised about the effects on profitability, organizational resilience, and the ability of organizations to remain innovative. How can employees be managed in terms of mentoring, role modelling and how can they be monitored for purposes of appraisal reviews? Chapters include the romanticization of WFH, a case study of shared leadership in Vienna and WFH amongst start-ups in India. In this edited book, researchers from the Global North and the Global south answer these questions, while making a seminal contribution to the field of HRM from a work from home perspective. This is an essential read not just for scholars and students of management, but also for those from the domains of psychology and sociology, and also for policy makers. This book has long-term relevance given that recent polls indicate that as a fallout of Covid-19, many employees the world over are showing a preference for a hybrid model of work – partially at the brick-and-mortar office and partially from home.

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Addressing the topic of emotions in the classroom is largely done by education and psychology scholars, not those in management fields. Occupying this gap, the chapter authors emphasize self-awareness and management of emotions to strengthen student engagement, well-being and performance in complex and ambiguous societal and economic VUCA environments. Honing Self-Awareness of Faculty and Future Business Leaders prepares 21st century managers and teachers in business schools and other higher education institutions – not only be able to deal with emotions that arise in the classroom, but to emanate heightened emotional intelligence themselves – aiding personal and interpersonal development and forming the foundation of leader self-awareness.

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A Primer on Critical Thinking and Business Ethics: Recent Conceptualizations of Critical Thinking (Volume 1) encapsulates new developments in Critical Thinking skills for MBA students, in the form of a broad-based cross disciplinary primer in business management, with a special focus on business ethics. Each volume encourages critical thinking as a higher order type of thinking that can be taught, leading to a life of rationality, ethics and empathy, which is urgently required of leaders in a global environment where fraud and corruption are rife. Volume 1 explores a working definition of Critical Thinking for this Book; gives the domain, scope and paradigms of Critical Thinking; presents key theories, traditions, schools, models and strategies of Critical Thinking; outlines systems thinking through the lens of Critical Thinking; and, details Critical Thinking for Understanding Basic Fallibility & Falsifiability of Human Thinking. It is essential reading for all MBA students, as well as for researchers and practitioners.

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