The Research in Careers series is designed in five volumes to provide scholars a unique forum to examine careers issues in today's changing, global workplace. What makes this series unique is that the volumes are connected by the use of Mainiero and Sullivan's (2006) Kaleidoscope Career Model (KCM) as the organizing framework and the theme underlying the volumes. In this volume, Striving for Balance, we consider how individuals seek a healthy alignment between work and nonwork. In addition to building upon the established literature on work/family conflict, the chapters in this volume also examine the reciprocal positive influences between work and nonwork, considering such issues as balancing work with commitments to others, including spouse/partner, children, elderly relatives, friends, and the community. Chapters 1 and 2 of this volume focus on macro?issues surrounding work/nonwork balance, specifically studying the effectiveness of organizational policies. In Chapter 1, Westring, Kossek, Pichler and Ryan explore if there is a gap between an organization's adoption of work/nonwork policies and its offering of a supportive environment for the employees' use of such policies. In Chapter 2, Purohit, Simmers, Sullivan and Baugh draw from social exchange theory and the compensation literature to examine how employees' satisfaction with their organization's discretionary (i.e., not legally required) support initiatives influences their work?related attitudes and personal well?being. Chapters 3 and 4 examine balance from a micro perspective, focusing on generational differences in balance as well as how individuals' reactions to work?nonwork conflicts influence career outcomes. In Chapter 3, Stawiski, Gentry and Baranik study balance using the lens of generational differences, exploring the relationship between work?life balance and promotability for members of the Baby Boom generation and Gen X. In Chapter 4, Boyd, Keeney, Sinha and Ryan discuss their qualitative analysis of how 1,359 university alumni's reactions to work?life conflict events shaped their career choices, including entry, participation, and attrition decisions. Their approach offers a different lens to examine work?life conflict. Chapters 5 and 6 provide two perspectives on where scholars should focus their future research efforts in studying work/nonwork balance. In Chapter 5, van Emmerik, Bakker, Westman and Peeters provide a conceptual examination of the processes that affect work?family conflict, family?work conflict, and the overall resulting work/nonwork balance or imbalance. In Chapter 6, Bataille offers a multi?dimensional definition of work?family balance and develops a framework, which recognizes the dominant dimensions of work-family balance.

More than two hundred CEOs reveal their candid insights on how to build and foster a corporate culture that encourages innovation and drives results

In "Quick and Nimble," Adam Bryant draws on interviews with more than two hundred CEOs to offer business leaders the wisdom and guidance to move an organization faster, to be quick and nimble, and to rekindle the whatever-it-takes collective spark of a start-up, all with the goal of innovating and thriving in a relentlessly challenging global economy. By analyzing the lessons that these leaders have shared in his regular "Corner Office" feature in "The New York Times," Bryant has identified the biggest drivers of corporate culture, bringing them to life with real-world examples that reflect this hard-earned wisdom.

These men and women--whose ranks include Jeff Weiner of LinkedIn, Tony Hsieh of Zappos, Angie Hicks of Angie's List, Steve Case of Revolution (and formerly AOL), and Amy Gutmann of the University of Pennsylvania--offer useful insights and strategies for creating a corporate culture of innovation and building a high-performing organization that unleashes the passion and energy of its employees.

As the world shifts to more of a knowledge economy, the winners will be companies that can attract and retain the best and brightest employees by creating an environment where they can grow, contribute, and feel rewarded. Through the wisdom of these leading chief executives, "Quick and Nimble" offers a keen understanding of the forces that shape corporate culture and a clear road map to bring success and energy to any organization.

Whether you are a business owner, department manager, or even a concerned employee, "Workplace Security Essentials" will show you how to improve workplace safety and security using real-life examples and step-by-step instructions.

Every organization, be it large or small, needs to be prepared to protect its facilities, inventory, and, most importantly, its staff. "Workplace Security Essentials" is the perfect training resource to help businesses implement successful security measures, boost employee morale and reduce turnover, protect the company s reputation and public profile, and develop the ability to process and analyze risks of all kinds.

"Workplace Security Essentials" helps the reader understand how different business units can work together and make security a business function-not a burden or extra cost.
Shows how to identify threats using tried-and-true methods for assessing risk in any size organizationUses real-world examples and scenarios to illustrate what can go wrong-and what can go right when you are preparedPrepares the reader for worst-case scenarios and domestic violence that may spill over into the workplaceProvides a clear understanding of various electronic systems, video surveillance, and burglar alarms, and how to manage a security guard forceIncludes online resources for those teaching security management"

In the next few years, technology is set to change the way we work beyond recognition. Richard Lieberman, nationally recognised employment and IP expert, explains how every working person in every industry and profession will soon experience profound changes in their work as technology, social networking and virtual communications alter the way jobs have traditionally been performed. Lieberman documents how most people, particularly those over the age of 40, do not fully understand the nature of these changes and are worried about their ability to adapt to future job requirements. Lieberman explains not only what will happen to your job, but more importantly, how you can survive and prosper in the changing work world. While there have been many books about how technology is changing the world, this is the first book to examine how the technology revolution will affect you and your job.

Preventing and managing workplace bullying, including sexual harassment, is not just a 'feel good' exercise, or something organisations should only do when they are faced with a complaint. It is part of core business. Employers and managers have a duty of care as part of occupational health and safety laws to prevent hazards that might contribute to workplace injuries. This book shows you how to meet these responsibilities using practical, sensible strategies based on a framework of: understanding what bullying and sexual harassment really mean, using a risk management approach to identify issues in the workplace, implementing procedures to control risk, taking action when things go wrong. A range of tools and tips are included throughout the text to help the reader get started quickly. Stemming from a solid and extensive research base and with reference to up-to-date legislative requirements, Preventing and Managing Workplace Bullying and Harassment is essential reading for anyone in business today.

Workstyle is the freedom to choose when and where you work. It is only now, after centuries of formal and inflexible working hours, that such an opportunity is on the horizon. It is an opportunity that will have far reaching and profoundly positive implications, levelling the playing field and helping to create true inclusivity and accessibility in our society. This inspiring book will explain the history of work, where the 9-5 came from, and why the time is right for change. You'll learn how workstyle differs from flexible, hybrid, or remote working, and why it matters. Most importantly, you'll explore and design your own workstyle, by reflecting on the things that matter to you, acting to change your life and inspiring others to do the same, all underpinned by research that proves that this is a better way to work for us all. This book is for everyone who has had to take a day off work to receive a delivery or go to a doctor's appointment. It is for anyone who has caring responsibilities, for parents, for those with illnesses, with mental health issues, who feel burnt out, or who are living with disabilities. It is for those who are older, who identify as neurodiverse or who consider themselves different in any way. It is for people who feel disenchanted with work and want to live a meaningful, fulfilled life. It is for anyone who questions why they need to commute to an office to be productive. It is for every person who has a life outside of work. This book is for everyone. This book is for you!

Building a Culture of Distinction is an organizational change management program. This Facilitator Guide is designed for those individuals who will be leading the program. This book provides a comprehensive, step-by-step process to define and shape your organizational culture and manage organizational change.

This program addresses many of the challenges an organization faces that can threaten its success and its bottom line. For example: Have you lost key talent? Do your employees seem stressed and unhappy at work? Are employees neither united by values nor vision? Is the organization growing fast but losing focus? Does your organization need a new direction? Is your organization experiencing a merger or acquisition? Is your strategic planning disconnected from the culture that must support it? Is change needed but no one has a process to make it stick?

This Facilitator Guide provides activities and tools to build a culture of distinction. The process has a four-phased cycle. In Phase 1, you will facilitate a Core Culture Assessment where all employees participate in defining the organization s Core Culture. In Phase 2, you will facilitate a Core Culture Alignment Audit where employees will identity the degree of alignment of the Practices and Projections with the Core Culture, and they will make recommendations to increase alignment. In Phase 3, you will guide the development of a Core Culture Alignment Plan and set measures to monitor change. Finally, in Phase 4, employees will execute and monitor the plan, tracking measures to ensure progress in implementing change.

This Facilitator Guide is divided into two sections. Section A: Planning the Program includes materials to guide the facilitator in planning the implementation of this culture and change management program. This section includes background information, definitions, suggestions on when to use this program, an explanation of the program cycle, a review of the implementation steps, a worksheet tool, and sample questions for interviews, open-ended surveys and focus groups. Section B: Conducting the Program has the same content as the companion workbook Building a Culture of Distinction: Participant Workbook for Defining Organizational Culture and Managing Change. The only difference is the inclusion of Facilitator Notes inserted in the side margins to guide you in implementing the program. Section B provides information, activities, tools and techniques to define and shape your organizational culture, audit it for alignment with your workplace Practices and Projections, and create and implement a plan to live the Core Culture principles that will generate success. Some activities work best in a group setting. Others can be completed individually. Adapt the program to fit your needs.

To support program implementation, there is the Building a Culture of Distinction: Participant Workbook for Defining Organizational Culture and Managing Change. This workbook is for employees who take part in the Building a Culture of Distinction Program. An additional resource is the book There Is No Place Like Work, an ideal reading assignment for employees to jumpstart the learning process.

Begin Building a Culture of Distinction in your organization. Lead the process to craft your organization's culture and facilitate change. Use culture to drive your organization's success.

A leadership blueprint for managing cross-cultural issues in any M&A deal

In our rapidly expanding and increasingly volatile global economy, mergers and acquisitions are becoming the strategy of choice for businesses seeking to stimulate growth while managing risk. As more and more M&A deals are struck between global organizations, difficult new issues involving cultural differences have arisen.

In "The Global M&A Tango," international management experts Fons Trompenaars and Maarten Nijhoff Asser explain how to detect and manage these issues before they become major problems.

Drawing on the world-renowned Trompenaars Hampden-Turner Cross-Cultural Database and Culture Compass, the authors illustrate how widely cultures can differ and, by reconciling the dilemmas created by that difference, how they can be integrated quickly, efficiently, and effectively.

"The Global M&A Tango" helps you meet all the challenges of cross-national M&A by: Creating common mission, vision, strategy, and values Developing trust across value boundaries Enabling people with different cultural perspectives to engage in valuable discussions

Change-management programs all too often ignore the culture perspectives of the individuals and groups involved--and it's often why organizations fail to realize the benefits that prompted the integration in the first place.

With "The Global M&A Tango," you have everything you need to integrate two old entities into a powerful new organization poised for dramatic growth in the coming decades.

Your company will soar when you embrace the insights and initiativesin this guidebook.
Based on 25-years of facilitating growth and productivity in small and medium-sized companies, Larry Smith shares the "how to" of creating a culture of high performance and then sustaining it. It is not that difficult. But it does take courage, because you begin with an Assessment; i.e. a reality check. You'll be taking a measure of management's stewardship. Removal of rose-colored glasses is the first requirement.Bottom line is: How your employees behave is a critical ingredient. How you lead determines how they behave.

The definitive guide for using social media to build more effective organizations

Today's networking technologies-wikis, blogs, and social networking sites-are changing how we build professional relationships and work collaboratively. In this insightful book, three organizational development experts from Oracle Corporation offer executives down-to-earth strategies for leveraging the power of social media to build more effective and agile organizations, engage employees, and sustain competitiveness.Offers practical advice for using social media (wikis, blogs, and social networking sites) to increase organizational effectivenessPresents proven recommendations for building teams, accelerating learning, and fostering innovation by adopting social networking toolsShows how to tap into the power of social networks to improve organizational performanceDemonstrates how social media will help organizations thrive for years to come by drawing on case studies from companies like Intel, Cisco, Nokia, and others

Workplace violence can occur anywhere: schools, office buildings, hospitals, or late-night convenience stores. It can occur day or night, inside or outside of the workplace, and it can include threats, harassment, bullying, stalking, verbal abuse, and intimidation. Left unchecked, workplace violence can lead to physical assaults and homicide. This handbook tackles this often overlooked but pervasive problem and provides a comprehensive five-step process for understanding and preventing it.

Written by a team of experts in the field of workplace diversity, The Global Diversity Desk Reference offers a strategic approach for international organizations that want to succeed in the worldwide marketplace by maximizing the potential of all their employees. You'll discover how to increase effectiveness in managing diversity at three levels--the individual, interpersonal, and organizational. You'll also get the practical tools, concrete suggestions, and pragmatic methods you need to successfully manage a global workforce and create and align organizational systems, policies, and practices with the requirements of an international workforce.

Thirty years ago, the bestselling "letter to the government" "Work in America" published to national acclaim, including front-page coverage in "The New York Times, Wall Street Journal," and "Washington Post." It sounded an alarm about worker dissatisfaction and the effects on the nation as a whole. Now, based on thirty years of research, this new book sheds light on what has changed--and what hasn't. This groundbreaking work will illuminate the new critical issues--from worker demands to the new ethical rules to the revolution in culture at work.

Women - have you forgotten who you are? Ever wish you had an instruction manual for yourself? Feel there is part of you missing? Spent years battling your way up the ladder in the corporate market or being chauffeur, decorator and general skivvy bringing up your children? Susie Heath's The Essence of Womanhood - re-awakening the authentic feminine is the book you've been waiting for. Reveal the gorgeous, beautiful, powerful, feminine being you were born to be, and let her out to play! Clear your unconscious limiting beliefs that have prevented you living the life of your dreams. Become an attraction magnet for men in your life. Use your mind and your body in new and exciting ways. Fall in love with both the real inner and outer you. Enjoy every moment of being a real woman however many times you have been round the sun. With many more essential answers about love, life, your body and feeling like a natural woman. "The author has managed to beautifully combine profound concepts with practical exercises that ensure the leap from intellectual appreciation to a real understanding of what it means to be feminine. Her light and humorous style makes it very easy to read. This is a fabulous book and one I would thoroughly recommend to any woman who wants to really know herself." Kate Mottershead - Hampshire.

The Back On Track manual delivers more than a step-by-step system guaranteed to successfully recover projects that have gone off-track. Using examples garnered from the author's sixteen-year experience, it presents common-sense but highly effective techniques that will help you, as a project manager, stand out from the "pack."
Written in a straight-forward, conversational style, the manual is filled with practical tips for the new or inexperienced project manager and is a fresh alternative to other management texts.
You will learn how to elegantly recover a project that has gone off-track by understanding: Which critical actions need to be taken immediately; The key to becoming a project leader - not just a manager; How to foolproof your project plan; Why you must never rely on "percent complete"; How to maintain control-even when things are falling down all around you; And much, much more!
Here's what practicing project managers have to say:
"Having managed multi-million dollar projects, I can highly recommend this book to anybody that needs to diagnose and more importantly correct any project, large or small. Read this and make disastrous projects a thing of the past."
Alex Nghiem
Author of "Web Services: A Roadmap for the Enterprise"
"'Back on Track' is exactly what I needed. It is both motivating and enlightening, filled with the wisdom and experience of a seasoned, successful project manager. I loved this book and I know that I will refer to it again and again."
Cynthia Cormier, Project Manager, Micromedia ProQuest
"This is a great guide for new managers and those who do not have established project management methodologies. Because I had theopportunity to read this book, I'm positive that I'll get my project back on track."
Gerardine delos Santos, Project Leader, BMO Financial Group