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From medicine to education, evidence-based approaches aim to evaluate and apply scientific evidence to a problem in order to arrive at the best possible solution. Thus, using scientific knowledge to inform the judgment of managers and the process of decision-making in organizations, Evidence-based Management (EBMgt) is the science-informed practice of management. Written by leading experts in the study and practice of EBMgt, The Oxford Handbook of Evidence-based Management provides an overview of key EBMgt ideas and puts them in context of promoting evidence-based practice. Furthermore, it addresses the roles and contributions of practitioners, educators, and scholars - the primary constituents of EBMgt - while providing perspectives and resources for each. Divided into three sections (research, practice, and education), this handbook examines the realities of everyday management practice and the role EBMgt can play in improving managerial decision making and employee well being and instructs educators in their roles as designers of curricula and resources. As the first major volume to capture the spirit of this emerging movement, The Oxford Handbook of Evidence-based Management shows how practitioners can use high-quality knowledge gleaned from scientific research in order to make better use of available data and ultimately make more mindful decisions.
Leading at All Levels: Using Systemic Ideas to Get the Most from the Workplace moves away from traditional perspectives on leadership and, utilising ideas from systemic consultation, provides a rationale for leadership at all levels, emphasising the potential of everyone in organisations to lead in their own area of work. Reviewing the theory of resilience and its place in organisational life, the book provides guidance on how to foster resilience in the workplace. Written in accessible language, the book is divided into three sections: on work and leadership, on problem solving and finally on approaches to leading at all levels. A variety of perspectives on leadership are explored, as well as barriers to effective leadership and there are many suggestions for improvement. The book discusses the ways in which systemic thinking can contribute to enhance leadership, which includes considering different perceptions and experiences of leadership, the influence of power in workplace relationships and organisational outcomes, the link between positive employee engagement for performance and well-being at work, and the importance of interpersonal and relational behaviour on leadership. The book also considers the importance of everyday workplace interactions to our understanding of leadership and supports a wide understanding of workplace conflict. It contains examples throughout, which are applicable to different types and sizes of organisation, and provides suggestions for readers relating to the practice of leadership at all levels. Good leadership is of great importance to today's organisations. The book suggests that by paying more attention to leadership at all levels, organisations can work towards improving productivity, which has been highlighted as a critical issue in the UK since the 2008 recession. Leading at All Levels will appeal to systemic trainees, practitioners and systemic consultants and to those in related professions, as well as to personal development practitioners and coaches.
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. Deviant and Criminal Behavior in the Workplace offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. The volume considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyses a number of variables which can influence such behavior including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.
'Inspiring, stimulating, and immensely rich - Bruce takes NLP in Coaching to an entirely new dimension, building on the giants before him' - Katherine Tulpa, Global CE0, Association for Coaching
'I recommend this book whole heartedly to any coach who wishes to update their knowledge and understanding of NLP and coaching' - Prof. Dr. Karl Nielsen, IN President
'Immensely readable and well researched. No NLP practitioner wanting to develop the field further should be without it' - Dr Jane Mathison, formerly research officer in NLP, University of Surrey
Are you struggling with the complexities of Neuro-Linguistic Programming (NLP)?
You've come to the right place. This book demystifies NLP, providing a practical guide to understanding the psychological theories, principles and research that underpin the approach.
Packed with practical hints and tips, case studies and exercises, the book introduces and explores:
- What NLP coaching actually is
- The general theories and principles that underpin the NLP approach
- How theory translates into practice
- The research evidence that says NLP coaching really works
This is an essential companion for trainees, coaches, psychologists and professionals from all walks of life - indeed, anyone wanting to develop their knowledge and practical skills in this increasingly popular approach.
Bruce Grimley is Managing Director of Achieving Lives Ltd, an Associate Fellow of the British Psychological Society and the UK President of the International Association of NLP Institutes and Coaching Institutes.
The title of this book reflects the fundamental aim: to explore the relation between exposure to job stressors and mental health. This is done with the primary intention of developing a new clinical approach, one which takes a proactive stance, emphasizing the need for creating work conditions that are more in harmony with the needs of the human being. Pivotal to this endeavor is to provide an integrative and comprehensive methodology, for assessing work stressors and ameliorating them whenever possible. This methodology, the Occupational Stressor Index, the OSI, was developed by the authors, who have successfully applied the OSI over the years in the context of prevention-oriented clinical practice within neurology and psychiatry, as well as within cardiology, oncology and other medical disciplines. The OSI is grounded in cognitive ergonomics and brain research. The authors, as clinicians, have a special interest in and affinity with their colleagues, their fellow physicians. Consequently, the working conditions and mental health of physicians are strongly emphasized throughout the book. Gender considerations are also woven into the entire book.This book will be of value to readers at many levels and interests. It is written in such a way that a non-expert can learn a great deal about the topics. Readers at all levels can reflect on their own work situation and how it could be improved within the framework of enhanced mental health. For health professionals, particularly psychiatrists, occupational medicine specialists, clinical psychologists as well as physicians involved in primary care and rehabilitation, this book will represent a sorely-needed paradigm shift which will help them address a main source of their patients' mental distress. It will be thought-provoking and yet also practical. Part I of the book provides the multi-faceted, scientific justification for this new clinical approach. The authors, as clinicians themselves, speak the clinical language and guide the reader step-by-step as to how this approach can be applied in practice.
This book brings together research and theory about integrated care ecosystems with modern Socio-Technical Systems Design. It provides a practical framework for collaborative action and the potential for better care in every sense. By combining the aspirations, information, resources, activities, and the skills of public and private organizations, independent care providers, informal care givers, patients and other ecosystem actors, this framework makes possible results that none of the parties concerned can achieve independently It is both a design challenge and a call for innovation in how we think about health care co-creation. Illustrative stories from many countries highlight different aspects of integrated care ecosystems, their design and their functioning in ways that allow us to push the operating frontiers of what we today call our health care system. It explains what it means to design higher levels of coordination and collaboration into fragmented care ecosystems and explores who the participants should and can be in that process. Written for a broad audience including researchers, professionals, and policy makers, this book offers readers new thinking about what outcomes are possible and ways to achieve them.
Engaging with some of the most debated topics in contemporary organizations, Health at Work: Critical Perspectives presents a critical, contingent view of the healthy employee and the very notion of organizational health. Drawing on expressions such as 'blowing a fuse', 'cracking under pressure' or 'health MOT', this book suggests that meanings of workplace health vary depending on how we frame the underlying purpose and function of organization. Health at Work takes some of the most powerful and taken-for-granted discourses of organization and explores what each might mean for the construction of the healthy employee. Not only does it offer a fresh and challenging approach to the topic of health at work, it also examines several core topics at the heart of contemporary research and practice, including technology, innovation, ageing and emotions. This book makes a timely contribution to debates about well-being at work, relevant to practitioners, policy-makers and designers of workplace health interventions, as well as academics and students. This book will be illuminating reading for students and scholars across management studies, occupational health and organizational psychology.
In An Introduction to Existential Coaching Yannick Jacob provides an accessible and practical overview of existential thought and its value for coaches and clients. Jacob begins with an introduction to coaching as a powerful tool for change, growth, understanding and transformation before exploring existential philosophy and how it may be integrated into coaching practice. The book goes on to examine key themes in existentialism and how they show up in the coaching space, including practical models as well as their application to organisations and leadership. Jacob concludes by evaluating ethical dimensions of working existentially and offers guidance on how to establish an existential coaching practice, including how to gain clients and build relationships with strategic partners. With reflective questions, exercises, interventions and activities throughout, An Introduction to Existential Coaching will be invaluable for anyone wanting to live and work at greater depth or to succeed as an existential coach. Accessibly written and with a wide selection of references and resources, An Introduction to Existential Coaching is a vital guide for coaches in training as well as an inspiring addition to the repertoir of experienced practitioners. It serves academics and students to understand existential philosophy and allows professionals with coaching responsibilities to access more meaningful conversations.
Continuing the series' tradition of providing scholarly reviews and updates of theory and research, this twenty-seventh volume surveys developments in established areas, such as stress and well-being, consumer behavior, and employee trust, as well as newer topics such as methodological issues in the development and evaluation of multiple regression models, and an examination of the psychological impact of the physical office environment. For advanced students, academics and researchers, as well as professionals, this is the most authoritative and current guide to new developments and established knowledge in the field.
Although there are as many answers to the question of how organizations can gain competitive advantage in today's global economy as there are books and experts, one lesson seems very clear: traditional answers and resources are no longer sufficient. This seminal book offers not only an answer regarding how to gain competitive advantage through people, but also a brand new, untapped human resource-psychological capital, or simply PsyCap. Generated from both the positive-psychology movement and the authors' pioneering work on positive organizational behavior, PsyCap is a rigorous concept: to be included in PsyCap, a given positive construct must be based on theory, research, and valid measurement, must be open to development, and must have measurable performance impact. The positive constructs that have been determined to best meet these PsyCap criteria-efficacy (confidence), hope, optimism, and resiliency-are covered in separate chapters in Psychological Capital and Beyond. Following an exploration of other potential positive constructs such as creativity, wisdom, well-being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage, the authors summarize the research demonstrating the performance impact of PsyCap. They go on to provide the PsyCap Questionnaire (PCQ) as a measurement tool, and the PsyCap Intervention (PCI) as a development aid. Psychological Capital and Beyond provides theory, research, measurements, and methods of application for psychological capital, a resource that can be developed and sustained for competitive advantage. Each copy includes a complimentary PsyCap online self-assessment.
As the Baby Boom generation approaches traditional retirement age, the aging of the global labor force will continue to lead to an increase in the number of people who will transition into retirement in the next decade. Retirement researchers have made several important advances in their field in recent years that represent a shift from examining retirement through an economic to a psychological perspective. Retirement is not simply a one-time decision-making event; rather, it represents a process through which workers decrease their psychological commitment to work and behaviorally withdraw from the workforce. Approaching retirement from this perspective, The Oxford Handbook of Retirement offers comprehensive, up-to-date, and forward-thinking summaries of contemporary knowledge on retirement. The approach is interdisciplinary, spanning human resource management, organizational psychology, development psychology, gerontology, sociology, public health, and economics. The chapters assembled in this volume are organized into five parts, providing comprehensive coverage conceptualizations of retirement from multiple disciplines; existing theoretical perspectives and research findings on retirement, including adult development, career development, organizational and management, and economic perspectives; current and future challenges in retirement research and practice; and recommendations and suggestions for prospective areas of research. Assembling expertly authored chapters from leaders in the field, this volume provides a comprehensive summary on the knowledge domain of retirement useful for students, academics, and retirement researchers.
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
And you thought that being a vet was easy. You thought vets were either good-looking and always on TV, or they were highly intelligent doctors who spent their days curing and cuddling puppies. You thought being a vet was all about flat caps and off-road vehicles. Muddy boots and anxious, yet caring, looks over farm gates with strangely attractive young farmers. These views are all correct - and wrong. The world has changed (it always did) and we now recognise that Vetting is all about the people who are vets. The amazing folk who do the job and live the life. Being a Vet in the 21st Century discovers what kind of people become vets and explores how vets cope with their highly specialised life choice. Being a Vet in the 21st Century takes a special look at how vets are handling what is probably the biggest change the vet profession has ever experienced - the recent and explosive influence of consumerism and big-business on their everyday lives. This book has been written for people who want to be vets. And it is for their mums - they should definitely read it. It's for vet-students and it's for new-vets who are just beginning. And it's for anyone else who just wants to know more about being a vet, their personalities and their happiness.
This book provides a comprehensive view of the application of Relational Gestalt theory to Organisation Development and change interventions in organisations. Uncertainty and frequent change are the hallmark of our times. In the field of Organisational Development and Change, fixed methodologies no longer adequately address the uncertainty and uniqueness of today's more complex change situations and more adaptive approaches to change are needed. Gestalt is a relational, dialogic, and emergent approach which means that it views individuals and organisations as embedded in their context, dependent on, and emerging from within a web of relationships and interactions. As such, Gestalt offers a transformative, integral and bespoke methodology for working with this complexity. This approach supports practitioners to attend to their presence, seek out the most pressing issues and mobilise for sustainable change. Gestalt has at its heart the notion of use-of-self as instrument which allows practitioners to be responsive to emergent issues and situations. Relational Organisational Gestalt is at the leading-edge of Gestalt theory and application in organisational settings.
'Organizational research methods' (ORM) are making an ontological turn by studying the nature of Being, becoming, and the meaning of existence in the world. For example, without ontology, there is no 'ground' and no 'theory' in Grounded Theory (GT). This book explores ten ways to develop fourth wave GT that is grounded and theory. 1st wave GT commits inductive fallacy inference, 2nd wave GT bandaids it with positivistic content coding. 3rd wave GT turns to social constructivism, but this leaves out the materiality and ecology of existence. The first three waves do not address falsification or verification. There is another theme. Qualitative research methods is a discipline craft, not mere science or something that automated text analysis software can displace. Quantiative narrative analysis (QDA) is one more way to colonize and marginalize indigenous ways of knowing (IWOK). Without an ontological turn, its the death of storytelling predicted by Walter Benjamin and Gertrude Stein predicted. The good news is Western Empirical Science is beginning to listen to IWOK-Native Science experiential living story method of relations not only to other humans but to other animals, plants, to living air, water, and earth in living ecosystem of an enchanted world There is a gap in the qualitative research methodology practices and comprehensive advanced approaches causing a split between practice and theory. So called Grounded Theory (inductive positivism) . Organizational Research: Storytelling in Action is about how to conduct ten kinds of ontological Research Methods and conduct their interpretative analyses, for organization studies, in an ethically answerable way. It is aimed at people who want a more 'advanced' treatment than available in so-called Grounded Theory or automated narrative analysis books.
This book describes the causes of and methods to prevent states of exhaustion and burnout in professional contexts. It overviews a range of issues from human resource practices in commercial enterprises, to prevention of fatigue and preservation of the working individual's vital energy. The book also addresses new measurement and training methods stemming from the latest applications of biofeedback, testing and training methods, and heart rate variability research, and their application in companies' modern preventive management strategies, as well as in occupational and business psychotherapeutic practice. Approaching companies as social, living systems, prevention is discussed as a management tool in the corporate culture and as a strategic management decision. Selected case examples show the daily demands and challenges at the workplace and discuss work-life integration, on living and working "in flow," and on the various facets of working persons' energy. This book is suitable for a wide range of audiences including professionals implementing these tools and practices as well as graduate students studying these contexts.
The programme was designed to support professionals to process their workplace experiences and support them to build resilience levels to ensure they had future coping strategies beyond the initial life of the supervision sessions. The model of restorative resilience supervision was first developed in response to the emotional demands of midwives, doctors and nurses caring for families who had experienced miscarriage and stillbirth.
The 'relational turn' is a movement affecting a range of disciplines including neuroscience, psychoanalysis, psychotherapy, organisational consulting and, more recently, coaching. Its primary focus is on the centrality of human relating in determining how individuals develop, make meaning and function individually and collectively. In The Theory and Practice of Relational Coaching: Complexity, Paradox and Integration, Simon Cavicchia and Maria Gilbert expand existing coaching theory and practice to focus on the implications of the relational turn for how coaches and clients think about the nature of identity, the self, change, learning, and individual and organisational development. Drawing on perspectives as varied as relational neuroscience, the relational foundations of personality development, psychoanalysis, psychotherapy, shame, vulnerability, complexity and systems ideas, the authors shed light on many of the paradoxes and challenges facing coaches and their clients in today's fast-paced, volatile and uncertain organisational environments. These include holding tensions such as the uniqueness of individual needs with the requirements of organisational contexts, managing multiple stakeholder expectations and networks and balancing linear approaches to change with adjusting to emerging and unpredictable events. Given the ever-increasing volatility, complexity and uncertainty that coaches and their clients face, The Theory and Practice of Relational Coaching guides the reader through a series of illuminating perspectives, examples and practical suggestions. These will enable coaches to integrate a more relational orientation in their work and extend their range and that of their clients for responding creatively to the challenges of modern organisational life. The book will appeal to coaches and coaching psychologists in practice and training, as well as counsellors and psychotherapists retraining as coaches.
"Finally, a resource....guide...roadmap....to help team members and
team leaders alike understand what it takes to function as a high
performing team, how doing so can personally enrich your life, and
why it's critical for organizations to function only in this way.
"The Emotionally Intelligent Team" connects the dots between the
task at hand, achieving and making a difference, and personal
happiness. Imagine where humankind would be if every entity on the
planet operated within a series of high performing teams. Marcia
Hughes and James Terrell show us that it's possible "
"We value teams at Medtronic so we know that this book will be a
powerful tool in understanding and developing successful team
"Marcia Hughes' and James Terrell's latest book, "The
Emotionally Intelligent Team," is a 'must read' for every school
district, business and organization that wants to ensure high
functioning and productive teams. Based on solid research, this
easy-to-read book describes the seven social emotional skills
necessary for effective teams, and includes practical strategies
any team leader can use to develop and maintain an emotionally
intelligent team. Marcia's and James' book has been of tremendous
value to the work of the senior administrative team in our school
"Marcia and James provide a good lens for the way people view
others in a team environment. This insight, when combined with
measuring one's own EQ through a test such as the Emotional
Quotient inventory (EQ-i (R)), provides a powerful lever for
improving team performance."
"Discovering ways to strengthen teams in an organization can
lead to impressive improvement in morale, engagement, productivity,
and results. "The Emotionally Intelligent Team" will help any team
take practical steps toward greater collaboration and
"The most important issue in our networked world is teamwork
across levels and boundaries. This masterful work offers a
completely new perspective, bringing the power of emotional and
social intelligence through engaging insights, exercises and
stories to high performance teamwork - creating the opportunity for
potentially extraordinary results that are seamless, dynamic, and
In this compelling book, authors Marcia Hughes and James Terrell offer practical information and a guide for businesses that want to draw on the power of the emotional competencies of their teams. They reveal how individuals, team members, and leaders can take the steps to become more emotionally intelligent team (ESI) members and show how to put in place the practices and exercises that will help any team grow in emotional intelligence. The book outlines the seven emotional competencies of teams.
Since its original publication in 1976, Perception and Misperception in International Politics has become a landmark book in its field, hailed by the New York Times as "the seminal statement of principles underlying political psychology." This new edition includes an extensive preface by the author reflecting on the book's lasting impact and legacy, particularly in the application of cognitive psychology to political decision making, and brings that analysis up to date by discussing the relevant psychological research over the past forty years. Jervis describes the process of perception (for example, how decision makers learn from history) and then explores common forms of misperception (such as overestimating one's influence). He then tests his ideas through a number of important events in international relations from nineteenth- and twentieth-century European history. Perception and Misperception in International Politics is essential for understanding international relations today.
For the past decade, suicidal behavior in military and veteran populations has been a constant feature in the news and in the media, with suicide rates among active duty American military personnel reaching their highest level in almost three decades. Handbook of Military and Veteran Suicide reviews the most advanced scientific understanding of the phenomenon of active duty and veteran suicide, while providing a useful, hands-on clinical guide for those working with this population. This comprehensive Handbook covers all relevant topics and current research in suicide in military and veteran populations, including links between suicide and PTSD, the stigma of mental health treatment in the military, screening for firearms access in military and veteran populations, "subintentioned" suicide (e.g. reckless driving and other such "accidental" deaths), women in combat, and working with families. Chapters also cover suicide risk assessment, ethical issues in treating suicidal patients, evidence-based treatments for PTSD, traumatic brain injury, and managing suicide in older veterans. Significant issues that may arise in assessing and treating military and veteran populations who are at risk for suicide are presented and discussed with evidence-based and practical recommendations. This Handbook will benefit researchers, policy makers, and clinicians who work with active duty military and veteran populations.
Today, organisational or corporate culture, as it is called by some authors when they talk about commercial organisations, is seen as crucial for the growth and development of modern enterprises. It is believed that organisational culture is one of the basic conditions that forms the base for effective functioning and success of the company. The chapters in this book discuss knowledge management success -- subject to the five dimensions of organisational culture (ie: persistent learning, interpersonal trust, power distance, long-term orientation and team spirit); the sources of power and this dimension of leadership; the process of organisational culture change in one particular company and its five major stages; the relationship between organisational culture and business performance; discussions on the impact of organisational culture on knowledge management success, including in multinational corporations (MNCs); and an examination of servant leadership (an emerging phenomenon that emphasises service to others) and work group work outcomes.
Consulting psychology is rapidly growing yet sometimes underappreciated discipline whose goal is to apply psychological science to consultation at three levels: individual, group, and organizational. This foundational volume of the Fundamentals of Consulting Psychology series translates theory and research into a concise, easy-to-read introduction to the field. Case examples help to illustrate the rewarding and important work of consulting psychologists, which includes coaching individuals, assessing and improving work group dynamics, and enhancing organizational systems and processes.
Now in its 23rd year, the "International Review of Industrial and Organizational Psychology" has attracted contributions from leading researchers and produced many citation classics. Each volume is a state-of-the-art overview of topics spanning the full spectrum of I/O psychology and 2008 is no exception. Areas covered include leadership development, the psychology of careers, employee recruitment, health promotion in the workplace, and politics at work. Each chapter is supported by a valuable bibliography. For advanced students, academics, researchers and professionals this remains the most current and authoritative guide to new developments and established knowledge in the field.
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