A comprehensive guide to the alternative sociology originating in the work of Dorothy E. Smith, this Handbook not only explores the basic, founding principles of institutional ethnography (IE), but also captures current developments, approaches, and debates. Now widely known as a "sociology for people," IE offers the tools to uncover the social relations shaping the everyday world in which we live and is utilized by scholars and social activists in sociology and beyond, including such fields as education, nursing, social work, linguistics, health and medical care, environmental studies, and other social-service related fields. Covering the theoretical and methodological underpinnings of IE, recent developments, and current areas of research and application that have yet to appear in the literature, The Palgrave Handbook of Institutional Ethnography is suitable for both experienced practitioners of institutional ethnography and those who are exploring this approach for the first time.

This book provides evidence for coaching from psychology perspectives, aiming to inform academics, researchers and students of the efficacy of positive psychology coaching practice for both individuals and organizations. It integrates three areas of research, providing a multifaceted analysis of coaching from traditional psychology, positive psychology, and coaching research findings. Finally, it introduces a comprehensive new model of coaching (COACH) based on the psychological and educational foundations of coaching, explaining its effectiveness and adaptability across settings and individuals.

Has a special focus on Agile environments. Combines research and evidence with practical experience. Addresses how to work with common problems including groupthink, conflict and resistance to change, and how to handle the ending of a group.

* It offers an original answer to this question: evaluation spreads because we want to be evaluated. * Developing a critical reflection from a psychoanalytic perspective, it argues that workers are not mere victims of evaluation systems but are complicit in them. * Benedicte Vidaillet focuses on the aspects of our subjectivity that come into play in evaluation at work -our expectations, desires, need for recognition, our conceptions of ourselves at work, as well as our relationship with others such as colleagues, managers or clients - to explore how evaluation affects us, where it gets its evocative power, and what it stirs within us to make us want it, despite its detrimental effects in its currently practiced form. * Chapters draw on real-life examples, case studies from a variety of organizations, and observations from clinical practice, to provide insight into the many mechanisms that have enabled evaluation to spread unimpeded through our subjective complicity in the process, revealing how they came to seem so innocuous. * This book will be of interest to scholars studying the topic of evaluation at work from a critical perspective as well as professionals who use evaluation systems or are under the pressure of evaluation in all sectors and organizations. * By exposing the psychological mechanisms that evaluation uses to appeal to us, it gives each of us the tools we need to break free of its grasp.

Crisis Communications: A Casebook Approach presents case studies of organizational, corporate, and individual crises, and analyzes the communication responses to these situations. Demonstrating how professionals prepare for and respond to crises, as well as how they develop communications plans, this essential text explores crucial issues concerning communication with the news media, employees, and consumers in times of crisis. Author Kathleen Fearn-Banks addresses how to choose the best possible words to convey a message, the best method for delivering the message, and the precise and most appropriate audience, in addition to illustrating how to avoid potential mismanagement. The fifth edition of Crisis Communications includes updated cases that provide wider coverage of international crises and media technologies. It includes a new section on social media in crisis communication scenarios and includes additional comments from social media experts throughout various chapters. New case studies include "Police Departments and Community Trust," "The Oso Mudslide in Washington," "School Shootings: Communications To and For Children," and two additional international case studies - "Ebola Strikes Liberia: Firestone Strikes Ebola" and "Nut Rage and Korean Airlines." Previous case studies no longer in this edition can be found on the book's companion website, which also includes the Instructor's Manual with exercises in crisis responses, guidelines for crisis manual preparation, and other teaching tools: www.routledge.com/cw/fearn-banks. Looking at both classic and modern cases in real-world situations, Crisis Communications provides students with real-world perspectives and insights for professional responses to crises. It is intended for use in crisis communications, crisis management, and PR case studies courses. Also available for use with this text is the Student Workbook to Accompany Crisis Communications, providing additional discussion questions, activities, key terms, case exercises, and further content for each chapter.

The book discusses international assignment-related decision-making by emerging market firms and their employees. It reveals that the ongoing, reciprocal interactions between the organisational and individual discourses, structures, processes, and the wider macro context spark multilevel role transitions and identity work. The book uncovers the macro-, meso-, and micro-level factors of role transitions and identity work, as well as their outcomes for international staffing. It also expands on the role (transition), social categorisation, and social identity theories by applying them to international staffing. Finally, it presents practical insights for international human resources managers by presenting several 'soft' approaches to managing international employee mobility, such as employer branding, prioritisation of favourable discourses and identities, and encouraging role hybridisation.

This book discusses how various social marketing campaigns have taken up and had an impact on important aspects of quality of life across the world. The chapters bring up case studies from different regions, showing how successful social marketing campaigns have been instrumental in addressing public health challenges, discrimination and exclusion, violence, and inequity; and in changing public perceptions in different countries and through public and nonprofit organizations, but also through businesses. Thus, this book approaches social marketing from a quality-of-life (QOL) marketing philosophy, taking an international perspective. It includes 26 case studies discussing how social marketing campaigns were developed and implemented in specific cases related to disease prevention and risk behavior, safe and healthy lifestyles, and inclusion and interpersonal relationships. It also covers social marketing campaigns related to COVID-19 in various countries. The book is both comprehensive and provides in-depth understanding of every case, and is useful for research, policy making, development communication and social marketing. Graduate students, researchers, practitioners, and social marketers alike will find this book interesting.

Military psychology has become one of the world's fastest-growing disciplines with ever-emerging new applications of research and development. The Routledge International Handbook of Military Psychology and Mental Health is a compendium of chapters by internationally renowned scholars in the field, bringing forth the state of the art in the theory, practice and future prospects of military psychology. This uniquely interdisciplinary volume deliberates upon the current issues and applications of military psychology not only within the military organization and the discipline of psychology, but also in the larger context of its role of building a better world. Split into three parts dedicated to specific themes, the first part of the book, "Military Psychology: The Roots and the Journey," provides an overview of the evolution of the discipline over the years, delving into concepts as varied as culture and cognition in the military, a perspective on the role of military psychology in future warfare and ethical issues. The second part, "Soldiering: Deployment and Beyond," considers the complexities involved in soldiering in view of the changing nature of warfare, generating a focal discourse on various aspects of military leadership, soldier resilience and post-traumatic growth in the face of extreme situations, bravery and character strengths and transitioning to civilian life. In the final section, "Making a Choice: Mental Health Issues and Prospects in the Military," the contributors focus on the challenges and practices involved in maintaining the mental health of the soldier, covering issues ranging from stress, mental health and well-being, through to suicide risk and its prevention, intervention and management strategies, moral injury and post-traumatic stress disorder. Incorporating enlightening contributions of eminent scholars from around the world, the volume is a comprehensive repository of current perspectives and future directions in the domain of military psychology. It will prove a valuable resource for mental health practitioners, military leaders, policy-makers and academics and students across a range of disciplines.

Workers in the service industry face unique types and levels of stress, and this problem is worsening. Many workers and organizations are now recognising work stress as a significant personal and organizational cost, and seeing the need to evaluate a range of organizational issues that present psychosocial hazards to the workers.
Occupational Stress in the Service Professions introduces the reader to contemporary theoretical and research issues and then provides a comprehensive international review of a range of professions including nurses, correctional officers, police, fire fighters, prostitutes, volunteers, academics, the clergy and teachers and identifies the main sources of stress for these specific occupation work groups, and the implications for intervention. The range of contributions from researchers in Australia, The Netherlands, Germany, Canada, United Kingdom, and the United States presents an international perspective, well illustrated with case-studies of a number of organizations, which serves to explore the political and social nature of the work stress problem. It then concludes with a chapter on the implications for intervention, policy and the future and aims to present a theoretical synthesis, applicable to the whole sector. Graduate students, researchers and high level HR professions will find this an invaluable work.

Social identity research is very much on the ascendancy - particularly in the field of organizational psychology. Reflecting this fact, this volume contains chapters from researchers at the cutting edge of these developments and presents findings from a range of key international research programs. Its seventeen chapters are organized into six sections dealing in turn with the nature of identity, motivation and performance, communication and decision-making, leadership and authority, change and change management, and perceiving and responding to inequity. The chapters address a broad range of topical issues including diversity, discrimination, goal-setting, groupthink, mergers, negotiation, and culture. Not only do they present a compelling framework for theoretical advance in each of these areas, but they also discuss wide-ranging issues of practical intervention and application. The result is a text that will be essential reading for students and researchers in social and organizational psychology, as well as many others who are interested in social identity and group behaviour at work.

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In this unique text, Christine Doyle provides the student with a cutting-edge introduction to the field of work and organizational psychology. The main focus is on recent changes that have occurred in the world of work, incorporating their causes, consequences, proposed solutions to the associated problems, and above all, the challenges they pose for work and organizational psychology.
Among the topics covered are motivation at work, the concept of stress, and the causes of individual accidents and organizational disasters. Solutions to such problems might include lifelong learning and training, performance management, career development, and employee assistance programmes.
This lively, provocative, and highly readable book will be an essential resource for advanced undergraduate and postgraduate students of work and organizational psychology, as well as business management students, managers and anyone with an interest in human resources management.


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This book presents the Metaeconomics Framework and Dual Interest Theory, which weave the empathy-based moral and ethical dimension back into key economic questions. Metaeconomics addresses the problem of placing too much emphasis on the market or the government, and thus argues that seeing the link between ego and empathy, self- and other-interest, and market and government will lead to a more just, fair, and sustainable polity. The unique Dual Interest Theory proposes that ego-based self-interest and empathy-based other-interest are joint and internal to each person: it maintains the original proposition from Adam Smith that each person maximizes their own-interest, which Metaeconomics makes clear involves balancing the two joint interests, although self-interest is more primal. The book begins with an explanation of how Metaeconomics connects the other kinds of economics. The book then provides a series of applications of Metaeconomics in heated policy issues, such as elections, finance, family, food, health, natural resources, education, taxes, and extreme inequality, among others. Finally, the book concludes that the only way to save capitalism is to bring empathy into both private and public actions and bring about a more humane balance in market and government.

This book presents a new integrated theory of dynamic management and leadership in one comprehensive approach. It offers a new way of looking at the field, drawing on a wide body of research and practice in the fields of leadership and management, across all sectors in education and more broadly. The book focuses on management against a backdrop of leadership theory. Including examples of practice and application in schools, colleges and universities, it uses a range of historical leadership approaches to scaffold different management techniques that are known to work in effective organisations. It explores the overlap between management and leadership as dynamic theoretical and practical activities, merging the two together into a holistic model that can be applied by managers working in educational settings. Its twenty-six chapters also consider the praxis of educational leadership and management from political, economic and ethical perspectives in relation to issues such as equity and widening participation, and outline how 'managership' impacts on student achievement. Offering a unique balance of theory and practice, across school, college and university sectors, the book will be of great interest to researchers, academics, graduate students and practitioners in the field of educational leadership and management, and will be important reading for all stakeholders in the area of educational effectiveness and improvement.

The Employment Relationship presents a controversial perspective on an area hitherto dominated by industrial relation experts and radical sociological theorists. Exploring some of the metaphors commonly used to describe the employment relationship, Peter Herriot argues that it is often their dark rather than their bright side which best expresses how employees really feel. Human resources sometimes feel like human discards! The main culprits in this situation, he suggests, are the top managers who fail to treat employment as a relationship and employees as individuals. He concludes that management rhetoric must be replaced by real dialogue and points to three issues where this is most crucial: employee compliance, contractual inequalities and the need for organisational change. The Employment Relationship will make essential reading for all managers and occupational psycholgoists. It will also be of interest to students of work psychology, human resource managmenet or organisational behaviour.

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This book explores how, why, and with what consequences one no-excuses charter network marketizes teaching and learning, through the author's 1000 hours of covert participant observation at a network charter school. In her research, Brooks found that the "AAG" (pseudonym) network re-conceptualized teaching by urging staff to envision their careers in corporate education rather than in classroom teaching. While some employees received a boost up the corporate ladder, others found themselves being pushed out of the organization. Despite AAG's equity-conscious discourse, administrators emphasized controlling student behavior as a central measure of teaching effectiveness. Brooks develops the concept of creative compliance to describe the most successful teachers' tactics for adhering to formal policies strategically, bending the rules in order to survive and advance in a workplace fraught with competition and insecurity.

Circular economy principles are driving to overcome the challenges of today's linear take-make-dispose production and consumption patterns through keeping the value of products, materials, and resources circulating in the economy as long as possible. Sustainable Consumption and Production, Volume II: Circular Economy and Beyond aims to explore the sustainable consumption and production transition to a circular economy, while addressing critical global challenges by innovating and transforming product and service markets towards sustainable development. This book explores how consumers, private sector, relevant international organizations, and governments can play an active role in innovating businesses to help companies, individuals (consumers and citizens), organizations, and sectors, to remain competitive, while transitioning towards sustainable markets and economies. It is of interest to economists, students, businesses, and policymakers. Chapter "Tourism as (Un)sustainable Production and Consumption" is available open access under a Creative Commons Attribution 4.0 International License via link.springer.com.

This book offers practical, evidence-based solutions to help professionals implement and support effective teamwork. Lantz, Ulber and Friedrich draw on their considerable professional experience to present common problems in team-based organizations, what empirical research tells us the causes are and which solutions are more effective in overcoming team-based obstacles. In The Problems with Teamwork, and How to Solve Them, nine common problems are identified, ranging from lack of leadership and adaptability to conflict and cohesiveness, accompanied by clear instructions on how to approach and resolve the individual issues. Detailed case studies are presented throughout the book, demonstrating how theory can be applied to real-life situations to produce optimal results for both the team and the larger organisation. By combining theory and practice, and using state-of-the-art research, the book constructs a cognitive map for identifying problem causes and effect, and step-by-step instructions on how to solve problems. This is essential reading for anyone working in team-based organizations, as well as students and academics in related areas such as organizational psychology and organizational behaviour.

This volume explores psychosocial problems amongst one of the most vulnerable social groups in our societies, immigrant workers, through a multidisciplinary approach. Migration has sometimes been oversimplified as a flow of workers from "poorer", developing nations to "wealthier", industrialised nations. The issue, however, is more complex and currently migration is a global phenomenon in which all countries are recipients of workers from third countries and send workers to third countries. The working conditions of immigrant workers at various levels are not always well known, though some studies have established that the negative impact on migrant workers is cumulative, and primarily stems from adverse living and working conditions in a new country and increased levels of vulnerability. The contributions to this volume cover discussions on migrant workers in the industrial, agricultural and service sectors across the world. They critically study the impact of work Hazards on the health and wellbeing of migrant workers in order to shed light on the social and health implications of migrant work, explore the relation between organizational, psychosocial and work factors, and analyse the migration process from a wider perspective and as a global phenomenon present in every country. The contributors provide multidisciplinary and multicultural contemporary perspectives, thereby providing readers with wide-ranging insights. This volume is of interest to researchers and students from the social and behavioural sciences, particularly those focusing on health studies and migration studies.

"Cultural Change and Leadership in Organizations" discusses ways in which organizations are able to implement successful strategic change; inspirational and conceptual material is combined with practical examples and concrete interventions for planning and implementing cultural change within organizations. "Cultural Change and Leadership in Organizations" is targeted toward professionals, including organizational psychologists, consultants, senior managers, and human resources professionals, as well as advanced-level business school courses.

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.

Modern workplaces are following a strong trend of increasing flexible working practices and approaches, offering more flexibility in working times, working places, work organization, and work relations as the result of new information and communication technologies. This book brings together a group of internationally recognized experts in the field of flexible work to examine the psychological and social implications of these practices, describing the current state of research and empirically-based practices in this field. It focuses on organizational, job, and individual factors related to the quality of working life, and identifies potential risk groups where the benefits of flexible work are suppressed or not realized. Ideal for organizations implementing or considering implementing flexible work, for professionals and researchers in work and organizational psychology, and for HR professionals, this volume is an invaluable overview of rapidly changing work norms and their impact on working life.

Based on work in the anxiety-provoking and emotional environment of professional football, this book explores the effect that emotions have on the relationships and relatedness of team members; and, the struggles experienced in controlling and managing emotions by leaders and managers of teams. More specifically, this book explores the conflicts associated with the process of managing the boundary between what is inside and what is outside: between what is in the manager's mind and what is happening in the external environment.

Now in its second edition, this comprehensive textbook presents a rich overview of approaches to educational psychology, through an in-depth exploration of both existing and emerging practice frameworks. Covering established techniques such as the Monsen et al. Problem-Solving Framework and the Constructionist Model of Informed and Reasoned Action, the book sets out new material on innovative methods and approaches such as Implementation Science and a Problem-Solving - Solution Focussed integrated model for service delivery. Accessible summaries are accompanied by perceptive assessments of how these frameworks meet modern needs for accountable, transparent and effective practice. Providing a definitive, up-to-date view of educational psychology, the book explains the complex, integrated methodology necessary to succeed in the field today. Thoughtful and clear, this textbook will be an invaluable resource for all practicing educational psychologists, students, trainers and educators.

Social Networks at Work provides the latest thinking, from top-notch experts, on social networks as they apply to industrial and organizational (I/O) psychology. Each chapter provides an in-depth review along with discussions of future research and managerial implications of the social network perspective. Altogether, the volume illustrates the importance of adding a social capital perspective to the traditional human capital focus of I/O psychology. The volume is organized into two groups of chapters: the first seven chapters focus on specific network concepts (such as centrality, affect, negative ties, multiplexity, cognition, and structural holes) applied across a variety of topics. The remaining eight chapters focus on common I/O topics (such as personality, creativity, turnover, careers, person-environment fit, employment, teams, and leadership) and examine each from a network perspective, applying a variety of network concepts to the topic. This volume is suited for students and academics interested in applying a social network perspective to their work, as well as for practicing managers. Each topic area provides a useful review and guide for future research, as well as implications for managerial action.

This volume, prepared in honor of Samuel H. Osipow, a prominent teacher, researcher, author, and pioneer in vocational psychology, deals with significant theoretical and practical issues in the field of vocational psychology. As a state-of-the-art review of contemporary models of vocational psychology, this book will provide current and up-to-date coverage of the topics. It will also contain in-depth reviews of models of vocational psychology by leading scholars, including career decision making models, career self-efficacy, occupational stress, cross-cultural assessment of interests, and career counseling services within university systems.
A major theme that runs throughout all chapters is the concept of change. This unifying theme is fitting since the authors have prepared their chapters in honor of Osipow, who has significantly changed the field over the last four decades.
This volume should serve as a valuable resource for vocational psychology researchers, counseling graduate students, and career counselors. In addition to being a professional text, it should also be a useful supplement text for career development and career counseling courses in graduate programs of counseling, counseling psychology, and industrial/organizational psychology.