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.

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

Stress is defined as a feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize. It can occur due to environmental issues, such as a looming work deadline, or psychological, for example, persistent worry about familial problems. While the acute response to life-threatening circumstances can be life-saving, research reveals that the body's stress response is largely similar when it reacts to less threatening but chronically present stressors such as work overload, deadline pressures and family conflicts. It is proffered that chronic activation of stress response in the body can lead to several pathological changes such as elevated blood pressure, clogging of blood vessels, anxiety, depression, and addiction. Organizational Stress Around the World: Research and Practice aims to present a sound theoretical and empirical basis for understanding the evolving and changing nature of stress in contemporary organizations. It presents research that expands theory and practice by addressing real-world issues, across cultures and by providing multiple perspectives on organizational stress and research relevant to different occupational settings and cultures. Personal, occupational, organizational, and societal issues relevant to stress identification along with management techniques/approach to confront stress and its associated problems at individual and organizational level are also explored. It will be of value to researchers, academics, practitioners, and students interested in stress management research.

This book describes methods to prevent avoidable errors and to correct unavoidable ones within the behavioral sciences. A distinguishing feature of this work is that it is accessible to students and researchers of substantive fields of the behavioral sciences and related fields (e.g., health sciences and social sciences). Discussed are methods for errors that come from human and other factors, and methods for errors within each of the aspects of empirical studies. This book focuses on how empirical research is threatened by different types of error, and how the behavioral sciences in particular are vulnerable due to the study of human behavior and human participation in studies. Methods to counteract errors are discussed in depth including how they can be applied in all aspects of empirical studies: sampling of participants, design and implementation of the study, instrumentation and operationalization of theoretical variables, analysis of the data, and reporting of the study results. Students and researchers of methodology, psychology, education, and statistics will find this book to be particularly valuable. Methodologists can use the book to advice clients on methodological issues of substantive research.

Has COVID-19 ushered in the end of the office? Or is it the office's final triumph? For decades, futurologists have prophesied a boundaryless working world, freed from the cramped confines of the office. During the COVID-19 crisis, employees around the globe got a taste of it. Confined by lockdown to their homes, they met, mingled, collaborated, and created electronically. At length, they returned to something approaching normality. Or had they glimpsed the normal to come? In The Momentous, Uneventful Day, Gideon Haigh reflects on our ambivalent relationship to office work and office life, how we ended up with the offices we have, how they have reflected our best and worst instincts, and how these might be affected by a world in a time of contagion. Like the factory in the nineteenth century, the office was the characteristic building form of the twentieth, reshaping our cities, redirecting our lives. We all have a stake in how it will change in the twenty-first. Enlivened by copious citations from literature, film, memoir, and corporate history, and interspersed with relevant images, The Momentous, Uneventful Day is the ideal companion for a lively current debate about the role offices will play in the future.

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.

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

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.

This book is designed to help practitioners and academics to assess the added value of HR practices. It provides hands-on recommendations for choosing effective means to manage HR and specific suggestions aimed at facilitating the measurement of HR practices impact on value creation. Evidence-based recommendations are made by drawing on thorough empirical research from various research traditions and academic disciplines. It covers a wide variety of tasks faced by the HR function and specifically addresses new challenges such as assessing the added value of work-life balance practices."

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.

This book presents an evidence-based best practice approach to the design, development, and operation of formal mentoring programs within organizations. The book includes practical tools and resources that organizations can use, such as training exercises, sample employee development plans, and mentoring contracts. Case studies from organizations with successful mentoring programs help illustrate various principles and best practice strategies suggested in the book. A start-to-finish guide that can be used by management, employee development professionals, and formal mentoring program administrators is also included.

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.

For more than a decade, organizational behavior scholars have highlighted the importance of studying phenomena through a temporal lens by focusing on the role of time and its various implications for research. When a phenomenon occurs, what aspects of the phenomena are being influenced, how these aspects are being influenced, and why this influence occurs are considerations of the utmost importance when trying to understand the full essence of organizational behavior. Handbook on the Temporal Dynamics of Organizational Behavior is designed to help scholars begin to address the temporal shortcomings in the extant organizational behavior literature. The handbook provides conceptual and methodological reasons to study organizational behavior from a dynamic perspective and offers new conceptual and theoretical insights on some of the most popular organizational behavior topics. By providing the methodological and analytical tools needed to translate dynamic ideas into dynamic reality, this handbook will become a guiding light for scholars, academic audiences, and evidence-based management practitioners who wish to tackle the challenges of dynamic organizational behavior research.

Just like the coaching relationship, supervision is most successful when it is a collaborative endeavour, with both parties clear on their roles and the process. Coaching Supervision is an intensely practical book providing guidance on when, why and how to seek supervision, and on how coaches can make the most of the supervision they receive. Written by experienced supervisors who have a deep understanding of the field, and drawing on research into good practice internationally, this book: Explains what supervision is and how it differs from other 'helping conversations' Provides a step by step approach to choosing a supervisor Advises on how to structure the coach/mentor development journey Explores a breadth of activities that enhance reflective practice Shows how supervision is an integral element of professional coaching and mentoring This practical guide will be vital reading for all established and trainee coaches and mentors participating in the supervision process, either as supervisors or supervisees.

Addresses motivational immediacy from a learner-oriented perspective Provides a comprehensive conceptualization of learning engagement and learning resistance Focused specifically on workplace training contexts

Amidst the exponentially growing interest in "work as a calling," contemporary discussions have taken an individualistic turn away from the earlier prosocial character that once marked this orientation to work. Now, discussions about "work as a calling" mostly prioritize personal fulfilment via the pursuit of deeply "meaningful work." Excessive focus has been placed on the experience of meaningful work in ways that are detached from the genuinely good workplace ends that allow for such a meaningful experience to ensue. This book provides a novel paradigm for reimagining the idea of "work as a calling," which serves as a corrective that better supports the individuals' search for meaning and their contribution to the common good, arguing that the two go hand in hand, and so they cannot be separated. Thus, the key idea captured herein is not simply that scholars have misunderstood the very notion of "work as a calling" by implying that it is essentially just synonymous with meaningful work, but, even more importantly, the point is that scholars and laypersons alike often fail to realize how true meaning ensues as a result of a genuine concern for contributing to human flourishing and the common good through one's work. Providing a new perspective on "work as a calling" by examining the issue from the perspective of morality rather than self-actualization, this volume will be of interest to researchers, academics, professionals, and students in the fields of business ethics, management, leadership, and organizational studies.

The advice is sound; the client seems eager; and then... nothing happens! Too often, this is the experience that financial professionals encounter in their daily work. When good recommendations go unimplemented, clients' well-being is compromised, opportunities are lost, and the professional relationship grows strained. Advice that Sticks takes aim at the problem of financial non-adherence. Written by a neuropsychologist and financial change expert, this book examines the five main factors that determine whether a client will follow through with financial advice. Individual client psychology plays a role in non-adherence; so, too, do sociocultural and environmental factors, general advice characteristics, and specific challenges pertaining to the emotionally loaded domain of money. Perhaps most surprising, however, is the extent to which advice-givers themselves can foil implementation. A great deal of non-adherence is due to preventable mistakes made by financial professionals and their teams. The author integrates her extensive clinical and consulting experience with research findings from the fields of positive psychology, behavioural economics, neuroscience, and medicine. What emerges is a thoughtful, funny, but above all practical guide for anyone who makes a living providing financial advice. It will become an indispensable handbook for people working with clients across the wealth spectrum.

Offers state of the art scholarship on the perspective known as the Communicative Constitution of Organizations (CCO) CCO is a rapidly growing area globally Scholarship thus far has primarily been through journals; this book will fill a niche This topic is relevant to both communication and business scholars, and will have interdisciplinary appeal across both subject areas A useful addition to the field given current conversations around diveristy and inclusion in organizations, as an organization's communication structure relates to these issues directly Offers a unique outlook on how communication accounts for the emergence, change, and continuity of organizations and organizing practices Exposes the theoretical and methodological underpinnings of CCO, displays its empirical diversity, and articulates its future trajectory Offers a central statement of CCO's contributions to the fields of organization studies, communication and management The Handbook will be of interest to organization studies and communication scholars, faculty, and graduate and advanced undergraduate students, as well as anyone associated with CCO theorizing seeking a comprehensive overview of the theoretical, methodological, and practical tenets of this growing area

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.

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

* Presents immediately applicable, easy-to-use formula created for every leader and group member to evaluate team unity - and increase team performance * Goes beyond addressing the symptoms of disunity, to provide the tools to correct the problem of a poorly performing team at its base * Introduces a methodology that has been applied to well over 100 teams with tremendous results

* Presents immediately applicable, easy-to-use formula created for every leader and group member to evaluate team unity - and increase team performance * Goes beyond addressing the symptoms of disunity, to provide the tools to correct the problem of a poorly performing team at its base * Introduces a methodology that has been applied to well over 100 teams with tremendous results

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.