This is a fully revised and updated second edition of the successful Techniques for Coaching and Mentoring, also incorporating the best bits of its sister text Further Techniques for Coaching and Mentoring. The book presents a comprehensive and critical overview of the wide range of tools and techniques available to coaches and mentors. With a strong academic underpinning, it explores a wide range of approaches, and provides techniques both for use with clients and to support professional development of the coach or mentor. Key features include: Easy-to-use resources and techniques for one-to-one coaching; Case studies throughout the text, helping to put theory into practice; An overview of different theoretical approaches; A dedicated section on 'themes for the coach' discussing coaching across cultures, evaluating your coaching and looking after yourself as a coach; and Downloadable worksheets for each technique. Techniques for Coaching and Mentoring 2nd Edition is an invaluable resource for professional coaches and mentors looking to enhance their practice, and for students of coaching and mentoring.

This volume focuses on describing the social dialogue system in organizations from an Human Resources Management perspective. Based on the NEIRE model for industrial relations, key factors are determined contributing to creative social dialogue in European organizations. Actual data from surveys and interviews from more than 700 CEO and HR managers in eleven European countries give insights in the experiences with and expectations of employers of social dialogue. The volume offers a comprehensive introduction to the historical context and current situation in social dialogue in these countries. This context helps to understand the current major challenges in each country when it comes to a vital social dialogue. Using good practices from many organizations, this book offers an agenda for innovative and cooperative social dialogue in organizations.

This book introduces a framework to assist human resource practitioners and organisations embrace strategies that will drive high engagement levels within organisations with a union presence. The authors address established definitions of engagement and how they have been conceptualised in academic and practitioners' literature, before exploring and unpacking circumstances that influence levels of engagement amongst employees in a unionised environment. In doing so, the framework introduced elaborates on approaches and interventions with the greatest potential to create, improve, and embed high levels of engagement within the unionised work environment.

Two pioneering researchers identify key causes of workplace burnout and reveal what managers can do to promote increased productivity and health. Burnout is among the most significant on-the-job hazards facing workers today. It is also among the most misunderstood. In particular, we tend to characterize burnout as a personal issue-a problem employees should fix themselves by getting therapy, practicing relaxation techniques, or changing jobs. Christina Maslach and Michael P. Leiter show why this is not the case. Burnout also needs to be managed by the workplace. Citing a wealth of research data and drawing on illustrative anecdotes, The Burnout Challenge shows how organizations can change to promote sustainable productivity. Maslach and Leiter provide useful tools for identifying the signs of employee burnout, most often exhaustion, cynicism, and ineffectiveness. They also advise managers on assembling and interpreting worker self-evaluation surveys, which can reveal workplace problems and potential solutions. And when it comes to implementing change, Maslach and Leiter offer practical, evidence-driven guidance. The key, they argue, is to begin with less-taxing changes that employees nonetheless find meaningful, seeding the ground for more thorough reforms in the future. Experts estimate that more than $500 billion and 550 million workhours are lost annually to on-the-job stress, much of it caused by dysfunctional work environments. As priorities and policies shift across workplaces, The Burnout Challenge provides pragmatic, creative, and cost-effective solutions to improve employee efficiency, health, and happiness.

Teaching Computational Creativity examines the new interdisciplinary pedagogies of today's coding-intensive interactive media and design curricula. Students, researchers and faculty will find a comprehensive overview of educational practices pertaining to innovation fields such as digital media, 3D printing, agile development, physical computing, games, dance, collaboration, teacher education and online learning. This volume fills an important gap in the literature on creative computation, as practitioners are rarely challenged to reflect on or share their teaching practices. How do we design effective inter-, multi-, cross- and trans-disciplinary pedagogy and curricula? Brought together here are essays on the pedagogies that produce the so-called 'unicorns' - graduates who can code and create. Here, the intertwining of (what many consider mutually exclusive) artistic sensitivities and computational skills plays an essential role, calling forth a new kind of undergraduate curriculum attuned to the interweaving of skillsets and theoretic knowledge needed to create and innovate with ever-changing technologies.

Continues journey of leaders started with Al Bolea and Leanne Atwater's Nine Elements of Leadership Mastery Provides straightforward guidelines for leadership practice

This book presents the Metaeconomics Framework and Dual Interest Theory, which weave the empathy-based moral and ethical dimension back into key economic questions. Metaeconomics addresses the problem of placing too much emphasis on the market or the government, and thus argues that seeing the link between ego and empathy, self- and other-interest, and market and government will lead to a more just, fair, and sustainable polity. The unique Dual Interest Theory proposes that ego-based self-interest and empathy-based other-interest are joint and internal to each person: it maintains the original proposition from Adam Smith that each person maximizes their own-interest, which Metaeconomics makes clear involves balancing the two joint interests, although self-interest is more primal. The book begins with an explanation of how Metaeconomics connects the other kinds of economics. The book then provides a series of applications of Metaeconomics in heated policy issues, such as elections, finance, family, food, health, natural resources, education, taxes, and extreme inequality, among others. Finally, the book concludes that the only way to save capitalism is to bring empathy into both private and public actions and bring about a more humane balance in market and government.

Misbehavior in organizations can be difficult for management to detect and correct, and as a consequence, the cost to organizations can be high. This book presents useful theories and empirical evidence that help to describe, explain, predict, and control both attitudinal and behavioral problems in an organizational setting. The book analyzes the current research, examines the causes of different types of misbehavior, and makes suggestions for remedies and managerial practices that can help to reduce its occurrence and impact.

New edition includes additional pedagogical features following popular demand, including more real life case studies, reflective questions and implications for practice in each chapter Thoroughly revised and updated throughout, including a wealth of emerging and contemporary topics Includes a set of PowerPoint slides and a set of usful links to save instructors time Weaves together the individual and organizational perspectives on career development Links theory to application Makes literatures typically published in psychology, sociology, and HRM available to HRD majors Discusses career development among diverse populations to include underrepresented groups, women, and older employees Creates awareness of an area of practice within HRD that has been claimed to be a core aspect of the field but has, in reality, received far less attention than other areas, such as training and organizational development

This collection of brief essays by thought-leaders, scholars, activists, psychologists, and social scientists imagines new workplace structures and policies that promote decent and fair work for all members of society, especially those who are most vulnerable. The world of work has been deteriorating for decades and the very institution of work needs to be systematically understood, critiqued, reimagined, and rebuilt. This book offers thoughtful suggestions for new work arrangements, individual strategies for enhancing one's work life, and recommendations for innovative systemic and institutional reforms. The collection offers critical analyses in conjunction with constructive solutions on rebuilding work, providing direction and context for ongoing debates and policy discussions about work. The book will be of interest to activists, policy makers, management and leaders, scholars, professionals, students, and general readers interested work-based reform efforts and social change.

Every leader cares about inclusivity, wellbeing and performance. For technical organizations these issues are especially acute: in the least diverse sectors, with every-increasing issues around mental health and resilience, companies need to realize continuous gains in performance and productivity to stay ahead,or even just to stay in the game,in a fiercely competitive space. How can leaders square the circle?This book will show you how to build a Strengths-Based Organization: an organization which is based on the scientific understanding of what helps individuals to flourish and organizations to reap the benefits.

This book offers an accessible and evidence-based approach for professional staff to improve their interactions with vulnerable people. Drawing upon contemporary research from a broad array of disciplines, including psychology, sociology, economics, biology and the neurosciences, it demonstrates how vulnerability and resilience are not fixed personality traits, as is commonly assumed, but rather fluid and dynamic states that result from inhibitory and developmental factors that reside within individuals and their external environments. Each chapter focuses on factors that create vulnerability and those that promote resilience with reference to important subjects, such as child development, epigenetics, trauma, shame, addiction, poverty, emotional intelligence, personality, empathy, compassion, and behaviour-change. Attention is given to the role of positive, early life experiences in creating an internal working model of the world that is based on trust, intimacy and hope and how the root causes of vulnerability often lie in the cyclical relationship that exists between child maltreatment, trauma and socially deprived environments that cumulatively act to keep people locked in states of inter-generational poverty. The author explores pressing and important workplace issues, such as occupational stress and burnout, and highlights the urgent need for compassionate systems of management that are functionally equipped to address human error, stress and trauma in complex professional arenas where staff are continually exposure to other peoples' suffering. The book also demonstrates how strategies and processes which coerce individuals and groups into changing their behaviour are generally counterproductive and it explains how resilient change is invariably supported by strategies that enhance trust, cooperation, personal control and self-efficacy. This book will benefit professional staff, including health, emergency and social services, humanitarian workers, counsellors and therapists, as well as students who want to learn more about the conceptual frameworks that explain vulnerability and resilience.

This book offers an accessible and evidence-based approach for professional staff to improve their interactions with vulnerable people. Drawing upon contemporary research from a broad array of disciplines, including psychology, sociology, economics, biology and the neurosciences, it demonstrates how vulnerability and resilience are not fixed personality traits, as is commonly assumed, but rather fluid and dynamic states that result from inhibitory and developmental factors that reside within individuals and their external environments. Each chapter focuses on factors that create vulnerability and those that promote resilience with reference to important subjects, such as child development, epigenetics, trauma, shame, addiction, poverty, emotional intelligence, personality, empathy, compassion, and behaviour-change. Attention is given to the role of positive, early life experiences in creating an internal working model of the world that is based on trust, intimacy and hope and how the root causes of vulnerability often lie in the cyclical relationship that exists between child maltreatment, trauma and socially deprived environments that cumulatively act to keep people locked in states of inter-generational poverty. The author explores pressing and important workplace issues, such as occupational stress and burnout, and highlights the urgent need for compassionate systems of management that are functionally equipped to address human error, stress and trauma in complex professional arenas where staff are continually exposure to other peoples' suffering. The book also demonstrates how strategies and processes which coerce individuals and groups into changing their behaviour are generally counterproductive and it explains how resilient change is invariably supported by strategies that enhance trust, cooperation, personal control and self-efficacy. This book will benefit professional staff, including health, emergency and social services, humanitarian workers, counsellors and therapists, as well as students who want to learn more about the conceptual frameworks that explain vulnerability and resilience.

This multidisciplinary book represents an initial attempt to connect adult learning and knowledge management in theory and practice. It provides educators, learners and organizational development professionals with new strategies and resources for developing active and effective pedagogies, which in turn prepare learners and practitioners to manage knowledge in organizations and higher education. To do so, it gathers contributions and case studies from a diverse, global team of authors and provides a theoretical and practical outline of new strategies and methods for facilitating adult teaching and learning. It also provides a fresh reading of active learning methods, by adopting a knowledge management viewpoint that is broadly applicable, whether helping students master content in university courses, or helping organizations learn and change. The book is divided into three main sections: a) methods and theories for adult teaching and learning; b) knowledge management in education; and c) case studies and best practices that consider classroom learning, higher education change, and organization development.

As we enter the third decade of the twenty-first century, we are seeing a renaissance of context in influencing leadership, leader-follower relations, and leader effectiveness as well as a recognition of the tripartite nature of leadership. To fully understand and appreciate leadership, one must see the multiple parts of it as well as the connections among them. Leadership is multi-dimensional; leadership depends on leaders, followers, and context. Leadership research in the past three decades has been dominated by interest in neo-charismatic leadership styles and a focus on leadermember exchange in leader-follower relationships. Recently other approaches to leadership, such as ethical and authentic leaders, have garnered greater attention in response to the moral and ethical challenges in the workplace. Additionally, established approaches to leadership emergence and development have been challenged by their relevance to diverse work forces and issues of inclusion. This twelve article volume includes an outstanding roster of established and emerging leadership authors who tackle questions of leadership at the intersections of leaders, followers, and context. The volume opens with two articles that set the stage for the current state of leadership research and paths for its future including a commentary by Edwin Locke and Gary Latham on current management research practices and an action-oriented review of leadership research from the start of the 21st century. The volume is organized around three themes: leadership and diversity, leaderfollower relationships, and systems of leader, follower, and context. Articles in the volume advance diversity research with an integration of leadership and diversity theories that demonstrate the former's need for re-examination in light of the latter, a systematic development of inclusive leadership theory, and a close examination of immigrant ethnic identity. The authors of several articles expand our understanding of leader-follower relationships in the context of teams and alliances, the contextual boundaries of authentic leadership theory, and the authentic leader's potential impact on harassment in organizations. The volume culminates with three demonstrations of leadership as systems of leader-follower-context interaction, including a close examination of the toxic triangle's manifestation in university scandals, a micro-process model of power and leadership, and a configurational approach to studying leadership. The volume is designed primarily for scholars in the fields of human resource management, organizational behavior, and leadership. It also well serves the needs of instructors and students in master's and doctoral courses in leadership or organizational behavior. Each article is grounded in managerial context that will appeal to practitioners in the field.

* Presents a comprehensive discussion of police administration, communicated with great clarity * Bridges the gap between readers' knowledge of street-level policing and police administration * Identifies for readers the major issues associated with police management and lays out various policy options for each issue

This foundational text was one of the first books to integrate work from moral philosophy, developmental/moral psychology, applied psychology, political and social economy, and political science, as well as business scholarship. The 3rd edition utilizes ideas from the first two to provide readers with a practical model for ethical decision making and includes examples from I-O research and practice, as well as current business events. The book incorporates diverse perspectives into a "framework for taking moral action" based on learning points from each chapter. Examples and references have been updated throughout, and sections on moral psychology, economic justice, the "replicability crisis," and open science have been expanded and the "radical behavioral challenge" to ethical decision-making is critiqued. In fifteen clearly structured and theory-based chapters, the author also presents a variety of ethical incidents reported by practicing I-O psychologists. This is the ideal resource for Ethics and I-O courses at the graduate and doctoral level. Academics in Organizational Behavior and Human Resource Management will also benefit from this book, as well as anyone interested in Ethics in Psychology and Business.

Can your job change your personality? While traditionally personality has been considered fixed and stable, recent thinking indicates that this is not the case. Personality can be changed by various work and vocational experiences, such as employment conditions, career roles, job characteristics and training or interventions. Drawing on a wide array of research in the field, Wang and Wu provide a conceptual overview on how personality can be changed at work by societal, organisational and job-related factors, while considering how individuals can take an active approach in changing their personality at work.

*Takes a unique approach to navigating and surviving challenges in higher education and offers valuable lessons for the pandemic era and beyond. *Offers learning through story, presenting a range of theoretical and personal perspectives with contributors sharing their own approaches to self-care and compassion. *An essential resource for students and professionals working in all areas of higher education.

* The book deals frankly about the underbelly of career dynamics-the barriers people confront and how to face them as constructively as possible. * It especially addresses underrepresented individuals. The perspective is mostly from the point of view of people discriminated against with some attention to what supervisors and organizations should do about it. * Based on real life examples that many people face, covering the gamut of tough employment situations. * Combines career coaching, with insights from executive coaching, an insider's HR perspective and insights about equity, diversity, inclusion, and anti-racism.

This practical evidence-based guide to running Reflective Practice professional development programmes provides a dynamic and engaging resource for a wide range of coaches. Reflective Practice is a proven learning and development approach that involves consciously and deliberately thinking about experiences to develop insights and apply these within coaching practice. McCormick argues that it is vital that coaches regularly reflect on their work to develop and grow professionally, and this book provides a definitive and rich source of material on how and what to reflect on. Topics include how to reflect as an individual coach; working in pairs and small groups; applying reflective practice in a training context; and how to run advanced group sessions for coaches. The book features a wide range of practical workbook exercises to challenge the reader's current practice and extend their capability, as well as an evidence-based guide to enhancing skills in recently developed areas such as Unified Protocol Cognitive Behavioural Therapy, Internet Supplemented Acceptance and Commitment Therapy, and Using Schema Therapy with Mindfulness Techniques. Written by a highly experienced executive coach, this book is full of practical and effective ways to become more capable and proficient. It is essential reading for any career, life or executive coach who wishes to enhance their coaching capability through reflective practice, as well as for coaching training organisations, senior executive coaches offering sessions for other coaches, and academic institutions offering coaching qualifications.

The unconscious dynamics that surface in groups when authority is exercised are of paramount importance in Group Relations Conferences; this volume addresses these considerations through research findings and speculation on the future of Group Relations both within conferences and outside of them. This is the sixth instalment in a series of books based on Tavistock Group Relations Conferences and contains a collection of papers presented at the sixth Belgirate conference. Combining chapters on theory and practice, this volume delivers a meditation on the relationships between the physical spaces we inhabit or co-create, the psychic, inner or spiritual space and the liminal space in-between. Group Relations provides a window of understanding into why inequity and intergroup hostilities pervade the modern world alongside a method that illuminates how people consciously and unconsciously contribute to these tensions, whether personally, in groups or in organisations. This will be an invaluable resource for practitioners, academics, and scholars of Group Relations, as well as managers and organisational members wanting to learn more about how Group Relations methods can contribute to their organisational success.

This edited collection explores different strands of social constructionist theory and methods to provide a critique of the prevailing discourse of work stress, and introduces a radical new approach to conceptualizing suffering at work. Over the last three decades, stress and other forms of suffering at work (including burn-out, bullying, and issues relating to work-life balance) have emerged as important social and medical problems in Western countries. However, stress is a contested category, not (as many argue) a well-defined clinical, biological and psychological state that affects people in the same way in different cultures and at different times. Thus, a social constructionist perspective helps to shed light on new approaches to prevention and interventions of work stress. This book will be of great interest for students and scholars of sociology, anthropology, social history, history of science, psychology, communication and management, as well as to practitioners (doctors and psychologists), policy makers and employers.

In 1979, Suzanne C. Kobasa propounded her theory of "hardiness" where she hypothesized her 3Cs: Commitment, Control, and Challenge, as the basic ingredients of hardiness that make an individual stress resilient. She was one of the early researchers who paid attention to personality features and illustrated that individuals who experience high level of stress without mental and physical illness have a different personality from those who become ill in stressful conditions. In current times, the discourse has enjoyed a sustained scholarly interest but there is hardly any study on the corporate professionals or the Indian context. Since the early 1990s, India has joined the corporate world and has been a fast-developing country. This changed state of affairs provides a broader scope of study on hardy personality in coping with stress in the Indian context. This book examines the efficacy of hardiness on the Indian corporate professionals in the post-globalization scenario. It endeavours to situate Kobasa's foundational theorisation along with those offered by other scholars in the context of the contemporary life situations with a focus on India. It presents a hypothesis that in the Indian context, culture could be looked upon as yet another basic component of hardiness. Culture and Resilience at Work offers an assessment of the significant contribution of Indian culture as one of the major contributing components in enhancing hardiness in corporate professionals. It will be of interest to researchers, academics, professionals, and students in the fields of stress management, human resource management, social psychology, culture studies, and organizational behaviour.