While Employee Assistance Programmess (EAPs) have grown tremendously in organisations across the world, many EAP practitioners are not prepared for the changing challenges of the role.

With employees experiencing more stress than ever before, they increasingly need assistance in the following areas:

• Mental health,
• Financial wellbeing,
• Debt relief,
• Work life balance,
• Substance abuse,
• Alcoholism,
• Emotional well-being,
• Preparing for retirement,
• Bereavement,
• Grief counseling,
• And more.

To rise to the challenges of the changing needs of the employee, EAP practitioners need to grow their skills in essential areas such: Counseling, coaching, therapy, trauma briefings, crises management and life skills development. This is the first South African book to focus specifically on the development of EAP practitioners. It provides practical guidelines to develop and implement EAP programmes, including how to conduct a needs analyses, data collection and analyses, and impact assessments. It also offers EAP practitioners an ethical framework against which to practice their profession.

Prof Nico Martins is presently with the Department of Industrial Psychology at the University of South Africa (Unisa, since 1995) and specialises in the field of organisational psychology. His fields of expertise are organisational development and change. Prof Ophillia Ledimo is full professor and chair with the Department of IOP at the University of South Africa (UNISA). She holds a Doctorate in Industrial and Organisational Psychology.

Business success begins with trust. Trust is the basis for all that we do as leaders and as organizations. Employees who trust their employers are more productive and creative. Businesses that earn their customers' trust maintain better relationships and reap better results. Meanwhile, breaches of trust between companies and the public are becoming more frequent-and more costly. If you read nothing else on trust, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the most important ones to help you build, maintain, and repair trust, both as a leader and as a company. This book will inspire you to: Develop trust through competence, legitimacy, and impact Understand the neuroscience of trust Follow through on your commitments to stakeholders Negotiate better with an untrustworthy counterpart See your company through the eyes of your customers Rebuild relationships after a breakdown of trust This collection of articles includes "Begin with Trust," by Frances X. Frei and Anne Morriss; "The Neuroscience of Trust," by Paul J. Zak; "Dig, Bridge, Collectively Act," by Tina Opie and Beth A. Livingston; "Rethinking Trust," by Roderick M. Kramer; "How to Negotiate with a Liar," by Leslie K. John; "The Enemies of Trust," by Robert M. Galford and Anne Seibold Drapeau; "Don't Let Cynicism Undermine Your Workplace," by Jamil Zaki; "The Trust Crisis," by Sandra J. Sucher and Shalene Gupta; "Customer Data: Designing for Transparency and Trust," by Timothy Morey, Theodore "Theo" Forbath, and Allison Schoop; "Operational Transparency," by Ryan W. Buell; and "The Organizational Apology," by Maurice E. Schweitzer, Alison Wood Brooks, and Adam D. Galinsky. HBR's 10 Must Reads paperback series is the definitive collection of books for new and experienced leaders alike. Leaders looking for the inspiration that big ideas provide, both to accelerate their own growth and that of their companies, should look no further. HBR's 10 Must Reads series focuses on the core topics that every ambitious manager needs to know: leadership, strategy, change, managing people, and managing yourself. Harvard Business Review has sorted through hundreds of articles and selected only the most essential reading on each topic. Each title includes timeless advice that will be relevant regardless of an ever-changing business environment.

True leadership has always been more difficult to maintain in challenging times, but the unique stressors facing organisations throughout the world today call for renewed attention to what constitutes truly positive leadership.

This book is divided up as follows:

• Part I – Definition and impact of authentic leadership – considers the need for authentic leadership, gives an overview of what is generally understood by Authentic Leadership. It also focuses on the impact of leadership authenticity on inter-relational trust, on individual and team authentic leadership effectiveness.
• Part II – Development of authentic leadership – forms the crux of this book. As the development of authentic leadership requires different considerations to what is mostly espoused in the field of leadership development, considerations and criteria for AL development and AL programmes are discussed.
• Part III – Well-known examples of leaders through the lens of AL – even though AL programmes have not really been available before, such leadership can be developed by means of introspection and commitment to further development during a lifetime of life experiences and work episodes.

DK brings you a practical guide summarising the skills and secrets you need to manage yourself and others with ease and confidence. Introducing DK'S Essential Managers series - a one-stop guide full of top tips to boost productivity, performance and passion within a business environment. Achieving excellence as a manager requires a broad skillset, and The Essential Manager's Management Handbook provides easy-to-follow and engaging advice on the six key areas. Nurture your confidence with managing people, leadership, achieving high performance, effective communication, presenting, and negotiating. Jam-packed with interactive tools needed to thrive in a business environment, from setting goals to solving problems, delivering a speech to developing yourself, this business management book incorporates key quotes, bright visuals and breakdowns by subject, making it accessible and easy-to-use. Enveloped in a slim and sleek design, The Essential Manager's Management Handbook encompasses: -Step-by-step instructions adopting a 'how-to' approach across a broad range of themes -Highly effective 'ask yourself' questions to encourage self-reflection and self-growth. -Includes essential guidance on management-specific issues around remote-/hybrid-working -Brings together content from individual titles in the Essential Managers series in a larger "manual" format Your time is precious, so why waste it? With power to every page, discover top tips on how to make bold business decisions; chair meetings; manage teams and more. Invest in this must-have management book and you will be well on your way to boosting your business. With expert insights from management professionals and step-by-step instructions on dealing with challenges and gaining valuable management skills for life, this book provides all the tools you need to soar into success, no matter what your business goals may be! At DK, we believe in the power of discovery. So why not dive deeper into our Essential Managers series? A total of 10 titles, this curated collection of business books will help you hone your power and maximise your potential as an effective manager. Learn how to develop your leadership skills with Essential Managers - Leadership or improve upon your people skills with Essential Managers - Managing People. Tailored to your business goals, discover the DK book that's right for you! Why settle for mediocre management when you can be unbeatable in your business!

Exploring the different facets of the new world of work (including the hacker and maker movements, platform work, and digital nomadism), this edited volume sets out to investigate and theorise how these new work practices are experienced by various actors. It explores such changes at both the micro and macro levels and sets out to link them back to wider social, managerial and political issues. In doing so, it aims to reflect on the similarities and differences between new and 'old' work practices and problematize discourses surrounding the future of work. This volume is characterized by the diversity of methods mobilized, the plurality of concepts, lenses and theories deployed as well as the richness of the empirical accounts used by the authors. It will appeal to a broad readership of management and organizational scholars as well as sociologists interested in current changes to the world of work.

As working environments develop through new 21st century structures, the problems and difficulties they face also become even more complex and difficult to understand, explain and resolve. The ways in which we express these processes are now patterned through a mixture of wording and imagery; diagrams and charting which help to explain trends and visualise long-term sustainable goals. From thinking, doing, working, planning and prioritizing, through to presenting, selling, negotiating, progressing in your career, or just plain fooling around, this highly practical book provides effective tools and guidelines to help anyone who wants to be more efficient and outstanding. After the runaway success of The Diagrams Book, Kevin Duncan returns to combine his experience and expertise into an interactive visual guide. A guide to assess your competency to problem-solving and challenge you to further construct new ideas through visual and diagrammed solutions, for greater improvements in all sectors of life.

As artificial intelligence and machine learning practices grow, entire industries and jobs could become more automated or cease to exist altogether. HR Without People? traces provocative and challenging timelines for future developments in ten, thirty and fifty years' time, to interrogate how modern HR practices need to respond to far reaching technological and industrial change. Focusing on the role these technologies are playing in changing the HR profession and how they could and should develop industry practices in the future, HR experts Anthony R. Wheeler and M. Ronald Buckley explore how this profession has a vital role in responding to these changes and how it can adapt to meet the new challenges faced by both employers and employees. Examining key issues such as the effects of big data and algorithms ongoing role in influencing recruiting and selection, the changes in virtual technology that will alter training, and how the role of government will expand to address the needs of citizens affected by the rate of change in workforce displacement, HR Without People? is a stimulating and confrontational challenge to conventional thinking on this people-centric profession's role in the future of work.

Is your organization strategically prepared for the digital and distributed workplace? Technology, data analytics and artificial intelligence already impact how people work and engage with organizations. A dispersed workforce, greater transparency, social change, generational shift and value chain disruptions are driving new behaviors and expectations from the workplace. Together, these trends are shaping a new era of distributed and digitally enabled network of workers where the work comes to workers instead of the workers going to work. In Humans at Work, employee and workplace experience experts Anna Tavis and Stela Lupushor advocate for the adoption of human-centric practices as a critical and necessary part of adapting work and workplaces to the future of work. Outlining the four factors (digitization of work, distributed workplaces, organizational redesign and changing workforce) driving the dramatic changes in the workplace, each chapter provides examples of how innovative companies are building workplace infrastructure and reshaping norms, serving new markets and adopting new technologies. Filled with examples from both start-ups and established companies, Humans at Work is the workplace leader's guide to building a workplace that creates market value by making work more human.

Thinkers50 Top 10 Best New Management Books for 2022 Why do some people break through and make an impact while others get stuck going through the motions? In every organization there are Impact Players-those indispensable colleagues who can be counted on in critical situations and who consistently receive high-profile assignments and new opportunities. Whether they are on center stage or behind the scenes, managers know who these top players are, understand their worth, and want more of them on their team. While their impact is obvious, it's not always clear what actually makes these professionals different from their peers. In Impact Players, New York Times bestselling author and researcher Liz Wiseman reveals the secrets of these stellar professionals who play the game at a higher level. Drawing on insights from leaders at top companies, Wiseman explains what the most influential players are doing differently, how small and seemingly insignificant differences in how we think and act can make an enormous impact, and why-with a little coaching-this mindset is available to everyone who wants to contribute at their highest level. Based on a study of 170 top contributors, Wiseman identifies the mindsets that prevent otherwise smart, capable people from contributing to their full potential and the five practices that differentiate Impact Players: While others do their job, Impact Players figure out the real job to be done. While others wait for direction, Impact Players step up and lead. While others escalate problems, Impact Players move things across the finish line. While others attempt to minimize change, Impact Players are learning and adapting to change. While others add to the load, the Impact Players make heavy demands feel lighter. Wiseman makes clear that these practices-and the right mindset-can help any employee contribute at their fullest and shows leaders how they can raise the level of play for everyone on the team. Impact Players is your playbook for the new workplace.

Flexible Work: Designing Our Healthier Future Lives examines flexible working through the lens of social science, in particular using psychological perspective to address not only what forms of flexible working there are and how they are evolving but also their prospect in the future of work. Bringing together views from thought-leaders and underpinned by research evidence, this book addresses two of the most fundamental business challenges for large and medium organisations - mental health and productivity - calling for the bridging of science and policy to design flexible working for our future healthier lives. Growing from these foundations, this book explains the latest landscape in flexible working, looking at employee psychological health and productivity, including showing up for work sick. Perspectives are provided from around the world on leadership, line management, 'over attachment' with technology, commuting, skill-based inequality and control over working time. Readers are offered insights into the relevance of flexible working for a diverse workforce - invisible disabilities, disabilities, older workers and blended families. Throughout, the book offers suggestions for shaping future policy, practice and research. Each chapter concludes with recommendations, making this essential reading for students, academics, human resource practitioners, policy-influencers, policymakers and professionals interested in flexible work.

It's time to break down your barriers are a leader, as a team, and achieve. Just wanting to be better is never enough. The ability to elevate-to exceed and outperform expectations-is directly related to your ability to build capacity in yourself and others. What capacity exactly? Making time to not just tackle everything you place on your plate (personally and professionally) but to CRUSH each and every accomplishment.

The Cambridge Handbook of the Global Work-Family Interface is a response to growing interest in understanding how people manage their work and family lives across the globe. Given global and regional differences in cultural values, economies, and policies and practices, research on work-family management is not always easily transportable to different contexts. Researchers have begun to acknowledge this, conducting research in various national settings, but the literature lacks a comprehensive source that aims to synthesize the state of knowledge, theoretical progression, and identification of the most compelling future research ideas within field. The Cambridge Handbook of the Global Work-Family Interface aims to fill this gap by providing a single source where readers can find not only information about the general state of global work-family research, but also comprehensive reviews of region-specific research. It will be of value to researchers, graduate students, and practitioners of applied and organizational psychology, management, and family studies.

A smart, science-based approach to retaining your talent and making the world of work a better place. Right now, we're confrontinga once-in-a-century opportunity to create a future of work that's better for everyone. The old corporate standard of extreme hours, sleep deprivation, and nonstop travel is dead. And knowledge workers don't miss it. They're expecting today's leaders to create the workplace of tomorrow: a hybrid ecosystem that thrives on flexibility, diversity of thought, and enables every employee to reach peak performance. In The Brain-Friendly Workplace, Friederike Fabritius offers a science-based and field-tested blueprint for tomorrow's workplace. Through her easy-to-follow program, entire organizations are discovering how small, inexpensive changes can lead to advantages like better employee performance, higher job satisfaction, and stronger talent retention.

Are you one of the millions of people now working from home? It's not easy but it needn't be stressful. The Ultimate Guide to Working from Home will help you set up your desk, stay sane, healthy and be more productive than ever, even if you have family or housemates at home with you.

You'll learn how to get in the zone, how to maintain focus and how to reward yourself as you work. You'll learn the importance of setting and maintaining boundaries both inside and outside the home and how to establish a routine that suits your lifestyle. And you may not want to return to the office at all once this is over. The Ultimate Guide to Working from Home can help you with that, too.

Packed with research and helpful statistics, you'll also find tips for managers and employees alike on how to approach more flexible working when the time comes. Stop typing 'how to set up a work station at the kitchen table' into the search bar late at night. Start getting the most out of working from home, today.

This is a short guide on sit-stand working in the office. It reviews the research on sitting and standing at work from the 1950s to present and provides guidance for specialists, therapists, practitioners, and managers. The book is illustrated with many photos and figures, provides guidance for active working at the end of every chapter, and is understandable to the layman as well as the specialist. With the increased emphasis on healthy lifestyles, coupled with the obesity and overweight epidemic, many are claiming that we should spend more time standing at work. Some have even claimed that sitting is the new smoking. Readers of the book will learn and understand what is behind these claims, what stacks-up, what doesn't, and be able to make informed decisions about whether to invest in new facilities, and what to invest. This book is of value to human factors specialists, physical therapists, chiropractors and occupational health practitioners, architects, and facilities managers. Features Explains the origins of sedentary office work Summarizes the health risks of sitting and standing and how to avoid them Reviews new research on active working and practical ways of developing active working habits in the office Discusses the obesogenic workplace, and how to avoid it Includes over 60 key points to help you decide how to be more active at work

What role do material objects play in the in-situ, embodied and spatial circumstances of interaction? How do people organize their embodied conduct with regard to such objects, and how is this consequential in and for their work practices? In this volume, contributors focus on these questions in terms of connections between ongoing courses of interaction within work practices, object materiality and mobility in space, bodily movement and manipulation of objects, and language. The chapters in this book address a broad range of settings and actions (including dressmaking, foreign language teaching, international business meetings and forklift driving) where a variety of objects become relevant.

From the founder of the worldwide 30% Club campaign comes a career book for women in a transforming world who don't just want to lean in, but instead, shatter the paradigm as we know it. 'I absolutely love her, I think she's such a force for good' Pandora Sykes, The High Low In A Good Time to be a Girl, Helena Morrissey sets out how we might achieve the next big breakthrough towards a truly inclusive modern society. Drawing on her experience as a City CEO, mother of nine, and founder of the influential 30% Club which campaigns for gender-balanced UK company boards, her manifesto for new ways of working, living, loving and raising families is for everyone, not just women. Making a powerful case for diversity and difference in any workplace, she shows how, together, we can develop smarter thinking and broader definitions of success. Gender balance, in her view, is an essential driver of economic prosperity and part of the solution to the many problems we face today. Her approach is not aimed merely at training a few more women in working practices that have outlived their usefulness. Instead, this book sets out a way to reinvent the game - not at the expense of men but in ways that are right and relevant for a digital age. It is a powerful guide to success for us all.

Spectacular and terrifyingly true' - Owen Jones

'Thought-provoking and funny' - The Times

Be honest: if your job didn't exist, would anybody miss it? Have you ever wondered why not? Up to 40% of us secretly believe our jobs probably aren't necessary. In other words: they are bullshit jobs. This book shows why, and what we can do about it.

In the early twentieth century, people prophesied that technology would see us all working fifteen-hour weeks and driving flying cars. Instead, something curious happened. Not only have the flying cars not materialised, but average working hours have increased rather than decreased. And now, across the developed world, three-quarters of all jobs are in services, finance or admin: jobs that don't seem to contribute anything to society. In Bullshit Jobs, David Graeber explores how this phenomenon - one more associated with the Soviet Union, but which capitalism was supposed to eliminate - has happened. In doing so, he looks at how, rather than producing anything, work has become an end in itself; the way such work maintains the current broken system of finance capital; and, finally, how we can get out of it.

This book is for anyone whose heart has sunk at the sight of a whiteboard, who believes 'workshops' should only be for making things, or who just suspects that there might be a better way to run our world.

As business struggles to adapt to a rapidly changing world, managers are bombarded with a bewildering array of schemes for how to be a boss and make an organization tick. It's tempting to be seduced by futurist fantasies where every company has the culture of a startup, and where employees in wacky, whimsical office settings, liberated from hierarchies and bosses that oppress them, are the foundation for breakthrough performance. "Get real," warn Nicolai J. Foss and Peter G. Klein. These fads ironically lead to micromanaging and, often, to disaster. Companies and societies, they show, need authority and hierarchy to coordinate work, including creative work. And, counterintuitively, Foss and Klein illustrate how the creative use of authority and hierarchy helps companies to be more agile and flexible, enabling educated, motivated people and teams to thrive. And not a moment too soon: Foss and Klein provide evidence that global challenges such as the proliferation of artificial intelligence, economic disruption, empowered knowledge workers, and black swan events such as the pandemic actually make hierarchy and the job of the manager more important than ever.

'The lessons and practices here will shift a sense of chaos to one of clarity and a mindset of fear to one of hope' Margaret Heffernan, bestselling author of Wilful Blindness ___________________________________________________________________________________ How often do you interrupt? How often do people interrupt you? Can you remember the last time someone listened to you all the way through your thinking? In a time when communication is more challenging than ever and relationships need to be nurtured, listening to one another could not be more important. In her new book, Nancy Kline, bestselling author of Time To Think, suggests that for us to radically improve our communication we should make the propmise 'I won't interrupt you'. This promise matters because when we interrupt each other, we interrupt our thinking, and that interrupts the quality of everything we do. By making this promise to our colleagues and loved ones we can deepen our relationships, increase our productivity, and enjoy deeper, richer conversations. It may, in fact, be the most important promise we ever make. Nancy has spent the last three decades researching independent thought and the barriers that prevent us from thinking for ourselves. In this book she tells us the truth about the damage that interruption can cause, she shares case studies and stories from her work with clients, as well as simple ways we can improve our communication, and change our lives. ___________________________________________________________________________________ 'This generous, useful and important book is a delight to read and will fundamentally change the way you interact with people' - Mikael Krogerus and Roman Tschappeler, authors of The Communication Book 'This timely and persuasive book shows us that the foundation for independent thinking is the promise to actually listen, without interruption, to what others have to say' Cal Newport, bestselling author of Digital Minimalism

A game-changing book about the revolutionary potential of working from home, by two experts who work - and live - together. When the COVID-19 pandemic closed offices around the world, sending millions into makeshift home offices, it was a forced compromise made under duress. But 2020 taught us that there may be another way to work: one that doesn't involve hellish commutes and set schedules that no longer make sense, especially for companies with international reach. While working from home can make people happier and make companies more productive, it has its pitfalls. Doing it well takes some thought. Out of Office combines Charlie and Anne's first-person experiences of moving to a rural area and working remotely - for years before the pandemic hit - to demonstrate how workers everywhere can find new ways of working anywhere.

In the 1970s, Xerox pioneered the involvement of social science researchers in technology design and in developing better ways of working at PARC, its internal research center at the time (now an independent wholly owned subsidiary). The PARC legacy resulting from this work is a hybrid methodology that combines an ethnographic interest in direct observation in settings of interest with an ethnomethodological concern to make the study of interactional work an empirical, investigatory matter. This edited volume is an overview of PARC and Xerox's social science tradition. It uses detailed case studies showing how the client engagement was conducted over time and how the findings were consequential for business impact. Case studies in retail, production, office and home settings cover four topics: practices around documents, the customer front, learning and knowledge-sharing, and competency transfer. The impetus for this book was a 2003 initiative at Xerox to transfer knowledge about conducting ethnographically grounded work practice studies to its consultants so that they may generate the kinds of knowledge generated by the researchers themselves.

Bosses are human - some good, some bad. They have a huge impact on your job satisfaction, your day-to-day happiness, your workload - and yes - your paypacket. If you're lucky they will be understanding, supportive, encouraging and inspiring. Then again they might be lazy, unmotivated, weak, over-emotional, sarcastic, rude, or just downright - well - bossy. But you're no powerless victim.When it comes to your boss, then you're more in control than you think. It's a case of understanding what makes them tick, why they react as they do, and then approaching situations in the right way to get the best out of your boss. Here's how.

"Strategy and Business" 2012 Organizational Culture Book of the YearThis third edition of the classic resource, "Productive Workplaces" is smart, well-written and well-researched, thoughtful, somewhat provocative, and a one-of-a-kind review of the integration of economics, technology, and people. It covers such topics as: the work on self as integral to organizational change; the revision of Lewinian concepts for a new era; and the history behind "getting everybody improving whole systems" as a response to fast change and increasing diversity (not the same as using any particular method). The themes, case studies (many revisited), and models are as relevant as ever.