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This book provides a comprehensive, authoritative, and thought-provoking examination of the ethical issues encountered by accountants working in the industry, public practice, nonprofit service, and government. Gordon Klein s, Ethics in Accounting: A Decision-Making Approach, helps students understand all topics commonly prescribed by state Boards of Accountancy regarding ethics literacy. Ethics in Accounting can be utilized in either a one-term or two-term course in Accounting Ethics. A contemporary focus immerses readers in real world ethical questions with recent trending topics such as celebrity privacy, basketball point-shaving, auditor inside trading, and online dating. Woven into chapters are tax-related issues that address fraud, cheating, confidentiality, contingent fees and auditor independence. Duties arising in more commonplace roles as internal auditors, external auditors, and tax practitioners are, of course, examined as well.
Healthy and successful organizations require the people who work within them to be happy, resilient and creative. Just as a human body is undermined if it suffers from sickness, so an organization can only function fully if the people who work within it feel engagement and well-being, and any toxic influences which shape or burden their working lives are resolved This important new title provides a much-needed overview not only of what it means for an organization to be weakened by pervasive psychological influences within the working environment, but also how this dysfunction can be addressed through psychological interventions. The book is split into three core sections: Toxicity and Dysfunction in the workplace, outlining structural, behavioural, emotional and cognitive sources of toxicity that undermine organizations Principles of the healthy workplace, outlining core concepts of belonging, contribution and meaning from which organizations in turn benefit Creating the healthy workplace, outlining a range of approaches to addressing organizational toxicity, including design thinking, positive psychology, and evidence-based approaches. Written by a practicing organizational psychologist, and including case studies to illustrate how toxicity at the micro level can impact upon wider organizational goals, the book draws on a wide range of literature to provide an accessible, focussed understanding of how the individual psychological experiences of working people can have wider consequences for an organization, and how interventions within that process can address these issues. It is ideal reading for students and researchers of occupational or organizational psychology, organizational behaviour, business and management and HRM.
Demoralized: Why Teachers Leave the Profession They Love and How They Can Stay offers a timely analysis of professional dissatisfaction that challenges the common explanation of burnout. Featuring the voices of educators, the book offers concrete lessons for practitioners, school leaders, and policy makers on how to think more strategically to retain experienced teachers and make a difference in the lives of students. Based on ten years of research and interviews with practitioners across the United States, the book theorizes the existence of a "moral center" that can be pivotal in guiding teacher actions and expectations on the job. Education philosopher Doris A. Santoro argues that demoralization offers a more precise diagnosis that is born out of ongoing value conflicts with pedagogical policies, reform mandates, and school practices. Demoralized reveals that this condition is reversible when educators are able to tap into authentic professional communities and shows that individuals can help themselves. Detailed stories from veteran educators are included to illustrate the variety of contexts in which demoralization can occur. Based on these insights, Santoro offers an array of recommendations and promising strategies for how school leaders, union leaders, teacher groups, and individual practitioners can enact and support "re-moralization" by working to change the conditions leading to demoralization.
This unique book explores the challenges and opportunities for psychologists entering leadership and management roles, whether in NGOs, commercial, health, or other organizations. It examines the motivations and advantages of psychologists in management, their potential limitations and ways to overcome them, and also provides practical career advice. The main points are vividly illustrated by exemplary profiles of real-life psychologist careers and brief vignettes.
This text provides a solid foundation in program evaluation, covering the main components of evaluating agencies and their programs, how best to address those components, and the procedures to follow when conducting evaluations. Different models and approaches are paired with practical techniques, such as how to plan an interview to collect qualitative data and how to use statistical analyses to report results. In every chapter, case studies provide real world examples of evaluations broken down into the main elements of program evaluation: the needs that led to the program, the implementation of program plans, the people connected to the program, unexpected side effects, the role of evaluators in improving programs, the results, and the factors behind the results. In addition, the story of one of the evaluators involved in each case study is presented to show the human side of evaluation. This new edition also offers enhanced and expanded case studies, making them a central organizing theme, and adds more international examples. New online resources for this edition include a table of evaluation models, examples of program evaluation reports, sample handouts for presentations to stakeholders, links to YouTube videos and additional annotated resources. All resources are available for download under the tab eResources at www.routledge.com/9781138103962.
As today's business world becomes ever-more global and virtual, executives and managers are expected to work harmoniously together with counterparts from a broad array dramatically different cultures and backgrounds, often without leaving their desks. But when you throw people together who come from starkly different backgrounds and cultures-- from Americans who precede anything negative with three nice comments to French, Dutch, Israelis and Germans who get straight to the point (your presentation was simply awful); from Latin Americans and Asians who are steeped in hierarchy to the Scandinavians who think the best boss is just one of the crowd-- the result can sometimes be disastrous. Even with English as a global language, it's easy to fall into cultural traps that endanger careers and sink deals. In The Culture Map, renowned expert Erin Meyer offers highly practical and timely perspective on one of today's most pressing business issues: how do different cultures influence the way to do business when working globally? And she explains how to dramatically increase business success by improving one's ability to understand the cultural drivers of colleagues, clients, and suppliers from different countries. With the rapid increase in global call centers, outsourcing, supply chains, and project teams, cultural diversity touches almost everyone. Globalization has led to the rapid connection of internationally based employees from all levels of multinational companies. The advent of information and communication technology means that work itself has globalized. Where once you might have been expected to collaborate with colleagues from one or two foreign territories, today many people are part of global networks connected with people scattered around the world. Yet most managers have little understanding of how local culture impacts global interaction. Even those who are culturally informed, travel extensively, and have lived abroad often have few strategies for dealing with the cross-cultural complexity that affects their team's day-to-day effectiveness. The Culture Map provides a new way forward, with vital insights for working effectively and sensitively with one's counterparts in the new global marketplace.
This is the twenty-fifth volume in the most prestigious annual series for the field of industrial and organizational psychology. Continuing the tradition of providing scholarly, up-to-the-minute reviews and updates of theory and research, this volume surveys developments in such familiar areas as employee selection, team cognition and adaptation, leadership, and diversity management. Newer topics include corporate communications, coaching, and positive organizational behavior. Each chapter offers a comprehensive and critical survey of the topic and is supported by a valuable bibliography.
This book presents Social Dialogue as a social innovation strategy for managing diversity at any step of the human resource circle. It showcases empirical research on how to improve open dialogue and constructive negotiations between management, trade unions and employee representatives using multi-disciplinary perspectives from psychology, business, law, gender studies, sociology and management. This book delivers the latest research to promote a change of attitudes, behaviors and competences on diversity and social inclusion, and develop effective organizational responses in terms of policies and procedural aspects to improve inclusion of vulnerable groups at work. The authors and editors explain effective development tools for an inclusive workplace through Social Dialogue, showing that it is possible to achieve this by integrating values, policies and practices at organizational level. The diversity of contributions from different organizational contexts, countries and cultures results in this being a valuable book for a wide range of scientists, researchers, students and human resource managers as they seek to shape inclusive workplaces through Social Dialogue.
In Leadership With Consciousness Tony Humphreys posits that economic factors alone are not sufficient to explain the worldwide recession that started in 2008; indeed, he graphically points out that those economic processes are always enmeshed with powerful, often unconscious defensive emotional processes. These undetected emotional processes, particularly in leaders, pose great threat to economic, social and emotional prosperity. The seriousness of this threat has been exemplified by the revelations in western society of the hitherto unrecognised greed, avarice, secretiveness, narcissism, arrogance, bullying and superiority among the heads of important societal institutions such as banks and other financial institutions, property development companies and among leaders in government. A target-fixated mentality devoid of ethical values and trust predominated. Humphreys is very emphatic that we can no longer hide behind blaming of institutions or governments; it is crucial that we take on board that it is individual leaders who act inhumanely and unethically and responsibility always belongs with individuals. The book argues strongly that it is the mature process of consciousness of the need to resolve their unconscious defences that lies at the heart of leadership effectiveness and development. The more leaders become conscious of this, the better they will be as leaders. The book sets out to facilitate leaders in this mature process by showing why and how unconscious defences are created, how they can be identified and how conscious resolutions can be found. When leaders lead with consciousness - when they are mature - everybody in society benefits.
The Psychology of Entrepreneurship: New Perspectives is an update of the earlier landmark volume in the Society for Industrial and Organizational Psychology Organizational Frontiers Series. This new book takes stock of the advances in the field of the psychology of entrepreneurship with all new chapters and presents the latest findings on traditional topics, such as cognition, motivation, affect, personality, and action. The Psychology of Entrepreneurship: New Perspectives compiles research of the most prolific scholars in the field to produce an overview of the most important psychological topics relevant to entrepreneurship. It includes novel insights into topics such as entrepreneurial cognition, intrapreneurship and innovation, leadership, entrepreneurial competencies, action theory, entrepreneurship training, and the process of entrepreneurship. Additionally, the updated volume presents new topics that have become more and more important in entrepreneurship research. These topics include affect, clinical psychology and disorders, biological correlates of entrepreneurship, entrepreneurial teams, culture, identity, starting capital, failure and exit, contextual factors, age and demographic change, evidence-based entrepreneurship, and entrepreneurs' well-being. With a collection of authors comprising experts who have developed the field over the last decade, The Psychology of Entrepreneurship: New Perspectives is vital to all students, scholars, and instructors interested in staying abreast of the most current, novel research and insights into the psychology of entrepreneurship.
This book begins by analysing the relationship between occupational stress and workplace bullying in the educational sector. It continues to examine the insufficient recovery from job stress as a risk factor for poor health and well-being; stress, burnout and coping strategies in the emergency and intensive care units of hospitals; pile-up stress from age discrimination on older working people's adjustments; and discusses the role of psychosocial safety climates in job stress and work-related injuries.
The Creativity Reader is a necessary companion for anyone interested in the historical roots of contemporary ideas about creativity, innovation, and imagination. It brings together a prestigious group of international experts who were tasked with choosing, introducing, and commenting on seminal texts focused on creativity, invention, genius, and imagination from the period of 1850 to 1950. This volume is at once retrospective and prospective: it revisits old ideas, assesses their importance today, and explores their potential for the future. Through its wide historical focus, this Reader challenges the widespread assumption that creativity research is mainly a product of the second half of the twentieth century. Featuring primary sources interpreted through the lenses of leading contemporary scholars, The Creativity Reader testifies to the incredible richness of this field of study, helps us understand its current developments, and anticipates its future directions. The texts included here, many of them little known or forgotten, are part of the living history of creativity studies. Indeed, an examination of these seminal papers helps the new generation of creativity and innovation researchers to be mindful of the past and unafraid to explore it.
Dieses Fachbuch zeigt Ihnen auf, welche Auswirkungen die Digitalisierung auf den Menschen in der heutigen Arbeits- und Organisationswelt hat. Dabei begleitet Sie das Werk auf der digitalen Reise durch die wirtschaftspsychologischen Themenbereiche. Basierend auf gut vermitteltem theoretischen Hintergrundwissen und fundiert mit aktuellen Studien und praktischen Umsetzungsmoeglichkeiten erfahren Sie: zentrale Veranderungen im Organisations- und Personalbereich welche Fuhrungsansatze und -kompetenzen in digitalen Zeiten relevant sind welchen Einfluss dies auf die Teamarbeit hat welche aktuellen digitalen Lernformate Anwendung finden und welche Bedeutung die Themen digitale Balance und Ethik in der Digitalisierung haben. Zielgruppen: Professionals im Organisations- und Personalbereich sowie Berater, Coaches und Trainer als auch Studierende der Wirtschaftspsychologie und der Angewandten Psychologie. Zur Autorin: Dr. Melanie Hasenbein ist als Organisationsdesignerin und Coach fur digitale Veranderungsprozesse und als Autorin zu Themen der digitalen Psychologie und Padagogik tatig.
What is coaching?
The ultimate aim of coaching is the effective use of everybody's
abilities and potential.
The effective manager gets work done largely through others and
thus the ability to coach is one of the most important skills of
the manager's job. It goes well beyond delegation and involves the
short- and long-term development of staff.
Good coaching brings direct benefits both to the organization
and to the individuals involved - better working practices,
enhanced teamwork, increased creativity, better communication, less
crisis management and enhanced personal satisfaction, amongst other
Dr. Angela Thomas, who runs her own Consultancy and conducts
coaching and other courses in Europe and the States, guides the
reader through the following five stages of the coaching process
using case studies, examples and exercises to promote interactive
1. Determine the reasons for coaching and decide on the
2. Identify long- and short-term goals; define targets and
3. Devise and develop specific overall individual session
4. Develop specific competence and confidence taking account of
individual learning styles.
5. Recap on what has been agreed, set deadlines and check on
Other titles in this series: "Managing Time" by David Fontana; "Interpersonal Conflicts" "at Work" by Robert Edelmann; "Effective Teamwork" by Michael West.
'Full of lively illustrations and practical examples to show how you can harness emotions to become more creative, collaborative and productive' Adam Grant, author of Originals 'A must-read' Susan Cain, author of Quiet Fortune.com's Top 10 Business Book of 2019 How do you stop the office grouch ruining your day? How do you enjoy a holiday without obsessing over your inbox? Should you accept your colleague's request to follow you on Instagram? The modern workplace can be an emotional minefield, filled with confusing power structures and unwritten rules. We're expected to be authentic but not too authentic. Professional but not stiff. Friendly but not an oversharer. As organizational consultants and regular people, we know what it's like to experience uncomfortable emotions at work - everything from mild jealousy and insecurity to panic and rage. Ignoring or suppressing what you feel hurts your health and productivity but so does letting your emotions run wild. In this book we'll help you figure out which emotions to toss, which to keep to yourself, and which to express in order to be both happier and more effective. We'll share the latest research and helpful tips, and reveal the surprising reason why you'll actually be more healthier and focused if you're less passionate about your job. Drawing on what we've learned from behavioural economics, psychology and our own experiences at countless organizations, we'll show you how to bring your best self (and your whole self) to work every day.
In a globalized economy where work is increasingly tenuous, the safety, health, and well-being of employees has become a matter of some urgency for organizational leaders, and an area of intense focus for researchers and practitioners. The Total Worker Health (R) program, an initiative of the National Institute for Occupational Safety and Health (NIOSH), targets policies, programs, and practices that address worker safety and health in both the physical and organizational work environment, as well as outside the workplace. Chapters in this book cover organizational approaches for program implementation, and offer examples of applications for diverse worker populations, including workers in health care settings, construction, corrections, and manufacturing; older adults who may have multiple chronic health conditions; low-wage workers; freelancers; and part-time workers. Contributors provide evidence of program effectiveness for addressing work conditions that impact mental health, fatigue and sleep, and work-life conflict. This volume is for occupational health professionals, human resource managers, policymakers, and organizational trailblazers who understand that building a culture of health is an essential best business practice.
This book demonstrates Dialogical Leadership which is the workplace application of the Dialogical Self Theory, first developed by Dutch psychologist Hubert Hermans in the 1990s. It encourages scientists and science-practitioners interested in leadership issues to discuss the power of dialogue in solving workplace culture problems. Van Loon's work extends the concept of Dialogical Self Theory to the leadership of organizations, drawing on social constructionism by the American psychologist Ken Gergen and the leadership framework of British academic Keith Grint. This book explicitly links the health of organizations to the psychological and emotional health of those who lead them, concluding with the factors of teamwork and motivation. Dialogical Leadership jettisons the idea that organizations are run by 'superheroes', presenting a more realistic picture of the workplace. This is the first book to isolate 'generative dialogue' as the key mechanism for successful change and transformation programs in organizations. It rejects the idea that successful organizations are 'rational systems' conforming to scripts laid down by leaders, and it places dialogue and co-creation - 'reciprocal exchange' - at the heart of successful change programs. It starts from the kinds of questions leaders ask themselves - their 'interior dialogue' - and the quality of their interactions with others - their external dialogues - which can as shown in this book, be the difference between success and failure.
Even the best Wall Street investors make mistakes. No matter how savvy or experienced, all financial practitioners eventually let bias, overconfidence, and emotion cloud their judgment and misguide their actions. Yet most financial decision-making models fail to factor in these fundamentals of human nature. In Beyond Greed and Fear, the most authoritative guide to what really influences the decision-making process, Hersh Shefrin uses the latest psychological research to help us understand the human behavior that guides stock selection, financial services, and corporate financial strategy. Shefrin argues that financial practitioners must acknowledge and understand behavioral finance--the application of psychology to financial behavior--in order to avoid many of the investment pitfalls caused by human error. Through colorful, often humorous real-world examples, Shefrin points out the common but costly mistakes that money managers, security analysts, financial planners, investment bankers, and corporate leaders make, so that readers gain valuable insights into their own financial decisions and those of their employees, asset managers, and advisors. According to Shefrin, the financial community ignores the psychology of investing at its own peril. Beyond Greed and Fear illuminates behavioral finance for today's investor. It will help practitioners to recognize--and avoid--bias and errors in their decisions, and to modify and improve their overall investment strategies.
To alter an organization's culture, change agents must first understand its attitudes, beliefs and assumptions. Marc Schabracq's innovative new book is based on a fresh way of thinking that deals with both the functional and structural features of cultures. Focusing on the greatest barrier to organizational change - the attitudes and assumptions of people - it offers three approaches that collectively assist the change process: changing goals through the leader; improving effectiveness through the members; and enriching assumptions through group dialogue. The scales, checklists and exercises are available online. A priceless resource for consultants and change agents, "Changing Organizational Culture" is also valuable reading for senior managers and business students interested in the change process.
Fifty Scams and Hoaxes is a light-hearted investigation into some of the worst examples of financial skulduggery, medical quackery and ingenious hoaxing from history. Along the way we will come across a Pope advocating a drink based on cocaine, a pill to avoid hangovers, a woman who gave birth to rabbits, the man who broke the bank twice, the first examples of insurance fraud and scam emails and much more. Author Martin Fone explores the psychology and methodology deployed by the scammers and shows what can happen when avarice preys on credulity and gullibility. The key characteristics he unearths amongst his despicable gallery of scammers includes; incredible claims, creative use of advertising, playing on people's fears and aspirations, unscrupulous business practices and, when it all goes wrong as it often does, a propensity to flee the scene and leave others to pick up the pieces. Well-paced, fascinating, entertaining and informative, this book will delight the general reader as well as providing food for thought for the more serious student of the foibles of human nature.
Today's rapidly changing and globally competitive business environment mandates that 21st century leaders develop new models and innovative learning processes of organizational leadership. To meet these shifting needs, Action Learning (AL) has emerged as a key training and problem-solving tool for companies as diverse as Nokia, Samsung, Boeing, GE, Motorola, Marriott, General Motors, Deutsche Bank, and British Airways. These and hundreds of other companies around the world now employ AL for strategic planning to develop managers, identify competitive advantages, reduce operating costs, and create high-performing teams. What exactly is Action Learning?Simply described, it is a dynamic process that involves a small group of people solving real organizational problems, while focusing on how their learning can benefit individuals, groups, and the larger organization. The emphasis on learning is what makes this process strategic rather than tactical in equipping leaders to more effectively respond to change. This book demonstrates how Action Learning can quickly and effectively be introduced, implemented, and sustained in any type or size of organization using six key components: a diverse group of 4 to 8 members; an urgent task or problem; a question-driven communication process; implementation of action strategies; a commitment to learning; and an AL team coach.It features useful business case examples that illustrate the power of AL in successfully developing leaders, solving problems, building teams, and transforming organizations. Recent developments that include skilled coaching and question-based dialogue make it an even more powerful tool in leadership and organizational development.This book is suitable for consulting psychologists; I/O psychologists; management consultants; executive coaches; human resource development professionals; and graduate students in consulting psychology, I/O psychology (especially, courses specific to groups, teams, and cognition), human resource development, leadership development, organizational development, organizational management sciences, human organizational learning, business, and education courses.
Drawing on more than a decade of inter-disciplinary research, this book provides a comprehensive overview of the available theories, concepts, data and research on new work organizations and the concept of work without boundaries . * Explores a concept of work that is not restricted by traditional organizational rules like regular office hours, a single workplace, fixed procedures and limited responsibility * Provides a comprehensive overview of the available theories, concepts, data and research on new work organizations * Examines the shift of power away from organizations to make individuals accountable for their own employability and work * Draws on over a decade of original research into work without boundaries in which the authors are key authorities * Brings together organization theory and work psychology with scholarship from related fields including sociology, social psychology, cognition and psychobiology
Over two million copies sold. Stephen M. R. Covey shows how trust--and the speed at which it is established with clients, employees, and all stakeholders--is the single most critical component of a successful leader and organization. Stephen M. R. Covey, widely known as one of the world's leading authorities on trust, asserts that it is "the most overlooked, misunderstood, underutilized asset to enable performance. Its impact, for good or bad, is dramatic and pervasive. It's something you can't escape." Thankfully, it's is also the thing that can dramatically improve your personal and professional success. Why trust? The simple, often overlooked fact is this: work gets done with and through people. The Speed of Trust offers an unprecedented and eminently practical look at exactly how trust functions in every transaction and every relationship--from the most personal to the broadest, most indirect interaction. It specifically demonstrates how to establish trust intentionally so that you and your organization can forego the time-killing, bureaucratic check-and-balance processes that is so often deployed in lieu of actual trust. This 2018 updated edition includes an insightful afterword by the author which explores ten key reasons why trust is more relevant now than ever before--including how trust is the new currency of our world today.
The latest volume of Research in Ethical Issues in Organizations addresses a range of contemporary issues in applied and professional ethics and explores the unique role of organizational ethics in creating and sustaining a pluralistic, free enterprise economy. It is ideally suited to researchers, postgraduates and professionals whose interests include such key issues as tax avoidance, global justice, information sharing and corporate privacy.
In 100 Things Every Designer Needs to Know About People, 2nd Edition, Dr. Susan Weinschenk shows design and web professionals how to apply the latest research in cognitive, perceptual, and social psychology to create more effective web sites and apps. Dr. Weinschenk offers concise, plain-English insights and practical examples for designing sites and apps that are more intuitive and engaging, because they match the way humans think, work, and play.
Updated to reflect the latest scientific findings, this full-color, relentlessly practical guide will help you whether your background is in visual design, interaction design, programming, or anything else. Weinschenk will help you improve the many design choices you make every single day - from choosing fonts and chunking information to motivating people and guiding them towards purchase.
Not just another "web design guidelines" book, 100 Things Every Designer Needs to Know About People, 2nd Edition explains the why behind the guidelines, and exposes the many web design myths and "urban legends" that stand in your way. Dr. Weinschenk shows you what makes humans tick, and helps you translate that knowledge into exceptionally successful designs. The concise, practical, full-color guide to building great web sites and apps by reflecting human psychology in all you do - now fully updated for the latest research
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