This book connects entrepreneurship and psychology research by focusing on the personality dimensions of entrepreneurs, entrepreneurial cognition, entrepreneurial leadership, and gender behavior. It features state of the art interdisciplinary research offering a unified perspective on entrepreneurial psychology. Individual chapters address advances related to entrepreneurial intentions, complexity management, personality psychology, intrapreneurial behavior, entrepreneurial communities and demographic changes, among others. Laboratory experiments that study entrepreneurial behavior round out the coverage.

This book examines how the career counselling profession should respond to the changes in the world of work that have resulted from the increasing need to communicate faster and disseminate information more efficiently. It emphasizes the twin aims of enhancing a persons' career adaptability and helping them to become more employable, rather than linearly trying to find a job and remaining in one organisation for their entire career-lives. The book shows that, to achieve these aims, people need to acquire career resilience, especially since the world of work no longer provides workers with work-holding environments for the duration of their career-lives. It takes into account historical analyses which show that whenever major technological change has occurred and widespread job losses have ensued, people have managed to use the new technology to create new employment opportunities. Readers from career psychology and management research, vocational and professional career coaching, and students of career psychology will find this book delivers sound, updated theory demonstrating how perceived threats in the 21st century can conceivably be turned into opportunities.

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

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

1. Comprehensive coverage on how to create an inclusive workplace and managing workplace diversity; 2. A practical guide with 'road-tested' cases and exercise on how to bridge the gap of cross cultural communication; 3. Addresses the urgent need on how to communicate effectively to an increasingly digital, remote workforce; 4. Focuses on how diversity, ethics, workplace wellbeing and health play a part in interpersonal relationships and communication at work and how to navigate the complexities that inevitably arise

1. Comprehensive coverage on how to create an inclusive workplace and managing workplace diversity; 2. A practical guide with 'road-tested' cases and exercise on how to bridge the gap of cross cultural communication; 3. Addresses the urgent need on how to communicate effectively to an increasingly digital, remote workforce; 4. Focuses on how diversity, ethics, workplace wellbeing and health play a part in interpersonal relationships and communication at work and how to navigate the complexities that inevitably arise

This book examines the theoretical foundations relevant to existential issues in educational leadership and management, taking inspiration from Munch's painting The Scream. The book considers internationally relevant topics such as the growth of neoliberalism, globalisation, cultural shifts, forced migration and the digitalisation of the socio-cultural sphere and uniquely positions these crises as existential threats, rather than simply political, cultural, or social. The volume explores this complex set of dimensions in existential experience and outlines the implications for research and teaching in educational leadership. By exemplifying the narrative and introspective nature of existential research, the book addresses major aspects of the field including the impact such threats have on organisational studies, policy, administrative structures and practices, and leadership. This timely collection on existential issues in administration and leadership will appeal to academics, scholars, researchers, practitioners and policy-makers. It will also be of great interest for students in teacher education programmes and graduate courses in educational administration and leadership, organisation studies, and educational ethics for broad international use.

- first book to describe coaching hospital care providers and teams; most everything else focuses only on general methods/techniques - should appeal to many professional coaching societies and associations

- first book to describe coaching hospital care providers and teams; most everything else focuses only on general methods/techniques - should appeal to many professional coaching societies and associations

Behavioral Operations Management has been identified in the last years as one of the most promising emerging fields in Operations Management. "Behavioral Issues in Operations Management" explains and examines up-to-date research in this field, which works to analyze the impact of human behavior on the management of complex operating systems.

A collection of studies from leading scholars presents different methodologies and approaches, supported by real data and case studies. Issues such as building trust and strong cooperative relationships with suppliers, enhancing motivation and designing proper incentives for stimulating more effective decision maker behaviours are considered. The main decision-making processes affected by behavioral issues are also analyzed with a focus on new product development, logistics, and supply chain integration.

The broad coverage of methodologies and practical implications makes "Behavioral Issues in Operations Management" an ideal reference for both researchers developing new topics such as NK fitness landscapes and managers with an interest in behavioral management operations.

Aims to help leaders become the best versions of themselves, achieve extraordinary results and help their team accomplish the same Introduces an ALIGHT model that guides leaders through six fundamental resources that can alight their own and their team's motivation, and transform their performance to an extraordinary level Further breaks down the six resources into 18 core components, the book expands on what constitutes the six resources to make them tangible and accessible

Aims to help leaders become the best versions of themselves, achieve extraordinary results and help their team accomplish the same Introduces an ALIGHT model that guides leaders through six fundamental resources that can alight their own and their team's motivation, and transform their performance to an extraordinary level Further breaks down the six resources into 18 core components, the book expands on what constitutes the six resources to make them tangible and accessible

Black Women, Intersectionality, and Workplace Bullying extends and enriches the current literature on workplace bullying by examining specifically how work abuse disproportionality hurts women of color, affecting their mental health negatively and hence their career progression. In this interdisciplinary text, Hollis combines the fields of intersectionality and workplace bullying to present a balanced offering of conceptual essays and empirical research studies. The chapters explore how researchers have previously used empirical studies to address race and gender before arguing that the more complex an identity or intersectional position, such as being a Black gender fluid woman, the more likely a person shall experience workplace bullying. The author also looks at how this affects Black women's mental health, such as through increased anxiety, depression, insomnia, and self-medicating behaviors, before looking specifically at Black female athletes as a study, the topic of colorism at work and its impact on Black women, and how workplace bullying compromises organizations diversity and inclusion initiatives. This book will be of immense interest to graduate students and academics in the fields of social work, ethnic studies, Black studies, Africana studies, gender studies, political science, sociology, psychology, and social justice. It will also be of interest to those interested in intersectionality and how this relates to race and gender of women.

This book presents the proceedings of the Joint Conference of the Asian Council on Ergonomics and Design and Southeast Asian Network of Ergonomics Societies (ACED SEANES), held on December 2-4, 2020. By highlighting the latest theories and models, as well as cutting-edge technologies and applications, and by combining findings from a range of disciplines including engineering, design, robotics, healthcare, management, computer science, human biology and behavioral science, it provides researchers and practitioners alike with a comprehensive, timely guide on human factors and ergonomics. It also offers an excellent source of innovative ideas to stimulate future discussions and developments aimed at applying knowledge and techniques to optimize system performance, while at the same time promoting the health, safety and wellbeing of individuals. The proceedings include papers from researchers and practitioners, scientists and physicians, institutional leaders, managers and policy makers that contribute to constructing the Human Factors and Ergonomics approach across a variety of methodologies, domains and productive sectors.

Mapping Career Counseling Interventions provides an innovative insight into identifying and resolving problems within career management. In recent years, myriad of counselling tools has been developed so that practitioners can offer the most appropriate support possible. To guide the selection of such tools, this book offers a "map" that introduces and links 63 frequent career management difficulties with more than 160 qualitative interventions and solutions. Through its highly organized layout and extensive detail, major career management difficulties-namely lack of motivation, indecisiveness, dysfunctional beliefs, lack of information, conflicts, and lack of employability-are scrutinized and divided into specific, more manageable sub-difficulties. Targeted interventions to address each of those difficulties, originating from vocational, motivational, and positive psychology, are then suggested and described. From these conclusions, the book delivers practical advice to help conduct these interventions in a sensitive and respectful manner. Overall, this book outlines the most effective ways to foster a good working alliance. One of the book's standout features is its inclusion of an inventory and card sort to facilitate the identification of obstacles to professional choice and career management. This book is a pivotal resource for the large and diverse community of career development practitioners, such as career counsellors, career advisors, employment counsellors, and career coaches, regardless of their specific audience and work settings.

Mapping Career Counseling Interventions provides an innovative insight into identifying and resolving problems within career management. In recent years, myriad of counselling tools has been developed so that practitioners can offer the most appropriate support possible. To guide the selection of such tools, this book offers a "map" that introduces and links 63 frequent career management difficulties with more than 160 qualitative interventions and solutions. Through its highly organized layout and extensive detail, major career management difficulties-namely lack of motivation, indecisiveness, dysfunctional beliefs, lack of information, conflicts, and lack of employability-are scrutinized and divided into specific, more manageable sub-difficulties. Targeted interventions to address each of those difficulties, originating from vocational, motivational, and positive psychology, are then suggested and described. From these conclusions, the book delivers practical advice to help conduct these interventions in a sensitive and respectful manner. Overall, this book outlines the most effective ways to foster a good working alliance. One of the book's standout features is its inclusion of an inventory and card sort to facilitate the identification of obstacles to professional choice and career management. This book is a pivotal resource for the large and diverse community of career development practitioners, such as career counsellors, career advisors, employment counsellors, and career coaches, regardless of their specific audience and work settings.

1.Contains practical strategies and examples that are intended to guide readers. 2. Combines human factors and organizational psychology concepts in a single volume. 3. Covers context-related examples that illustrate the application of human factors tools and principles. 4. Presents an integrated approach to human factors from an organizational psychological perspective.

Cultural practices and artifacts, in their multiple and varied forms, are grounded on values, which are so deeply internalized by people that usually remain in the background, as taken-for-granted guides for interpretations and decisions in everyday life. Shaping individual moral horizons is at the core of socialization processes, through which older generations aim to disseminate their culturally established values to the new ones, making use of suggestions mainly implicit in daily experiences and interactions. Despite the strength of these processes of cultural canalization, people find particular ways of positioning and interpreting social suggestions, drawing singular life trajectories and developing themselves as unique beings. This is truthful also in case of highly institutionalized settings like the military, in which people play in many forms an agentic role in their own development, being prepared to perform their professional duties in very complex and challenging activity contexts. This book is an invitation to dive deeper into human experiences lived in the military through qualitative and in-depth approaches, observing their affective qualities, the meanings they acquire and how they shape individuals' identities, fostering the development and try-out of specific ethical and moral values. The present work can contribute to research and professional practice in fields related to human development, social processes, education and people management in the military, as well as in other institutional contexts, especially by highlighting the affective, meaningful and moral-ethical dimensions of cultural experiences.

Cultural practices and artifacts, in their multiple and varied forms, are grounded on values, which are so deeply internalized by people that usually remain in the background, as taken-for-granted guides for interpretations and decisions in everyday life. Shaping individual moral horizons is at the core of socialization processes, through which older generations aim to disseminate their culturally established values to the new ones, making use of suggestions mainly implicit in daily experiences and interactions. Despite the strength of these processes of cultural canalization, people find particular ways of positioning and interpreting social suggestions, drawing singular life trajectories and developing themselves as unique beings. This is truthful also in case of highly institutionalized settings like the military, in which people play in many forms an agentic role in their own development, being prepared to perform their professional duties in very complex and challenging activity contexts. This book is an invitation to dive deeper into human experiences lived in the military through qualitative and in-depth approaches, observing their affective qualities, the meanings they acquire and how they shape individuals' identities, fostering the development and try-out of specific ethical and moral values. The present work can contribute to research and professional practice in fields related to human development, social processes, education and people management in the military, as well as in other institutional contexts, especially by highlighting the affective, meaningful and moral-ethical dimensions of cultural experiences.

Neuroscience and Behavioral Neuroscience offered by many universities, and coursework has historically been very technical/scientific, now there is increasing demand within these programs for showing application. This book fills this gap in the market. Looks to dispel myths as well as reinforcing careful application of behavioral neuroscience. Spans many areas and gives a broad overview of BN careers: from clinical practice, forensics, consumer psychology, economics, leadership, education, health and robotics.

Neuroscience and Behavioral Neuroscience offered by many universities, and coursework has historically been very technical/scientific, now there is increasing demand within these programs for showing application. This book fills this gap in the market. Looks to dispel myths as well as reinforcing careful application of behavioral neuroscience. Spans many areas and gives a broad overview of BN careers: from clinical practice, forensics, consumer psychology, economics, leadership, education, health and robotics.

This book explores the identified research gap and new field of study of organizational reliability. It develops a definition and theoretical internal structure of the notion of organizational reliability as well as a theoretical background describing the structure of its three pillars, and it showcases a set of organizational solutions dedicated for the enhancement of organizational reliability. The book explores the idea that there are new capabilities needed in every organization: reliability capabilities aiming at enhancing and sustaining the reliability of entire organizations and reliability of management, information technology and human resources. The reliability capabilities are understood as the abilities to anticipate and explore potential and occurring hazards, prevent and resolve disruptions, and learn from the problems in order to maintain a proper organizational performance in both normal and abnormal situations. Based on these three pillars, the book concerns the issue of various organizational solutions in order to indicate a set of them, which supports obtaining and maintaining organizational reliability. The book is recommended reading for researchers, academics and students in the fields of management, and entrepreneurs trying to boost the reliability of their organizations.

There has, in recent times, been an increasing interest in history, broadly defined, among management scholars. But what specifically a historical approach or perspective can contribute to research on organizational fields, organizations, strategy etc. and how exactly such historical research should be carried out remain questions that have been answered only partially, if at all. Building on the authors' prior and ongoing work, History in Management and Organization Studies: From Margins to Mainstream is unique in presenting a comprehensive and integrated view of how history has informed management research with a focus on organization theory and strategy. More specifically, the volume provides an overview of how the relationship been history and management scholarship has evolved from the 19th century until today, focusing mainly on the post-World War II period; and systematically surveys the kind of research programs within organization theory and strategy that have used historical data and/or history as a theoretical construct, while also identifying the remaining "blind spots". As a whole, it offers a kind of roadmap for management scholars and historians to situate their research and, hopefully, find new roads for others to travel. The book is intended for anybody conducting or planning to conduct historical research within management and organization studies, and aims, in particular, at becoming a standard feature of research methods courses in business schools and departments of management.

For many decades, management in its research and practice has been in need of an alternative approach and paradigm to understanding human behaviours. Many studies and books have attempted to provide solutions to the individual, which ended up being a cultural dilemma with little success. This book provides a novel approach to address this dilemma by linking aspects from three knowledge domains; Psychology, Anthropology and Sociology. Cross-Cultural Leadership supports Cultural Intelligence (CQ) and makes it a practical construct and tool that both managers and researchers harness to understand what "cultural Chameleon" means. The book also renders support to Douglaisan Cultural Framework (DCF) by activating the role of the usually neglected fifth culture; the hermit by linking it to the metacognitive dimension of CQ. This link introduces for the first time the mechanism that individuals use to run through metacognitive processes to drive change. This book is a tool for individuals to help them work efficiently outside their homeland. Being an adaptive or culturally hybrid leader is among the most important competencies of the effective leaders in the 21st century. By focusing on comprehending the five cultures as elaborated in DCF, leaders and managers will be relieved from the dilemma of having to understand each and every national culture of their employees. This book will be of value to researchers, academics, managers, and students with an interest in leadership, management, organization studies, globalization, and innovation

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.