* THE INSTANT NEW YORK TIMES BESTSELLER * * SHORTLISTED FOR THE BOLLINGER EVERYMAN WODEHOUSE PRIZE FOR COMIC FICTION * 'One of the biggest reads of the summer, and for good reason' INDEPENDENT 'Enormously fun . . . A joyous thrill ride of a book' VOX 'Candice Carty-Williams' Queenie crossed with Jordan Peele's Get Out . . . Slick and addictive' METRO _________________________ Twenty-six-year-old editorial assistant Nella Rogers is tired of being the only Black employee at Wagner Books. Fed up with the isolation and the micro-aggressions, she's thrilled when Hazel starts working in the cubicle beside hers. They've only just started comparing natural hair care regimens, though, when a string of uncomfortable events cause Nella to become Public Enemy Number One and Hazel, the Office Darling. Then the notes begin to appear on Nella's desk: LEAVE WAGNER. NOW. It's hard to believe Hazel is behind these hostile messages. But as Nella starts to spiral and obsess over the sinister forces at play, she soon realises that there is a lot more at stake than her career. Dark, funny and furiously entertaining, The Other Black Girl will keep you on the edge of your seat until the very last twist. _________________________ THE BOOK EVERYONE IS TALKING ABOUT: 'One of the books of the year . . . Will blow your mind' STYLIST 'Super-smart, dryly funny' RED 'Page-turning, toe-curling, thrilling. You won't put this one down' BLACK GIRLS BOOK CLUB FOR REFINERY29 'Sharp, satirical and fun' DAILY MAIL 'Bright and funny . . . You will turn page after page in your eagerness to unravel this novel' OYINKAN BRAITHWAITE, NEW YORK TIMES 'The funniest, wildest, deepest, most thought-provoking ride of a book' ATTICA LOCKE 'The year's most buzzed-about debut more than lives up to the hype' i 'Very, very funny and acutely observed' ELIZABETH DAY 'It should be at the top of your summer reading list' WASHINGTON POST

While much thought has been given to how business leaders and managers can obtain the most productivity from Millennials (Generation Y) and subsequent groups such as Generation Z, the true challenge is far more complex. The workforce of the near future will be a multigenerational one, featuring members from between four and six generations in one organizational setting. This situation is made even more complex and challenging with the effect of today's globalization, which has created worldwide hypercompetition in organizations that often involves members from multiple cultures who speak different languages. How to effectively handle such a diverse population is increasingly a key concern for organizations of all types and sizes. Global Applications of Multigenerational Management and Leadership in the Transcultural Era is a pivotal reference source that provides vital research on the application of applying numerous leadership styles to effectively navigate generational compromise. While highlighting topics such as consumer behavior, leadership management, and workforce diversity, this publication is ideally designed for business scholars, managers, executives, human resources professionals, recruitment agencies, students, business professionals, and international business leaders seeking current research on communication strategies and the most effective ways to handle a diverse workforce.

In an age of economic turmoil, business failure, and downsizing, simply being good at your job is no longer good enough. To weather the storm and emerge as a survivor it is vital to be a key contributor within your organization-to be someone who is considered indispensable.

The Organization Survivor model is a practical tool based on hundreds of surveys of hiring managers and survivors of downsizing, conducted in companies ranging from Fortune 100 to small entrepreneurial start-ups. Here is a blueprint for individual survival and ultimate success inside the new organization. Learn how to survive downsizing and keep your job while thousands of other talented individuals are losing theirs. Assess and sharpen your organization "survival skills" and put yourself in the forefront of key contributors within your organization. Multiply your personal power by perfecting two key "survival instincts" that lay the groundwork for high-performance. Stock your survival toolkit with the four critical "survival skills" that will make you indispensable to your company. Create a foolproof plan to ensure your survivability and establish your reputation as a key performer in your organization. Don't leave your future to chance

A legal scholar and sociologist, John Flood spent years observing a large law firm from the inside-much like an embedded journalist, but with the perspective of a researcher on the theory and practice of legal organizations. What he found and analyzed resulted in a study that has been cited by many scholars over the years as the ultimate account of the inner workings of a corporate law firm, including its relations with clients, employees, and the broader profession. Further, using four detailed case studies, he showed how the construction of legal information and problems depended heavily on the role and specialization of the lawyer and the power of the client. Now in its Second Edition, with updated references and account of the radical shifts in legal practice over the past few years in the U.S. and U.K., Flood's pathbreaking book continues to be a fascinating resource for scholars of the legal profession, as well as interested readers who want to see exposed the inner sanctum of private, big-money law practice. This edition also adds a new, reflective introduction by Lynn Mather, the SUNY Distinguished Service Professor at the University at Buffalo.

An IT service desk is the first point of contact between users and an IT organisation. A service desk is a one-stop destination for enquiries, requests and reporting issues, ensuring continuing use of IT services without disruption. They have become intrinsic in modern organisations. A service desk makes prioritising and responding to customer enquiries much more efficient, saving time and money. More and more organisations are understanding that customer satisfaction is key to developing their business. The Service Desk Handbook - A guide to service desk implementation, management and support provides operational guidance for implementing, managing and supporting service desks in the enterprise. It will help service desk teams in adopting ITIL(R) to accomplish their tasks while making the necessary adaptations as per their organisation's needs. Suitable for service desk agents, supervisors and managers, as well as project managers and senior management looking to revise processes, this book will help readers get a service desk unit off the ground and act as a key reference guide once the service desk has been implemented. Topics covered include: Planning for a service desk; Telephony and tooling; The service desk team; Documentation; Performance measures; and Technology considerations - artificial intelligence and platforms and tools.

ITIL(R) 4 Direct, Plan and ImproveIf you've achieved your ITIL(R) 4 Foundation certificate, you're probably planning the next stage in your ITIL journey and which qualification to work towards. DPI provides essential knowledge and capabilities for service management professionals, supporting those involved in directing or planning based on strategy and continual improvement - a must-have skillset practitioners should seek beyond Foundation level. DPI is the only one of the ITIL 4 advanced level courses that leads to both Managing Professional (MP) and Strategic Leader (SL) status. The module is aimed at managers and aspiring managers at all levels, providing them with the practical skills needed to improve themselves and their organisation by way of effective strategic direction and delivering continual improvement. An excellent supplement to any training courseITIL(R) 4 Direct, Plan and Improve (DPI) - Your companion to the ITIL 4 Managing Professional and Strategic Leader DPI certification is a study guide designed to help students pass the ITIL(R) 4 Direct, Plan and Improve module. The majority of this book is based on the AXELOS ITIL(R) 4: Direct, Plan and Improve publication and the associated DPI Strategist syllabus. It provides students with the information they need to pass the DPI exam, and help them become a successful practitioner. Suitable for existing ITIL v3 experts, ITIL 4 Managing Professional (MP) students, ITSM (IT service management) practitioners who are adopting ITIL 4, approved training organisations, IT service managers, IT managers and those in IT support roles, the book covers: Key concepts: Scope, key principles and methods; The role of governance, risk and compliance; Continual improvement; Organisational change management; Measurement and reporting; Value streams and practices; and Exam preparation. A useful tool throughout your careerIn addition to being an essential study aid, the author - a seasoned ITSM professional - also provides additional guidance throughout the book which you can lean on once your training and exam are over. The book includes her own practical experience from which she gives advice and points to think about along the way so that you can refer back to this book for years to come - long after you've passed your exam. The essential link between your ITIL qualification and the real world - buy this book today!ITIL(R) is a registered trade mark of AXELOS Limited. All rights reserved. This book is an official AXELOS licensed product.

Emerald Studies In Finance, Insurance, And Risk Management 7 explores how AI and Automation enhance the basic functions of human resource management. The traditional framework of Human Resource Management (HRM) primarily consists of four functions: Human Resource Planning, Recruitment and Selection, Training and Development and Performance Management Systems which help businesses in hiring, motivating and retaining employees. The introduction of Artificial Intelligence (AI) has changed all of these aspects. This second volume in The Adoption and Effect of Artificial Intelligence on Human Resources Management Series reflects upon: the accuracy of using AI to nominate candidates; the change readiness of employees; impacts and challenges on HRM practices; effects on upskilling; and the effects of the pandemic; concluding with an overall state of industry trends. This book is ideal for HR managers, senior managers, researchers, and students planning a career in this field.

In the past decades, work has changed dramatically. Yet we are still sent into the new world of work with old, outdated tools, expectations, and strategies. This leaves us ill-equipped in our pursuit of meaningful work that will impact our communities and change the world. The result? Unmet expectations and unfulfilled longings. Not to mention curiosity about how to do the work we sense God calling us to. Make Work Matter provides a blueprint for a better future. Filled with stories and insights from faithful entrepreneurs and built on solid research, this book will help you - discover what God is calling you to do in a changing world - define where you are in this season of work - embrace what the Bible says (and doesn't say) about calling - develop a mindset and habits suited for the new world of work - reflect on and work out ways that sustain you on the journey It's time to close the gap between what you're doing now and the meaningful work you desire to accomplish. This book will help you chart your own way forward.

How much 'say' should employees have in the running of business organizations, and what form should the 'voice' take? This is both the oldest and latest question in employment relations. Answers to these questions reflect our fundamental assumptions about the nature of the employment relationship, and inform our views on almost every aspect of Human Resource Management (HRM) and Employment Relations. Voice can also mean different things to different people. For some, employee voice is a synonym for trade union representation which aims to defend and promote the collective interests of workers. For others voice, is means of enhancing employee commitment and organisational performance. Others advocate workers control as an alternative to conventional capitalist organisations which are run for shareholders. There is thus both a moral and political argument for a measure of democracy at work, as well as a business case argument, which views voice as a potential link in the quest for increased organisational performance. The key debate for employment relations is which of the approaches 'works best' in delivering outcomes which balance competitiveness and productivity, on the one hand, and fair treatment of workers and social justice on the other. Policy makers need pragmatic answers to enduring questions: what works best in different contexts, what are the conditions of success, and what are the drawbacks? Some of the most significant developments in employee voice have taken place within the European Union, with various public policy and employer experiments attracting extensive academic research. The book offers a critical assessment of the main contemporary concepts and models of voice in the UK and Europe, and provides an in-depth theoretical and empirical exploration of employee voice in one accessible and cohesive collection.

Dyslexia is a condition that is widely misunderstood in the world of work.

Adult Dyslexia: A Guide for the Workplace shows why small and large employers should be aware of European laws on anti-discrimination and dyslexia. It provides practical advice on how to identify dyslexics in the workplace, how to create the right environment for them to thrive and how organizations can make the transition from a framework that perceives dyslexia as a problem to one that perceives it as a solution.

Throughout the book, real-life case studies illustrate the points being made and a number of invaluable practical resources are available including an appendix of useful organizations, an adult dyslexia screening check list and a seven-step procedure for counselling adult dyslexics.

Gary Fitzgibbon and Brian O'Connor have varied and extensive experience of both advising organizations on adult dyslexia issues and providing assessment, counselling and training services to adult dyslexics. Their book is an essential resource for disability specialists, occupational psychologists, counsellors, HR managers, teachers/lecturers of adults and importantly, dyslexics and their families.

Buying a table tennis table will make your staff happier. Working eight hours a day, five days a week, will result in the most productivity. Paying higher salaries will always result in higher motivation. But will it really? There are a staggering number of myths, stereotypes and out-of-date rules that abound in the workplace. This can make it feel impossible to truly know how to get the most out of your career, your team and your company. In Myths of Work, Ian MacRae take an entertaining and evidence-based look at the most pervasive myths about our working lives, from the serious to the ridiculous, to give you the insight you need to become a better manager in the modern workplace. Fascinating real life case studies from organizations around the world display the myths (and how to overcome them) in practice. Myths of Work combines business thinking with psychology to give you practical insights, a lively writing style and a handy dip-in-and-out structure to form your ultimate guide to becoming a better and enlightened manager. About the Business Myths series... The Business Myths series tackles the falsehoods that pervade the business world. From leadership and management to social media and the workplace, these accessible books overturn out-of-date assumptions, skewer stereotypes and put oft-repeated slogans to the myth-busting test. Both entertaining and rigorously researched, these books will equip you with the insight and no-nonsense wisdom you need to succeed.

This critical resource gives managers, HR, and anyone who may come into contact with someone in trauma-including workplace violence, harassment, assault, illness, addiction, fraud, bankruptcy, and more-the tools they need to be prepared for what lies ahead. This book is crucial for every manager or HR representative who shouldn't just prepare to one day be faced with a report of a traumatic experience at work, but plan on it. This five-step method will help managers make survivors feel supported and understood. The Empathetic Workplace guides supervisors of any level through an understanding of how stories of trauma impact the brain of both the survivor and the listener, as well as the tools to handle the interaction appropriately, to help the listener, the organization, and most importantly, the survivor. The easy-to-follow LASER method outlined in these pages includes the following elements that all managers should know and understand: Listen-Controlling your own reaction, managing your body language, asking open-ended questions, hearing what is not being said, and winding down the speaker when the conversation becomes unproductive are essential elements in being a good listener. Acknowledge-Once someone shares a difficult personal story with you, it is important to acknowledge that gift. Share-You can help the speaker regain some measure of control by sharing information with him or her about what happened or what happens next, your personal or organizational values, and what you don't yet know but hope to learn. Empower-You can help the traumatized person by providing him or her with resources that are available to them through the company or outside groups. Return-The final step is to ensure that the traumatized person has a way to come back later when he or she cannot remember all that you said, thinks of more questions, or wishes for updates. The LASER technique can benefit all who are responsible for others, from top-tier managers at Fortune 500 companies to Residence Advisors in college dormitories.

This edited collection surveys and analyses new forms and expressions of conflict at work under capitalism. Using theoretical and empirical approaches it chapters demonstrate that there is an underlying historical continuity to current and new forms and expressions of conflict at work and that there is also a path dependency by country and culture. Although the strike is in decline in many countries, it is not so in all and different means of expressing and resolving collective grievances are used but not always as substitutes to the strike weapon.

In June 2017, Travis Kalanick, the CEO of Uber, was ousted in a boardroom coup that capped a brutal year for the transportation giant. Uber had catapulted to the top of the tech world, yet for many came to symbolise everything wrong with Silicon Valley. In the tradition of Brad Stone's Everything Store and John Carreyrou's Bad Blood, award-winning investigative reporter Mike Isaac's Super Pumped delivers a gripping account of Uber's rapid rise, its pitched battles with taxi unions and drivers, the company's toxic internal culture and the bare-knuckle tactics it devised to overcome obstacles in its quest for dominance. Based on hundreds of interviews with current and former Uber employees, along with previously unpublished documents, Super Pumped is a page-turning story of ambition and deception, obscene wealth and bad behaviour, that explores how blistering technological and financial innovation culminated in one of the most catastrophic twelve-month periods in American corporate history.

The workplace is not immune to the problems, pressures, and challenges presented by experiences of loss and trauma and the grief reactions they produce. This clearly written, well-crafted book offers important insights and understanding to help us appreciate the difficulties involved and prepare ourselves for dealing with such demanding situations when they arise. People's experiences of loss and trauma are, of course, not left at the factory gate or the office door. Nor are loss and traumatic events absent from the workplace itself. Loss, grief, and trauma are very much a part of life - and that includes working life. Executives, managers, human resource professionals, and employee assistance staff need to have at least a basic understanding of how loss, grief, and trauma affect people in the workplace. This book provides that foundation of understanding and offers guidance on how to find out more about these vitally important workplace issues.The text provides a valuable blend of theory and practice that will be of interest to those involved in management, human resources, and organizational studies as well as those interested in the social scientific study of loss, grief, and trauma - and, of course, to those involved in the helping professions. It is essential reading for anyone concerned with making the workplace a more humane and effective environment, or anyone wishing to develop an understanding of the complexities of loss, grief, and trauma in our lives.

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.

This guide will prove an indispensible tool for conceptualizing, developing and monitoring training methods in today's automated office. It provides a detailed discussion of the evolution of automated office systems and examines the various training techniques in use today. Special attention is given to managing human resources in the training process and to problems involved in teaching people to use highly technical and complex equipment effectively. Such topics as utilizing equipment fully, the use of outside specialists and consultants, conducting training needs analysis, cost-benefit analysis, keeping up with new technology, and tackling user resistance are covered. A highly detailed table of contents, glossary and general subject index facilitate quick, easy reference.

"Ford's overlap of past and present, narrative and commentary is masterful, and makes this volume all the more valuable to those readers wise enough to allow the past to inform the future. Of Blood and Sweat is a myth-busting work of genius that will stand as the last word on this vital subject for a long time to come."-Elizabeth Dowling Taylor, New York Times bestselling author of A Slave in the White House and The Original Black Elite In this, provocative, timely, and painstakingly researched book, the award-winning author of Think Black tells the story of how Black labor helped to create and sustain the wealth of the white one percent throughout American history. Clyde W. Ford uses the lives of individual Black men and women as a lens to explore the role they have played in creating American institutions of power and wealth-in agriculture, politics, jurisprudence, law enforcement, culture, medicine, financial services, and many other fields-while not being allowed to fully participate or share in the rewards. Today, activists have taken the struggle for racial equity and justice to the streets. Of Blood and Sweat goes back through time to excavate the roots of this struggle, from pre-colonial Africa through post-Civil War America. As Ford reveals, in tracing the history of almost any major American institution of power and wealth you'll find it was created by Black Americans, or created to control them. Painstakingly researched and documented, Of Blood and Sweat is a compelling look at the past that holds broad implications for present-day calls for racial equity, racial justice, and the abolishment of systemic racism, and offers invaluable insight into our understanding of Black history and the story of America.

This book explores and progresses the concept of negotiation as a means of describing and explaining individuals' learning in work. It challenges the undertheorised and generic use of the concept in contemporary work-learning research where the concept of negotiation is most often deployed as a taken for granted synonym for interaction, co-participation and collaboration and, hence, used to unproblematically account for workers' learning as engagement in social activity. Through a focus on workers' personal practice and based on extensive longitudinal empirical research, the book advances a conceptual framework, The Three Dimensions of Negotiation, to propose a more rigorous and work-learning specific understanding of the concept of negotiation. This framework enables workers' personal work practices and their contributions to the personal, organisational and occupational changes that evidence learning to be viewed as negotiations enacted and managed, within contexts that are in turn sets of premediate and concurrent negotiations that frame the transformations on and from which on-going negotiations of learning and practice ensue. The book does not seek to supplant understandings of the rich and valuable concept of negotiation. Rather, it seeks to develop and promote a more explicit use of the concept as a socio-personal learning concept at the same time as it opens alternative perspectives on its deployment as a metaphor for individual's learning in work.