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.

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."

A new, updated and expanded edition of this New York Times bestseller on how to reconstruct your life so it's not all about work

Forget the old concept of retirement and the rest of the deferred-life plan - there is no need to wait and every reason not to, especially in unpredictable economic times. Whether your dream is escaping the rat race, experiencing high-end world travel, earning a monthly five-figure income with zero management, or just living more and working less, this book is the blueprint.

This step-by step guide to luxury lifestyle design teaches:

* How Tim went from $40,000 dollars per year and 80 hours per week to $40,000 per MONTH and 4 hours per week
* How to outsource your life to overseas virtual assistants for $5 per hour and do whatever you want
* How blue-chip escape artists travel the world without quitting their jobs
* How to eliminate 50% of your work in 48 hours using the principles of a forgotten Italian economist
* How to trade a long-haul career for short work bursts and frequent 'mini-retirements'.

This new updated and expanded edition includes:

More than 50 practical tips and case studies from readers (including families) who have doubled their income, overcome common sticking points, and reinvented themselves using the original book as a starting point
* Real-world templates you can copy for eliminating email, negotiating with bosses and clients, or getting a private chef for less than £5 a meal
* How lifestyle design principles can be suited to unpredictable economic times
* The latest tools and tricks, as well as high-tech shortcuts, for living like a diplomat or millionaire without being either.

In the new remote-first and hybrid workplace, many organizations are struggling to catch up with new tooling and ways of working. Many are discovering for the first time that the physical office was covering up poorly defined teams and poorly defined areas of focus, threatening their DevOps transformation efforts and the overall health and success of their business. Matthew Skelton and Manuel Pais, coauthors of the highly successful Team Topologies, provide proven patterns for a successful remote-first approach to teams. Using simple tools for dependency tracking and patterns from Team Topologies, such as the Team API, organizations will find that well-defined team interactions are key to effective IT delivery in the remote-first world. This workbook explores several aspects of team-first remote work, including: How the new "remote-first" world is highlighting existing poor team interactions within organizations. Why organizations should use the Team API pattern to define and communicate the focus of teams. How organizations can track and remove team-level dependencies. How and why organizations should design inter-team communications consciously. How and why organizations can use the three team interaction modes from Team Topologies (collaboration, x-as-a-service, and facilitating) to help. The ideas and patterns presented here will help your organization become more effective with a team-based, remote-first approach to building and running software systems.

Transform your career or your business with these simple tips and tricks to make virtual working easier than ever before – office no longer required.

The remote work revolution is here. Even before COVID-19 created the largest remote work experiment in history, the business world was already gravitating toward virtual workplaces. Suddenly organizations as big as Twitter are learning that their employees don’t need an office in order to get great results. How to Thrive in the Virtual Workplace shows how to stay productive, feel like part of a team and make the most of remote working.

Robert Glazer shares the principles, tactics and tools his company has developed in more than a decade of successfully working as a joined-up but 100 per cent remote workforce, as well as interviewing other leaders in the sector about what works for them. As founder and CEO of Acceleration Partners, an organization with 170 employees who all work from home, Glazer has been recognized with dozens of awards for its industry performance and company culture. Here, he shares a step-by-step guide to building a culture of flexibility and trust, hiring and communicating effectively – both internally and externally – as a successful remote business.

'The Editors have produced a tour de force on Middle Eastern human resource management (HRM). They brought together a vast array of regional and global experts to capture all that is worth knowing. The book has an innovative contextual-country-thematic structure. It sets the scene by laying out the cultural and societal issues that shape HRM in the Middle East. There is detailed and comparative coverage of eight of the major economies, followed by a superb set of discussions of thematic issues that range from localisation to expatriation, from public sector management to privatisation, and from employee relations to talent management.' - Paul Sparrow, Lancaster University Management School, UK The Handbook of Human Resource Management in the Middle-East provides evidence-based information regarding the dynamics of HRM in this important region. The book is organized into three parts: contextual and functional issues such as societal and cultural perspectives, performance management and talent management; country specific HRM covering the GCC, Levant and North African nations; and emerging themes such as HR issues related to domestic workers, labour localisation, expatriate management, corporate social responsibility, wasta, foreign and public sector firms. This systematic analysis highlights the main forces determining HRM systems in the region. Its 23 chapters move from a general overview of HRM in the Middle-East to a research-based presentation and discussion on the current status, role and strategic importance of the HR function in a wide-range of settings, before highlighting emerging themes in HRM models and discussing future challenges for research, policy and practice. The Handbook of Human Resource Management is invaluable reading for academics and students alike, especially those interested in international and comparative human resource management. Practitioners with interest in the Middle East will appreciate its up-to-date analysis and contextualisation of HRM issues. Contributors include: F. Afiouni, K. Al-Ajmi, R. Al Amri, F.B. AL-Husan, M. Al-Jahwari, R.E. Bateman, P.S. Budhwar, N. Cornelius, B. Covarrubias Venegas, A. El Dirani, G. El-Kot, A. Elamin, A. Giangreco, A.J. Glaister, C. Guermat, E.C. Harrison, W. Harry, A. Haslberger, A. Hassi, M. Hirekhan, D. Jamali, R. Mahmoudi, K. Mellahi, D.R. Murtada, S. Nakhle, P. Namazie, Y.A. Nasief, A.M. Pahlavnejad, E. Pezet, S. Raheem, B. Ramdani, S. Sayce, S. Singh, D.P. Spicer, M. Ta Amnha, H.A. Tlaiss, O. Tregaskis, J. Vakkayil, M.F. Waxin

A Conscious Person's Guide to the Workplace is a unique compendium that incorporates a wide range of insights and high-leverage principles about the nature of work, organizations, leadership and change. Distilled from over four decades of workplace experience, it effectively integrates concepts and maxims from the fields of: business management, organizational development, anthropology, biological science, cosmology, psychology, quantum physics, sociology, human consciousness, and various schools of spiritual practice.

The Guide is a practical and powerful resource for creating workplaces that evoke and engage the human spirit in pursuit of a world that works for all. The concepts and principles have been field tested and proven to work, in some cases over millennia. During the last two decades, the author and his colleagues successfully used them to create an enterprise that was nationally recognized for its culture, innovation and effectiveness.

Using this remarkable resource to transform a workplace is relatively simple, but challenging: Hold the concepts and principles as compass and guide, then deal openly and forthrightly with whatever arises. Through this process, workplaces become enterprises where people "show up" to co-create the kind of experiences, organizations and world that are right, good, and desirable.

Employment relations derives from the fields of industrial and labour relations, the latter of which have both been deemed demeaning to human beings as workers/employees.

South African labour relations history is also regarded as having been degrading to workers, specifically migrant, black and unskilled labours. After decades of research, psychologists and sociologists have been able to show employers, managers and supervisors the importance of understanding human behaviour in fostering a workplace characterised by high job satisfaction, employee commitment and engagement. Employment relations in South Africa: a psychological perspective explores the ramifications of the past while promoting collaboration between employment relations and psychology toward more productive and harmonious employment relationships.

Employment relations in South Africa: a psychological perspective considers questions such as the following:

• What is the link between psychology and employment relations?
• Is psychology important to the field of employment relations?
• Why were industrial psychologist contributions previously neglected by trade unions?
• Why did psychologists and sociologists contribute less to industrial/labour relations in the past?

Employment relations in South Africa: a psychological perspective is aimed at undergraduate and postgraduate students, and will also serve as a valuable resource to human resource practitioners, psychologists, industrial psychologists, shop stewards, trade union officials, labour or employment relations consultants, and managers.

What would it require for our businesses to build and sustain a unique competitive advantage based on the value-add of our team members? From both personal and corporate experience gained over the last twenty-five years, Wil Davis has come to the conclusion that businesses need to reinvent themselves around value systems that work for both the individuals in the company and the company itself. Only by successfully engaging the whole persons with whom we work can we find the collective wisdom to build sustained commercial success. This book chronicles the merits and benefits of creating a corporate culture that breeds personal excellence for our team members, which is the solid foundation for organizational excellence and lasting success. What they are saying "Warning: This book is dangerous to those whose self-image depends on executive perks or a reputation for knowing how to say 'you're fired.' If you are not careful, you will find your management assumptions, your psyche, and your self-image undermined by the hard-nosed logic and corporate success of a 'preacher's kid' who is not afraid to preach a gospel of empowering others to maximize your bottom line." Steve Bell Professor of Telecommunications Ball State University Former news anchor of ABC's Good Morning America "The information from Creating a Culture of Excellence was the most significant we've ever received at our annual planning meeting. Every associate wanted me to express their appreciation to you." Richard Crist President Rutter Communications "WOW What a difference a day makes. After working through this material with our staff, I walked away with feelings of hope and excitement Personally and professionally, thisreally made a difference " Betty McBride Open Door Health Clinic

The investigation of the future of an organization has always captivated the attention of academics and business managers. Presently, the aspiration to entrench future-relevant insights into management practices is a must. Companies that have made attempts to use corporate foresight have generally dealt successfully with internal information sharing processes that in most cases have prepared them for the challenges of the future.Corporate Foresights and Strategic Decisions investigates the relationships between corporate foresight and management decision-making processes in organizations. It provides an extensive analysis of extant theories of corporate foresight and strategic management, brings in new notions and insights, and presents an in-depth case study exploration of corporate foresight of a European bank. The understanding of organizational future is influenced by the perceived accountability and integrity of the participating departments as well as by the apparent nature of environmental explosiveness. This book provides clear confirmations showing that the impacts of corporate foresight on strategic decisions are critically affected by the evaluative and analytical verdicts of the decision-makers.

Using data from an ongoing longitudinal study of adolescents and young adults, this provocative volume examines the frequency, prevalence, and types of disruptive drug use in the workplace and in schools. The findings provide essential information for developing effective long-term prevention and education programs which focus on creating a drug-free work environment that is responsive to the needs of both employers and employees.

Internationalisation is now a necessity for American organisations, leading to unprecedented cultural exchanges in multinational employers. Much has been written about Americans working abroad, but how do non-Americans feel about working for Americans? To answer this question, Bond Benton directly surveyed nearly 600 Foreign Service Nationals working for the US State Department.

Increasing numbers of businesses and Information Technology firms are outsourcing their software and Web development tasks. It is has been estimated that currently half of the Fortune 500 companies have utilized outsourcing for their development needs and estimates that by the end of 2008, 40% of U.S. companies will either develop, test, support, or store software overseas, with another 40% considering doing the same. Several industries, from computer software to telemarketing, have begun aggressively shifting white-collar work out of the United States. The United States currently accounts for more than half of worldwide spending on IT outsourcing, with a growing portion of this spending going to countries such as India, Russia, and the Philippines, and this trend will continue. Research has indicated that the primary problem is language because of idiomatic expressions and subtle cultural nuances associated with the use of particular words. Thus communication frequently breaks down when dealing with overseas companies.