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Most people spend at least 40 hours a week in the office, and constant deadlines, heavy workloads, and daily dilemmas can make working a stressful experience. In his new book, Richard Carlson shows readers how to interact more peaceably and joyfully with colleagues, clients and bosses. He reveals tips such as planning what you're going to say in a meeting or presentation, taking a deep breath before reacting to a co-worker's criticism, and asking for a raise in the most effective way possible. Transforming your outlook at the office will not only ease stress in the workplace, it will also lead to a happier life at home. Written in Carlson's warm, appealing style, Don't Sweat the Small Stuff at Work is certain to be an inspirational bestseller to the thousands who loved his previous books.
Building on the latest research in brain science, emotional intelligence, and organizational theory, an award-winning communication and organizational strategist answers questions about the true definition of empathy. This groundbreaking exploration into business productivity and office management offers both real-world insights and practical ways to build transformative empathy skills organization-wide. It shows how learning about and teaching empathy in the workplace can improve productivity, innovation, and profitability. The guide also provides an innovative framework to help leaders meet the six universal needs of the organization itself while also respecting those of individual employees and customers.
Work plays an essential role in how we engage with the world, reflecting our desire to be productive, creative, and connected to others. By exploring the inner experiences of people at work, people seeking work, and people transitioning in and out of work, this book provides a rich and complex picture of the contemporary work experience. Drawing from extensive interviews with working people across the US, as well as insights from psychological research on work and careers, the book provides compelling evidence that the nature of work in the US is eroding- and with powerful psychological and social consequences. From this conclusion, the book also illustrates the rationale and roadmap for a renewed agenda toward full employment and toward fair and dignified jobs for all who want to work. The emotional insights complement the conclusions of the best science and policy analyses on working, culminating in a powerful call for policies that attend to the real lives of individuals in 21st century America. By weaving these various sources together, Blustein delineates a conception of working that conveys its complexity, richness, and capacity for both joy and despair.
Command the room--whether you're speaking to an audience of one or one hundred. If you read nothing else on public speaking and presenting, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the most important ones to help you find your voice, persuade your listeners, and connect with audiences of any size. This book will inspire you to: Win hearts and minds--and approval for your ideas Conquer your nerves and speak with confidence Focus your message so that people really listen Establish trust with your audience by being your authentic self Use data and visuals to persuade more effectively Master the art of storytelling This collection of articles includes "How to Give a Killer Presentation," by Chris Anderson; "How to Become an Authentic Speaker," by Nick Morgan; "Storytelling That Moves People: A Conversation with Screenwriting Coach Robert McKee," by Bronwyn Fryer; "Connect, Then Lead," by Amy J.C. Cuddy, Matthew Kohut, and John Neffinger; "The Necessary Art of Persuasion," by Jay A. Conger; "The Science of Pep Talks," by Daniel McGinn; "Get the Boss to Buy In," by Susan J. Ashford and James R. Detert; "The Organizational Apology," by Maurice E. Schweitzer, Alison Wood Brooks, and Adam D. Galinsky; "What's Your Story?" by Herminia Ibarra and Kent Lineback; "Visualizations That Really Work," by Scott Berinato; and "Structure Your Presentation Like a Story," by Nancy Duarte. HBR's 10 Must Reads paperback series is the definitive collection of books for new and experienced leaders alike. Leaders looking for the inspiration that big ideas provide, both to accelerate their own growth and that of their companies, should look no further. HBR's 10 Must Reads series focuses on the core topics that every ambitious manager needs to know: leadership, strategy, change, managing people, and managing yourself. Harvard Business Review has sorted through hundreds of articles and selected only the most essential reading on each topic. Each title includes timeless advice that will be relevant regardless of an ever-changing business environment.
An award-winning conflict consultant offers a new path to take when agreement and collaboration seem impossible, and teaches us that when conflict resolution fails, we can achieve freedom instead-even without others' cooperation. A founding CEO and his top salesperson are engaged in a heated clash over her compensation package. A mother and daughter are locked in a nasty cycle of blame and attack. A high-profile executive team is struggling with aggressive political infighting. In all these cases, every effort to talk it out has been unsuccessful. Where can you turn when your attempts to resolve conflict fail? Most approaches emphasize collaboration. You are supposed to sit down, calmly talk through your differences, and find a solution. But what if nothing seems to work, no matter what you do? When situations resist resolution, the Optimal Outcomes Method teaches us conflict freedom. This innovative method, based on Dr. Jennifer Goldman-Wetzler's training at the Program on Negotiation at Harvard Law School, two decades as a consultant to Fortune 500 and high-growth CEOs and senior teams, grassroots work with Middle East leaders, US government-funded research on terrorism, and her popular course at Columbia University, Optimal Outcomes reveals eight groundbreaking practices proven to help people everywhere free themselves from conflict. With inspiring stories from clients, students, and Dr. Goldman-Wetzler's own life lighting the way, you'll learn to observe complex situations with clarity, access your shadow values (things you really care about but have been unwilling to admit), and take bold, simple, surprising action. Optimal Outcomes blends mindfulness, Jungian psychology, and practical, step-by-step advice to free anyone from seemingly impossible conflict. Applying the practices, you'll reach your Optimal Outcome-which may be vastly different from what you originally imagined, but more satisfying than you ever dreamed possible.
The coaching and mentoring profession is facing a major challenge - helping clients cope effectively with life's complexities and conflicting demands in a rapidly changing environment. Conversations around work-life balance need to address not only the interconnectedness of work, leisure, home, and social life but also the fact that these elements are in flux and require continuous rebalancing. This book is a practical and evidence-based resource to help coaches and mentors in supporting clients to achieve greater work-life balance. Written by an experienced academic-practitioner team, this book provides coaches and mentors with a way of addressing work-life tensions with their clients. It is grounded in research and practice and offers a wide range of tools and techniques which are supported with real-life case studies illustrating how they can be employed. On top of this, readers are also supported with reflective questions to enhance understanding and a series of downloadable worksheets for practical use. Coaching and Mentoring for Work-Life Balance is essential reading for professional coaches and mentors who are helping their clients to develop personal resilience and will also be a valuable resource for students in postgraduate coaching and mentoring courses. The authors present some of the latest thinking on this topic, underpinned by their own research and model for work-life balance, making the book indispensable to all those engaged in leadership, coaching, mentoring, and supervision.
The idea of leadership failure and derailment has been brushed under the carpet for far too long and only now are statistics appearing on the sheer number of leaders who fail at their jobs. Backstabbers and Bullies provides the latest psychiatric and clinical perspectives on dark-side behaviour, including: - recognising and coping with over-confident, narcissistic and psychopathic leaders; - causes of leadership derailment and failure; - corrupt corporate cultures; and - the criminal personality. Fascinating reading for anyone who has worked alongside a corporate psychopath, business narcissist or histrionic show-off, Backstabbers and Bullies goes beyond the science to explain how to better understand, manage and prevent dark-side behaviour, as well as presenting advice for reducing derailment potential for yourself, your colleagues and your organisation.
Finalist for the George Terry Award sponsored by the Academy of Management "This lovely and important book is the clearest, most complete, and interesting statement of sensemaking in organizations available. . . . It will have an impact on both new and experienced scholars." --Bob Sutton, Stanford University "Weick is artful. He masterfully constructs the sensemaking theoretical framework so that it can be better understood by the general scholar and in the process provides the reader with the sensemaking experience." --Kathleen Sutcliffe, University of Minnesota The teaching of organization theory and the conduct of organizational research have been dominated by a focus on decision making and the conception of strategic rationality. The rational model, however, ignores the inherent complexity and ambiguity of real-world organizations and their environments. Karl E. Weick's new landmark volume, Sensemaking in Organizations, highlights how the "sensemaking" process--the creation of reality as an ongoing accomplishment that takes form when people make retrospective sense of the situations in which they find themselves--shapes organizational structure and behavior. Some of the topics Weick thoroughly covers are the concept, uniqueness, historical roots, varieties and occasions, general properties, and the future of sensemaking research and practice. Expertly written, Sensemaking in Organizations is the volume that students, scholars, and professors of organization and management studies must have.
How can you get to the bottom of workplace behaviors that simply don't work for you or your organization?
Don't Bring It to Work explores what happens when patterns originally created to cope with family conflicts are unleashed in the workplace.?This groundbreaking book draws on the success of Sylvia Lafair's PatternAware program Total Leadership Connections. Throughout the book she shows how to break the cycle of pattern repetition and offers the tools that can turn unhealthy family baggage into creative energy that will foster better workplace associations and career success.
Lafair identifies the thirteen most common patterns that correspond to characters familiar to anyone who has ever worked in an office: Super Achiever, Rebel, Persecutor, Victim, Rescuer, Clown, Martyr, Splitter, Procrastinator, Drama Queen or King, Pleaser, Denier, and Avoider. To help overcome destructive behavior problems, she maps out the three main steps for becoming aware of patterns and finding the way OUT: Observe your behavior to discern underlying patternsUnderstand and probe deeper to discover the origins of these patternsTransform your behavior by taking action to change
The book includes a wealth of real-life anecdotes and practical, workbook-style exercises that clearly show how anyone can get beyond old, outmoded attempts at conflict resolution and empower themselves to make profound differences both at work and in their personal lives.
« Shaping Pay in Europe: A Stakeholder Approach focuses on pay systems applied in the European Union. Giving due attention to the institutional setting of the European pay systems, the book discusses how European companies may approach pay as an integral part of their operational and strategic framework. Pay is an important topic for several stakeholders on the labour market. The book discusses the perspectives of various stakeholders - employees, employers, trade unions, and employer associations - on the issue of pay. Secondary analysis of earlier statistical studies and new empirical material on European pay systems is also presented in the book. The book also aims at contributing to a better understanding of pay systems. If one wants to understand the various pay systems of a company, which pay elements and pay characteristics should one focus on? Which are the essential pay characteristics shaping an individual's pay and how could these characteristics be studied or audited? The book provides answers to both questions by presenting a practical, yet sophisticated model of essential pay characteristics.
Most coaches know that Personality Type indicators can add enormous value to their work. Based on the work of the distinguished Swiss psychologist, Carl Jung, questionnaires such as the MBTI (R) and its many rivals can give clients swift, deep, unsettling and reliable insights into their own behaviour and needs. Yet many coaches hesitate, asking questions such as: * Do I know enough about it to use it confidently? * Where does it add value in work with senior leaders? * Where can it be useful when I'm working with a client on career issues? * What should I do when a client challenges me on validity and reliability? * What other psychometric assessments might I use and how do they complement Type indicators? * How should I use it with groups, for instance on management development programmes? * How does it work as part of a team coaching project? This book will build your confidence. It gives you honest, straightforward, practical and realistic advice on these and other issues, from an author who is internationally recognised as a leading thinker and practitioner in executive and team coaching, as well as being an expert on Jungian Type. The book is enriched by dozens of short case studies. "How can anyone resist? 'Coaching for Personality Types' is a well written, accessible and stimulating book from one of my favourite coaching authors. Jenny brings her vast experience and warm personal style to offer the reader an in depth review of type based personality instruments from MBTI to Lumina, and how executive coaches can use type based approaches with sophistication to offer fresh insights and understanding to their clients." Professor Jonathan Passmore, School of Psychology, University of Evora & Centre for Coaching, Henley Business School, UK "A masterclass in the area. Jenny Rogers is an expert in both coaching and assessment but she avoids unnecessary statistics and theories. Rather, her book uses in-depth knowledge to underpin rich case studies, stories and really practical insights. The majority of coaches use the type model and type measures: this book enables them to become experts in their use - and doesn't shy away from offering alternative approaches. There are plenty of type introductions around. This is the best for practising coaches by a long way." Ian Florance, Consultant Editor, Meyler Campbell and Secretary European Test Publishers Group, UK "As an extraordinarily well-written guide to assist both beginners and veteran coaches in the use and interpretation of the MBTI, Rogers' book has much to recommend it, and I do so wholeheartedly. It does what it says on the tin, but my goodness, it does a great deal more than that. The section on the origins and psychological underpinnings of Type, the conceptual framework of the MBTI and its psychometric properties are presented with exemplary clarity; thorough, comprehensive and scrupulously balanced. Rogers' combination of broad brush and fine strokes makes engagement with this relatively complex subject a richly rewarding experience. The sections on coaching, quite aside from the MBTI focus, represent a masterclass of the highest order. The author's breadth and depth of experience across a broad spectrum of individuals, organisations, and contexts, and the holistic insights thus gained, shine through on every page. 'What Works' deserves to be the gold standard, not only in respect of the MBTI and psychometric-assisted coaching, but also as an invaluable addition to the canon of coaching practice." Neville Osrin, Emeritus Fellow, University of Exeter Business School, UK "As a religious professional, I have used MBTI typology for many years as a tool to coach and encourage others. I believe Jenny's book to be essential reading for anyone interested in using any psychometrics in their coaching -- or in their work generally. Reading it helped me correct a number of mistakes I had made. It also introduced me to many new tools to balance my practice. Her insights relating to coaching teams and the use of psychometrics will help anyone increase the effectiveness of their work with groups." Rev. Dr. Rodney (Rod) Woods, Senior Minister, City Temple London, UK "Another great book from Jenny Rogers. Full of useful and practical information, insight, ideas and guidance. All put together with her knowledge, wisdom and experience in this field. It is also a stimulating read with case studies to illuminate the information. I wish it had been around when I started out but having said that, I found it great to read now as well. I recommend it to all coaches as essential reading." Julia Vaughan Smith, Action Researcher/Writer/Workshops and Retreats "This is the book I've been waiting for! As always, Jenny writes with great flair and humour, so reading her take on Coaching with Personality Type was a pleasure as well as immediately useful. I've been using the MBTI with clients for nearly 10 years now with reasonable success as a coach and coach trainer. Jenny Rogers' profound understanding of the subject and the insights she brings from her own coaching practice are illuminating, practical and inspiring. I'm really looking forward to taking this into my own coaching work and will certainly be recommending to all the coaches I work with." Jane Cook, Head of Coaching and Leadership, Linden Learning Ltd "Jenny's depth of knowledge and experience in this field shines through in this book. Her sense of humour, insights via personal experience and excellent approachability of the text makes this a stimulating and informative read for both novice and experienced coaches. It lays out a balanced approach to a range of tools and techniques based on a measured consideration of underlying theories. But what really made this book stand out for me was the synthesis of type information and coaching principles manifested in the many real-life case studies. As a practitioner this will provide invaluable 'aha!' insights and ready to use frameworks for my everyday practice. Jenny's books never disappoint - this one will join the others as a constant reference." Sandy Oosthuysen, NHS Asst. Director of Organisation Development and coach, UK "From the title onwards it works! Offering engaging and practical insight on how to coach with personality type. Numerous examples and case studies offered with a liberal dose of good humour bring the subject to life for the reader. An invaluable companion for novice and experienced coaches alike." Tim Cox, MD of Management Futures, UK "This book brings to life the use of personality type in coaching. Focusing primarily on the Myers-Briggs Type Indicator (MBTI), it brilliantly illustrates the value of this profoundly useful and elegant model. The book's greatest strength is its emphasis on the practical application of type to client work. The numerous pen-portraits of individuals with different personality types whom Jenny Rogers has coached demonstrate the powerful ability of MBTI - when used skilfully - to increase self-esteem and emotional intelligence. This book fills an important gap in the literature and I would strongly recommend it to coaches at all levels." Dr Catherine Sandler, Author of 'Executive Coaching: A Psychodynamic Approach' (McGraw-Hill, Education 2011) "This is the biggest book in coaching for years. The MBTI is the most widely (and wisely, and badly) used instrument in coaching, but here at last is the indispensable guide to its full proper use in coaching and leadership development. Covers every conceivable topic, for individuals and teams, from the history to the science, the depth, wisdom, and the good pragmatic sense for which Jenny is renowned. Indispensable: thorough, comprehensive, and throughout with Jenny's trademark dry wit and pragmatism." Anne Scoular, Co-Founder and Faculty Member, Meyler Campbell "This book is brilliant both for those new to MBTI and for those who have been using it for years. Written in her straightforward style laced with her dry humour, Jenny informs, encourages and cautions about the possibilities of working with Type, including short case studies to demonstrate her points. She tackles head on the criticisms of the Indicator and gives an even handed write up about its competitors. Not just a look at the MBTI itself, Jenny provides a clear understanding of what, when, how and why a Coach might offer it as a source of data in raising the clients awareness of how they are in the world and how that may impact and influence the people around them. Great stuff!" Liz Macann, Director, Macann Coaching Consultancy "This timely and practical book is a 'must have' for experienced coaches who work with Type, and beginners alike. It has all the hallmarks of a Jenny classic - elegance, authority, relevance, immediate usefulness, and of course her characteristic candour about the upsides and downsides of using Type and other psychometric instruments. It is timely for me as this year marks 20 years since I qualified as an MBTI practitioner and I still found myself greedily mining it for ideas and resources to enhance my practice. I particularly liked the chapters on challenges to Type, blended use of psychometrics, Type and career, and worki ng with teams. I fully expect this book to become an instant coaching classic." Maria Fay, Executive Coach "This is another corker of a book from Jenny Rogers. I personally love the way that the book combines practical guidance, with personal stories and case studies without ever sounding patronising. This book hits home on numerous levels and there's something in it for everyone regardless of their coaching experience. As trainer specialising in training coaches this book will go very close to the top of my must read recommendations for my students." Karen Whittleworth, Founding Director Worth Consulting Ltd Co author Manager as Coach: The New Way to get Results
Bullish on Uncertainty provides rare insight into the secretive world of Wall Street high finance, which has shaped influential business, governmental, and cultural leaders and keeps supplying new business practices to other organizations in dynamic and complex environments. The book studies how two highly successful Wall Street investment banks managed the uncertainty of their high-velocity environment through different work practices. One bank chose the familiar route of decreasing bankers' uncertainty. The other bank used the novel and effective practice of increasing bankers' uncertainty to make them more alert to new situations and more likely to draw on the bank's entire range of resources. The book explains why the two banks differed in their ability to notice market changes and adapt to them. It thereby illuminates current events in the financial markets. Through vivid accounts of newcomers during their first two years, the book traces how the two banks' initially similar participants were transformed into fundamentally different kinds of persons by the different kinds of work practices in which they participated.
This book describes a methodology to represent socio-technical system concerns in the system architecting process. The resulting set of Human Views augments traditional system viewpoints with human-focused data. The Human Viewpoint methodology classifies the socio-technical system context, identifies and collects pertinent data, renders models that can be used for discussion and analysis, and presents the results in Fit for Purpose views that are useful for decision making. The inclusion of the Human Viewpoint during the system architecting stage allows the evaluation of human-system design trade-offs, recognises the impact of the human operator on system performance, and provides the foundation for Human System Integration evaluations during the ensuing system development.
Scientific research shows that the most successful negotiators analyze the situation thoroughly, self-monitor wisely, are keenly aware of interpersonal processes during the negotiation - and, crucially, enter negotiations with a fair and cooperative attitude. This book is a clear and compact guide on how to succeed by means of such goal-oriented negotiation and cooperative persuasion. Readers learn models to understand and describe what takes place during negotiations, while numerous figures, charts, and checklists clearly summarize effective strategies for analyzing context, processes, competencies, and the impact of our own behavior. Reallife case examples vividly illustrate the specific measures individuals and teams can take to systematically improve their powers of persuasion and bargaining strength. The book also describes a modern approach to raising negotiation competencies as part of personnel development, making it suitable for use in training courses as well as for anyone who wants to be a more persuasive and successful negotiator.
This document aims to raise awareness that the psychological well-being of employees is an important issue, and to provide guidance on effective strategies for its management.
The best way to improve your quality of life is through the decisions you make. This book teaches several fundamental decision-making skills, provides numerous applications and examples, and ultimately nudges you toward smarter decisions. These nudges frame more desirable decisions for you to face by identifying the objectives for your decisions and generating superior alternatives to those initially considered. All of the nudges are based on psychology and behavioral economics research and are accessible to all readers. The new concept of a decision opportunity is introduced, which involves creating a decision that you desire to face. Solving a decision opportunity improves your life, whereas resolving a decision problem only restores the quality of your life to that before the decision problem occurred. We all can improve our decision-making and reap the better quality of life that results. This book shows you how.
The Indian Council for Social Science Research (ICSSR) Survey in Psychology is the last among a series of academic social science surveys undertaken by the nodal governmental agency of social research in India. In five volumes, this Survey evaluate developments in the discipline of psychology in terms of its theoretical, methodological, and applied endeavours in India in the last decade. Together they assess progress made in psychological scholarship and thereby help consolidate disciplinary developments. Each of the chapters in the five volumes demonstrates multidirectional developments emerging in the discipline of psychology in India. The Survey is an exercise in discipline building, rooted in the changing national context, incorporating multiple theoretical strands, and enabling cross-disciplinary dialogue. The first volume discusses the spiritual, philosophical, and cultural traditions of India and sets the context for the subsequent volumes. It traces the narrative of the discipline from its inception in the Indian colonial past and presents a detailed account of its present status. The second volume delves into the themes of cognitive and affective psychology. Volume three focuses on the relationship between the individual and the social. The fourth volume explores organizational psychology in India, and the last volume expands on themes in contemporary mental health research. A comprehensive assessment of the way psychology research is evolving in India, the Survey covers key disciplinary concepts, recent trends, and indigenous perspectives.
For many decades, the conventional wisdom was that emotion has no place in the work world, and the ideal leader is one who approaches problems rationally and unemotionally. However, the reality is that emotion is inevitable when a group of people come together for an extended period of time to work on challenging tasks, and if used effectively, a leader's moods and emotions can be a plus rather than a minus. This book describes how 25 outstanding leaders used emotional intelligence to deal with critical challenges and opportunities. Featuring commentary from the leaders themselves describing how they handled each situation, it helps managers better understand not just what emotional intelligence is, or how to measure it, or how it is linked to bottom-line results: it also shows how real leaders used their emotional intelligence to deal with real situations. The book distills the leaders' experiences into nine strategies that can help any leader or potential leader to be more effective. Each chapter concludes with activities that help readers to apply immediately each of those strategies.
In the modern workplace, employees collaborate. Managers are expected to be effective team leaders and employees are expected to be valued teammates. But many teams struggle. Being part of a struggling team can be unpleasant, but it can also hurt your career and waste company resources. In Teams That Work, Scott Tannenbaum and Eduardo Salas present the seven drivers of team effectiveness and the clearest recommendations on what really makes teams great. Applying the lessons they've learned from working with high-stakes, high-risk team situations to any kind of organization, they will dispel some of the most enduring myths (e.g., can you be both a star and a great team player?), feature the most useful psychological research, and share real-world illustrations of effective teams in action. Readers will find actionable, evidence-based tips for being an effective team leader, a great team member, a supportive senior leader, or an impactful consultant.
This book, recognizing that workplace bullying is a significant employment relations and occupational health and safety problem in India which warrants urgent and holistic intervention, presents empirical studies examining contextual factors, antecedents, mediators, moderators, processes, outcomes and solutions, thereby deepening our understanding of the phenomenon. The chapters showcased in the volume emphasize the paradoxical Indian sociocultural ethos whose simultaneous embrace of humanism versus identity-based, personalized and hierarchical relationships, materialism versus spiritualism and individualism versus collectivism both fuel yet quell misbehaviour. The inquiries which constitute this book engage both positivist and postpostivist paradigms, draw on several theoretical and substantive frameworks, utilize an array of methods, investigate numerous foci and cover various geographical regions in India, a range of industrial sectors and all levels of the organization. In so doing, they make pathbreaking contributions beyond country-specific insights to advance the frontiers of the thematic area worldwide. The chapters include important findings pertaining to digital workplaces, child labour, forgiveness, customer bullying, psychological contract violation, perceived organizational support, psychological capital and comprehensive prevention strategies encompassing psychosocial risks. As well as building on a decade of knowledge about workplace bullying in India, the book puts forward a research agenda on the topic for the subcontinent in particular and the field in general. The volume is of interest to researchers, practitioners and students of organizational studies, human resource management, industrial relations, labour law, corporate law, health sciences and social work.
Over the past twenty years, the topic of organisational culture has exploded into a plethora of publications, courses, seminars and workshops. Authors and experts have proceeded, one after another, to attempt to define this intriguing but difficult concept. Lionel Stapley believes that these current theories about organisational culture fail because they concentrate on simple, surface issues. They make no attempt to deal with underlying, unconscious processes. Emotions run deep in organisations as much as they do in any other sphere of life especially when an organisation is going through a period of change. Using concepts and tools from psychoanalysis, the author tries to help us understand the collective feelings of members of organisations; to emphasise the role of unconscious processes in the creation of a culture and its importance to the management of change. Through a progressive structure, the book gives a thorough grounding in both theory and insights. This book is written for all those who want to develop a deeper understanding of organisations and how they work; academics and students of management and organisation, consultants and managers.
Creativity is at the heart of successful research, yet researchers are rarely taught how to manage their creative process, and modern academic life is not structured to optimize creativity. Creativity in Research provides concrete guidance on developing creativity for anyone doing or mentoring research. Based on a curriculum developed at Stanford University's Hasso Plattner Institute of Design, this book presents key abilities that underlie creative research practice through a combination of scientific literature on creative confidence, experiential exercises, and guided reflection. By focusing attention on how research happens as well as its outputs, researchers increase their ability to address research challenges and produce the outputs they care about. Simultaneously, they may also transform their emotional relationship with their work, replacing stress and a harsh inner critic with a more open and emotionally empowered attitude.
Evidence is accumulating that in many contemporary work environments people are literally working themselves to death. But what do we really know about job-related stress and illness? Based on a ten-year study of nearly five thousand workers, this path-breaking book by a distinguished industrial engineer and sociologist and a specialist in industrial medicine identifies a clear connection between work-related illness and workers' lack of participation in the design and outcome of their labours.
The Oxford Handbook of Mutuals and Co-Owned Business investigates all types of 'member owned' organizations, whether consumer co-operatives, agricultural and producer co-operatives, worker co-operatives, mutual building societies, friendly societies, credit unions, solidarity organizations, mutual insurance companies, or employee-owned companies. Such organizations can be owned by their consumers, the producers, or the employees - whether through single-stakeholder or multi-stakeholder ownership. This complex set of organizations is named differently across countries: from 'mutual' in the UK, to 'solidarity cooperatives' in Latin America. In some countries, such organizations are not even officially recognized and thus lack a specific denomination. For the sake of clarity, this Handbook will refer to member-owned organizations to encompass the variety of non-investor-owned organizations, and in the national case study chapters the terms used will be those most widely employed in that country. These alternative corporate forms have emerged in a variety of economic sectors in almost all advanced economies since the time of the industrial revolution and the development of capitalism, through the subsequent creation and dominance of the limited liability company. Until recently, these organizations were generally regarded as a rather marginal component of the economy. However, over the past few years, member-owned organizations have come to be seen in some countries, at least, as potentially attractive in light of their ability to tackle various economic and social concerns, and their relative resilience during the financial and economic crises of 2007-2013.
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