"Work, Family, Health, and Well-Being" grew out of a conference held in Washington, D.C. in June 2003 on "Workforce/Workplace Mismatch: Work, Family, Health, and Well-Being" sponsored by the National Institutes of Health (NIH). The text considers multiple dimensions of health and well-being for workers and their families, children, and communities. Investigations into the socioeconomic gradient in health within broad occupational categories have raised important questions about the role of specific working conditions versus the role of conditions of employment such as wages and level of job security afforded a worker and his/her family in affecting health outcomes.
Organized into seven parts, this text:
*provides an overview of changes in work and family time and time use;
*dedicates a section focusing specifically on employers and workplaces;
*explores disciplinary perspectives on work, family, health, and well-being;
*focuses on the most studied work and family nexus, the interrelationship between parental employment, especially maternal employment and the child's well-being;
*examines gender differences in the division of labor, the effect of marriage on health, the shifting nature of care-giving throughout life, and the role of work on various health and well-being outcomes;
*explores occupational health literature; and
*focuses on the unique work-family issues faced by low-income families and workers in low-wage jobs.
This book appeals to anyone in the fields of psychology, sociology, family studies, demographics, economics, anthropology, and social work.

First published in 2004. Routledge is an imprint of Taylor & Francis, an informa company.

First Published in 2004. Routledge is an imprint of Taylor & Francis, an informa company.

Management Extra brings all the best management thinking together in one package. These are practical training suitable for Diploma level qualifications in management. They are ideal for delivering management development workshops courses at a range of levels. This Facilitator's Guide fully details the books in the series and how to use them to deliver management courses effectively, efficiently and to meet awarding body criteria.

An unmatched collection of resources perfect for psychologists, scholars, and HR practitioners In The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, an expert team of authors presents a comprehensive and authoritative perspective on critical issues in employee recruitment, selection, and retention. Every chapter offers an in-depth review of the most recent literature and provides academics, researchers, industry practitioners, and students with a holistic reference to relevant data and theory. The book includes job analyses, biodata, simulation exercises, talent management guides, talent assessment guides for leadership development, and online employee selection strategies.

The chapters contributed to this book have been written by the staff and associates of The Tavistock Consultancy Service, whose distinctive competence is in the human dimension of enterprise and the dynamics of the workplace. From their own perspectives, they tell a story of the experience of working as consultants over the decade with individuals, teams and whole organizations. The intention is to identify and explore some of the key themes that have emerged and how these affect and influence the understanding of leadership and management in contemporary organizations. No attempt is made to reach a consensus, but rather to raise and map out a territory of continuing question and debate. The themes covered in the book are: the emotional world of the organisation and its significance for understanding, decision and action; different perspectives on the nature and exercise of leadership; the dynamics of resistance to change and of creativity; the impact of contextual change on re-shaping the concept of the organization; different ways organizations are responding to issues of personal challenge or vulnerability.Contributors: David Armstrong, Andrew Cooper, Tim Dartington, William Halton, Sharon Horowitz, Linda Hoyle, Clare Huffington, Kim James, Anton Obholzer, Jane Pooley

This volume follows the first book in the Harold Bridger Series, "Transitional Approach to Change." The chapters in the book cover a wide range of contributions that concentrate around four themes: transitional change in therapeutic communities, in working conferences for professional development or training, in organisation consulting with an emphasis on organizational learning, and in self studies of working systems in action. In all these psychic activities "time and space" was created to allow for transitional processes to become alive. A therapist, a manager, a consultant or a layman may create conditions that facilitate or hinder human beings to become engaged in these normal, healthy processes, but the persons concerned undertake the basic psychic work."It is encouraging to notice that more and more clinical institutions, organisations and even professional associations are becoming aware of the important and complex interactions between psychic processes and organisational realities. The engagement in transitional processes, however, demands courage. Courage that is proper to any pursuit of truth and social justice. At times, this search generates excitement, at other times we become scared by the realities we discover. Sometimes we need to cast aside certain realities to imagine and invent new things and subsequently face them again to make effective use of whatever we created. Society and human beings need such pursuits of truth and social justice for genuine development. The courage it takes to become engaged is only matched by the courage to live with the consequences." -- From the IntroductionContributors: Gilles Amado, Rina Bar Lev Elieli, Harold Bridger, Caroline Drevon, Ernest Fruge, J. Alan Marc Horowitz, Dominique Lhuilier, Derek N. Raffaelli, Rafael Ramirez, Dominique Rolland, Andre Sirota, Marie-Jeanne Vansina-Cobbaert, Leopold S. Vansina

With an emphasis on everyday life, this respected text offers a lively and perceptive account of the key theories and ideas which dominate the field of consumption and consumer culture. This third revised and expanded edition is a major update of the text of the second edition, adding new chapters on youth culture and consumption, retail psychology, gender and consumption, the globalization of food and FairTrade, and digital consumption and platform capitalism. Various theoretical perspectives - such as theories of practice, semiotics, to psychoanalysis - are used to illustrate concepts and trends in consumption, whilst a wide range of engaging and up-to-date case studies are employed throughout to provide historical context and illustrate forms of consumption. Written by an experienced teacher, the book offers an accessible and thought-provoking introduction to the concept of consumption for students in sociology, cultural studies, history, anthropology, and social psychology.

In this book the author applies contemporary error theory to the needs of investigators and of anyone attempting to understand why someone made a critical error, how that error led to an incident or accident, and how to prevent such errors in the future. Students and investigators of human error will gain an appreciation of the literature on error, with numerous references to both scientific research and investigative reports in a wide variety of applications, from airplane accidents, to bus accidents, to bonfire disasters. Features include: - an easy to follow step by step approach to conducting error investigations that even those new to the field can readily apply. - summaries of recent transportation accidents and human factors literature and relates them to the cause of human error in accidents. - an approach to investigating human error that will be of interest to both human factors psychology and industrial engineering students and instructors, as well as investigators of accidents in aviation, mass transportation, nuclear power, or any industry that is to the adverse effects of error. Based on the author's over 18 years of experience as an accident investigator and instructor of both aircraft accident investigation techniques and human factors psychology, it reviews recent human factors literature, summarizes major transportation accidents, and shows how to investigate the types of errors that typically occur in high risk industries. It presents a model of human error causation influenced largely by James Reason and Neville Moray, and relates it to error investigations with step by step guidelines for data collection and analysis that investigators can readily apply as needed.

This book provides an accessible and clear description of key theories of systemic coaching and how they can be applied to coaching practice. Structured around five different ways of thinking about systems, the book provides coaches with a high-level overview of different systems theories and how those theories may be applied in practice. Readers are invited to consider each of the five different ways of thinking through the lens of philosophy, purpose and practice: Which theories most resonate for you? How do these systemic perspectives shape your purpose for coaching, and how do they show up in the way that you coach? With examples and case material throughout, Coaching Systemically aligns coaching with the realities and challenges of organisations operating in an ever more complex world. Readers will walk away from the book with a clearer understanding of what it means to coach 'systemically' and new ideas as to how they can translate insights into practice. Coaching Systemically will be key reading for coaches in practice and in training, consultants and anyone interesting in systemic approaches.

Presenting a follower-centered perspective on leadership, this book focuses on followers as the direct determinant of leadership effects because it is generally through follower reactions and behaviors that leadership attempts succeed or fail. Therefore, leadership theory needs to be articulated with a theory of how followers create meaning from leadership acts and how this meaning helps followers self-regulate in specific contexts. In this book, an attempt is made to develop such a theory, maintaining that the central construct in this process is the self-identity of followers. In developing this theoretical perspective, the authors draw heavily from several areas of research and theory. The most critical constructs do not come directly from the leadership literature, but from social and cognitive theory pertaining to follower's self-identity, self-regulatory processes, motivation, values, cognitions, and emotions and perceptions of social justice. Leaders may have profound effects on these aspects of followers and it is by analyzing such indirect, follower-mediated leadership effects that most ideas regarding leadership theory and practice are developed.
Due to its broad theoretical focus, this book is relevant to a number of audiences. The authors' principal concern is with the development of leadership theory and the practice of leadership making the book relevant to audiences in management, applied psychology, and social psychology. They have tried to clearly define key constructs and provide practical examples so that the book could be accessible to advanced undergraduate students. However, the diversity of the underlying theoretical literatures and the complexity of theframework developed also make the book appropriate for graduate courses in those disciplines, and for readers with a professional interest in leadership theory or practice.

* A foundational and seminal text, that is widely used in coaching at all levels. * Written by one of the leading international figures in coaching. * Fully updated, the fourth edition includes two brand new chapters on inner purpose and somatic intelligence.

In this rigorously researched book Stephen Barden presents compelling evidence that top leaders learn from a very early age to 'do business with the world' by using their power and authority to partner with it, rather than impose themselves on it. Based on interviews with military, corporate and educational leaders, How Successful Leaders Do Business with Their World offers powerful insight into how these findings can be applied in practice. The book illustrates how the assumptions leaders formed as children, and the way they learned to 'make space for themselves', directly links to the way they exercise their leadership as adults. Barden uses these findings and insights, as well as studies from his own corporate leadership career and coaching practice, to describe a set of common assumptions held by successful leaders. The book clearly outlines several key concepts - the Navigational Stance, the Partnering Stance, the Oppositional Stance and the Navigational Compass - illustrates each with relevant examples and makes recommendations for applying these insights in practice. How Successful Leaders Do Business with Their World will be a valuable asset for coaches, leaders, HR and L&D professionals, and all professionals working with leaders. To learn more about the author and his work, please visit stephenbarden.org.

Neuroscience and Behavioral Neuroscience offered by many universities, and coursework has historically been very technical/scientific, now there is increasing demand within these programs for showing application. This book fills this gap in the market. Looks to dispel myths as well as reinforcing careful application of behavioral neuroscience. Spans many areas and gives a broad overview of BN careers: from clinical practice, forensics, consumer psychology, economics, leadership, education, health and robotics.

* Illuminates a people-centric way to lead change - the key to change success * Presents insights from change leaders in the non-profit sector via thick, descriptive storytelling * Authored by a Korean American female change leader - a rarity in the change leadership literature

This edited volume is derived from a conference held in honor of Charles Hulin's contribution to the psychology of work. His research has carefully developed and tested theory related to job satisfaction, withdrawal from work, and sexual harassment. Edited by Hulin's students, "The Psychology of Work" discusses research in job satisfaction. This research shows that job satisfaction plays an essential role in theories of organizational behavior. Formal models are used, such as item response theory, structural equation modeling, and computational models.
Three general and consistent themes in Hulin's research are represented in this book's chapters. The first theme is a focus on broad, general constructs, such as job satisfaction. The virtue of this approach is that a wide range of behavior can be explained by a small number of variables. The second theme involves the examination of the antecedents and consequences of job satisfaction. This theme is increasingly important because it ties research on job attitudes and job behaviors where links are consistently found to social attitudes and behaviors where links are rarely found. The third theme consists of Hulin's interest in the use of formal models to characterize and understand behavior.
This volume will be of interest to scholars and students in industrial/organizational psychology, human resources, organizational behavior, and management.

* Presents immediately applicable, easy-to-use formula created for every leader and group member to evaluate team unity - and increase team performance * Goes beyond addressing the symptoms of disunity, to provide the tools to correct the problem of a poorly performing team at its base * Introduces a methodology that has been applied to well over 100 teams with tremendous results

How to manage and respond to escalating violence towards staff working in the human services is a pressing professional problem. This workbook.
Empowers individuals by providing a range of useful skills that can help in managing aggression
Enables staff placed in difficult or dangerous situations by their employers to address the issue effectively
Clarifies the responsibilities of the manager in ensuring staff are safeguarded
Builds confidence in staff and their managers by offering workable solutions to reducing levels of aggression in the workplace.
Highlighting examples of good and bad practice, Managing Aggression is a book for anyone who has ever faced, or is likely to face, aggression at work.

Tavistock Press was established as a co-operative venture between the Tavistock Institute and Routledge & Kegan Paul (RKP) in the 1950s to produce a series of major contributions across the social sciences. This volume is part of a 2001 reissue of a selection of those important works which have since gone out of print, or are difficult to locate. Published by Routledge, 112 volumes in total are being brought together under the name The International Behavioural and Social Sciences Library: Classics from the Tavistock Press. Reproduced here in facsimile, this volume was originally published in 1956 and is available individually. The collection is also available in a number of themed mini-sets of between 5 and 13 volumes, or as a complete collection.

Tavistock Press was established as a co-operative venture between the Tavistock Institute and Routledge & Kegan Paul (RKP) in the 1950s to produce a series of major contributions across the social sciences. This volume is part of a 2001 reissue of a selection of those important works which have since gone out of print, or are difficult to locate. Published by Routledge, 112 volumes in total are being brought together under the name The International Behavioural and Social Sciences Library: Classics from the Tavistock Press. Reproduced here in facsimile, this volume was originally published in 1963 and is available individually. The collection is also available in a number of themed mini-sets of between 5 and 13 volumes, or as a complete collection.

There has, in recent times, been an increasing interest in history, broadly defined, among management scholars. But what specifically a historical approach or perspective can contribute to research on organizational fields, organizations, strategy etc. and how exactly such historical research should be carried out remain questions that have been answered only partially, if at all. Building on the authors' prior and ongoing work, History in Management and Organization Studies: From Margins to Mainstream is unique in presenting a comprehensive and integrated view of how history has informed management research with a focus on organization theory and strategy. More specifically, the volume provides an overview of how the relationship been history and management scholarship has evolved from the 19th century until today, focusing mainly on the post-World War II period; and systematically surveys the kind of research programs within organization theory and strategy that have used historical data and/or history as a theoretical construct, while also identifying the remaining "blind spots". As a whole, it offers a kind of roadmap for management scholars and historians to situate their research and, hopefully, find new roads for others to travel. The book is intended for anybody conducting or planning to conduct historical research within management and organization studies, and aims, in particular, at becoming a standard feature of research methods courses in business schools and departments of management.

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.

Contents:
Introduction. The Significance of Work to the Individual. Motivation and Work. Selection and Training. Health and Work. Groups and Decision Making. Leadership.

Meredith Belbin, best known for his work on teams, now considers the way in which continuing evolution has produced distinct patterns of behaviour for men and women.
Examination of the key stages in the history of homo sapiens reveals
* how very early human society was regulated not through power but by organic balance, so allowing women to play a vital role in the community
* why women lost their hold over men as more populous and structured societies became dominated by aggressive warriors seeking territorial expansion
* how natural selection within competing empires favoured the survival of able professionals and compliant slaves, so diversifying the behavioural roles to which humans were genetically disposed
* how, in the present era, power has lost its biological utility as human evolution slowed, and technological evolution favoured the emancipation of women with its premium on communication skills
*how in this changing scenario, as women have recovered their status and influence, social progress has brought in its wake a new set of cross-gender problems.
Penetrating, original and provocative this book offers suggestions on how men and women can come to terms with their genetic heritage, so restoring much needed balance to business organizations and to the community at large.
Anyone in management - whether consultant, trainer, line manager, team leader or student should read and re-read Meredith Belbin's work
One reader's comment from Amazon.com on 'Management Teams' rated 5 star 'A must for anyone interested in Team Behaviour/Psychology at work. This is one of the few Management texts I've managed to read end-to-end for ages.'
A second reader'scomment from Amazon.com 'The language Belbin uses is friendly and easy to read and so the book is ideal material for trainers and students alike.'

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 organisations, show how their ideas can be implemented in different settings.