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.

Work and organizational psychology is a branch of mainstream psychology which has truly global reach. This subject covers a broad array of aspects such as individual, team and organizational effectiveness, creativity and innovation, cross-cultural leadership and the organization of health services, healthcare and employee well-being. In five thematic volumes, this collection brings together key papers on the topic, and together with the introductory chapters written by the Editor for each volume, is designed to serve the interests of psychology scholars, and also those involved in the social and behavioural sciences, more broadly. Volume One: Research Methodology Volume Two: Assessment and Selection Volume Three: Organisational Change and Development Volume Four: Human Resource and Performance Management Volume Five: Emerging Trends

Justice is everyone's concern.In the workplace, it plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational justice currently available, The Oxford Handbook of Justice in the Workplace provides a comprehensive review of empirical and conceptual research addressing this vital topic. The chapters provide cutting-edge discussions of performance management, conflict resolution, diversity management, organizational climate, and other topics integral for promoting organizational success. Additionally, the book explores major conceptual issues such as interpersonal interaction, emotion, the structure of justice, the motivation for fairness, and cross-cultural considerations in fairness perceptions. The reader will find thorough discussions of legal issues, philosophical concerns, and human decision-making, all of which make this the standard reference book for both established scholars and emerging researchers.

Nowadays, organisational competitiveness depends on its effectiveness, versatility and the ability to respond to customer needs. Thus, companies look for flexibility in human resources as a means of attaining an economic advantage. In fact, the increasing recourse to contingent work may be regarded as more than an economic matter; it can be considered a reflex of an actual social change. Moreover, contingent workers are no longer confined to peripheral activities. Today, it is common to find temporary and permanent employees working alongside each other in technical jobs. However, what is it that drives these workers and how do their motivations fall in with the success of such new work arrangements? By following the principles of the Self Determination Theory (SDT), the authors' will show that human motivations, in all kinds of workers, are the result of a complex interplay between individuals' autonomy and its internal and external regulation, proving that elevated forms of motivation (ie: intrinsic motivation and identified regulation), provided by autonomous environments, lead to more adaptive, cognitive and affective outcomes. Additionally, this book will show how it may be possible to transform suboptimal forms of motivation into more self-determined ones. We will show that minor, repeated events can lead to gradual and internalised behaviors, which allow people to experience more adaptive outcomes and attain higher motivation towards their job. In other words, positive work experiences will be shown as being capable of captivating and engaging individuals, leading them to consider their choices as more voluntary and autonomous. How contingent workers' motivation can change over time may actually be crucial to better comprehend and improve their employment relationship.

Work is essential to healthy and adaptive human psychological functioning. The work ethic couples work and reward in order to endow work with meaning, and a healthy workplace supports relationships and behaviors that promote a strong work ethic and cohesive group function, therefore both accomplishing the overall goals of the workplace and enhancing the mental health of individual workers. Research has shown that attending to workplace relationships and engaging employees increases productivity, creativity, and loyalty, yielding both short-term and long-term benefits. Disruptions of these relationships can lead to significant impairment in performance and deterioration in workers' mental health. However, the tools that managers once relied upon to restore relationships have been weakened-in part because of technology, globalization, and litigation. Psychiatry of Workplace Dysfunction describes key drivers that disrupt the workplace environment and provides strategies and tools to address problematic behaviors and emotions that place the mental health of employees at risk and reduce the effectiveness of the organization. The principles discussed in this book are designed to foster high-functioning workplace relationships, and the authors' psychiatric training, coupled with the breadth of their collective years of business and legal consultation experience, offers unique wisdom about developing and sustaining a relationship-focused perspective at work. These insights integrate cutting-edge information with existing research and understanding of the psychological dynamics of the workplace-all clearly presented to speak to an audience of mental health professionals, managers, and employees alike.

This title provides managers, executives and other professionals with an innovative method for critical decision-making. The book explains the reasons for decision failures using the Law of Unintended Consequences. This account draws on the work of sociologist Robert K. Merton, psychologists Amos Tversky and Daniel Kahneman, and economist Herbert Simon to identify two primary causes : cognitive biases and bounded rationality. It introduces an innovative method for "test driving" decisions that addresses both causes by combining scenario planning and "what-if" simulations. This method enables professionals to learn safely from virtual mistakes rather than real ones. It also provides four sample test drives of realistic critical decisions as well as two instructional videos to illustrate this new method. This book provides leaders and their support teams with important new tools for analyzing and refining complex decisions that are critical to organizational well-being and survival.

The first volume in The SAGE Handbook of Industrial, Organizational and Work Psychology introduces key concepts in personnel and employee performance from cognitive ability and the psychological predictors used in assessments to employee and team values. The editor and contributors present a clear overview of key research in the areas of behaviour change and how to assess individual job performance - making Volume I indispensable for anyone working in or studying Human Resource Management.

In today's highly competitive market, organizations increasingly need to innovate in order to survive. Drawing on a wealth of psychological research in the field of creativity, David H. Cropley and Arthur J. Cropley illustrate practical methods for conceptualizing and managing organizational innovation. They present a dynamic model of the interactions between four key components of creativity - product, person, process, and press - which function as building blocks of innovation. This volume sheds new light on the nature of innovative products and the processes that generate them, the psychological characteristics of innovative people, and the environments that facilitate innovation. It also fills a significant gap in the current literature by addressing the paradoxical quality of organizational innovation, which may be both helped and hindered by the same factors. The authors demonstrate that with proper measurement and management, organizations can effectively encourage individuals to produce and take advantage of novel ideas.

"Career Paths" provides practical tools and tips for developing and implementing career paths in the workplace.Discusses available resources organizations can use in developing career paths
Includes a sample career path guide
Describes how career path efforts can be integrated with recruitment and hiring, strategic planning, succession management, employee development, and retention programs
Explains how to improve employee retention using career paths and how to integrate career paths into employee training and development systems
Provides conceptual and practical toolkits for constructing career paths
Discusses dimensions that impact career paths, such as employee movement and the nature of employee expertise

This book is the first to comprehensively cover research methods for building occupant behavior. As this is of growing importance for building design and for building performance optimization, the book aims to provide a sound scientific basis for experimental studies in this field. It introduces the reader to fundamental questions about the topic and unfolds the different fields related to occupant actions and comfort. This is followed by more general questions about developing an appropriate research method and experimental design. A comprehensive overview of sensors for monitoring environmental and also behavioral and action-related quantities helps to set up an experiment. In this context, different experimental environments and data collection methods (in-situ, laboratories, surveys) are introduced and discussed in terms of their suitability for the respective research question. Furthermore, data management and reporting is addressed. The book concludes with fundamental challenges in conducting occupant studies, with chapters on ground truth, ethics and privacy.

In the hotly anticipated second edition of Understanding Careers, Kerr Inkson has teamed up with Nicky Dries and John Arnold to take readers on a fascinating journey through the field of Career Studies. Interdisciplinary - the text brings together and critiques a range of perspectives, allowing for a broader and more holistic understanding of the field. Theory and practice - comprehensive coverage of all the key theories and cutting edge research is related to the real world through over 50 cases studies. A new 'Careers in Practice' section contains chapters devoted to self-development, career counselling, and organizational practices. International perspective - contains examples, cases, research, references and statistics from a range of countries. Use of metaphor - the text is structured around commonly used metaphors for careers, helping students relate to the ideas presented and providing a framework for analysis and comparison. Ideal reading for students considering their own career and personal development, as well as those studying career development, career guidance or human resource management within a psychology, education, counselling or business degree.

Workplace disenchantment can cause major issues for organisations - productivity decreases, employees can turn actively destructive and individual health and well-being can deteriorate. Most people start a job happy enough and determined to do a good job - if they are lucky, they have found a job which suits their skills and values. They may be eager, hopeful and willing to be engaged. So when and why do they become disenchanted and demotivated? In this new book, Adrian Furnham and Luke Treglown look at several theories into job satisfaction and workplace motivation. They explore how much of a motivator money really is, and which personality profiles are more likely to lead to a disruptive, disenchanted employee. Disenchantment discusses the related and identifiable behaviours that very clearly lead to disenchantment, and how individuals and organisations can work to prevent this and boost motivation and engagement in a way that is practicable and sustainable. Keeping employees motivated takes more than just ensuring they're not unhappy, and Disenchantment outlines some of the ways that organisations can manage this.

This book provides a comprehensive review of the state-of-the-art on the adaptive and maladaptive functions of humor. Humor is inescapable in our daily interactions - also at the work place. Affiliative, self-enhancing, self-deprecating and aggressive humor can all occur at work and have unique and sometimes ambiguous effects. The volume presents humor research on five important workplace topics: teams, leadership, negotiation, learning, and health. It combines and integrates research from a range of fields, including work and organizational psychology, social psychology, communication, linguistics and sociology. In highlighting research gaps and stating future research questions, the book provides a sufficient starting point for further research on humor in relation to the aforementioned topics. For practitioners, recommendations are provided specific to each area.

Hawkins and Turner argue that coaching needs to step up to deliver value to all the stakeholders of the coachee, including those they lead, colleagues, investors, customers, partners, their local community and also the wider ecology. Systemic Coaching contains key chapters on how to contract in various settings, how to work relationally and dialogically, how to expand our own and others' ecological awareness, how to get greater value from supervision, work with systemic ethics and expand our impact. While illustrating why a new model of coaching is necessary, Hawkins and Turner also provide the tools and approaches that coaches and clients need to deliver this greater impact, accompanied by real-life case examples and interviews from the authors and other leading coaches and leaders globally. Systemic Coaching will be an invaluable resource for coaches in practice and in training, mentors, coach supervisors, consultants in leadership development and HR and L&D professionals and leaders.

This volume reveals exciting new developments in the area of measurement and methodology, demonstrating the indisputable relevance of personality theory in the workplace, particularly in the areas of personnel selection, job performance, worker management, and the study of leadership. It is the first book to incorporate the interests of applied psychologists and industrial/organizational psychologists in one source.

This book analyses the learning experiences of students of Business English at a Chinese university. It addresses several topical issues in English for Specific Purposes (ESP) education and Business English teaching, including how ESP students learn, how they develop multiple identities. In particular, it focuses on their professional identity in the classroom, and how these identities are transferred to the workplace. This allows the author to present a model of learning Business English that corresponds to the lived experiences of students in China, but which can also be applied to other ESP learner contexts. In doing so, he demonstrates how to research the professional identity of ESP learners from multiple perspectives, and contributes to the validity of research on language learning and learner identity. This book will appeal to scholars of English for Specific Purposes, Second Language Acquisition, and TESOL Education.

This book discusses the latest findings on ensuring employees' safety, health, and welfare at work. It combines a range of disciplines - e.g. work physiology, health informatics, safety engineering, workplace design, injury prevention, and occupational psychology - and presents new strategies for safety management, including accident prevention methods such as performance testing and participatory ergonomics. The book, which is based on the AHFE 2017 International Conference on Safety Management and Human Factors, held on July 17-21, 2017, in Los Angeles, California, USA, provides readers, including decision makers, professional ergonomists and program managers in government and public authorities, with a timely snapshot of the state of the art in the field of safety, health, and welfare management. It also addresses agencies such as the Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH), as well as other professionals dealing with occupational safety and health.

Praise for The Daily Trading Coach

"A great book Simply written, motivational with unique content that leads any trader, novice or experienced, along the path of self-coaching. This is by far Dr. Steenbarger's best book and a must-have addition to any trader's bookshelf. I'll certainly be recommending it to all my friends."
--Ray BarrosCEO, Ray Barros Trading Group

"Dr. Steenbarger has been helping traders help themselves for many years. Simply put, this book is a must-read for anyone who desires to achieve great success in the market."
--Charles E. KirkThe Kirk Report

"'Dr. Brett', as he is affectionately known by his blog readers, has assembled a practical guide to self coaching in this excellent book. The strategies he outlines are further enhanced with numerous resources and exercises for the reader to refer to and keep the principles fresh. I enthusiastically encourage anyone interested in bettering their trading and investing to read this book and keep it on their desk as a constant source of learning."
--Brian Shannon, www.alphatrends.netauthor of Technical Analysis Using Multiple Timeframes

"Dr. Brett has distilled his years of experience, as both a trader and a psychologist/coach, into the 101 practical lessons found in The Daily Trading Coach. Those lessons provide effective strategies for coping with the stumbling blocks that traders often face. This book should be a cornerstone of any serious trader's library."
--Michael Seneadzaequities trader and blogger at TraderMike.net

This volume introduces a series of different data-driven computational methods for analyzing group processes through didactic and tutorial-based examples. Group processes are of central importance to many sectors of society, including government, the military, health care, and corporations. Computational methods are better suited to handle (potentially huge) group process data than traditional methodologies because of their more flexible assumptions and capability to handle real-time trace data. Indeed, the use of methods under the name of computational social science have exploded over the years. However, attention has been focused on original research rather than pedagogy, leaving those interested in obtaining computational skills lacking a much needed resource. Although the methods here can be applied to wider areas of social science, they are specifically tailored to group process research. A number of data-driven methods adapted to group process research are demonstrated in this current volume. These include text mining, relational event modeling, social simulation, machine learning, social sequence analysis, and response surface analysis. In order to take advantage of these new opportunities, this book provides clear examples (e.g., providing code) of group processes in various contexts, setting guidelines and best practices for future work to build upon. This volume will be of great benefit to those willing to learn computational methods. These include academics like graduate students and faculty, multidisciplinary professionals and researchers working on organization and management science, and consultants for various types of organizations and groups.

In the bestselling tradition of Malcom Gladwell, James Gleick, and Nate Silver, prominent professor Laszlo Barabasi gives us a trailblazing book that promises to transform the very foundations of how our success-obsessed society approaches their professional careers, life pursuits and long-term goals. Too often, accomplishment does not equal success. We did the work but didn't get the promotion; we played hard but weren't recognized; we had the idea but didn't get the credit. We convince ourselves that talent combined with a strong work ethic is the key to getting ahead, but also realize that combination often fails to yield results, without any deeper understanding as to why. Recognizing this striking disconnect, the author, along with a team of renowned researchers and some of the most advanced data-crunching systems on the planet, dedicated themselves to one goal: uncovering that ever-elusive link between performance and success. Now, based on years of academic research, The Formula finally unveils the groundbreaking discoveries of their pioneering study, not only highlighting the scientific and mathematic principles that underpin success, but also revolutionizing our understanding of: Why performance is necessary but not adequate Why "Experts" are often wrong How to assemble a creative team primed for success How to most effectively engage our networks "This is not just an important but an imperative project: to approach the problem of randomness and success using the state of the art scientific arsenal we have. Barabasi is the person."-Nassim Nicholas Taleb, author of the New York Times bestselling The Black Swan and Distinguished Professor of Risk Engineering at NYU

For many students, the lecture hall or seminar room may seem vastly removed from the reality of everyday life. Applied Psychology: Putting theory into practice demystifies the link between the study of psychology, and psychology in the real world, illustrating how the application of psychology can be of benefit in many everyday settings. This book is uniquely structured as a series of themed 'rooms' which the reader is encouraged to explore, with each room examining a real world situation in which the psychologist has an important impact. These include the Work room, examining the role of the occupational psychologist; the Teaching room, focusing on the field of educational psychology; and the Crime room, centered on the activities of the forensic psychologist. Each room contains an overview of the key psychological concepts which are applied in each situation, before leading the reader through a number of scenarios - case studies which present the concepts in an applied context, and show how the psychologist's expertise is drawn upon, and what effect their input can have. Applied Psychology: Putting theory into practice is an invaluable resource for all students of psychology, showing just how psychology extends beyond the lecture hall to have a vital impact on our everyday lives. Online Resource Centre The Online Resource Centre to accompany Applied Psychology: Putting theory into practice features: For registered adopters of the book: - PowerPoint slides, showcasing accompanying material for each chapter of the book, for lecturers to download and adapt For students: -A Journal Club provision of related research articles and accompanying questions

Fear is a fundamental emotion, a process combining four elements: physiological arousal, subjective feelings, cognitive interpretation and behavioural expression. The notion of fear is related to such terms as apprehension, uncertainty, risk, anxiety, horror. Fear has always accompanied people. It is ubiquitous, but its level rises when people pursue tasks or objectives, are controlled or assessed. Hence, its strong presence in management processes. This book illustrates various types of fear, its sources and consequences, as well as reduction methods. The authors discuss notions related to fear (e.g. uncertainty, anxiety), the significance of fear and its roles from the points of view of business owners, employees, trade unions, and managers, as well as the roles of fear in various management concepts. They present various methods and tactics of employee intimidation including humiliation, false accusations, excessive control, blackmail, bullying, and harassment. The objective of Management, Organization and Fear: Causes, Consequences and Strategies to make the reader aware of economic and social benefits available if an organizational environment is free from fear. It aims to ensure that the reader knows how to reduce fear and how to defend against its negative consequences and will therefore be of value to researchers, academics, managers, and students in the fields of organizational studies, human resource management, work and organizational psychology, and sociology.

This book focuses on the role of the board in family businesses and specifically on processes and topics of strategic importance. It comprises all the relevant topics which need to be addressed on a regular basis such as strategy development, financial management, and leadership. The pros and cons of each issue are elaborated. This is one of the few books which addresses family businesses from governance systems to the role of executives. The diverse set of examples carefully collected by the authors and an in-depth discussion on the topics provide readers with valuable insights to broaden and enrich the effectiveness of governance.

Psychology has been interested in the well-being and performance of people at work for over a century, but our knowledge about both issues, and how they relate to each other, is still evolving. This important new collection provides new understandings on what it means to work productively while also feeling happy, socially related and healthy. Including contributions from a range of international experts, the book begins with a conceptual framework for understanding both concepts, before showing how a variety of different contexts, both organizational and personal, impact upon well-being and performance. The book includes chapters on specific job roles, from creative work to service positions, as well as the importance of HR policies and how the individual worker can determine their own well-being and performance. Also featuring a chapter on researching this fascinating area, Well-being and Performance at Work will be essential reading for all students and researchers of organizational or occupational psychology, HRM and business and management. It is also hugely relevant for any professionals interested in the productivity and well-being of their organizations.