This book examines the processes at issue in the onset of psychiatric disorders linked to stress in the workplace. Six clinical observations are presented: an acute psychosomatic decompensation (status asthmaticus); a delirious episode; a dementia-like confusional state; a sexuality disorder; two successive decompensations (one in a victim of wo

In Olympus Inc., the authors use the ancient Greek Gods to explores the values, practices and beliefs that underpin businesses, schools, corporations and the like, and through this they illuminate the complex forces and currents that are at work in modern organizations.They demonstrate that autocratic Zeus, uber-efficient Apollo, the slipp

Sociologists and health experts from the U.K., Scandinavia, Australia, and the U.S. discuss issues surrounding stress in the workplace, including its causes and ways in which jobs can be designed to minimize it. The book is intended for professionals and students in occupational health and safety.

Constant and rapid change, which is a characteristic of all organizations today, demands that, as workers, we develop the ability to anticipate and adapt to change whilst minimising stress and disruption. 'Survival of the fittest' is no longer the rule but rather 'survival of the fitting'. This book is about developing this ability to adapt, both at an individual and an organizational level and, in the process, developing more effective organizational and personal resources and skill.

At an individual level, the negative effects of stress are various: loss of creativity and effectiveness, loss of work motivation and pleasure, and various psychological and physical complaints.

For organizations, the effects of high levels of stress are just as concerning:
lower productivity and poorer quality
failing communication and conflict
high turnover of well-qualified employees
high costs of sick leave and work disability
negative public relations.

Stress is a valuable indicator of individual and organizational health and well being. This book outlines a 7-stage project management approach to stress which identifies both personal and organizational sources of stress and examines the different ways in which individuals characteristically react, whilst an extensive Addendum offers a range of positive interventions.

This book is intended as a textbook for HR professionals, consultants and line managers as well as individual employees interested in tackling stress in the workplace. The highly structured approach and the frequent use of Self-Assessment Questionnaires and Points for Reflection make this book a valuable teaching and self-learning tool.Above all, it is a practical guide to the problems of workplace stress.

Recent work has demonstrated that incidents, accidents and disasters tend to result from complex socio-technical failures, rather than just 'human error' on the one hand, or simple technical failures on the other. For the reduction of accidents, therefore, it is necessary to deal with systems factors, in which both technical and human-factors elements play an equal and complementary role. However, many of the existing techniques in ergonomics and risk management concentrate on plant/technical issues and downplay human factors and "subjectivity". The present text describes a body of theory and data which addresses this issue squarely, drawing on systems theory and applied psychology, and which stresses the importance of human agency within systems. The central roles of social consensus and reliability, and the nature of verbal reports and 'functional discourse' are explained in some detail.

This book therefore presents a new, 'Qualitative Systems Approach' to safety management, offering both greater safety and economic savings. It presents a series of methodological 'tools' whose reliability and validity have been shown through extensive work in the rail and nuclear industries and which allow organisational and systems failures to be analysed much more effectively in terms of quantity, precision and usefulness.

This is a textbook for undergraduate and graduate students in occupational psychology, human factors, ergonomics and HCI, and the sociology of disasters and risk. It is also useful for safety managers and professionals in many safety critical firms and organisations, reliability engineers, risk managers, and human factors specialists.

In a time of flexible and mutable work arrangements, there is hardly a domain of organizing that has not been affected by liminality. Temporary workers who switch companies based on projects, consultants who operate at the boundaries between the consultant and the client companies, or 'hybrid entrepreneurs' who start new ventures, while still keeping their previous job, are examples of liminality in organizations. Liminality is also felt by managers who handle interorganizational relationships within customer-supplier networks or scientists who, albeit affiliated with R&D units, have strong ties with their scientific communities, acknowledging that they belong to neither setting thoroughly. Precious hints for enriching our comprehension of liminality in organizational settings can be conveyed by the reflection that has flourished in different fields. This book advances knowledge of liminality management by elaborating on a model that puts together aspects of the liminal process that have been mostly described in a separate way so far, benefiting from the input provided by experience in sociology, medicine, and education. Through the articulation of a model that accounts for the antecedents, content, and consequences of liminality in organizations, the book intends to prompt quantitative research on this topic. It will be of value to those interested in organizational behavior, organization and management, marketing, sociology of work, and sociology of organizations.

In this book, the authors develop the theory of the tripartite matrix, consider music as a form of non-verbal communication as a sub-dimension of the matrix, and present empirical studies of the matrices of peoples in three societies in the Middle East. It aids in the project of group analysis.

This book looks at organisational problems occurring in a particular context, and clearly traces the way problems arise out of relations amongst the different parts of the larger system. It also pursues the meanings that these problems have for individuals and organisations alike. The authors, who are both practitioners experienced in working with

The purpose of this book is to explain, first, what happens when we become too involved in our work, and, second, how we avoid being controlled by our work and how we prevent family members, friends, colleagues, or employees from being so. In addition, it is hoped that the book will help bring about a debate about our work habits and initiate thought and discussion about our values and how much space work should be allowed to take up in our lives. The book is addressed to everyone who deals with the psychological working environment, among them business managers and counsellors who treat people with work-related problems. In addition, anyone who wishes to establish a better balance between their work life and private life would benefit from reading the book.

In Psychodynamic Coaching: Distinctive Features, Claudia Nagel presents a comprehensive overview of the unique features of psychodynamic coaching. As leaders and managers acknowledge the need to understand themselves and their context by looking underneath the surface to improve their decision-making, psychodynamic approaches offer unique insight. Psychodynamic Coaching: Distinctive Features covers not only the major theory but also the practice of coaching, giving guidance from beginning to end of the client relationship. Constructive, holistic and accessible, it demonstrates the impact and dynamics of the unconscious whilst illustrating the power of understanding human behaviour in the complexity of the modern world. With a focus on emotions and relationships in supporting modern leaders adapting to organsational challenges, this book will be an invaluable tool for coaches of all backgrounds, academics and students of coaching and organisational behaviour, and also clinicians. It will also be a key resource for senior leaders for their own personal growth.

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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The growing interest in multiple commitments among researchers and practitioners is evinced by the greater attention in the literature to the broader concept of work commitment. This includes specific objects of commitment, such as organization, work group, occupation, the union, and one's job. In the last several years a sizable body of research has accumulated on the multidimensional approach to commitment. This knowledge needs to be marshaled, its strengths highlighted, and its importance, as well as some of its weaknesses made known, with the aim of guiding future research on commitment based on a multidimensional approach. This book's purpose is to summarize this knowledge, as well as to suggest ideas and directions for future research. Most of the book addresses what seems to be the important aspects of commitment by a multidimensional approach: the differences among these forms, the definition and boundaries of commitment foci as part of a multidimensional approach, their interrelationships, and their effect on outcomes, mainly work outcomes. Two chapters concern aspects rarely examined--the relationship of commitment foci to aspects of nonwork domains and cross-cultural aspects of commitment foci--that should be important topics for future research.
Addressing innovative focuses of multiple commitments at work, this book:
*suggests a provocative and innovative approach on how to conceptualize and understand multiple commitments in the workplace;
*provides a thorough and updated review of the existing research on multiple commitments;
*analyzes the relationships among commitment forms and how they might affect behavior at work; and
*covers topics rarely covered in multiple commitment research and includes all common scales of commitment forms that can assist researchers and practitioners in measuring commitment forms.

In this book, the author describes the dialogic therapist as someone whose therapy is guided by the use of systemic hypotheses, helping the readers understand how the ideas and techniques can take their place among the vast array of ideas in the systemic field.

This book is concerned with the study of organizations of various kinds. It examines the patterns of conscious and unconscious life of those organizations in which traumatic experience is ubiquitous and understanding the variations in individual, group, and organizations.

This book shows the underlying thinking of experienced consultants deciding how to position themselves in organizations, seeking to enable organizational change to occur and redefining their relationships with their clients over time and according to organizational need using a systemic lens.

Bringing together the current international body of knowledge on key issues for educating for well-being in law, this book offers comparative perspectives across jurisdictions, and utilises a range of theoretical lenses (including socio-legal, psychological and ethical theories) in analysing well-being and legal education in law. The chapters include innovative and tested research methodologies and strategies for educating for well-being. Asking and answering the question as to whether law is special in terms of producing psychological distress in law students, law teachers and the profession, and bringing together common and opposing perspectives, this book also seeks to highlight excellent practice in promoting a positive professional identity at law school and beyond resulting in an original contribution to knowledge, and new discourses of analysis.

This volume presents the first wide-ranging critical review of validity generalization (VG)--a method that has dominated the field since the publication of Schmidt and Hunter's (1977) paper "Development of a General Solution to the Problem of Validity Generalization." This paper and the work that followed had a profound impact on the science and practice of applied psychology. The research suggests that fundamental relationships among tests and criteria, and the constructs they represent are simpler and more regular than they appear.
Looking at the history of the VG model and its impact on personnel psychology, top scholars and leading researchers of the field review the accomplishments of the model, as well as the continuing controversies. Several chapters significantly extend the maximum likelihood estimation with existing models for meta analysis and VG. Reviewing 25 years of progress in the field, this volume shows how the model can be extended and applied to new problems and domains. This book will be important to researchers and graduate students in the areas of industrial organizational psychology and statistics.

The modern workplace is often thought of as cold and rational, as no place for the experience and expression of emotions. Yet it is no more emotionless than any other aspect of life. Individuals bring their affective states and emotional "buttons" to work, leaders try to engender feelings of passion and enthusiasm for the organization and its mission, and consultants seek to increase job satisfaction, commitment, and trust. This book advances the understanding of the causes and effects of emotions at work and extends existing theories to consider implications for the management of emotions. The international cast of authors examines the practical issues raised when organizations are studied as places where emotions are aroused, suppressed, used, and avoided. This book also joins the debate on how organizations and individuals ought to manage emotions in the workplace. Managing Emotions in the Workplace is designed for use in graduate level courses in Organizational Behavior, Human Resource Management, or Organizational Development - any course in which the role of emotions in the workplace is a central concern. Scholars and consultants will also find this book to be an essential resource on the latest theory and practice in this emerging field.

A Handbook of Process Tracing Methods demonstrates how to better understand decision outcomes by studying decision processes, through the introduction of a number of exciting techniques. Decades of research have identified numerous idiosyncrasies in human decision behavior, but some of the most recent advances in the scientific study of decision making involve the development of sophisticated methods for understanding decision process-known as process tracing. In this volume, leading experts discuss the application of these methods and focus on the best practices for using some of the more popular techniques, discussing how to incorporate them into formal decision models. This edition has been expanded and thoroughly updated throughout, and now includes new chapters on mouse tracking, protocol analysis, neurocognitive methods, the measurement of valuation, as well as an overview of important software packages. The volume not only surveys cutting-edge research to illustrate the great variety in process tracing techniques, but also serves as a tutorial for how the novice researcher might implement these methods. A Handbook of Process Tracing Methods will be an essential read for all students and researchers of decision making.

* There truly is no book in the market that looks at how to help coaches implement programs in government. * Follows the stories of pioneers in the field and highlights their successes and failures to help readers learn from their mistakes * Includes case studies, reflective questions, 'how-to' actions points, and interviews * Takes the reader through the journey how to implement these programs from beginning to end * Examines how internal coaching was introduced and has since evolved in government * Written by leaders in the topic

The modern workplace is often thought of as cold and rational, as no place for the experience and expression of emotions. Yet it is no more emotionless than any other aspect of life. Individuals bring their affective states and emotional "buttons" to work, leaders try to engender feelings of passion and enthusiasm for the organization and its mission, and consultants seek to increase job satisfaction, commitment, and trust. This book advances the understanding of the causes and effects of emotions at work and extends existing theories to consider implications for the management of emotions. The international cast of authors examines the practical issues raised when organizations are studied as places where emotions are aroused, suppressed, used, and avoided. This book also joins the debate on how organizations and individuals ought to manage emotions in the workplace. Managing Emotions in the Workplace is designed for use in graduate level courses in Organizational Behavior, Human Resource Management, or Organizational Development - any course in which the role of emotions in the workplace is a central concern. Scholars and consultants will also find this book to be an essential resource on the latest theory and practice in this emerging field.

Readers come to the topic of leadership development with multiple interests-intellectual, professional, and personal-and with curiosity about how to apply concepts and tools to themselves and to support others. Women's Leadership Development: Caring Environments and Paths to Transformation addresses these concerns. The book offers an interdisciplinary framework of leadership effectiveness and brings this framework to life with detailed and illuminating descriptions of four leadership transformations facilitated by care-practices used in a specific leader development program. The book will be of interest to academics who teach leadership or conduct leadership research, HR professionals who are seeking fresh ideas for how to maximize the impact of leadership training for women, and anyone with a passion for personal growth and development.

This book examines the links between work wage and wellbeing, drawing on the new specialism of Humanitarian Work Psychology and the United Nations Sustainable Development Goals (SDGs). Humanitarian work psychology foregrounds people before profit, not wages before people. It resonates with the SDGs through the Decent Work Agenda, a policy program that stresses a number of humanitarian concerns: standards and rights at work, employment creation and enterprise development, social protection and social dialogue. These standards and forms of dialogue, from the living wage standard to new diplomacies for inclusive policy dialogue, appear and re-appear throughout the following chapters and sections in the book. The book synthesizes job characteristics models and psychology of working approaches with job evaluation techniques, poverty trap theory, diminishing marginal returns, work justice theory, the social psychology of equality and inequality, and a range of literatures on wellbeing that crisscross the social sciences.

"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
Realities associated with implementing best practices and avoiding common pitfalls
Jobs and circumstances where common practices will and will not work well
Proven approaches from leading organizations
Insights for everyone involved in performance management through senior leadership