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.

The Daily Grind: How Workers Navigate the Employment Relationship introduces students to the tensions between labor and management within the U.S. employment relationship and explores how workers, operating in a socially and culturally structured system of capitalism, are influenced and manipulated by economic institutions and polity which exploit, devalue, and dehumanize workers in the name of corporate profit. The text covers how the American work ethic of the early nineteenth century helped shape the current perspective on the labor-management relationship, and how, over time, the Protestant and patriarchal influences of that period have countered the collective actions of workers in profound ways. The text further explores the effect of societal, cultural, and economic structures, both global and local, which limit workers' ability to achieve the "American Dream" and result in depressed economic conditions and discouraged workers. The text's focus on the current economic inequality and lack of social mobility challenges the current neoliberal ideology that capitalism is the best economic system. The overarching framework for The Daily Grind: How Workers Navigate the Employment Relationship is situated in Labor Process Theory (LPT) which explores the control and resistance dichotomy between labor and management, the systematic deskilling of the workforce in order to increase production and increase owners' profits, and examines conflict over control of the labor process. An extension of Marxist theory about the organization of work, LPT explores the employment relationship, the control of work, the payment of work, the skills necessary for work, and the facilitation of work.

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.

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 recent years, there has been an increase in new forms of employment. Namely, thanks to the use of platforms in business and the emergence of the ""gig economy"", there are gradual changes in this domain. These include part-time, temporary, informal, and unpaid family work. This type of employment can be defined as any job, but only of short or uncertain duration. The experiences gained by the countries of the European Union, as well as the countries of the Western Balkans from the COVID-19 crisis, during which they used new technologies in work, should in the future make working systems even more adapted to the digital age. At last, whether working from home is the product of one's own choice or is the result of a pandemic or other environmental shock, the change in the way work is done is real and governments must understand the implications and take steps to position their economies accordingly.

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.

A unique, non-traditional, Organizational Behavioral-oriented book that is geared toward flexible leadership, and that offers a series of funny, yet thought-provoking, motivating, growth-oriented jokes and humor anecdotes that will help readers tap into their internal locus of control.

This book deals with how coaching interventions can drive a journey of transformational change at individual, team, and organizational levels. As a result, coaching interventions serve to create more reflective people, who in turn, create better organizations. The group coaching methodology, used by the INSEAD Global Leadership Center (IGLC) and adopted by the Center for Leadership Development Research (CLDR) at the European School of Technology and Management (ESMT), Berlin, is the basis for developing the theoretical assumptions behind the chapters. Through sharing research methodologies, and describing intervention and change techniques used in the leadership development and education of executive coaches, the book sheds light on how the 'magic' of coaching works, what coaches actually do, and how their clients respond.
This book is a joint project between the IGLC and the CLDR. In compiling it, we have involved academics who conduct research, teach, and consult; leadership development coaches; change consultants; and executives who adopted IGLC methods for reflection on leadership development opportunities and challenges. We have also included people who have experienced IGLC methods in the process of their developmental journeys. They have collaborated, consulted their research and practice notes, analyzed data from inquiry projects, and shared their personal experiences in individual essays.

Just a few years ago, the concept of job-related privacy was barely recognized by the law and virtually unknown to most employers. Under the legal doctrine of employment-at-will, the conditions of most employment were dictated by employers, and workers held their jobs at the discretion of their superiors. In the past two decades, however, numerous laws and court rulings have established the doctrine of workplace privacy: the protection of employees and job applicants from attempts by employers to learn information about them and to regulate their activities on and off the job. This book examines the multi-faceted concept of workplace privacy, helping employers and workers to appreciate each other's legal rights, and offering practical suggestions for avoiding legal pitfalls.

A number of general privacy-related issues are addressed in the volume, including how to balance employee privacy interests with business needs, what adjustments should be made in regard to illicit drugs and drug testing, and the role of computers in monitoring employees. In language stripped of as much legal jargon as possible, Jon Bible and Darien McWhirter discuss some basic aspects of our legal system and consider why employee screening attracts so much attention today. They review factors that impinge on an employer's right to screen and trace the evolution of the privacy concept from its 1890 recognition as a legal article to its current applications in the field of employment law. Finally, they explore the privacy implications of specific employment screening devices, such as AIDS, drug, and polygraph testing, as well as on-the-job surveillance and lifestyle activity interference. Extensive references are supplied at the end of each chapter, and an appendix containing the entire text of the Americans with Disabilities Act of 1990 is also included. This study of an important legal issue will be a valuable reference source for the personnel and human resource professionals in most businesses, as well as for any employees who wish to further understand this complicated subject. Students of business and employee relations will also find it to be an important resource, as will both academic and public libraries.

Employee and manager rebellions occur more often than you might think. This book argues how important it is to take these protests seriously. The authors demonstrate that when middle managers rebel, they aren't just letting off steam, and that their acts of creative protest can even produce benefits for their companies. Rebellion can pay off!