Why does a CEO who has already made hundreds of millions of dollars continue to work? Why does a rock star who has made a bundle continue to tour? Why do retirees' miss work as soon as they stop doing it? Why do we all wrestle with our life's work and talk about it incessantly? The thing about work is that we love it, we hate it, we need it, we miss it, we measure ourselves by it, we judge others by it-we are addicted to it. Work often defines us and fulfills us. Yet, today's rapidly changing workplace environment is stressful and confusing to deal with. In The Thing About Work, Richard A. Moran takes a ground-level perspective on what is happening at work and how to thrive in the new professional world. Through funny, prescriptive vignettes and short essays, Moran finds the "white space" in the company manual-those issues that you encounter every day at work but which are not covered in employee training. He uses hilarious and true stories from his own life and others' to answer questions like, "Should you take your dog to work?" and "How late is late?" and "What is that foreign object growing in the refrigerator?" This very contemporary view of work will prove invaluable for the modern employee.

What do you do well that you don't use at work? In Go Beyond the Job Description, HR professionals and general managers will learn how to increase individual and team contributions by using what they already know and demonstrates in step-by-step style how to increase productivity, motivation, and engagement in individuals with a proven 100-day project called Talent Engagement Optimization (TEO). TEO is using more of what people already have, but are not using, in their jobs. It looks beyond the day-to-day tasks and responsibilities and considers in depth the employee talents, opportunities, and development now and in the future, and incorporates them in practical and meaningful ways that benefits employee and organization. Features include an online assessment to learn your own Talent Engagement Zone, a Development Plan, Strategic Program Transition Plan, and Additional Resources and Tools. A methodical and insightful book with detailed guidelines for any HR manager looking to optimize employee talent and build sustainable engagement, especially those with limited time and funds.

Ongoing disruptive innovation has become the key competitive edge in staying ahead of the game in the inimitable, compelling, memorable experience-based economy. The 21st century organisation will be an ideas/imagination business. Within this business, people have moved centre stage in being the only true value unlockers and wealth creators as the source of imagination, creativity, innovation, and invention.

Given people’s centrality to the continued viability of organisational performance and success in the present and future, knowing the state of their People Excellence is critical for every organisation. If there is on top of this criticality a global war for top talent, then ‘critical’ turns into mission-critical. It becomes the stark choice between either merely surviving because of a shortage of talent; or thriving because of creating the conditions under which people become the best they can, and want to, be. They flourish and thrive.

People excellence sits at the confluence of thriving employees, delighted stakeholders, and a viable organisation. When organisations become excellent at helping their people to flourish, they in turn unlock real, amazing value and create worthy, lasting results to the delight of stakeholders, ensuring the organisation’s viability. This is why knowing the state of an organisation’s people excellence, as well as becoming smarter at people excellence, has become mission-critical for every organisation.

The People Excellence Star offers you the opportunity to perform an integrated, strategic stress test of the overall people-worthiness of your organisation. You’ll be guided on how to apply the five critical dimensions of People Excellence: Identity, Capacity, Delivery, Outcomes, and Relationships – along with their 20 Excellence elements.

You’ll discover the best thought-leadership, latest research, and cutting-edge practices regarding People Excellence to help you unleash the synergistic fusion of lasting People Excellence within your own organisation through the appropriate interventions.

When it comes to mentoring, women face more barriers than men. Here's how men can help change that. Increasingly, new employees and junior members of any profession are encouraged--sometimes stridently--to "find a mentor!" Four decades of research reveals that the effects of mentorship can be profound and enduring; strong mentoring relationships have the capacity to transform individuals and entire organizations. But the mentoring landscape is unequal. Evidence consistently shows that women face more barriers in securing mentorships than men, and when they do find a mentor, they may reap a narrow range of both professional and psychological benefits. Athena Rising is a book for men about how to eliminate this problem by mentoring women deliberately and effectively. Traditional notions of mentoring are modeled on male-to-male relationships, yet women often report a desire for mentoring that addresses their interpersonal needs. Women want mentors who not only understand this, but truly honor it. Coauthors W. Brad Johnson and David G. Smith present a straightforward, no-nonsense manual for men working in all types of institutions, organizations, and businesses to become excellent mentors to women, because as women succeed, lean in, and assume leading roles in any organization or work context, the culture will become more egalitarian, effective, and prone to retaining top talent.

Research Shows Organizations That Focus on Employee Experience Far Outperform Those That Don't Recently a new type of organization has emerged, one that focuses on employee experiences as a way to drive innovation, increase customer satisfaction, find and hire the best people, make work more engaging, and improve overall performance. The Employee Experience Advantage is the first book of its kind to tackle this emerging topic that is becoming the #1 priority for business leaders around the world. Although everyone talks about employee experience nobody has really been able to explain concretely what it is and how to go about designing for it...until now. How can organizations truly create a place where employees want to show up to work versus need to show up to work? For decades the business world has focused on measuring employee engagement meanwhile global engagement scores remain at an all time low despite all the surveys and institutes that been springing up tackle this problem. Clearly something is not working. Employee engagement has become the short-term adrenaline shot that organizations turn to when they need to increase their engagement scores. Instead, we have to focus on designing employee experiences which is the long term organizational design that leads to engaged employees. This is the only long-term solution. Organizations have been stuck focusing on the cause instead of the effect. The cause is employee experience; the effect is an engaged workforce. Backed by an extensive research project that looked at over 150 studies and articles, featured extensive interviews with over 150 executives, and analyzed over 250 global organizations, this book clearly breaks down the three environments that make up every single employee experience at every organization around the world and how to design for them. These are the cultural, technological, and physical environments. This book explores the attributes that organizations need to focus on in each one of these environments to create COOL spaces, ACE technology, and a CELEBRATED culture. Featuring exclusive case studies, unique frameworks, and never before seen research, The Employee Experience Advantage guides readers on a journey of creating a place where people actually want to show up to work. Readers will learn: * The trends shaping employee experience * How to evaluate their own employee experience using the Employee Experience Score * What the world's leading organizations are doing around employee experience * How to design for technology, culture, and physical spaces * The role people analytics place in employee experience * Frameworks for how to actually create employee experiences * The role of the gig economy * The future of employee experience * Nine types of organizations that focus on employee experience * And much more! There is no question that engaged employees perform better, aspire higher, and achieve more, but you can't create employee engagement without designing employee experiences first. It's time to rethink your strategy and implement a real-world framework that focuses on how to create an organization where people want to show up to work. The Employee Experience Advantage shows you how to do just that.

Extend the principles of diversity and inclusion to your company's suppliers Many people are familiar with the importance of ensuring and advancing inclusion, equity, and diversity amongst their employees and managers. But do your efforts include supplier diversity--an equally as important and essential part of any holistic diversity effort? In Supplier Diversity For Dummies, nationally recognized small business strategist and economic inclusion and supplier diversity expert Kathey Porter delivers an empowering and informative guide to implementing this integral part of any robust inclusion initiative: supplier diversity. You'll understand the relevance of supplier diversity and why it's important to encourage equal opportunity for diverse suppliers and businesses owned and managed by underrepresented groups. In this book, you'll also find: The answers to your most pressing questions about how to build a coherent and sustainable supplier diversity program Ways to contribute more fully to your company's diversity and inclusion functions Strategies to position supplier diversity as a central function in your organization Perfect for company buyers, purchasing and procurement professionals, material management executives, strategic souring professionals and supplier diversity practitioners, Supplier Diversity For Dummies is a must-read resource for supply chain professionals, diversity and inclusion leaders and anyone looking to increase their proficiency in supplier diversity, improve supply chain inclusivity and increase their social impact.

Facilities Management sets out a new framework for the discipline of facilities management which challenges many of the norms and which sets out new methods for optimising the performance of a business. Successful facilities managers need a range of skills and need to be able to devise a range of innovative strategies for the future of the organisations in which they work.
This new book follows on directly from Keith Alexander's ground-breaking textbook Facilities Management and focuses on four new themes which have been identified as keys to the new strategy: organisational change and learning, innovation, performance and the knowledge workplace.

Become a Talent Talker!

Great people developers take an interest in others, they recognize that they didn’t get to where they are on their own, and they want to “pay forward” the time that others have invested in them. Helping others unlock their talent and potential is an enormously rewarding activity, and it doesn’t take very much time, just the right attitude. If you look back on your own career and recognize a talent talker in your past, you owe it to them to become one yourself. If you don’t see a talent talker in your past, you need to look harder, because no one can make it on their own.

Getting managers to have development conversations is one of the most important drivers of unlocking talent and potential in your organisation. This book, and the TalentTalker.com application, makes it easy for any manager to sit down and have a development conversation.

Those conversations can be about improving performance, managing a career, developing leadership skills or formulating and executing new business strategies. Talking connects people, people who feel connected are more engaged, engaged people deliver exceptional results.

Yolanda Lacoma, holds a Master’s degrees in Psychology and European Studies and a postgraduate course in Education. Prior to starting her consulting practice Yolanda was a professor at the University of Aberdeen, Scotland where she developed and delivered a variety of executive development programs. After moving to the United States in 1997, she founded PeopleTree Group and is currently the CEO.

Martin Sutherland is the Global Director of PeopleTree Talent Analytics International. He is a founder member of the company, launched in 1998. He has 23 years of professional consulting experience in the ICT, Energy and Power, Financial Services & Banking, Transport, Retail and Manufacturing sectors.

Australian Workplace Relations explains the defining themes in workplace relations in the twenty-first century. It explores issues relating to employee voice, declining trade union membership, occupational health, disadvantaged workers and surveillance in the workplace. The treatment of each topic is placed in both a national and an international context. The book examines the effects on Australian workplace relations of globalisation, the changing international economy and the Global Financial Crisis. It provides a comprehensive examination of the Fair Work Act 2009. Case studies provide in-depth explorations of four important sectors of the economy: health, retail and hospitality, the public sector and motor vehicle components. The textbook includes additional resources for students and lecturers on a companion website: Power-Point slides, lists for further reading, additional case studies and links to websites. Comprehensive and fully cross-referenced, Australian Workplace Relations is an invaluable resource for upper-level undergraduate students of workplace, employee or industrial relations.

Just like the previous edition, this new edition aims to provide practical advice on how to create, develop, or improve office environments so that those individuals who work within them can do so comfortably and contently. Those environments include traditional purpose-built offices, home offices, vehicle interiors, or transient environments like train stations, hotels, and airports. Technology has changed radically since the first edition published in 2007. The new edition has been completely updated and offers simple, practical and effective advice that can be employed easily in any office environment, whether typical or atypical. Features Provides up-to-date advice on working with handheld devices and computers Outlines what can be done in non-office environments to make the worker more comfortable Offers updated case studies, which are more relevant to today's work, made possible by ever-advancing technology Includes an expanded section on accommodating workers with disabilities and covers new options available to assist the disabled so they can work effectively and comfortably Deals with the hidden area of work-related manual handling inside and outside the office

This book explores a new area of psychology of sustainability and sustainable development with specific focus on organizations, and introduces a range of advanced perspectives for healthy business, harmonization and decent work. Split into two parts, the first half presents cross-cultural contributions that study in depth the benefits and drawbacks of sustainability, while the second half discusses theoretical approaches and empirical research that offer new prospects for innovation in prevention science. Gathering research from leading scholars and researchers from around the globe, this book offers an essential reference guide that will benefit researchers, professionals, students, and policy makers interested in promoting better business harmony and sustainability.

From the 1960s through the 1990s, the most common job for women in the United States was clerical work. Even as college-educated women obtained greater opportunities for career advancement, occupational segregation by gender remained entrenched. How did feminism in corporate America come to represent the individual success of the executive woman and not the collective success of the secretary? Allison Elias argues that feminist goals of advancing equal opportunity and promoting meritocracy unintentionally undercut the status and prospects of so-called "pink-collar" workers. In the 1960s, ideas about sex equality spurred some clerical workers to organize, demanding "raises and respect," while others pushed for professionalization through credentialing. This cross-class alliance pushed a feminist agenda that included unionizing some clerical workers and advancing others who had college degrees into management. But these efforts diverged in the 1980s, when corporations adopted measures to move qualified women into their upper ranks. By the 1990s, corporate support for professional women resulted in an individualistic feminism that focused on the needs of those at the top. Meanwhile, as many white, college-educated women advanced up the corporate ladder, clerical work became a job for lower-socioeconomic-status women of all races. The Rise of Corporate Feminism considers changes in the workplace surrounding affirmative action, human resource management, automation, and unionization by groups such as 9to5. At the intersection of history, gender, and management studies, this book spotlights the secretaries, clerks, receptionists, typists, and bookkeepers whose career trajectories remained remarkably similar despite sweeping social and legal change.

Use the power of analytics, knowledge management, and discovery for improved employee retention and insight to the unique collaborative and learning needs of your organization using Viva, Microsoft's new employee experience platform. This book introduces you to the four central tenets of Microsoft Viva, a platform designed to improve communication, knowledge, learning, and insight within an organization. The authors, all Microsoft MVPs and early users of Viva, share their first-hand experiences and knowledge to teach you how to configure, utilize, and adopt Viva Topics, Viva Connections, Viva Learning, and Viva Insights to drive knowledge management and discovery within an organization. In Part I, you will learn how to classify data and topics within your organization, and learn how the use of AI can bring to life the discovery of knowledge and information related to people and other topics, allowing for better understanding and clarity of the content you see every day. In Part II, you will learn how to bring the power of SharePoint Syntex and Viva Topics into Microsoft Teams. In Part III, you will learn how to build a shared learning portal in Microsoft Teams using your own training materials, or bringing in third-party resources such as LinkedIn Learning and Skillsoft to connect directly to your employees. Managers will appreciate the ability to assign learning topics to users and gain the skills needed to create a fundamental process around learning consolidation. In Part IV, you will be introduced to Viva Insights, and understand how to discover vital analytics for individuals, managers, and leaders. You will also learn how it supports your company's greatest asset, your employees. What You Will Learn Understand the basics of Viva to get up and running in no time Configure each vertical of Microsoft Viva Know the roles and pre-requisites for installation and configuration Organize and think about your content for discovery and relationships Deliver learning through an optimized experience for managers and users Leverage the power of SharePoint within Teams using Viva Connections Who This Book Is For Management, end users, and system administrators who want to step up their knowledge management, better train and retain employees, and improve access to internal content. The book is designed for businesses that want to transform the way they learn about content and people within their organization, with the end objective of making their business grow and thrive.