Though creativity is considered an asset in the modern business world, it is currently not being promoted in educational programs. Developing, supporting, and sustaining creativity in individuals will shape the future of business and enrich the incoming workforce. Creativity in Workforce Development and Innovation: Emerging Research and Opportunities presents the latest scholarly research on the importance of creativity in this era of growing complexity and rapid change. Including relevant research on development and sustainability of creativity within businesses, this unique source provides coverage in areas such as teacher preparation, global workforce, and cognitive studies. This book is an important resource for educators, professionals, and students seeking current research on the best options for promoting creativity in education and the modern workforce.

Working for pay is a common experience throughout North America for youth, with up to 80 percent of high school students working for at least a short duration of time through the course of a year. Once adolescents enter the labor market, they usually continue working, though they change jobs frequently through to their early 20s. Most working youth are employed during both the school year and the summer. Adolescents and young adults are exposed to a variety of workplace risks and hazards that include operating dangerous tools, machinery, and vehicles; handling cash in situations prone to robbery; and working with supervisors and co-workers whose own 'safe work practices' are suspect. Proper orientation and training is sometimes minimal; supervision can be limited and of questionable quality. Given that over the past fifty years the proportion of adolescents entering the workforce has increased six-fold for both males and females, and that the number of working youth is expected to continue increasing due to globalization and diffusion of new technologies, there is definite cause for concern. Why the large discrepancy between young people and adults when it comes to workplace injury? Why are our future workers being injured at all? Youth willingly enter work settings expecting to be guided and protected, yet many are exposed to work environments and safety cultures leading to quite different outcomes. Some answers may lie in better understanding the young worker experience or in the similarities and differences between the young worker and adult worker experience. We only know that a simplistic, rote answer will not suffice, especially when young people continue to be injured, some fatally, on the job. In an effort to begin answering some of these questions, we have developed this two part book. Part I is designed to provide the reader with an overview of what we know about young workers and some of the factors that may influence their ability to stay safe at work. The literature draws attention to areas ranging from the Nature of the Workplace, to Risk Perception, and finally to Management and System Support. Where appropriate, the findings from the Young Worker Young Supervisor (YWYS) project are brought into the existing literature on young worker health and safety. Part I sets the tone for Part II of the monograph by giving the reader an idea of what young workers find themselves facing when they enter the world of work, from characteristics of the workplace to unique conditions and relationships of young workers. To further illuminate the issues and situations youth face in the workplace, Part II presents a series of vignettes that were drawn from real life situations observed through the course of the YWYS project. The vignettes are brief, evocative descriptions, accounts, or episodes representing the types of experiences common to young workers. These vignettes are based on the case studies and interviews conducted during the course of the YWYS project. The circumstances presented in the vignettes reflect the conditions under which many young workers find themselves. As farfetched as some of the managers' and young workers' behavior may seem in the vignettes, the events are fictionalized versions of real workplace occurrences. Each vignette is followed by one or more 'scenario(s)', each presenting an open-ended problem taken from real life and faced by young workers. Each scenario ends with a series of questions intended to encourage the reader towards further discussion.

A first-of-its-kind, science-backed toolkit takes a holistic approach to burnout prevention by helping individuals, teams, and leaders build resilience and thrive at work. Burnout has become one of the most talked about workplace topics, and its impact is far-reaching. The 24/7 pace of work, constant demands, and scant resources can easily put busy professionals on a path to burnout, a cycle that has only accelerated during the COVID-19 pandemic. Burnout affects the health and well-being of the entire organization, yet most attempts to help focus on quick-fix strategies aimed at individuals. Something is missing. In Beating Burnout at Work: Why Teams Hold the Secret to Well-Being and Resilience, Paula Davis, founder of the Stress & Resilience Institute, provides a new framework to help organizations prevent employee burnout. Davis's research-driven, fast-reading, and actionable book is the first of its kind to explore a new solution to the burnout problem at work: a comprehensive approach focused on building the resilience of teams of all sizes. Davis argues that teams, and their leaders, are uniquely positioned to create the type of cultures that are needed to prevent burnout. In Beating Burnout at Work, Davis shares stories from her work coaching, teaching, and training leaders and teams of all sizes, and she explores:How she navigated her own burnout as a lawyer, and how that led her to study burnout and launch a business with the aim of helping organizations and their employees become more resilient; How teams and leaders can utilize simple, science-backed strategies to create cultures that promote resilience and well-being and reduce burnout; How the Mayo Clinic, one of the most renowned medical centers in the world, has developed a powerful model to reduce burnout in its organization; How organizations dealing with high-stress challenges, including the US Army, work to increase resilience in a systemic way; andHow the German company trivago is piloting a new approach to work amid COVID-19 in order to increase team connection and resilience.Solving the burnout puzzle requires a systemic approach. In Beating Burnout at Work, Davis offers an actionable method to help leaders create cultures of well-being and resilience in their organizations.

Against the all-too-familiar backdrop of corporate scandal and greed, Charles Watson provides what he calls a blueprint to help working men and women, from the tops of organizations to the bottoms, step forward and help restore and defend the integrity of business. Step by step, he outlines fifteen fundamental commandments of honest business-from put people first to be your own person-common-sensical approaches to making decisions, solving problems, and taking action in ways that deliver results without compromising on principles. Using dozens of compelling examples, from companies large and small, Watson demonstrates how honesty, integrity, and trust are at the root of such essential business concepts as creativity and innovation, risk taking, collaboration, attracting and retaining talented people, and anticipating and exceeding customer expectations. He also tackles such complex issues as how to prevent an ethical ego from becoming arrogant and how to stand your ground when faced with unethical competition, resistance from above or below, or the temptation to take the path of least resistance. Ultimately, he provides practical, not abstract or theoretical, recommendations for developing individuals and organizations that encourage authentic relationships, act in ways that society admires, and have the boldness to initiate action with conviction. Watson also tackles such complex issues as how to prevent an ethical ego from becoming arrogant and how to stand your ground when faced with unethical competition, resistance from above or below, or the temptation to take the path of least resistance. He reminds us that integrity is derived from the Latin integritas-oneness, a consistency of purpose, word, and deed. Applying this principle, he provides practical, not abstract or theoretical, recommendations for developing individuals and organizations that encourage authentic relationships, celebrate positive achievements, act in ways that society admires, and have the boldness to initiate action with conviction. Ultimately, Watson demonstrates that with courage and humility you can, indeed, do well by doing good-not only at work, but in all aspects of your life.

This fascinating work presents biographical essays about women from the colonial period to modern times, chronicling the previously untold story of the female financial experience in the United States. Petticoats and Pinstripes: Portraits of Women in Wall Street's History provides a fascinating chronological account of the contributions of women on Wall Street through profiles of selected individuals that set their achievements in the context of the prevailing times. The book documents how women frequently assumed financial roles as a temporary palliative to the nation's ills, only to be cast aside once conditions improved, and how they were often restrained from financial endeavors by various factors, including American legal, political, economic, and cultural norms. Author Sheri J. Caplan describes the accomplishments of women in the financial world against the backdrop of the general advancement of women's rights and the evolution of gender-based roles in society, and identifies the primary factors in the development of a greater female role in finance: wartime urgency, personal necessity, technological change, and financial education. Explores the female financial experience in the United States from the colonial period to modern times Presents the history of women on Wall Street by placing personalities in the context of both Wall Street's development and prevailing political and cultural times Identifies common themes and issues confronted by women in finance Provides two quick-reference appendices, one describing the significance of particular women and a second that provides a chronology of milestones

If you want to learn about how leadership and culture jointly influence creativity in organizations and societies, this book provides you with the insight you are looking for. The contributors are scholars from diverse backgrounds - engineering, business management, sociology and communication. A common theme resonating in all the nine chapters of the book is the benefits of collaborative leadership in management. The authors have presented and applied concepts such as "value innovation," "creative intelligence," "creative leadership," and "disciplined creativity" to describe skills that leaders need to be able to facilitate organizational and societal development. Each chapter provides new models and perspectives on culture and creativity that add novel dimensions to the existing literature on the topic. The book is therefore a recommended reading for policy makers, managers, educators, researchers and expatriates who are either seeking new insights into the subject of creativity or are in search of suggestions on how to improve creativity at individual and collective levels of organizations and societies. _________________________________________________________________________ About the Editors John Kuada is Grundfos professor in International Business and Intercultural Management at the Department of Business Studies, Aalborg University, Denmark. In addition to teaching and research, Professor Kuada has an extensive experience as a business consultant and training advisor in areas of management, marketing and cross-border inter-firm relations in Europe and Africa. He is the founder and current editor of African Journal of Economic and Management Studies. Olav Jull Sorensen is a professor of International Business at the Centre of International Business, Department of Business Studies, Aalborg University, Denmark. He initiated the establishment of the centre in 1984, including an MSc programme in International Business. Professor Sorensen's major research interests include the internationalization process of companies, global industrial dynamics and global value chain, as well as government-business relations.

Empathy, diversity, inclusion, and soft skills are key building blocks of an innovative workforce challenged to respond to the ever growing needs of the COVID-19 -era. Organizations that value Diversity & Inclusion are looking for ways to manage the shift of workers and skills from the traditional based manufacturing concept to the 21st century vision incorporating new technology and tools. Creativity and innovation grows from the skills that differentiate humans, emphasizing a diverse workforce. This project looks at next steps, using diversity and inclusion in an efficient manner, discovering and training new skill sets, and building sustainability into the creative process. This book offers both academic and practitioner the highlights of best practices of successful companies in the 'New Normal' conditions caused by the worldwide pandemic. The focus is practical, applied and interdisciplinary. This book provides professionals who want to improve their understanding of innovation relevant research to help organizations navigate the changing competitive global environment. It also is ideal for professors, librarians, researchers, scholars, practitioners, senior executives, leaders and managers, and HR professionals.

Virtual work, which was steadily on the rise even before the pandemic, is explored in this timely book that describes the impact of technology on our work experiences, ranging from the individual psychological level to the broad societal implications. Widespread remote work is now possible, but it comes with its share of frustrations. Virtual work has changed our lives in ways big and small, from trying to balance our time to what we wear and where we sit and from how we communicate to where we should look during a videoconference. It's also fundamentally changed what kinds of jobs we can now do. Grounded in research and including lively personal anecdotes, The 10-Second Commute provides a thoughtful and comprehensive scan of the nature of virtual work. The authors, both researchers in management and technology, explore the current questions of our virtual lives, such as: Why Zoom instead of Skype? Why are emojis so useful? Why is videoconferencing so exhausting? How does diversity at work both help and hinder productivity? Virtual work is more than just work-it permeates our whole lives, and it will continue to do so as hybrid work arrangements become the new normal. Helping readers better understand the virtual work experience, this book will engage and inform everyone who is still trying to make it work. Discusses the conflicting roles of work and home lives that can create challenges when working from home Provides commentary on the big changes in our society based on virtual work, such as the gig economy and the rise and fall of new innovations in technology Includes interviews with relevant experts on all facets of remote work, including architecture, programming, fashion, telemedicine, law, education, tech entrepreneurship, online recruiting, and leading virtual teams Discusses how colleagues form and maintain working relationships online Explores the pain points of videoconferencing, such as Zoom fatigue, virtual background and clothing choices, visual gaze, language and emotion online, and the complications of the self-view Identifies trends with respect to choosing space to work in, whether at the kitchen table, a coffee shop, or a dedicated remote workspace

Hey, manager: please shut up already Too many new managers, often promoted from the best of the front-line workers, lack the basic ability to interact effectively-speaking when they should be listening, and listening... well, not much. And when it comes to more advanced skills like improving worker performance, maximizing productivity, handling customers, and driving real success with their products, all bets are off. With no real background or training in management skills, today's managers-even with experience-too often struggle to engage with their teams, maximize performance, and achieve great results.

Here's the newer manager's greatest ally: a quick-start guide that rapidly and accessibly covers the essential skills that good managers need to lead their teams effectively. Building on the simplest possible foundation-"Shut Up and Listen "-this guide collects over 250 hints, tips, and tricks developed by an experienced manager and leader over more than a quarter century of technical management. Take your management career from zero to sixty-or discover how to lead your team to the next level-with one quick and easy read.

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"An important and significant contribution. . . . A study of the social construction of gender and how culture and agency influence the meaning of work . . ., vivid and compelling."
--"American Journal of Sociology"

When most people think of prisons, they imagine chaos, violence, and fundamentally, an atmosphere of overwhelming brute masculinity. But real prisons rarely fit the "Big House" stereotype of popular film and literature. One fifth of all correctional officers are women, and the rate at which women are imprisoned is growing faster than that of men. Yet, despite increasing numbers of women prisoners and officers, ideas about prison life and prison work are sill dominated by an exaggerated image of men's prisons where inmates supposedly struggle for physical dominance.

In a rare comparative analysis of men's and women's prisons, Dana Britton identifies the factors that influence the gendering of the American workplace, a process that often leaves women in lower-paying jobs with less prestige and responsibility.

In interviews with dozens of male and female officers in five prisons, Britton explains how gender shapes their day-to-day work experiences. Combining criminology, penology, and feminist theory, she offers a radical new argument for the persistence of gender inequality in prisons and other organizations. At Work in the Iron Cage demonstrates the importance of the prison as a site of gender relations as well as social control.

Dramatically improve workplace relationships simply by learning your coworkers’ language of appreciation.

This book will give you the tools to create a more positive workplace, increase employee engagement, and reduce staff turnover. How? By teaching you to effectively communicate authentic appreciation and encouragement to employees, co-workers, and leaders. Most relational problems in organizations flow from this question: do people feel appreciated? This book will help you answer “Yes!”

A bestseller—having sold over 600,000 copies and translated into 24 languages—this book has proven to be effective and valuable in diverse settings. Its principles about human behavior have helped businesses, non-profits, hospitals, schools, government agencies, and organizations with remote workers.

From the creator of the Dear Businesslady column comes a fresh, proactive book with advice for women entering the workforce as well as those looking to move up the ladder. Everyone deals with some nonsense early in their career-whether it's accepting a less-than-ideal position just to get a foot in the door, or having a manager who sleeps with his smartphone under his pillow and expects his staff to do the same. But how do young professionals know if the choices they're making are moving them closer to their ultimate career goals? How do they know the answer when they ask themselves, "Is This Working?" Courtney Guerra, a.k.a. The Businesslady, knows how to set you on the path where you belong. In a fun-to-read Q&A format, this book focuses on situations young people are likely to encounter in the workplace, along with a set of strategies you can use to get through them. In her signature tone that has gained her hundreds of thousands of readers, Guerra discusses topics relevant to young professionals, like how to make the jump from "just a job" to a career in line with what you went to school for, and how to stay productive when working from home at an apartment filled with distractions. No matter what the scenario, The Businesslady has the answer to get you on the path to long-term career success.

Due to more individuals retiring at a later age, today's workforce consists of five generations of workers with various educational backgrounds, ages, experience levels, and skills. Managers and business owners are now faced with the challenge of providing a work space that encourages the new ideals of millennials while also balancing the needs and desires of older employees. As such, new methods and strategies of working and managing efficiency in the workplace need to be explored. Five Generations and Only One Workforce: How Successful Businesses Are Managing a Multigenerational Workforce examines pivotal issues surrounding generational differences and management in the workplace including challenges in employee engagement, project management, and training. Highlighting a range of topics such as generation gap, workforce diversity, and senior workers, this publication is an ideal reference source for business practitioners, managers, executives, professionals, human resources managers, and researchers who are seeking more information on managing a multigenerational workforce.

Take an innovative approach to a climate of change within your workplace or organization with this guidebook on diversity and inclusion.

Author Maura G. Robinson, an authority on diversity and inclusion, has been helping companies create systemic process of change for more than twenty years. In "the Inclusion Revolution Is Now," she explores as you can

create an environment of inclusion where all employees are accountable for their behaviors, and able to work together to accomplish the organizational goals.

recognize that civil diversity impedes systemic processes of change to occur. So diversity is viewed as an initiative or a program with no sustainability at the organizational level.

ensure employees willingly practice inclusion regardless of personal beliefs.

While there is still racism, prejudice, sexism, and other exclusionist attitudes among people in the workplace, organizational leaders have the power and responsibility to mandate a climate of inclusion. Supporting diversity and inclusion is also a prerequisite for capitalizing on the ideas that diverse people can bring to your organization.

Most diversity practices used by organizations do not actually promote inclusion, and exclusion continues to exist. There's a better way to achieve inclusion, and it starts with "the Inclusion Revolution is Now."