"This is a comprehensive, practical and engaging book designed to help readers to recognise bullying behaviour at work and identify and select inter-personal strategies for handling bullying behaviour"--Provided by publisher.

Almost 400 years ago philosophers John Locke and David Hume implicitly defined communication as a tool for the transmission of pure ideas, stating that the ideas themselves are what matter, not the way in which they are expressed and exchanged. Now known as the transmission model, this form of communication is still the foundation for academic courses in communication theory and practice, and is embedded in most business literature and education that address subjects related to workplace communication, organization behavior and culture, leadership, and conflict resolution. But what if this accepted model of communication was incomplete? Re-Making Communication at Work argues that the transmission model of communication needs to be replaced by a new approach to communication. Sostrin challenges the status quo by exposing the most common myths that inaccurately define successful communication at work. These misperceptions are replaced by a set of core principles that deliver a clear mandate for re-making communication at work. Sostrin not only provides the theoretical foundation for this new approach, but he uses a straightforward model and exercises that demonstrate how managers, students, and consultants can powerfully improve relationships, decision-making, and collaboration with a few lines and circles.

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.

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.

Essential reading for building owners, facilities managers, architects and surveyors, this book will also prove useful on business management and facilities management courses, and for those studying architecture, surveying and real estate management.

Workplace sexual harassment law can be a tangle for business. This book brings clarity to this confusing area of employment law and blazes a new pathway in the discussions by employing a comprehensive, yet simple and concise approach. The chapters are a self-contained discussion of issues such as retaliation and constructive discharge, merged with substantive topics like "quid pro quo" and hostile environment sexual harassment. Achampong devotes significant attention to landmark developments shaping the law, and provides a holistic approach to managing the risk of liability for sexual harassment. This volume is an ideal reference and text for law and business professors and students, human resource managers, risk management consultants, and attorneys.

Sexual harassment is one of the most problematic issues in the American workplace and one that has captured much media attention following a number of high-profile lawsuits and congressional hearings. This increased awareness, along with several landmark developments such as the availability of damages under the Civil Rights Act of 1991, has led to an astronomical rise in sexual harassment lawsuits. Yet, sexual harassment law is often still misunderstood, to the point that some federal appeals courts have characterized it as chaotic, and have asked for Supreme Court direction. This book fills the need for a comprehensive text that is also concise and simple, in contrast to the voluminous texts that cater primarily to litigating attorneys and tend to be unsuitable for other constituents, such as law and business professors and students, human resource managers, and risk management consultants.

Achampong's is the only work that devotes several chapters to landmark developments such as third-party and same-sex sexual harassment and the only one that goes beyond merely discussing workplace harassment prevention to discussing risk management of liability for sexual harassment. It also discusses esoteric rules that apply to federal sector sexual harassment complainants. The appendices provide guidelines on discrimination; excerpts from the Civil Rights Acts of 1964 and 1991; a discussion of landmark Supreme Court cases; excerpts from the EEOC Compliance Manual; and EEOC policy guidelines on current issues of sexual harassment.

Named one of "22 new books...that you should consider reading before the year is out" by Fortune "This practical and empathetic guide to taking the high road is worth a look for workers lost in conflict." - Publisher's Weekly A research-based, practical guide for how to handle difficult people at work. Work relationships can be hard. The stress of dealing with difficult people dampens our creativity and productivity, degrades our ability to think clearly and make sound decisions, and causes us to disengage. We might lie awake at night worrying, withdraw from work, or react in ways we later regret-rolling our eyes in a meeting, snapping at colleagues, or staying silent when we should speak up. Too often we grin and bear it as if we have no choice. Or throw up our hands because one-size-fits-all solutions haven't worked. But you can only endure so much thoughtless, irrational, or malicious behavior-there's your sanity to consider, and your career. In Getting Along, workplace expert and Harvard Business Review podcast host Amy Gallo identifies eight familiar types of difficult coworkers-the insecure boss, the passive-aggressive peer, the know-it-all, the biased coworker, and others-and provides strategies tailored to dealing constructively with each one. She also shares principles that will help you turn things around, no matter who you're at odds with. Taking the high road isn't easy, but Gallo offers a crucial perspective on how work relationships really matter, as well as the compassion, encouragement, and tools you need to prevail-on your terms. She answers questions such as: Why can't I stop thinking about that nasty email?! What's behind my problem colleague's behavior? How can I fix things if they won't cooperate? I've tried everything-what now? Full of relatable, sometimes cringe-worthy examples, the latest behavioral science research, and practical advice you can use right now, Getting Along is an indispensable guide to navigating your toughest relationships at work-and building interpersonal resilience in the process.

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.

That maternity staff are under pressure, with many leaving their jobs each year, is well known. Personal sacrifices, long working hours, lack of resources and an overstretched system take their toll, and occasionally staff are involved in traumatic and emotionally difficult situations. Many tolerate these conditions in the service of doing a job they love, but what happens to their mental health over time? Nurturing Maternity Staff explains how the system and individuals within it relate to each other, highlighting both the vital role compassionate leadership has in creating psychologically safe working environments, as well as tools individuals can use to optimise their own mental wellbeing. Let's dare to dream maternity services could be different.

In 1979, Suzanne C. Kobasa propounded her theory of "hardiness" where she hypothesized her 3Cs: Commitment, Control, and Challenge, as the basic ingredients of hardiness that make an individual stress resilient. She was one of the early researchers who paid attention to personality features and illustrated that individuals who experience high level of stress without mental and physical illness have a different personality from those who become ill in stressful conditions. In current times, the discourse has enjoyed a sustained scholarly interest but there is hardly any study on the corporate professionals or the Indian context. Since the early 1990s, India has joined the corporate world and has been a fast-developing country. This changed state of affairs provides a broader scope of study on hardy personality in coping with stress in the Indian context. This book examines the efficacy of hardiness on the Indian corporate professionals in the post-globalization scenario. It endeavours to situate Kobasa's foundational theorisation along with those offered by other scholars in the context of the contemporary life situations with a focus on India. It presents a hypothesis that in the Indian context, culture could be looked upon as yet another basic component of hardiness. Culture and Resilience at Work offers an assessment of the significant contribution of Indian culture as one of the major contributing components in enhancing hardiness in corporate professionals. It will be of interest to researchers, academics, professionals, and students in the fields of stress management, human resource management, social psychology, culture studies, and organizational behaviour.

Throughout the last decade, the 'gig economy' has emerged as one of the most significant developments in the world of work. As a novel, hyper-flexible form of labour, gig work features a uniquely fragmented working arrangement wherein independent workers partner with digital platform organisations to provide a range of on-demand services to customers. Work in the Gig Economy: A Research Overview provides a concise overview to the key themes and debate that encompass the gig economy literature. It covers five core themes: an introduction to gig work; classification issues; the role of technology; the experiences of gig workers; and the future of gig work. As an emerging and diverse research field, contributions stem from an array of perspectives including psychology, sociology, human resource management, legal studies, and technology management. The chapters synthesise the most prominent insights into this emerging field, key thinking on the complex relationships and conditions found in gig work, and the most significant issues to be addressed as the gig economy continues to develop. A critical introduction for students, scholars and reflective professionals and policymakers, this book provides much needed direction through the rapidly growing and expansive body of research on work in the gig economy.

This is a book for the administrator who has little time for the details of systems integration, but who requires an overview of technologies as well as an appreciation of their impact on staff. While the volume presumes some knowledge of systems in general, it is written so as to be understood by the non-specialist. Many avenues exist for systems integration. These are explored in depth in chapters on distributed information and communications. Thorough examination of network architectures, micro-to-mainframe links, PABX systems, and local area networks will give the reader a solid foundation for informed decision-making.

Draws on the author's extensive career in professional services, as well as interviews with nearly forty Asian-Australian partners in Big 4 firms to bring life to the topics and themes of the book Provides research-backed recommendations for aspiring cultural leaders can take to accelerate their career progression, as well as a roadmap of what companies should do to increase their leadership cultural diversity Written in an accessible style for practitioners and organisations, with end-of-chapter summaries and questions to guide personal reflection and change Well-endorsed by academics from NIODA and INSEAD, as well as business professionals from PWC and King & Wood Mallesons

Managing Workplace Diversity, Equity, and Inclusion bridges the gap between social science theory and research and the practical concerns of those working in diversity, equity, and inclusion by presenting an applied psychological perspective. Using foundational ideas in the field of diversity, equity, and inclusion as well as concepts in the social sciences, this book provides a set of cognitive tools for dealing with situations related to workplace diversity and applies both classic theories and new ideas to topics such as United States employment law, teamwork, gender, race and ethnicity, sexual orientation, and other areas. Each chapter includes engaging scenarios and real-world applications to stimulate learning and help students conceptualize and contextualize diversity in the workplace. Intended for upper-level undergraduates as well as graduate students, this textbook brings together foundational theories with research-based and practical, real-world applications to build a strong understanding of managing diversity, equity, and inclusion in the workplace. Coming soon, this text will have its own companion website, which has been designed to give students and instructors a comprehensive look into Workplace Diversity, Equity, and Inclusion, offering case studies, practical applications, tests, and essay questions.

* Written in an easy to read, engaging style, it provides insights into how organisations can implement total inclusivity and that works as a community * Comes with a website which adds interesting dynamic to the print content * Provides reflective and other practice-based exercises for real world application

Praise for the Power of One. Every leader is focused on how to embrace the significant shifts happening in the workplace and in society at large, which are impacting the future of work and the way we connect. The challenge is to find the best path forward. The key to understanding how to tap into your own individual power and influence is through Natasha's framework: civility, candor, courage, and consciousness. One person CAN make a difference in all aspects of their life, and Natasha provides a helpful guide, through powerful examples, to show you the path to embracing your incredible Power of One. Marla Kaplowitz, 4A's, President & CEO The Power of One: Leading with Civility, Candor, and Courage is a journey of personal power and intentional influence. A better world, workplace, and community begins with you. You are the "it" factor. You have the power to use your everyday words and actions to influence extraordinary change in the workplace and beyond. It only takes ONE to make a difference. COVID-19, #MeToo, George Floyd-the events and movements of recent years have left us all with a hunger for positive change in every aspect of our lives. Yet most of us think we're powerless to affect change. This book was written to combat that lie. Within these pages, you'll find out the truth about who you are, what you have to offer, and how you can cultivate the power within you to create a new, positive dynamic in your home, office, neighborhood, and the world. Through powerful storytelling, Natasha Bowman provides meaningful and practical examples of how to build a life marked by civility, candor, and courage, as well as how to lead and develop cultures in which those virtues are on full display. You'll learn how to shape power dynamics that are inclusive and diverse as you become an advocate for true equity. Most importantly, you'll discover how to change lives for the better-starting with your own. Natasha Bowman is an expert in workplace equity and is recognized as a 2020 Top 30 Global Guru for Management. With her consulting firm, Performance ReNEW, she works with high-profile companies and organizations to gear them up for inclusive success in today's diverse and demanding world.

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.