This book is about the psychodynamics of analyzing and changing organizations. Michael Diamond and Seth Allcorn define organizations as relational and experiential systems. They offer a contemporary psychoanalytic model for immersion, diagnosis, and intervention in organizations. The authors discover workers who view their organizations as silos-fragmented and dysfunctional. They come across workers who demand but rarely find organizations where they feel safe and secure enough to question authority or challenge the status quo. The authors address issues of oppression, persecution, moral violence, chaos, and workplace democracy. Case examples illustrate the collision of social and psychological structure in the workplace.

The first book to explore conflict resolution in coaching specifically. Written in a refreshingly engaging way, taking the reader through a number of cases that are very relatable. Takes a very applied approach, and introduces the REAL Conflict Coaching System for coaches to follow.

Sections are headed by longer framing chapters by prominent theorists and practitioners to provide big picture orientation to the process of grief therapy Chapters provide brief descriptions of specific therapeutic tools and methods, each introduced with a statement of the clients for whom the method is appropriate Each chapter includes an illustrative case study and information on how to adapt the technique to different clients or circumstances All chapters are closely edited in all cases to promote continuity in voice and accessibility of the text throughout

The Practice of Organizational Diagnosis: Theory & Methods presents a new paradigm for examining the intergroup dynamics of organizations by combining the procedures of organizational diagnosis with the theory of embedded intergroup relations. In this volume, Alderfer explains the relevance of the paradigm concept for the present work, shows the importance of intergroup relations in the formative organization studies, reviews extant modes of organizational diagnosis, and demonstrates the limitations of interpersonal and intra-group theories. He then presents the five laws of embedded intergroup relations as a response to the problems associated with the earlier work. After comparing and contrasting alterative group level theories and explaining the several meanings of empirical support, the author describes the empirical basis of the five laws. Based on examining alternative codes of professional conduct and applying the five laws, he provides his prescriptions for the ethical basis of sound diagnostic practice. With the theory and ethical position in place, he then explains procedures for conducting each phase of organizational diagnosis: entry, data collection, data analysis, and feedback. He follows that by reporting the empirical bases for the methods used in the four phases. The volume concludes by describing the courses and educational processes essential for educating people to conduct organizational diagnoses. A recurring theme from beginning to end is that the lawfulness of human behavior in relation to organizations is as applicable to diagnosticians, whether working alone or in teams, as it is to their clients. By addressing theory, method, data, and values, the volume presents a complete paradigm for organizational diagnosis.

This book puts forward a new paradigm to understand and implement Sustainable Innovation (SI). Innovation without sustainability leaves out large swathes of the population or generates maladaptive or misappropriate behaviors. Innovative solutions will be sustainable if they can retain individual and group differences while offering greater benefits for the common good. When working together, designers, life, human and social behavioral scientists can add value, which promotes behavioral changes to the advantage of sustainable models in all fields. This volume presents a guide on how to set up sustainable innovation programs, as well as ideas on how to integrate multidisciplinary teams into innovation projects. Moreover, this book offers students a synthesis of non-academic thinking on the relationship between design and behavioral science.

Circular economy principles are driving to overcome the challenges of today's linear take-make-dispose production and consumption patterns through keeping the value of products, materials, and resources circulating in the economy as long as possible. Sustainable Consumption and Production, Volume II: Circular Economy and Beyond aims to explore the sustainable consumption and production transition to a circular economy, while addressing critical global challenges by innovating and transforming product and service markets towards sustainable development. This book explores how consumers, private sector, relevant international organizations, and governments can play an active role in innovating businesses to help companies, individuals (consumers and citizens), organizations, and sectors, to remain competitive, while transitioning towards sustainable markets and economies. It is of interest to economists, students, businesses, and policymakers. Chapter "Tourism as (Un)sustainable Production and Consumption" is available open access under a Creative Commons Attribution 4.0 International License via link.springer.com.

This book provides use case scenarios of machine learning, artificial intelligence, and real-time domains to supplement cyber security operations and proactively predict attacks and preempt cyber incidents. The authors discuss cybersecurity incident planning, starting from a draft response plan, to assigning responsibilities, to use of external experts, to equipping organization teams to address incidents, to preparing communication strategy and cyber insurance. They also discuss classifications and methods to detect cybersecurity incidents, how to organize the incident response team, how to conduct situational awareness, how to contain and eradicate incidents, and how to cleanup and recover. The book shares real-world experiences and knowledge from authors from academia and industry.

Within the digital era, agile working is imperative for organisations and workers to meet the needs of customers, service-users and ever-changing markets. This needs to be achieved whilst meeting goals of effectiveness and well-being. In this book, state-of-the-art theory is used to understand how to optimise agile working by addressing key issues around personality, team-working and management. The authors define the concept of agile working and unpack often-misunderstood terms associated with this, such as remote working and telework. The book explores the well-being consequences of agile work including sedentary behaviours, digital distraction, and digital resistance before offering insights for the future. Examining current practice in the context of established and emerging theory, the book paves the way towards further advances in the field and supports organisations seeking to make agile working work for them. Agile Working and Well-being in the Digital Age provides a valuable new resource for practitioners and scholars in the fields of occupational and organizational psychology, human resource management, organisational development, mental health and well-being.

This book concentrates on the last twenty years of research in the area of goal setting and performance at work. The editors and contributors believe goals affect action, and this volume has a lineup of international contributors who look at the recent theories and implications in this area for IO psychologists and human resource management academics and graduate students.

This first volume, History and its Betrayal, traces the development of major themes of liberalism from the increase in human population beyond the limits of the face-to-face society of tribalism and small groups up until the present day. It shows that the principles underlying liberalism are the evolutionary development of social organizations that have resulted from the complexity of human action rather than any conscious design or purpose. This book draws out the differences between the classical liberalism dependent upon spontaneous and tacit ordering as a result of evolution, and the explicit or conscious or directed version of progressivism. It shows that the most important recent developments in the philosophy of rationality and the methodology of scientific research, as well as in evolutionary epistemology and the philosophy of biology, actually stem from the theories of complex social organization of the moralists such as Hume, Ferguson, and Smith. The book shows clearly that classical liberalism was never refuted-indeed, no attempt to do so has been offered-it has simply been ignored in favour of programs which sound beneficial and soothing but which cannot be instituted without returning to tribalism.

In a globalized world, where multinational companies have extensive power over a huge number of other organizations and millions of people, building positive organizational performance requires global leaders with virtues. Organizations, especially multinational ones, may be crucial engines of social and economic progress; global leaders' virtues and character strengths may be strong drivers of such an endeavour. One cannot demand of them that they be morally pure or that they assume responsibility for solving the most pressing public problems in the world. However, this book argues that they may be part of the solution, help in making the world a better place, and contribute to the realistic desiderata of a values-based capitalism. Drawing on the Positive Organizational Scholarship movement, this book aims to provide a holistic approach to the virtues of leaders. It explores how virtues and character strengths may be put at the service of positive organizational performance, stressing that virtues represent the 'golden mean' between the extremes of excess and deficiency, and discussing the perverse consequences of 'excessive virtuousness'. The book shares theoretical, anecdotal, and empirical evidence on the convergence between good virtues and good results, aiming to disseminate the idea that managers can be competent and competitive, whilst doing 'good things right'.

What is supervision, and what is distinctive about supervision for coaches? This book has a dual purpose: to explore the value of supervision to both giver and receiver in a transformative relationship, and to offer practical guidance for both beginning and experienced supervisors. In Supervision and Coaching, Hilary Cochrane and Trudi Newton create a story of supervision, beginning with a challenge: how can we find an understanding of what happens in supervision, and what is it that we do that enables learning in this relationship to be both a source of professional growth and personal development? The authors identify what goes on in the process of supervision, whatever the field of application, and look at the role of being a supervisor as separate and different from being a master practitioner or mentor. With clarity and through real-life examples, the book explores the relationship and the developmental impact of supervision, using transactional analysis and other models to understand and discuss its psychological basis. Supervision and Coaching includes current theories of adult learning and sections on creating effective contracts, supervision with groups and working as an external supervisor for internal coaches. Combining practical guidance for both beginning and more experienced supervisors with reflection on the underpinning 'roots' of supervision, Supervision and Coaching will be an essential resource for coaches in practice and in training, coach supervisors and other people-work professionals working in a supervisory role.

Workplace mistreatment is a burgeoning topic of interest, with the majority of workers having experienced it in some form. This book explores workplace ostracism and its negative effects on employee and organizational outcomes, such as employee attitudes, behaviors, and well-being. This edited volume defines workplace ostracism and examines how to differentiate ostracism from other type of workplace mistreatment, such as workplace incivility and interpersonal conflict. Among the questions it seeks to answer are: 1) what are the individual, relational, and contextual factors that influence employees' workplace ostracism experiences; and 2) what constitutes ostracism in stigmatized populations, such as international students, immigrant workers, and older workers. Researchers in organizational behavior, I/O psychology, and the sociology of work will find this book to be a valuable resource.

Integrating practitioner research with Buddhist philosophy, business and clinical psychology, this book provides a new perspective on leading change in organisations, supporting leaders and change professionals with insight into useful practices for today's business environment. It identifies the unseen and overlooked complexities of the transition space, helping leaders to recognize patterns in their own leadership practices. This volume includes approaches for working at the intersection of complexity and ambiguity, and discusses how different mindsets impact behavior and outcomes which may get in the way of change agendas. It focuses on approaches for navigating the challenges of organisational transitions, while developing sustainable transition capabilities and practices A comprehensive new framework for understanding and shaping business management, Transition Leadership is a valuable resource for students and researches of business practices, work psychology, and transition and change, as well as current and future business and organizational leaders.

Good police officers are often promoted to supervisory positions with little or none of the training it takes to be a good manager. An understanding of group behaviors and organizational dynamics is necessary to grasp the fundamentals of managing police officers. The Effective Police Supervision Study Guide coordinates with the core text used in many college-level classes and police departments to teach supervisory practices in criminal justice. This study guide prepares both students and professionals for academic or promotional exams, offering them an opportunity to fully review the material so that they are well-prepared for testing. This new edition, like the new edition of the textbook it accompanies, includes information on the following topics: police accountability, police involvement with news media, the challenges of dealing with social media, updates on legal considerations, and ways to respond to current issues facing law enforcement with COVID-19 and managing protests.

This book brings together mobilities and possibility studies by arguing that the possible emerges in our experience in and through acts of movement : physical, social and symbolic. The basic premise that mobility begets possibility is supported with evidence covering a wide range of geographic and temporal scales. First, in relation to the evolution of our species and the considerable impact of mobility on the emergence and spread of prehistoric innovations; second, considering the circulation of people, things and creative ideas throughout history; third, in view of migrations that define an individual life course and its numerous (im)possibilities; and fourth, in the 'inner', psychological movements specific for our wandering - and wondering - minds.This is not, however, a romantic account of how more mobility is always better or leads to increased creativity and innovation. After all, movement can fail in opening up new possibilities, and innovations can cause harm or reduce our agency. And yet, at an ontological level, the fact remains that it is only by moving from one position to another that we develop novel perspectives on the world and find alternative ways of acting and being. At this foundational level, mobilities engender possibilities and the latter, in turn, fuel new mobilities. This interplay, examined throughout the book, should be of interest for researchers and practitioners working on mobility, migration, creativity, innovation, cultural diffusion, life course approaches and, more generally, on the possibilities embedded in mobile lives.

This book reports on an empirically-based, theoretical model of coaching culture development over four stages. This is the first model of coaching culture development that goes beyond the listing of stages and strategies in the academic literature based on pracademic experience. It is a dynamic, process model which informs practitioners of how to develop a coaching culture in organisations. Each stage is explained in terms of how coaching is conceptualised by organisational leaders, the motivation for introducing coaching into the organisation, the organisational members who are the recipients of coaching, and those who are involved in delivering the coaching at each stage. The model contributes to the academic literature and the growing calls for coaching to become a discipline in its own right.

Chapters 1 and 6 are available open access under a Creative Commons Attribution 4.0 International License via link.springer.com.

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

ORBIT (Observing Rapport Based Interpersonal Techniques) is an approach to interviewing high-value detainees, encompassing not only analysis and research into the methodology, but also a framework for training. ORBIT: The Science of Rapport-Based Interviewing for Law Enforcement, Security, and Military offers comprehensive treatment of ORBIT's unique perspective on human rapport and the role it plays in the interrogation of difficult subjects, including suspects, detainees, and high value targets. Alison and colleagues provide an overview of ORBIT, which was developed from analysis of nearly 2000 hours of recorded interrogations. They go on to define rapport, explaining how and why it works by reference to this corpus of data-by far the largest of its kind in the world. ORBIT reveals what this data shows: that rapport-based methods work, and that coercion, persuasion, and threats do not. Outlining the development of their own unique stance on rapport and its influences, the authors demonstrate, through real-life examples and careful analysis, why harsh methods must be rejected and why compassion and understanding work.

Changes are rarely accomplished by individuals. People are social animals and changes are social processes which have to be organized. Social psychology is essential for the effectiveness and development of the field of change management. It is necessary to understand people in change processes. Social psychology also teaches us that meaning is key during change and intervention. Social psychology makes change management comprehensible to people and allows them to consider their actions in groups and the organization on their merits. They may seem obvious and self-evident, but practice and science, as well as the popular change management literature, show that it is not. Drawing on the field of social psychology and based on primary research, The Social Psychology of Change Management presents more than forty social psychological theories and concepts that are relevant for the field of change management. The theories and concepts are analyzed and categorized following Fiske's five core social motives; belonging, understanding, controlling, enhancing self, and trusting. Each theory will have an introduction in which its assumptions and relevance is explained. By studying the scientific evidence, including meta-analytic evidence, the book provides practitioners, students and academics in the field of change management, organizational behaviour and business strategy the most relevant social psychological ideas and best available evidence, thereby further unleashing the potential of social psychology in order to feed the field of change management. By categorizing and integrating the relevant theories and concepts, change management is enriched and restructured in a prudent, positive and practical way. The overarching goal, however, inspired by the ideas and perspective of leading thinkers like Kurt Lewin, James Q. Wilson and Susan T. Fiske, is to make the world a better place. Social psychologists (being social scientists) study practical social issues, in our case issues related to change management, and application to real-world problems is a key goal. Therefore, this book goes beyond the domain of organizational sciences.

The workplace is not immune to the problems, pressures, and challenges presented by experiences of loss and trauma and the grief reactions they produce. This clearly written, well-crafted book offers important insights and understanding to help us appreciate the difficulties involved and prepare ourselves for dealing with such demanding situations when they arise. People's experiences of loss and trauma are, of course, not left at the factory gate or the office door. Nor are loss and traumatic events absent from the workplace itself. Loss, grief, and trauma are very much a part of life - and that includes working life. Executives, managers, human resource professionals, and employee assistance staff need to have at least a basic understanding of how loss, grief, and trauma affect people in the workplace. This book provides that foundation of understanding and offers guidance on how to find out more about these vitally important workplace issues.The text provides a valuable blend of theory and practice that will be of interest to those involved in management, human resources, and organizational studies as well as those interested in the social scientific study of loss, grief, and trauma - and, of course, to those involved in the helping professions. It is essential reading for anyone concerned with making the workplace a more humane and effective environment, or anyone wishing to develop an understanding of the complexities of loss, grief, and trauma in our lives.

College Student Leadership Development introduces the idea that we all play a part in producing leadership and that learning how to participate in the process of leadership is something that all college students need to learn as part of their college academic experience. Rather than approaching leadership from the traditional model emphasizing specific skill sets, this book acquaints students with how to learn leadership using the ReAChS model of leadership development (Reflection, Assessment, Challenge, Support). It then encourages students to directly engage their own experiences to hone their leader identity and understanding of leadership as well as improve their leadership knowledge and skills. Step-by-step exercises lead students in reflecting on their experiences, assessing themselves, choosing challenges, creating support networks, and finally capturing and communicating to others what they have learned. Throughout, examples of student leaders' experiences provide readers with powerful examples of others' successes and struggles in leadership alongside the latest psychological research on learning and development.

Economic growth and increasing population impose long-term risks to the environment and society. Approaches to address the impact of consumption and production on bio-diversity loss, resource availability, climate change, and mounting waste problems on land and in seas have yet not proven to be successful. This calls for innovative approaches to address the complex environmental, social, and economic interrelationships that have to be addressed in transforming to sustainable development. Sustainable Consumption and Production, Volume I: Challenges and Development aims to explore critical global challenges and addresses how consumers, producers, the private sector, international organizations, and governments can play an active role in innovating businesses to support a transitioning towards sustainable consumption and production. The book explores different approaches and innovations to address sustainable consumption and production. It details multiple social and economic contexts to the challenges and developments towards a sustainable consumption and production. The book is of interest to economists, students, businesses, and policymakers. Chapter 14 and chapter 15 are available open access under a Creative Commons Attribution 4.0 International License via link.springer.com.

This book summarizes a range of psychological research into how zoos and aquariums operate in the minds of visitors and the broader public. Bringing together core findings from emerging international research, the book provides data-based summaries that situate the content in the larger context of how cultural institutions shape public understanding. The focus of this book is to bring into a single resource, the major strains of research that have explored how zoos and aquariums are situated in public consciousness, to ground the discourses around what zoos and aquariums do in the empirical data and evidence, and to find opportunities to summarize well-established fact to support future research expanding on the known. Among the topics discussed: History of zoo and aquarium development The role of zoos and aquariums in environmental literacy Empathy development at zoos Applying behavior change theories to the zoo visitor's experience Social radiation of ideas from cultural institutions Professional practitioners, zoo industry professionals, and business leaders will find this book an invaluable guide to the psychological literature surrounding the zoo industry.