A timely resource for Black professionals on how to rise to the top of their organizations or industries and, just as importantly, to stay there. Black Faces in High Places is the essential guide for Black professionals who are moving up through their organizations or industries but need a roadmap for how to get to the top and stay there. It highlights the experiences of other Black faces in high places who were able to navigate various crossroads, reach the top, and stay there, including insights from President Barack and First Lady Michelle Obama, Oprah Winfrey, Cathy Hughes, Bob Johnson, Ursula Burns, David Steward, Angela Glover Blackwell, Ken Chenault, Senator Cory Booker, Geoffrey Canada, and others. This groundbreaking book: Provides a lens into the careers of other prominent figures, across several industries and sectors. Identifies the 10 strategic actions successful Black leaders and executives must take. Empowers readers with models and steps to follow these 10 strategic actions on their own journeys to becoming a prominent leader. Outlines the unique challenges that come with a leadership role and how to overcome them. Walks readers through the changes in mindset, skillset, and toolset required to travel along the success path while helping others at every step along the way.

We need a new approach for solving tough problems in a complex world-we need to collaborate smarter. Market volatility. Sustainability demands. Hybrid working. Opportunities and hazards of fast-changing technology and regulations. Companies and nonprofits face more daunting challenges than ever. How can we collaborate in our organizations-and with outside partners-to solve problems, innovate, and succeed? Smarter Collaboration offers groundbreaking solutions. This indispensable new book lays out a pragmatic action plan blending rich stories, new empirical research, and loads of practical advice to help companies thrive by collaborating more effectively. As Harvard professor Heidi K. Gardner and senior executive Ivan A. Matviak show, firms that collaborate smarter consistently generate higher revenues and profits, boost innovation, strengthen client relationships, and attract and retain better talent. In this successor to Gardner's bestselling first book, Smart Collaboration, the authors expand their mandate, illustrating the fundamental dynamics of collaborating well across industries like financial services, health care, biotech/pharma, consumer products, automotive, and technology. Based on their research with thousands of executives from around the world, they share deep insights on how to implement smarter collaboration and avoid the potential pitfalls. They also help leaders troubleshoot thorny challenges like misaligned incentives, collaboration overload, and unintended consequences on diversity and inclusion. Complete with how-tos and cases, the book concludes with inspiring examples of groups harnessing smarter collaboration to tackle society's biggest challenges such as saving the oceans, eradicating diseases, and tackling global warming. Smarter Collaboration is the essential guide for forward-thinking leaders to transform their organizations, reshape the way they work, and increase impact and success.

* 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

Since the term "workforce diversity" was first coined in the 1990s, the topic has received consistent and increasing attention by researchers. Over the last 30 years, a body of theory and research has amassed which recognizes diversity as an important work unit characteristic and explored its influence on organizational functioning and performance. Despite these advancements, the field is at a critical juncture where new ideas, emphases, theories, predictions and approaches are needed to propel our understanding of the meaning, import and functioning of diversity in organizations. Accordingly, this volume looks to the future of diversity work, both with regard to the content of the chapters and to the contributors. We endeavored to give a voice to emerging scholars who are the future of our field and can help to set a future research agenda to push our understanding of diversity in organizations. The scholars raise new and provocative questions about race in organizations that deliberate on the state of our science, our understanding of complex experiences of race, and a more nuanced view of race in terms of intersectionalities. Overall, each of these chapters provokes the status quo and, in so doing, offers a fresh perspective on the study of diversity in general and race and racism more specifically. We believe the end result is a more comprehensive exploration of the phenomenon and the development of an exciting future research agenda.

An indispensable guide to dealing with challenging, childish boss behavior and building a great career, with laugh- out-loud humor built in. Based on extensive interviews among workers, managers and psychologists, "Tame Your Terrible Office Tyrant(TM)" draws hilarious but true parallels between toddlers and managers. When under stress, both often have trouble moderating their power, or lose the ability to think rationally. Traits in common include tantrum-throwing, demanding, stubborn, moody, fickle, self-centered, needy and whiny behavior. BADD (Boss Attention Deficit Disorder) is discussed as part of "Short Attention Spans." There are 20 chapter traits in all, divided into "Bratty" and "Little Lost Lamb" categories, for easy reference, including real anecdotes and many useful tips.

When bad bosses run amok in companies, nobody wins. This book shows readers how to build positive relationships with even the most out-of-control boss, and still thrive in your job. The key to success lies in dealing with a Terrible Office Tyrant (or TOT(TM)) much like a parent deals with a troublesome toddler. With true stories and time-tested solutions, this is the perfect guide managing a boss stuck in his Terrible Twos. Taylor takes you behind all the bossy blustering, so that you can focus on getting ahead - and achieve career excellence.

Savvy top management will also gain insight on what n"ot" to do with their team. They know that Terrible Office Tyrant (TOT) managers may not be in plain sight (they don't leave juice stains on the hallway carpet ) But they do wreak havoc on the bottom line. A special section helps senior management and Human Resource departments mitigate TOT behavior for a more productive workplace.

Research has shown that having a diverse organization only improves and enhances businesses. Forbes and Time report that diversity is an $8 Billion a year investment. However, poorly implementing diversity programs have damaging effects on the organization and the very individuals these programs attempt to help. Poorly implemented programs can cause peers and subordinates to question decisions and lose faith in leadership. In addition, it can cause even the most confident individuals to doubt their own skillset and qualifications. Many organizations have turned to training to solve this complex issue. Yet still, other organizations have created and filled diversity and inclusion positions to tackle the issue. The effects of these poorly implemented programs are highlighted during strenuous times such as the latest COVID-19 pandemic. Marginalized people are more marginalized, and resources and support do not reach everyone. Tasks such as providing technical support, conducting large group meetings, or distributing work obligations without seeing employees on a daily basis becomes more challenging. Complex problems cannot be solved with simple solutions. Using organization development (OD) to develop a comprehensive change initiative can help. This book outlines how properly conducting an OD change initiative can effectively increase an organization's diversity and inclusion -- it is grounded in research-based literature on diversity and OD principles. Many organizational leaders realize the key importance of diversity, equity, inclusion and multiculturalism in modern organizations. It is only through such efforts can organizations thrive in a networked world where much work is done virtually-and often across borders. But a common scenario is that leaders, recognizing the need for a diversity program, will pick someone from the organization to launch it. Perhaps the person identified for this challenge is in the HR department but has had no experience in launching diversity efforts-or even in managing large-scale, long-term, organization wide change efforts. But these are the challenges to be faced. This book quickly identifies some reasons why diversity programs fail and how to avoid those failures. The majority of the book highlights how to use OD to improve organization culture and processes to not only increase diversity and inclusion but develop overall organization talent and prevent personal preferences and biases from hindering the selection of the best talent for positions.

Research has shown that having a diverse organization only improves and enhances businesses. Forbes and Time report that diversity is an $8 Billion a year investment. However, poorly implementing diversity programs have damaging effects on the organization and the very individuals these programs attempt to help. Poorly implemented programs can cause peers and subordinates to question decisions and lose faith in leadership. In addition, it can cause even the most confident individuals to doubt their own skillset and qualifications. Many organizations have turned to training to solve this complex issue. Yet still, other organizations have created and filled diversity and inclusion positions to tackle the issue. The effects of these poorly implemented programs are highlighted during strenuous times such as the latest COVID-19 pandemic. Marginalized people are more marginalized, and resources and support do not reach everyone. Tasks such as providing technical support, conducting large group meetings, or distributing work obligations without seeing employees on a daily basis becomes more challenging. Complex problems cannot be solved with simple solutions. Using organization development (OD) to develop a comprehensive change initiative can help. This book outlines how properly conducting an OD change initiative can effectively increase an organization's diversity and inclusion -- it is grounded in research-based literature on diversity and OD principles. Many organizational leaders realize the key importance of diversity, equity, inclusion and multiculturalism in modern organizations. It is only through such efforts can organizations thrive in a networked world where much work is done virtually-and often across borders. But a common scenario is that leaders, recognizing the need for a diversity program, will pick someone from the organization to launch it. Perhaps the person identified for this challenge is in the HR department but has had no experience in launching diversity efforts-or even in managing large-scale, long-term, organization wide change efforts. But these are the challenges to be faced. This book quickly identifies some reasons why diversity programs fail and how to avoid those failures. The majority of the book highlights how to use OD to improve organization culture and processes to not only increase diversity and inclusion but develop overall organization talent and prevent personal preferences and biases from hindering the selection of the best talent for positions.

Work Ethics And The Generation Gap Many employers are noticing a pessimistic difference in today's generation. We are all asking what happened to responsibility, motivation, having positive values, and integrity along with wanting and expecting more of today's youth and ourselves. Of course, there are many who have that excellent work ethic already. There are those who are workaholics and may need more balance in their lives, and maybe manage their time more wisely, which is also covered in this book. It sounds like there may be some questions. The real question may be: "Do we have the answers and how do we meet this solution as a nation?" I believe those of us who are parents, employers, teachers and all positive active members of the community can motivate the necessary changes towards more agreeable and moral principals. Dr. Joanne Sujansky, founder of KEY group, author, and certified professional speaker sheds some light on Generation X, Y, and the baby boomers in chapter ten. Also find out what the community has to say in chapter seven.

Offers invaluable and accessible guidance for designing workspaces in order to increase productivity and efficiency and reduce operating costs. After reviewing an existing situation, the author presents a variety of approaches that include instruction and direction to enact changes. Identifies specific deterrents in the workplace, providing new techniques and other methods to solve them. Details the Shumake Beta Module, created by the author, which supports maximum productivity by an individual worker at any company's level. All the material in the text has been successfully tested.

Your roadmap for the new world of work
Today's deluge of organizational change needn't leave employer and employee at odds. Free Agents presents a win-win scenario for both. Here, individuals learn how to take charge of their lives and careers, to separate themselves from their jobs and redefine themselves in terms of the new marketplace. Organizations discover a process for aligning the needs of these empowered professionals with the needs of the organization. It helps them to improve their competitive advantage, create and sustain a Free Agent community, and establish an environment where everyone is committed to excellence. An upbeat alternative to marketplace malaise.

* 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

Contents:
Preface - Who this book is for. Part One. Why is Bullying an important issue? A Background to Bullying at Work, Bullying at Work, The Victims of Bullying, Employers, Harassment, Bullying and the Law, Dignity at Work Policies. Harrassment Investigation. Mediation. Conclusions for Part 1. Part Two. Introduction. The Tole of Counsellors/Psychologists in Organisations. Useful Theories. Counselling in Organisations. Working with the Various Parties. The Process of Investigation. Mediation. Other Roles for Counsellors/Psychologists. Taking Care of the Self.

In recent years many employers in the U.S., Great Britain, Ireland, and elsewhere, often in partnership with their unions, have turned to new approaches to managing and resolving workplace disputes. In the U.S. this movement is often called "alternative dispute resolution" (ADR), an approach that involves the use of mediation, arbitration, and other third-party dispute resolution techniques, rather than litigation, to resolve workplace disputes. Some employers have established so-called "conflict management systems," a pro-active, strategic approach to handling workplace conflict. This volume contains chapters by some of the world's leading scholars of workplace dispute resolution and conflict management as well as chapters by emerging younger scholars in these fields. The chapters present original research that combines cutting-edge thinking about the theoretical dimensions of ADR and conflict management along with rigorous empirical analyses of real-life data.

The book analyses organizational disengagement and its consequences at an organizational and at an individual level. The author argues for the existence of an additional dimension of employee disengagement, namely discursive disengagement. It is a distinctive dimension with respect to its dependence on a specific work of the employee. The author engages with discourse analysis to classify employee disengagement trajectories, vocabularies of motive and rhetorical resources. She analyses how people frame their decisions of staying or leaving organizations by defining their employment situation and how they justify their choices through their professional experiences.

In Faithful Careers Peter M. Smudde contends that God calls us to live an "integrated life" that unifies both the spiritual and the secular aspects of life. As an introduction to integrating the Catholic faith with one's work, this book answers, in the Catholic context, basic questions of what work is, why work is important, who we are as workers, how may we have fruitful careers, where may we find help about faith-work integration, and when we should take next steps toward better integrating our work and the Catholic faith. Smudde demonstrates how the Catholic faith truly does apply to our labor, and that our lives depend on that labor, by putting forth particular matters of the faith that pertain to faithful careers. He then puts into real-world context, pertinent teachings, concepts, principles, practices, and other means the Catholic Church provides for us, so that those lessons can be practically applied on a daily basis. Sources such as the Bible and writings of the saints, popes, contemporary Catholic spiritual writers, apologists, and scholars are applied to strengthen the support made about the book's content. Catholic professionals at all stages of their careers will welcome this insightful book, which explores the call to put spirituality in the foreground-to obtain ever-deeper faith and, thereby, greater integration of faith in everyday life and career.

In the wake of the dot-com shakeout of 2000, the time is ripe for a reappraisal of how information technology (IT) has created new environments for businesses and workers in the US and Europe. This book draws on the experiences of the 1990s to discern successful strategies for competing and winning in the New Economy. The lessons are most sharply defined in specific regional clusters of innovation. Accordingly, contributors are mainly on-the-scene observers and practitioners from Silicon Valley, New England and Europe. The common theme is the attempt to find innovative ways (in part through non-traditional business models) to create and build increasingly networked, flexible, participatory companies. Drawing on the notion of entrepreneurial behavior as "the pursuit of goals that are beyond the means currently available," the collection examines management, leadership, and innovation issues in start-up and established companies alike. While recognizing the hard realities of the new competition, the book highlights emerging win-win scenarios. Enabled in part by the new IT systems, these new approaches help companies succeed by seeking and rewarding decision-making, initiative and creativity on the part of all employees.

Drawing on knowledge from process improvement, organisation theory, human resource management, change management, occupational health and safety, and other fields, the book is a practical, easy-to-read guide to problem solving. Illustrated with a series of short case studies, this book provides an integrated approach to problem solving in the workplace. Collaborative Problem Solving walks through the steps in the problem solving process, introducing dozens of tools, techniques, and concepts to use throughout. Chris J. Shannon describes the behaviours to practice which are most conducive to creating a positive problem solving culture based on curiosity, collaboration, and evidence-based thinking. This book explains why successful problem solving is a collaborative process and provides tools and techniques for responding to other people's behaviour when designing and implementing solutions. Offering practical advice on problem solving in an easy-to-understand way, this book is aimed at people working in office environments, service industries, and knowledge organisations, enabling them to feel confident in applying the knowledge from the book in their own workplace.

In Faithful Careers Peter M. Smudde contends that God calls us to live an "integrated life" that unifies both the spiritual and the secular aspects of life. As an introduction to integrating the Catholic faith with one's work, this book answers, in the Catholic context, basic questions of what work is, why work is important, who we are as workers, how may we have fruitful careers, where may we find help about faith-work integration, and when we should take next steps toward better integrating our work and the Catholic faith. Smudde demonstrates how the Catholic faith truly does apply to our labor, and that our lives depend on that labor, by putting forth particular matters of the faith that pertain to faithful careers. He then puts into real-world context, pertinent teachings, concepts, principles, practices, and other means the Catholic Church provides for us, so that those lessons can be practically applied on a daily basis. Sources such as the Bible and writings of the saints, popes, contemporary Catholic spiritual writers, apologists, and scholars are applied to strengthen the support made about the book's content. Catholic professionals at all stages of their careers will welcome this insightful book, which explores the call to put spirituality in the foreground-to obtain ever-deeper faith and, thereby, greater integration of faith in everyday life and career.

Employers are increasingly recruiting their workers into politics to change elections and public policy - sometimes in coercive ways. Using a diverse array of evidence, including national surveys of workers and employers, as well as in-depth interviews with top corporate managers, Politics at Work explains why mobilization of workers has become an appealing corporate political strategy in recent decades. The book also assesses the effect of employer mobilization on the political process more broadly, including its consequences for electoral contests, policy debates, and political representation. In Politics at Work, Alexander Hertel-Fernandez shows that while employer political recruitment has some benefits for American democracy - for instance, getting more workers to the polls - it also has troubling implications for other aspects of political participation. Workers face considerable pressure to respond to their managers' political requests because of the economic power employers possess over workers. In spite of these worrisome patterns, corporate managers report that mobilization of workers is an important strategy for influencing politics. Politics at Work documents how companies consider mobilization of their workers to be even more effective at changing public policy than making campaign contributions or buying electoral ads. Hertel-Fernandez concludes by discussing when and why employer recruitment efforts represent problematic violations of workers' political rights. He then reviews policy proposals that could protect workers from employer political coercion and could also win the support of majorities of Americans. By carefully examining a growing yet underappreciated political practice, Politics at Work contributes to our understanding of the changing workplace, as well as the ways that businesses influence politics in the United States. The book offers fresh perspectives on debates over money in politics and will be valuable to anyone interested in the connections between inequality, public policy, and American democracy.

The literature on gender and professions shows that professional careers continue to be impacted by gender - albeit with important differences among professions and countries. Much less researched is the issue of the significance of gender and age-cohort or generation to professional work. Gender, Age and Inequality in the Professions explores men's and women's experiences of professional work and careers through an intersectional lens by focusing on the intersection of gender and age. The chapters explore different professions - including Medicine, Nursing, Law, Academia, Information Technology and Engineering - in different Western countries, in the present and over time. Through original research, and critical re-analysis of existing research, each of the chapters explores the significance of gender and age-cohort or generation to professional work, with particular attention to professionals just entering professional careers, those building professional careers, and comparisons of men and women in professions across generational cohorts. The book contributes to literature on inequalities in the professions by demonstrating the ways in which gender and age converge to confer privilege and produce disadvantage, and the ways in which gender inequality is reproduced, and disrupted, through the activities of professionals on the job. The book constitutes a departure point for future research in terms of theoretical perspectives and empirical findings on how gendered and age-related processes are produced and reproduced in particular organisational, professional and socio-cultural contexts. To enhance generational understanding, relationships and collaboration in educational institutions, organisations and professions, the book ends with a section on policy recommendations for educators, professionals, professional organisations as well as policy- and decision-makers. This book will also appeal to students and researchers in the fields of Sociology, Gender Studies, Organisational and Management Studies, Law, Medicine, Engineering and Information Technology as well as related disciplines.

This book examines the phenomenon of work suicides in France and asks why, at the present historical juncture, conditions of work can push individuals to take their own lives. During the 2000s, France experienced what commentators have described as a 'suicide epidemic', whereby increasing numbers of workers in the face of extreme pressures of work, chose to kill themselves. The book analyses a corpus of testimonial material linked to 66 suicide cases across three large French companies during the period from 2005 to 2015. It aims to consider what the extreme and subjective act of self-killing, narrated in suicide letters, can tell us about the contemporary economic order and its impact on flesh and blood bodies. What do rising work-related suicides reveal about conditions of human labour in the twenty-first century? Does neoliberal economics condition a desire for suicide? How do suicidal individuals describe the causes and motivations of their act? Combining critical perspectives from sociology, history, testimony studies, economics, cultural studies and public health, the book raises critical questions about the human costs of the shift to a finance-driven neoliberal order and its everyday effects within the French workplace.