Should organizations carry a health warning? Do they have the capacity to get under the skin? How do they cause emotional stress or physical ailments? What are the ailments that different work places infect? What is a healthy organization lower stress, less sickness or systemic effectiveness?And importantly, What do the characteristic patterns of organizational ailments reveal about organizational positioning and strategy in relation to their market and environment? These are crucial questions for directors, managers, HR, consultants, psychotherapists, counselors and the work force.This groundbreaking book seeks to address questions that underlie organizational health and humanity. Each chapter develops the relation between bodily experience of the individual and experience of the body of corporate and social organization. An early chapter addresses the seemingly catastrophic risks of giving birth - to bodily life, emotional liveliness, and belonging. An endnote describes a death and its meaning that, like its earlier bookend, describes how we might be connected in humanity.Leadership that contains anxiety applies the theory and practice of individual, group and organizational dynamics. In being informed by psychoanalysis, group and open-systems theory, this book seeks to develop tools for organizational change not top down or bottom up, but outside in and inside out. How are the individual s defenses against emotional conflicts embodied in the work group? What draws people to specific kinds of workplace and work group culture? How do the complex bodily, emotional and social experiences of work interact? What makes people go sick or stay at work when they are unwell?More than that, how can we begin to define the spirit or soul of an organization in a way that goes beyond its morale, its esprit de corps? And if there is such a thing, how can thoughtfulness about it provide a nourishing skin to keep body and soul together under the fire of overstretched working lives, and the often disjointed complex of inter-related systems that contemporary organizations comprise?"

First book on the market to look at climate change and coaching. International and diverse case studies and coaching examples. Applies theory and concepts to practice. Additional materials available on the editors' website.

This book offers a fresh and comprehensive approach to the essentials that constitute the discipline of organizational behaviour with a strong emphasis on the application of organizational behaviour and performance management in practice.

It concentrates on the development of effective patterns of behaviour, values and attitudes, and relates these issues to effective organization performance in times of organizational and environmental change and turbulence. The book is divided into four parts, providing a clear structure for the study of the subject:

• Part One: The context of organizational behaviour
• Part Two: The disciplines of organizational behaviour
• Part Three: Organizational behaviour in practice
• Part Four: Organizational behaviour ? expertise and application

Organizational Behaviour is packed with references to current topics, practical examples and case studies from large corporations from around the world, including Ryanair, The Body Shop and RBS. This book covers examples of both good and bad practice, making it an interesting and unique introduction to the study of organizational behaviour.

Specially designed as training resource for undergraduate and graduate students in applied sport and performance psychology as well as an array of early-career professionals. Case study collection with diverse, international authorship. Deliberate attention paid to ethical challenges and diverse populations (race, culture, gender, sexual orientation, disability, etc.) in order to challenge students to identify their own uniqueness in the world and how it impacts their attitudes, beliefs, and empathic connection to potential clients

This article is intended to contribute to our understanding of the December 2001 collapse of Enron. The existing literature on Enron's demise falls largely into two broad areas, involving either "micro" psychological explanations or "macro" accounts that emphasize the workplace and its environment; this paper is an exploratory study that focuses on a new interpretation which links the two areas more closely together. It is proposed that Enron's culture was influenced by both "micro" and "macro" factors: an experience of unsuccessful paternal authority figures within the family history of Enron's leaders, coupled with an experience of problematic government and regulatory regimes associated with the gas industry. Drawing on concepts from psychoanalysis and its application to organizational dynamics, it is argued that these "micro" and "macro" factors helped to generate an Oedipal mindset in Enron's leaders according to which external authority was seen to be weak and not worthy of respect, and that this contributed to Enron's demise. Implications for theory are examined.

Police psychology has become an integral part of present-day police agencies, providing support in the areas of personnel assessment, individual and organisational intervention, consultation, and operational assistance. Research-based resources contribute to those efforts by shedding light on best practices, identifying recent research and developments, and calling attention to important challenges and growth areas that remain.Police Psychology and Its Growing Impact on Modern Law Enforcement emphasises key elements of police psychology as it relates to current issues and challenges in law enforcement and police agencies. Focusing on topics relevant to assessment and evaluation of applicants and incumbent officers, clinical intervention and prevention, employee wellness and support, operational consultation, and emerging trends and developments, this edited publication is an essential reference source for practising police psychologists, researchers, graduate-level students, and law enforcement executives.

The Coaching Shift: How A Coaching Mindset and Skills Can Change You, Your Interactions, and the World Around You offers practical guidance on how to adopt a coaching mindset and how to build a coaching skill set to unlock better communication, stronger relationships, and high performance in others. Accessible and practical, the book draws on research from coaching, neuroscience, cognitive psychology, social psychology, and industrial-organizational psychology to provide the best science-based practices that can be applied in work and life. It presents core coaching skills that anyone can develop and use to improve their own emotions, thoughts, behaviors, and interactions with others. It uses levels of analysis to help readers think about key concepts first in relation to themselves, and then in 1:1 interactions, group and team dynamics, organizational-level impact, and beyond. The book offers specific and tangible advice for readers to develop their coaching and communication skills, while also developing a deeper understanding of themselves. The Coaching Shift, with its clear tone, anecdotal references, and practical application, will be essential reading for coaches in practice and in training, and for academics and students of coaching and coaching psychology. These concepts and practices are also relevant for anyone who wants to have more effective interactions with others.

Oxford Handbooks offer authoritative and up-to-date reviews of original research in a particular subject area. Specially commissioned chapters from leading figures in the discipline give critical examinations of the progress and direction of debates, as well as a foundation for futureresearch. Oxford Handbooks provide scholars and graduate students with compelling new perspectives upon a wide range of subjects in the humanities, social sciences, and sciences.

Part of the Oxford Library of Psychology, the Oxford Handbook of Positive Psychology and Work examines what positive psychology offers to our understanding of key issues in working life today. Drawing on the disparate literatures from positive psychology, management, I/O psychology, and human resources, the volume begins with a consideration of the changing world of work that sets the context for the rest of the book and then moves into a specific consideration of work issues from the perspective of positive psychology. Chapters focus on such topics as strengths, leadership, human resource management, employee engagement, communications, well-being, and work-life balance. The volume will be a core resource for both researchers and practitioners interested in the application of positive psychology to work.

Stress is an increasingly popular subject and is studied across a range of areas within psychology. Examples relate to everyday issues like school, family and stress within the workplace. New edition examines stress related to current hot topics, like stress and technology.

Ever come away from a conversation thinking 'I could have handled that better'? Soft skills are a dark art, but one you are already using when you are at your best. With her simple NALED framework, Lucy Harrison has already helped hundreds of leaders be at their best more often. Now you too can choose to hold a different kind of conversation. Designed and road-tested with busy industry managers, this guide and toolkit will help you improve team engagement, ideas and performance. LUCY HARRISON is the founder of leadership consultancy the Harrison Network, delivering training and coaching in organizational development with a focus on human-centred leadership. Foreword by Adrienne Kelbie, CBE

In this book, each contributor describes the way they use the systemic model in their consultancy practice. Their key ideas are illustrated via a case example or examples, where possible including detailed accounts of the exercises and techniques they use inspired by systemic thinking. They conclude with an evaluation of the work, pinpointing its strengths and weaknesses and what the contributor learned from it as well as how it might be developed or applied in other situations.

Employment systems consist of complex arrays of formal and informal rules that structure the relationships between employees and employers. There are many different types of employment systems. Some are specified in considerable detail in collectively bargained quasilegal employment contracts, while others are left to discretion. This book describes the latter type of employment system-one in which there is an active market for knowl edge and skills. This is the salaried employment system of ForestCo-a large multiplant manufacturing company in the forest products industry. Here, supervisors and managers actively adjust the jobs and persons under their authority to meet the market, social, and institutional forces that influence the activities and performance of their departments. The study of employment systems is a relatively recent phenomenon, and few prior studies or theories were found to guide this investigation. Neither the scope nor the components of employment system studies are yet established. The field is confused and contested. Nevertheless, there is related literature which can be used to focus attention on different features of employment systems. One emerging body of work that holds the most promise for the study of employment systems is internal labor market (lLM) theory."

The first book to explore collage as a creative coaching tool. Includes principles from art therapy and mindfulness and encourages coaching to integrate a creative, research-based element into their practice. Case studies and primary research sources included throughout. Ties into current interests in journaling, colouring for adults etc.

Most contemporary organizations use management teams to manage and coordinate their businesses at all levels of the organizational hierarchy. Management teams typically set overall goals, strategies, and priorities, making vital organizational decisions. They discuss issues, solve problems, offer advice, and ensure various processes and units are aligned and interact efficiently. Although management teams are vital for overall organizational performance, research indicates that they are largely underused and less effective than their potential would suggest for value creation. This book provides a research-based and practical model of the characteristics of effective management teams. It looks in depth at each factor of the model, discusses the supporting research, provides examples of how the factors influence the work and effectiveness of management teams, and shares tips and tools for successfully working with management team development. It provides researchers, academics, and students of organizational behavior with an overview of the variables that empirical research has found to be robustly related to management team effectiveness and will enable leaders and management consultants to develop more effective management teams.

Discussions surrounding mental health are becoming more prominent and these conditions are becoming less stigmatized. Studying the effects that mental wellness has on students within the medical field can provide an insider perspective on this critical topic. Exploring the Pressures of Medical Education from a Mental Health and Wellness Perspective is a critical reference source that examines the mental and emotional problems that arise with students practicing in the medical field. Featuring relevant topics such as student burnout, cognitive learning, graduate education, and curriculum development, this scholarly publication is ideal for medical practitioners, academicians, students, and researchers that are interested in staying apprised of the latest trends and developments relating to mental wellness.

Anyone who has ever had a job has probably experienced work-related stress at some point or another. For many workers, however, job-related stress is experienced every day and reaches more extreme levels. Four in ten American workers say that their jobs are very or extremely stressful. Job stress is recognized as an epidemic in the workplace, and its economic and health care costs are staggering: by some estimates over $ 1 billion per year in lost productivity, absenteeism and worker turnover, and at least that much in treating its health effects, ranging from anxiety and psychological depression to cardiovascular disease and hypertension.

Why are so many American workers so stressed out by their jobs? Many psychologists say stress is the result of a mismatch between the characteristics of a job and the personality of the worker. Many management consultants propose reducing stress by redesigning jobs and developing better individual strategies for coping with their stress. But, these explanations are not the whole story. They don t explain why some jobs and some occupations are more stressful than other jobs and occupations, regardless of the personalities and coping strategies of individual workers. Why do auto assembly line workers and air traffic controllers report more job stress than university professors, self-employed business owners, or corporate managers (yes, managers )?

The authors of "Work and Mental Health in Social Context" take a different approach to understanding the causes of job stress. Job stress is "systematically "created by the characteristics of the jobs themselves: by the workers occupation, the organizations in which they work, their placements in different labor markets, and by broader social, economic and institutional structures, processes and events. And "disparities" in job stress are "systematically" determined in much the same way as are other disparities in health, income, and mobility opportunities.

In taking this approach, the authors draw on the observations and insights from a diverse field of sociological and economic theories and research. These go back to the nineteenth century writings of Marx, Weber and Durkheim on the relationship between work and well-being. They also include the more contemporary work in organizational sociology, structural labor market research from sociology and economics, research on unemployment and economic cycles, and research on institutional environments. This has allowed the authors to develop a unified framework that extends sociological models of income inequality and status attainment (or allocation) to the explanation of non-economic, health-related outcomes of work. Using a multi-level structural model, this timely and comprehensive volume explores what is stressful about work, and why; specifically address these and questions and more:

-What characteristics of jobs are the most stressful; what characteristics reduce stress?

-Why do work organizations structure some jobs to be highly stressful and some jobs to be much less stressful? Is work in a bureaucracy really more stressful?

-How is occupational status occupational power and authority related to the stressfulness of work?

-How does the segmentation of labor markets by occupation, industry, race, gender, and citizenship maintain disparities in job stress?

- Why is unemployment stressful to workers who don t lose their jobs?

-How do public policies on employment status, collective bargaining, overtime affect job stress?

-Is work in the current Post (neo) Fordist era of work more or less stressful than work during the Fordist era?

In addition to providing a new way to understand the sociological causes of job stress and mental health, the model that the authors provide has broad applications to further study of this important area of research. This volume will be of key interest to sociologists and other researchers studying social stratification, public health, political economy, institutional and organizational theory.

"

Advances in Group Processes publishes theoretical analyses, reviews and theory based empirical chapters on group phenomena. Volume 23 includes papers that address fundamental issues relating to the Social Psychology of the Workplace. Chapter one uses a social identity perspective to understand the emergence of social capital and cooperative behavior in the workplace. The second and third chapters address issues of leadership. Chapter two reviews the social psychological literature on leadership, and contrasts this with leadership literatures which tend to be more applied (and positive) in nature. The third chapter offers a new theory of leadership that centers on the importance of leadership vision and self-sacrifice. As a group, these chapters address new empirical and theoretical problems at the cutting edge of workplace research.

The next two chapters take on issues gender and inequality. Chapter four compares and contrasts two classes of theoretical explanations for gender inequality: economic theories of statistical discrimination and social psychological theories of status discrimination. After evaluating both programs of research, the paper illustrates how status based theories may be relaxed to encompass more of the empirical landscape. The next chapter examines how legitimacy (or a lack thereof) in male or female dominated organizations can produce salient gender stereotypes. The authors report data from a new laboratory experiment, and find support for a number of the basic relationships that are predicted. Readers interested in issues pertaining to gender in the workplace should find both chapters appealing.

Issues of power and status are at the core of the nextchapters. Chapter six asserts that the concept of ???hierarchy??? has been neglected in a number of research areas in the organizational domain. The paper shows how greater attention to status and power hierarchies can increase our understanding of group decision making, conflict management, and performance. Chapter seven illustrates how principles from network exchange theory and expectation states theory are broadly applicable to issues of leadership in organizations and academia. Together, these two chapters make a strong case that theories of power and status have much to offer in explaining the social psychology of the workplace.

Two chapters address issues of legitimacy. Chapter eight explores how procedural justice and collective legitimacy jointly produce negative emotions in the workplace. This chapter develops a number of hypotheses regarding how it is that collective legitimacy impacts perceptions of procedural justice when people do not receive the rewards that they expect. Chapter nine theoretically distills the relationship between legitimacy and trust, focusing specifically on ways that these processes interface with research on leadership in organizations.

The final two chapters explore some of the broader social psychological issues of the workplace. Chapter ten draws on the larger identity maintenance literature to explain selective identity preference in occupational settings. Specifically, the paper details how individuals choose among potential future identities when all other benefits are essentially the same. The final chapter explores the emergence of propane markets in the southern United States, documenting the theoretical principles of marketstructure and cataloguing the problems such markets face. Overall, the volume includes papers that reflect a wide range of theoretical approaches to the social psychology of the workplace, and contributions by major scholars from multiple disciplines that work in the general area of group processes.
*Addresses gender and inequality in the workplace
*Considers leadership theories
*Reviews the hierarchy structure of organizations

Provides a holistic look at the application of leadership theories in a neurodiverse context and how the workplace can be adapted to accommodate for neurodiverse employees Explores effective recruitment strategies by looking into applicant screening as well as interviewing and selection, adapting internal organizational resources to a neurodiverse workforce, and legal and regulatory environment considerations for autism hiring programs Each chapter provides an overview of existing knowledge on effective workplace inclusion practices across the employment process, specific implications of research to date for a more neurodiversity-inclusive workplace, and what future research is needed to further inform these practices

In this book about deception and self-deception in and beyond the workplace, Stein portrays a psychological, ethical, cultural, and spiritual crisis that cannot be reduced to a business crisis. He shows how the language of economics shrouds loss, dread, rage, despair, and brutality in the guise of rational business necessity. For example, the act of ridding a workplace of thousands of people has become magically, "euphemistically" transformed into an impersonal, bottom line based exercise in downsizing and outsourcing. As Stein explores the role of euphemism in the official doctrines and public claims of business, he also portrays how people experience the trauma of repeated mass layoffs, and the constant turmoil over shifting workroles and uncertain job security. Stein shows how the inner experience of downsizing, reengineering, and corporate medicine becomes part of a person's very essence and structure, not some unfortunate epiphenomenon.

Three extensive case studies--one of downsizing (and related social engineering concepts), one of managed care, and another of the U.S. prairie's adaptation to life afterthe Oklahoma City bombing--provide the evidence for his interpretation. Stein supplements these with telling analyses of the concept of spin, the popularity of Scott Adams' "Dilbert" cartoons, George Orwell's trenchant use of euphemism in his novels, and the web of words on which the Nazis' extermination program was spun. He shows how our priorities have created long-term massive social casualty for the sake of short-term gain. Further, he shows how a widespread cultural ethos of scarcity and callousness transcends the boundaries of workplace and business. He calls for an ethical awakening from our self-deceptions and the social harm we have done in the name of good business, and for direct, honest language that expresses our feelings and intentions.

This book brings a new perspective on why some leaders succeed more than others when taking charge of an organization. Based on in-depth case studies-in which four new leaders and their teams in large and complex international organizations were tracked for over a year-this book uncovers that success in managing transition is directly related to leaders' ability to balance seven tensions appropriately to the context. The reader will learn how the four leaders balanced these seven tensions (mission, relationship, reciprocity, decision-making style, pace of change, development dilemmas and loyalty), with more or less successful results.The reasons for each leader's effectiveness are explored and analyzed, allowing the authors then to extrapolate some general conclusions about the ways in which these tensions are revealed during all leadership transitions. Evidently, the success or failure of a new leader is the result of the way multiple actors (the new leader, his or her boss, his organization and its stakeholders) behave-before and during the taking charge. These multiple interactions are revealed and discussed.

City schools, especially those attended by working class and ethnic minority pupils are teh catalysts of many significant issues in educational debate and policy making. They bring into sharp focus questions to do with class, gender and race relations in education; concepts of equality of opportunity and of social justice; and controversies about the wider political economic and social context of mass schooling.

America, Western Europe and Australia have all taken a keen interest in the problems of urban schooling. The contributors to this collectiona of original essays all share a concern about these problems, although they approach them from a wide range of theoretical and ideological positions.

Gerald Grace and his contributors criticis the current limitations of urban education as a field of study and they present a foundation for a more historically located and critically informed inquiry into problems, conflicts and contradictions in urban schooling. Part I presents contributions on theories of the urban. Part II focuses upon the history of urban education both in Britain and the USA. Part III discusses contemporary policy and practice with essays relating to education in inner city London and in New York City.

This book was first published in 1984."

An invaluable resource for wealth managers advising individuals, couples, and families, this book explains why human emotions drive all investor behavior and makes a powerful case for why advisors need to be aware of such emotions in advising clients-especially in high-stakes situations. Despite the fact that wealth advisors may employ algorithms, fancy financial models, economic theory, and predictive reasoning to forecast future investment returns, according to seasoned wealth management advisor Chris White, people-in other words, clients-basically decide how much risk to take with their money based on emotional factors such as the love they received as children, early life experiences of loss and "imperfect love," psychic wounds, and family traumas. A must-read for anyone in the wealth management profession, including wealth advisors, financial consultants, certified financial analysts, and retirement advisors, this groundbreaking book offers a radically new and well-articulated framework for managing relationships with clients as well as the essential tools to advise, mentor, and guide clients in making financial management decisions. Readers will understand how to recognize the emotional and psychological factors behind investor behavior and apply this insight to be a better wealth advisor. The author explains why early childhood experiences of love, joy, and loss and sometimes very subtle family dynamics play a key role in adult investor behavior; why being sensitive to an individual's unique psychological "systems" is key to being able to accurately assess his or her tolerance and acceptance of risk-taking as part of the wealth management process; what can cause a client's personality to change, especially in high-stress or high-stakes situations; and how to employ sophisticated client relationship management practices such as curiosity, appreciative inquiry, and powerful questioning to understand clients' needs at a deep psychological level. Outlines a powerful and insightful client management approach that wealth advisors and financial consultants can use to build stronger, more enduring relationships with all types of clients Highlights effective strategies that advisors can use to advise their clients, especially in high-stakes situations of market volatility or economic uncertainty Enables financial advisors to understand the subtle emotional factors and hidden human psychology that drive all investing and wealth management discussions and decision making Provides insights distilled from more than 20 years of experience in wealth management

This book offers a multidisciplinary and multi-domain approach to the most recent research results in the field of creative thinking and creativity, authored by renowned international experts. By presenting contributions from different scientific and artistic domains, the book offers a comprehensive description of the state of the art on creativity research. Specifically, the chapters are organized into four parts: 1) Theoretical Aspects of Creativity; 2) Social Aspects of Creativity; 3) Creativity in Design and Engineering; 4) Creativity in Art and Science. In this way, the book becomes a necessary platform for generative dialogue between disciplines that are typically divided by separating walls.