* As opposed to overly theoretical or sensationalistic books in the marketplace, presents a holistic approach to understanding and remedying toxic culture * Offers a unique framework of 8 drivers of toxic culture, going beyond the usual explanations that are restricted to individuals' personality * Suggests what and how to change within a toxic organisational culture, and includes practical tools for immediate use such as questionnaires, checklists, and key takeaways

* As opposed to overly theoretical or sensationalistic books in the marketplace, presents a holistic approach to understanding and remedying toxic culture * Offers a unique framework of 8 drivers of toxic culture, going beyond the usual explanations that are restricted to individuals' personality * Suggests what and how to change within a toxic organisational culture, and includes practical tools for immediate use such as questionnaires, checklists, and key takeaways

This Leadership book is part of the Human Centered Book Trilogy, the 2021 volumes of the Routledge Human Centered Management HCM Series. HCM books are pioneering transformation from the traditional humans-as-a-resource approach of the industrial past, to the humans at the center management and organizational paradigm of the 21st century. HCM is built on the talent and wellbeing of people in the workplace driving work engagement, quality standards, high performance and productivity for long-term organizational sustainability in the global VUCA (volatile, uncertain, complex, ambiguous) environment. This book was carefully crafted by recognized human centered scholars emphasizing the need for a new type of leader responsive to challenges of the knowledge age, global connectivity and instant communications. The book displays a comprehensive framework for the transformation of common individuals into sensible leaders with high capacity to improve organizational culture using Soft Skills to meet critical responsibilities. Sensible leaders are human centered, insightful, prudent, focused on the needs and feelings of followers. They are integral and ethical leaders serving as guides, coaches and mentors, not forcing followers but perceiving clues and responding promptly to solve organizational challenges. They perform honorably in personal and work environments always caring for the common good. This and its two complementary titles Human Centered Organizational Culture: Global Dimensions and Soft Skills for Human Centered Management and Global Sustainability are timely readings for leaders, managers, researchers, acdemics, practitiones, students and the general public working in organizations across industries and sectors wordwide pursuing quality standards, organizational transformation and sustainability.

This book is part of the Human Centered Book Trilogy, the 2021 volumes of the Routledge Human Centered Management HCM Series. HCM books are pioneering transformation from the traditional humans-as-a-resource approach of the industrial past, to the humans at the center management and organizational paradigm of the 21st century. HCM is built on the talent and wellbeing of people in the workplace driving work engagement, quality standards, high performance and productivity to attain long-term organizational sustainability in the global VUCA (volatile, uncertain, complex, ambiguous) environment. This book was carefully crafted by recognized international human centered scholars from four continents. Models presented bridge persistent Soft Skills gaps in management and business and particularly between education and the workforce due to excessive testing and hard/technical skills. In contrast with hard skills, Soft Skills are transferable across jobs, industries and applicable to all dimensions of life. Soft Skills are the common language of empathy, collaboration, team building, resilience and agility transforming organizations. Human and social challenges cannot be solved only with hard skills. This is a "must read Soft Skills manual" for survival and success based on attributes all human beings possess but not everybody is optimizing to excel in life and work. This and its two complementary titles Human Centered Organizational Culture: Global Dimensions and Sensible Leadership: Human Centered, Insightful and Prudent are timely readings for leaders, managers, researchers, academics, practitioners, students and the general public responsible for organizations across industries and sectors pursuing quality standards, organizational transformation and sustainability.

This book provides a comprehensive examination of the police role from within a broader philosophical context. Contending that the police are in the midst of an identity crisis that exacerbates unjustified law enforcement tactics, Luke William Hunt examines various major conceptions of the police-those seeing them as heroes, warriors, and guardians. The book looks at the police role considering the overarching societal goal of justice and seeks to present a synthetic theory that draws upon history, law, society, psychology, and philosophy. Each major conception of the police role is examined in light of how it affects the pursuit of justice, and how it may be contrary to seeking justice holistically and collectively. The book sets forth a conception of the police role that is consistent with the basic values of a constitutional democracy in the liberal tradition. Hunt's intent is that clarifying the police role will likewise elucidate any constraints upon policing strategies, including algorithmic strategies such as predictive policing. This book is essential reading for thoughtful policing and legal scholars as well as those interested in political philosophy, political theory, psychology, and related areas. Now more than ever, the nature of the police role is a philosophical topic that is relevant not just to police officials and social scientists, but to everyone.

In an increasingly superficial and disconnected world, Jungian psychology offers a more soulful alternative. It provides a frame within which we can more easily notice and understand the voice of the unconscious and its implications, allowing us to build deeper relationships and lead more meaningful lives. In this book, Laurence Barrett explores the fundamental principles and structures of Jung's model of the mind and considers ways in which these may be applied and extended to a modern coaching and consulting practice. It offers a deep but accessible insight to Jungian theory, supported by a wealth of source materials and rich examples from the author's own work and experience. A Jungian Approach to Coaching will help experienced coaches to better support individuals, groups, and organizations, in a rediscovery of their humanity and their potential. It will help turn leaders into people.

Multinational enterprises continue to rely heavily upon expatriates as part of their global workforce. These expatriates, whose exact employment contract may take different forms, are assigned to help them develop global skills as well as to foster knowledge transfer. But managing this expatriate workforce is extremely complex, requiring a questioning of assumptions and sensitivity to new social and cultural dynamics. This book sets out to examine the problem of expatriate management through an I/O Psychology lens. Each chapter draws upon the expertise of scholars from around the world to provide insights into the latest research findings and remaining needs, pertaining to a wide variety of issues. The contributors of this book review the current state of the research of the issue at hand and then make recommendations for where the new frontiers of the research should be in the coming decades. This volume covers four sets of issues pertaining to expatriate management and global mobility in depth. First, the different decision points organizations must make about assigning someone to an overseas location for some period of time; second the different categories of employees in the multinational corporation and their unique characteristics and challenges; third, the various issues and implications of managing a globally mobile workforce; and fourth, the unique contexts of global mobility. Overarching future research themes are identified that lay out the research agenda for the coming decades. By bringing together key research, this book aims to help I/O psychologists understand, explore, and identify new ways of contributing to the understanding of the issues involved in managing an expatriate workforce. Incorporating state-of-the art I/O psychology research in this unique context bears the promise of yielding important new paradigms and practices.

Solution Focused Coaching in Practice is a practical how-to guide that provides an invaluable overview of Solution Focused Coaching skills and techniques.

Reflecting upon published research on the solution focused approach, Bill O Connell, Stephen Palmer and Helen Williams bring their own experiences of Solution Focused Coaching together with others in the field to cover topics such as:

• the coach-coachee relationship
• the role of technology in coaching
• inclusive coaching
• group and team coaching
• practical issues and skills.

Incorporating coachee case studies, worksheets, practice tips and discussion points, the skills, strategies and techniques in this book are straightforward to apply and can be used in most coaching settings. This practical book is essential reading for experienced personal or executive coaches, managers considering introducing a new and better coaching culture for their staff, and for those just starting out on their coaching journey.

Managing Workplace Diversity, Equity, and Inclusion bridges the gap between social science theory and research and the practical concerns of those working in diversity, equity, and inclusion by presenting an applied psychological perspective. Using foundational ideas in the field of diversity, equity, and inclusion as well as concepts in the social sciences, this book provides a set of cognitive tools for dealing with situations related to workplace diversity and applies both classic theories and new ideas to topics such as United States employment law, teamwork, gender, race and ethnicity, sexual orientation, and other areas. Each chapter includes engaging scenarios and real-world applications to stimulate learning and help students conceptualize and contextualize diversity in the workplace. Intended for upper-level undergraduates as well as graduate students, this textbook brings together foundational theories with research-based and practical, real-world applications to build a strong understanding of managing diversity, equity, and inclusion in the workplace. Coming soon, this text will have its own companion website, which has been designed to give students and instructors a comprehensive look into Workplace Diversity, Equity, and Inclusion, offering case studies, practical applications, tests, and essay questions.

* Looks at the history and evolution of humor from the Ancient Greeks to the modern age. * Uniquely looks at how humor can be used as a useful tool in psychotherapy and coaching supervision as well as defines what different types of humor are. * Includes practical examples and session scripts to show practitioners how to use humor in practice. * Explores how Freud used humor in depth as well as including interesting personal correspondence and patients' testimonials. * Looks at Freud's contemporaries and their relationship with humor in detail.

"Cultural Change and Leadership in Organizations" discusses ways in which organizations are able to implement successful strategic change; inspirational and conceptual material is combined with practical examples and concrete interventions for planning and implementing cultural change within organizations. "Cultural Change and Leadership in Organizations" is targeted toward professionals, including organizational psychologists, consultants, senior managers, and human resources professionals, as well as advanced-level business school courses.

Never before has the world witnessed the phenomenon of severe stress and burnout on such a large scale as in recent years. Globalization, technological advances and economic meltdown have brought about a plethora of unprecedented challenges for industry and organizations across the globe. Consequently, executives have been under growing stress due to economic uncertainties, mergers and acquisitions, role erosion and restructuring, resulting in increased workloads, longer hours and demands for greater productivity and efficiency. This changing environment has created job insecurity, anxiety, dissatisfaction and emotional exhaustion causing a rapid increase in executive burnout. This book provides the most comprehensive analysis of the construct of burnout, including its magnitude, a global research review, a typology of models, comparisons between professions and consequences of burnout for individuals and organizations. In addition, it provides the views of mental health professionals, empirically derived causes, symptoms and coping techniques, while throwing light on preventative measures and comparing Eastern and Western approaches to mitigate the effects of burnout.

This book offers the core conceptual base for the practice of T-Group facilitation. Drawing from the fields of psychology, social psychology, sociology, diversity studies and Indian philosophical thoughts, this book is a great resource for enhancing the practice of T-Group facilitation, for both budding and established facilitators. It covers a wide range of theories on human development, self-awareness, interpersonal interactions, groups and change. Individual and group identities, diversity, inclusion and social hierarchies are explored in detail here. The authors offer a model of T-Group facilitation based on 50 years of experience within the Indian Society for Applied Behavioural Science (ISABS). This model is useful not only for fellow practitioners of T-Groups but also for anyone engaged in facilitating groups, organizations and communities globally. This book helps one to reflect, develop and sharpen one's competencies, values and ethics in this field. The chapters are embedded with activities, quizzes, case studies and exercises to facilitate a deeper understanding of the various elements used in the book. This book will be of interest to students, teachers and practitioners of psychology, social psychology, management studies and organizational development. It will also be useful for T-Group facilitators, facilitators of experiential groups and related fields.

Winner of the 2019 Gerald R. Miller Outstanding Book Award presented by the Interpersonal Communication Division of the National Communication Association (NCA). Interpersonal Arguing is an accessible review of scholarship on key elements of face-to-face arguing, which is the interpersonal exchange of reasons. Topics include frames for understanding the nature of arguing, argument situations, serial arguments, argument dialogues, and international differences in how people understand interpersonal arguing. This is a thorough survey of the leading issues involved in understanding how people argue with one another.

* Offers a comprehensive framework - the Leadership Blueprint - to address weaknesses in current talent management and leadership development * Includes a condensed set of key questions, worksheets, and case studies, along with a recommended approach for implementing recommended tactics * Presents high-level results from an ongoing interview-based study that captures perspectives from more than 50 CEOs from around the world

The monograph answers to the following questions: What connects three concepts - a good teacher, a great teacher, and a teacher leader? How does the school administration perceive the link between teacher leadership and learning co-creation? What roles and functions of the teacher does the school administration see in implementing shared and distributed leadership? How is teacher leadership implemented through educational interactions with students in the classroom environment? How teacher leadership and creativity are interrelated? How learning co-creation through teacher and student educational interactions in a classroom is connected to teacher leadership?

This book helps in Achieving food safety success which requires going beyond traditional training, testing, and inspectional approaches to managing risks. It requires a better understanding of the human dimensions of food safety. In the field of food safety today, much is documented about specific microbes, time/temperature processes, post-process contamination, and HACCP-things often called the hard sciences. There is not much published or discussed related to human behavior-often referred to as the "soft stuff." However, looking at foodborne disease trends over the past few decades and published regulatory out-of-compliance rates of food safety risk factors, it's clear that the soft stuff is still the hard stuff. Despite the fact that thousands of employees have been trained in food safety around the world, millions have been spent globally on food safety research, and countless inspections and tests have been performed at home and abroad, food safety remains a significant public health challenge. Why is that? Because to improve food safety, we must realize that it's more than just food science; it's the behavioral sciences, too. In fact, simply put, food safety equals behavior. This is the fundamental principle of this book. If you are trying to improve the food safety performance of a retail or food service establishment, an organization with thousands of employees, or a local community, what you are really trying to do is change people's behavior. The ability to influence human behavior is well documented in the behavioral and social sciences. However, significant contributions to the scientific literature in the field of food safety are noticeably absent. This book will help advance the science by being the first significant collection of 50 proven behavioral science techniques, and be the first to show how these techniques can be applied to enhance employee compliance with desired food safety behaviors and make food safety the social norm in any organization.

* contains need to know general and country specific information and templates for successful management of hazards which may lead to psychological harm in the workplace * includes international cases, providing important examples to employers in the US where information on psychosocial hazards is not widely available * suggests measures to identify and manage PSH as part of an OHS management system, but also as an issue necessitating the involvement of top management

* contains need to know general and country specific information and templates for successful management of hazards which may lead to psychological harm in the workplace * includes international cases, providing important examples to employers in the US where information on psychosocial hazards is not widely available * suggests measures to identify and manage PSH as part of an OHS management system, but also as an issue necessitating the involvement of top management

* Bridges the gap between academic and practitioner approaches to employee engagement * Written by a CEO and thought leader with over 25 years' experience in practice and research * Suitable for professionals, academics, and students seeking new strategies to improve workforce motivation, achievement, and well-being

* Bridges the gap between academic and practitioner approaches to employee engagement * Written by a CEO and thought leader with over 25 years' experience in practice and research * Suitable for professionals, academics, and students seeking new strategies to improve workforce motivation, achievement, and well-being

Economic inequality has been of considerable interest to academics, citizens, and politicians worldwide for the past decade-and while economic inequality has attracted a considerable amount of research attention, it is only more recently that researchers have considered that economic inequality may have broader societal implications. However, while there is an increasingly clear picture of the varied ways in which economic inequality harms the fabric of society, there is a relatively poor understanding of the social psychological processes that are at work in unequal societies. This edited book aims to build on this emerging area of research by bringing together researchers who are at the forefront of this development and who can therefore provide timely insight to academics and practitioners who are grappling with the impact of economic inequality. This book will address questions relating to perceptions of inequality, mechanisms underlying effects of inequality, various consequences of inequality and the factors that contribute to the maintenance of inequality. The target audiences are students at advanced undergraduate or graduate level, as well as scholars and professionals in the field. The book fills a niche of both applied and practical relevance, strongly emphasizing theory and integration of different perspectives in social psychology. Given the broad interest in inequality within the social sciences, the book will be accessible to sociologists and political scientists as well as social, organizational, and developmental psychologists. The insights brought together in The Social Psychology of Inequality will contribute to a broader understanding of the far-reaching costs of inequality for the social health of a society and its citizens. "This edited volume brings together cutting-edge social psychological research addressing one of the most pressing issues of our times - economic inequality. Collectively, the chapters illuminate why inequality has negative effects on individuals and societies, when and for whom these negative effects are most likely to emerge, and the psychological mechanisms that maintain inequality. This comprehensive volume is an essential read for those interested in understanding and ameliorating inequality." -Brenda Major, Distinguished Professor, Department of Psychological and Brain Sciences, University of California "This invaluable volume demonstrates the indispensable and powerful contribution that social psychologists can make to our understanding of societal inequality. For those outside of social psychology it provides a unique and comprehensive overview of what social psychology has to offer, and for social psychologists it is exemplary in demonstrating how to make a systematic contribution to the understanding of a hotly debated real-world issue. Scholars and students alike and from various disciplines will gain much from reading this fascinating and inspiring social psychological journey." -Maykel Verkuyten, Professor in Interdisciplinary Social Science, University of Utrecht "The Social Psychology of Inequality offers a superb and timely social-psychological analysis of the causes and consequence of increasing wealth and income gaps. With its refreshingly international authorship, this volume offers profound insights into the cognitive and social mechanisms that help maintain, but potentially also to overcome, an economy that is rigged in favor of the wealthy. A new and stimulating voice, illustrating science in the service of a fairer and more democratic society." -Anne Maass, Professor of Social Psychology, University of Padova "This volume assembles an impressive list of leading international scholars to address a timely and important issue, the causes and consequences of economic inequality. The approach to the topic is social psychological, but the editors and chapters make valuable connections to related literatures on socio-structural influences in allied disciplines, such as economics, political science, and sociology. The Social Psychology of Inequality offers cutting-edge insights into the psychological dynamics of inequality and novel synthesis of structural- and individual-level influences and outcomes of inequality. It should attract a wide audience and will set the agenda for research on economic inequality well into the future." -John F. Dovidio, Carl Iver Hovland Professor of Psychology and Public Health, Yale University

Critical take on the assumptions and strategies used within modern HR practice Evaluates specific HR practices, including diversity training, organisational change management, and emotional intelligence-based selection Encourages reflective practitioners, academics and students to be more interested and critically engaged with 'evidence', and to change ways of thinking surrounding day-to-day practices

Critical take on the assumptions and strategies used within modern HR practice Evaluates specific HR practices, including diversity training, organisational change management, and emotional intelligence-based selection Encourages reflective practitioners, academics and students to be more interested and critically engaged with 'evidence', and to change ways of thinking surrounding day-to-day practices

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