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More than you would expect from a textbook with language you can understand, material that is relevant to you, your world and your circumstances, diverse opinions from many institutions, continents and cultures, and all the skills and content you need to succeed in your studies. This textbook is bundled with the Multilingual Concept Glossary of Industrial Psychology terms which explains key terms in the subject in South Africa’s eleven official languages.
With comprehensive coverage of topics related to learning, training, and development, this volume is a must-have resource for industrial and organizational (I/O) psychologists, human resource (HR) scholars, and adult education specialists. Brown provides a forward-looking exploration of the current research on workplace training, employee development, and organizational learning from the primary point of view of industrial organizational psychology. Each chapter discusses current practices, recent research, and, importantly, the gaps between the two. In analyzing these aspects of the topic, the chapter authors both present the valuable knowledge available and show the opportunities for further study and practice.
This accessible introduction to cognitive-emotive-behavioural coaching (CEBC) emphasises the role emotions play in coaching and explores how coaches can acknowledge them in their work, as well as demonstrating how CEBC can be enriched with a flexible and pluralistic approach. Windy Dryden explores both the range of issues that CEBC can deal with, including practical problems, emotional difficulties and self-development, and outlines the frameworks that coaches need in order to work in each type of CEBC. The book also includes a discussion of the central role of the coaching alliance and is illustrated with three case studies. Written in Dryden's characteristically clear and straightforward style, this book will be essential reading for coaches of all backgrounds, including those in training, coaching psychologists and coach supervisors.
This book brings together leading scholars in the field of creativity to provide an overview and examination of the work of Teresa Amabile, a pioneer of research on organizational creativity. The authors explore Dr. Amabile's contributions to the modern study of creativity in organizations and her influence on current research. Further, they also reflect on how her work might be used to advance future research, particularly in the areas of componential theory and its extension as well as the consensual assessment technique. The contributors include both eminent and emerging scholars and their diverse backgrounds can be seen to reflect the breadth of the impact of Teresa Amabile's work across the areas of the social psychology of creativity, creativity measurement, and application of this knowledge to understanding creativity and innovation in the workplace. This book will provide an invaluable resource to students and scholars of social psychology, creativity studies, industrial and organizational psychology, business and management.
In Very Brief Cognitive Behavioural Coaching Windy Dryden presents VBCBC: a unique approach to coaching from a cognitive behavioural perspective which takes place over the course of one to three sessions. The approach is designed to help coachees identify at least one major objective, discuss and select ways to achieve it and, if necessary, deal with obstacles that they experience in pursuing it. The book presents the basic assumptions of the Very Brief Cognitive Behavioural Coaching (VBCBC) approach, how it can be understood from the perspective of working alliance theory and recommendations concerning when it can be used and when not. Dryden begins by defining coaching and explaining the aims of VBCBC, before examining the input factors which can increase its effectiveness and concluding with a seven-stage process view. The book also includes a transcript of a real VBCBC session, with commentary. Written clearly and accessibly, this will be essential reading for coaches of all backgrounds interested in brief approaches, including those in training, coaching psychologists and coach supervisors.
Draws on hundreds of case studies to provide a step by step guide to spot workaholism, understand it, and recover Americans love a hard worker. The worker who toils eighteen-hour days and eats meals on the run between appointments is usually viewed with a combination of respect and awe. But for many, this lifestyle leads to family problems, a decline in work productivity, and ultimately to physical and mental collapse. Intended for anyone touched by what Robinson calls "the best-dressed problem of the twenty-first century," Chained to the Desk provides an inside look at workaholism's impact on those who live and work with work addicts-partners, spouses, children, and colleagues-as well as the appropriate techniques for clinicians who treat them. Originally published in 1998, this groundbreaking book from best-selling author and widely respected family therapist Bryan E. Robinson was the first comprehensive portrait of the workaholic. In this new and fully updated third edition, Robinson draws on hundreds of case reports from his own original research and years of clinical practice. The agonies of workaholism have grown all the more challenging in a world where the computer, cell phone, and iPhone allow twenty-four-hour access to the office, even on weekends and from vacation spots. Adult children of workaholics describe their childhood pain and the lifelong legacies they still carry, and the spouses or partners of workaholics reveal the isolation and loneliness of their vacant relationships. Employers and business colleagues discuss the cost to the company when workaholism dominates the workplace. Chained to the Desk both counsels and consoles. It provides a step-by-step guide to help readers spot workaholism, understand it, and recover.
These quick games, exercises, and activities are designed to reduce stress wherever and whenever it strikes, in meetings, in front of the computer, or when dealing with difficult people. Psychology Today Editor-In-Chief Robert Epstein has created fifty 1-3 minute games based on STRESS-PROOFING, an original system derived from scientific research that makes stress reduction effortless and effective.
For everyone from deskbound office workers to managers in meetings, this is the latest addition to one of McGraw-Hills best-selling book series:
Traditional approaches to coaching fail to account for the way organizations really work. Attempts to enhance leadership capability one person at a time, through private one-to-one coaching sessions, are unlikely to succeed by themselves. Coaching in Three Dimensions: Meeting the Challenges of a Complex World offers a more connected, systemic approach, aligning coaching with the realities and challenges of organizations operating in an ever more complex world. Coaching in Three Dimensions is structured around a central model: the three dimensions of coaching. Using stories and case studies, the book enables readers to: Consider their current and desired approach to coaching: is it traditional, dialogic, or systemic? Identify which areas of practice they work in and wish to work in: one-to-one coaching, group/team coaching, and/or organizational coaching? Think about stretching their development as a coach in terms of competence, capability, and perspective: how do you enhance your capacity to manage the challenges of increasing complexity? The book explains complexity using simple language and easy-to-recognize examples, and suggests pragmatic approaches going forwards. Coaches will learn how to expand their scope and impact, and to navigate the new and difficult challenges posed by contemporary businesses. Clients wishing to use coaching in complex change work will learn what to look out for in prospective coaches and how to best deploy them in their organizations. Coaching in Three Dimensions will appeal greatly to all coaches, including those working with organisations, students and those in training, as well as HR and OD professionals and senior leaders.
This book expands on the literature on the characteristics of management boards by especially focusing on family-listed and family-controlled companies, as they are ideal for studying board heterogeneity. It uses specific multidimensional indices and in-depth econometric analysis to introduce new variables, such as international experience, that represent a source of competitive advantage for firms in today's globalized world. In addition, by examining the heterogeneity ratio and the representation of independent and family directors, the book demonstrates how family-controlled firms use independent directors to import their heterogeneous expertise. The book makes a threefold contribution: for regulators, it offers suggestions on improving the quality of reporting in family-controlled firms; for researchers, it demonstrates the importance of including directors' characteristics apart from the firm-specific factors in their analyses; and for practitioners, it shows that selecting directors with specific characteristics can have a substantial impact on firms' performance.
"Steve Bull is a true expert in his field. Anyone interested in
winning will profit from his experience and knowledge."
"Steve Bull's ideas and techniques will equip anyone in business
with a game plan for acquiring the winning edge."
Mental toughness goes hand in hand with success and yet it is often misunderstood. True mental toughness is about preparation, resilience, control, risk management and above all execution. So, how do you utilise this elusive but critical attribute? By starting with a "game plan."
"The Game Plan" is about winning. More importantly, it's about you winning. It's about how you can create a personal performance environment that enables you to deliver at the crucial times. The Game Plan explores different types of mental toughness and examines how each one can give you the platform for significantly increased levels of self-confidence and resilience. Learn the easy-to-apply lessons that have created an environment of success for a host of world-beating performers in the business world and beyond. Imagine being able to apply a winning performance mindset to everyday work situations such as: Making presentations razor sharpWowing new clientsBeing in control during performance appraisalsStaying cool during even the most hectic and pressurized daysMaintaining your self-belief even when things go wrongMaking the right decision at the right time.
Read and learn from "The Game Plan" and you will have at your fingertips a robust strategy to give you the edge over your closest competitors and the very best chance of success.
This handbook is based on the premise that there can be no organizational transformation without personal transformation. Anything else is just moving the chairs around on the deck of the Titanic, and we see that all too often in organizations today. Einstein said that we cannot solve problems from the same mindset that created the problems. In order to see positive change occur in the world, we must shift our consciousness to a high level of thinking and being, but we must also have systems or approaches that scale up, so that there is a collective shift in consciousness in groups, work teams, villages, governments, and corporations. This handbook aims to draw the best and most creative thinking about the field of transformation in one place, to present a comprehensive overview of leading edge transformation theories and approaches for both the academic and the practitioner. In fact, the lines between academic and practitioner are becoming more and more blurred these days. Many management faculty also consult to organizations, a practice that deeply enriches their teaching and research. And many successful full-time consultants conduct high quality research to support their approaches and change initiatives. This Handbook aims to be a creative dialogue in this space that integrates transformation theory and practice. The Handbook of Personal and Organizational Transformation acknowledges the classic literature and principles that have informed the field to date, but primarily showcases authors who are on the cutting edge of new theories and new approaches to give us their latest thinking. Some of these ideas are conjecture about what is possible in human and organizational development. Some of these approaches are currently being tested in the field and may not yet have scientific results. And some of these theories and models have stunning results, but may not have been published in academic journals because the author is a practitioner instead of an academic, or because the concepts are a little too far out of the mainstream. The aim of this book is to expand the reader's thinking and to encourage readers to be courageous about their involvement in creating transformation, at whatever level they feel called to do so. It will serve as an essential resource for researchers and students of organizational culture, leadership, and change management, as well as consultants, business and team leaders, and anyone interested in global trends and their impact on corporate culture.
Behaviour change is hard, but O'Mara shows that by adopting strategies that are well-founded in the science of brain and behaviour individuals and organisations can adapt to the demands of the modern world. The brain matters in business. The problem is that our brains have many biases, heuristics and predilections that can distort behaviour and decision making. The good news is that we know more about how these work than ever before. O'Mara's starting point is that, as our behaviour arises from the structure and function of our brains, careful examination of a series of brain-based ('neurocognitive') analyses of common aspects of human behaviour relevant to business and management practice reveals lessons that can be used at work. He begins by looking at neuroplasticity and how it is enables a shift from a restrictive 'fixed mindset' to an enabling 'growth mindset'. He shows how this changing mindset approach - where the focus is on task and improvements based on effort - is scalable within organisations. Next, as the brain is a living organ like the heart and lungs, O'Mara shows how to keep it physically in the best possible shape before examining how we exercise control over our behaviour, build resilience and create positive brain states. He also considers the implications for business of our brains wiring for status and illustrates how research shows that it is possible to de-bias assumptions about gender and race - and the impact that this has on performance.
"Performance Management" presents an end-to-end practical model of
effective performance management that shows how to develop and
implement performance management systems that yield bottom line
results.Practical step by step guidance and examples
This textbook provides a concise and user-friendly introduction to
psychology in the modern day workplace. The approach is critical,
providing an emphasis on social psychology, with the traditional
core topics found on a work psychology course being covered. In
addition, the text will also introduce a range of more contemporary
topics including relationships at work, emotional intelligence,
diversity, and trauma at work.
Introduction to Industrial/Organizational Psychology provides an accessible approach to psychological theory and its applications to the world of work. Using both classic theories and research along with the latest developments and innovations, this student-centered text shows practical applications of theoretical concepts using examples from work situations that students may be familiar with-such as service industries, internet companies, and startups-in addition to traditional office and factory work settings. Each chapter includes key terms and review questions, and the text features special sections highlighting applications of I/O psychology theories, psychological approaches to everyday work situations, and current areas of research and practice. The seventh edition is thoroughly updated to include the latest research on each key topic. It also includes expanded coverage of international issues, job engagement, and emerging topics in the field, such as workplace bullying, virtual teams and organizations, agile organization structures, and web-based training and assessment. The book will be of interest to undergraduate students in introductory I/O psychology or psychology of work behavior courses. For additional resources, please consult the Companion Website at www.routledge.com/cw/riggio, where instructors will find an expanded instructor's manual, test bank, and lecture slides, and students will find chapter summaries and learning objectives. Ronald E. Riggio is the Henry R. Kravis Professor of Leadership and Organizational Psychology at Claremont McKenna College. He has published nearly two-dozen authored or edited books and more than 150 articles and book chapters.
An innovative and effective approach to organizational behavioral management Despite more than 40 years of empirical and conceptual research, the contribution of behavior analysis to the world of business remains relatively small and organizational behavior management gets little attention in both the academic and professional communities. Acceptance and Mindfulness at Work presents behavioral analysis of human language that's ready to use, with applied extensions proven to have a significant impact in organizational settings. The leading experts in the field examine how these ongoing developments can help broaden the exploration of the psychological issues relevant to organizational behavioral management (OBM) in the workplace. Acceptance and Mindfulness at Work presents conceptual and empirical articles, and reviews of working examples of Relational Frame Theory (RFT) and Acceptance and Commitment Therapy (ACT) applied to organizational behavior management. The book examines goal setting, feedback, task descriptions, and workers' ability to learn as examples of how to affect positive change in organizations through increased productivity and improved quality of life in the workplace. The possibilities presented by RTF can lead to advancements in employee safety and training, stress and health management, employee evaluation, managing absenteeism, tardiness, and turnover, and self-management. Acceptance and Mindfulness at Work examines: cognition in OBM industrial/organization (I/O) psychology how interventions using ACT have increased psychological flexibility rule-following feedback task performance feedback programmed schedules of reinforcement goal setting, goal statements, and goal-directed behavior how psychological flexibility and job control can predict learning, job performance, and mental health and much more Acceptance and Mindfulness at Work is a vital professional resource for organization development practitioners and human resource managers.
Creative Career Coaching: Theory into Practice is an innovative book for career development students and professionals aiming to creatively progress their coaching practice. Without losing sight of fundamental coaching values and practices, it encourages career development professionals to adapt their practice by harnessing imagination, intuition and critical reflection to engage clients. Hambly and Bomford consider the usefulness of creativity alongside traditional coaching models to reach "harder to help" groups. They consider a whole-brain approach to creativity, emphasising the need for coaches to adapt their client-facing skills for individual cases. They work through how clients make career decisions, how to use labour market information to motivate clients, how to frame a creative coaching session using techniques such as metaphor, visualisation and role play, how to use practical tools and techniques to resolve a client's individual needs, and how to deliver on digital platforms. Combining the latest neuroscientific research with activities, summaries and case studies, this book provides a practical, skills-based approach to coaching. Creative Career Coaching: Theory into Practice is the first book to summarise the Creative Career Coaching Model. It will be an indispensable resource for students of career development, career coaching, coaching psychology and advice and guidance courses. It will also be of interest to career coaches in practice seeking to enhance their skills.
In the Psychological Insights for Understanding COVID-19 series, international experts introduce important themes in psychological science that engage with people's unprecedented experience of the pandemic, drawing together chapters as they originally appeared before COVID-19 descended on the world. This timely and accessible book brings together a selection of chapters offering insights into issues surrounding work and the Covid-19 pandemic. Featuring content on topics such as health and wellbeing, work-family, flexible hours, organisational communication, talent management, recovery from work, employee engagement and flourishing, burnout, and organisational interventions, the book includes a specially written introduction contextualising the chapters in relation to the Covid-19 crisis. Reflecting on how psychological research is relevant during a significant global event, the introduction examines the potential future impact of the pandemic on the practice and study of psychology and our lives more generally. Featuring theory and research on key topics germane to the global pandemic, the Psychological Insights for Understanding COVID-19 series offers thought-provoking reading for professionals, students, academics and policy makers concerned with the psychological consequences of COVID-19 for individuals, families and society.
Why do organizations fail? What hinders otherwise responsible leaders from recognizing looming disasters? What prevents well-intentioned people from responding properly to an emerging crisis? Using systems psychodynamics to analyze an array of international crises, Amy L. Fraher explores ethical challenges at Silicon Valley tech companies, the Wall Street implosions that led to the 2008 financial industry crash, and a wide range of social crises, policy failures, and natural disasters, offering a crisis management philosophy applicable in diverse settings. Rather than viewing crises as anomalies that cannot be anticipated, Fraher persuasively argues that crises can, and should, be embraced as naturally occurring by-products of any organization's change management processes. If leaders do not proactively manage organizational change, they will inevitably manage crisis instead. This accessible textbook will appeal to business students and researchers studying leadership, change and crisis, as well as progressive-minded business leaders keen to improve their own organizations.
Research on the influence of culture on consumer decision-making and consumption behavior has witnessed tremendous growth in the last decade. With increasing globalization, managers are becoming increasingly aware that operating in multiple markets is crucial for firms' survival and growth. As the world's growth engine shifts from Europe and North America to Asia and Latin America, it has become apparent that an inward-looking and domestic focus strategy will not be sustainable in the long run. And success in foreign markets requires marketers to understand not just what consumers in these markets need but also how they think, behave, consume, and purchase. Numerous studies have documented cultural differences in values and beliefs, motivational orientations, emotions, self-regulation, and information-processing styles, and the effects of these cultural variations on consumer behavior such as brand evaluation, materialism, and impulsive consumption. In this volume, experts from a variety of disciplines and perspectives trace the historical development of culture research in consumer psychology and examine the theoretical underpinnings that account for these findings and the current state of the field. Collectively, the chapters provide a forum for researchers to engage in thoughtful debates and stimulating conversations and offer directions for future research.
This special issue summarizes the state of knowledge of g as it relates to IWO psychology and masterfully draws out areas of question and contention. Each of the papers highlights similarities and differences among perspectives and sheds light on research needs for the future. The last article summarizes the major themes that run across all the articles and offers a review of contrasts in viewpoints. The final product will be informative and beneficial to researchers, graduate students, practitioners, and decision makers.
"You simply must read this book if you are serious about being a top-notch business coach. It is an excellent guide to best practices based on clear theory, experience and business wisdom." - Carol Kauffman PhD, co-founder and Director of the Coaching and Positive Psychology Initiative at Harvard Medical School, and Co-Editor-in-Chief of Coaching: An International Journal of Theory Research and Practice. "This is an extraordinarily thorough book. It covers a great range of practical guidance on matters that will concern the new coach and addresses a wide range of approaches to coaching while remaining firmly embedded in an experiential learning tradition."- David Megginson, Professor of Human Resource Development, Sheffield Hallam University, UK
Much has been written about the escalating intolerance of worldviews other than one's own. Reasoned arguments based on facts and data seem to have little impact in our increasingly post-truth culture dominated by social media, fake news, tribalism, and identity politics. Recent advances in the study of human cognition, however, offer insights on how to counter these troubling social trends. In this book, psychologist Jon F. Wergin calls upon recent research in learning theory, social psychology, politics, and the arts to show how a deep learning mindset can be developed in both oneself and others. Deep learning is an acceptance that our understanding of the world around us is only temporary and is subject to constant scrutiny. Someone who is committed to learning deeply does not simply react to experiences, but engages fully with that experience, knowing that the inevitable disquietude is what leads to efficacy in the world.
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