Linked from the days of their origins, psychology and advertising developed as independent disciplines at almost the same time in the late nineteenth century. Providing an important arena in which psychologists have tested methods and theories, advertising has been a stimulus for research and development in such diverse specialties as learning and behavioral decision theory, psychometrics, perception, and social and mathematical psychology. Psychology, in turn, has contributed a wide assortment of tools, theories, and techniques to the practice of advertising. These contributions have found their place in virtually all areas of advertising practice -- stimulating creativity, evaluating the creative product, and informing the scheduling of media. Purposely eclectic, this volume presents new issues in consumer psychology and advertising such as the relationship between gender differences, cortical organization and advertising; new approaches to old issues such as attention as an epiphenomenon, and meta-analysis of comparative advertising research; and new applications of consumer psychology to other fields such as examining health behavior as consumer behavior, affect and political advertising, and the relationship between advertising and eating disorders. This volume is the result of the Sixth Annual Advertising and Consumer Behavior Conference, which was designed to bring together researchers and practitioners from both psychology and advertising. Chapter contributions are made by professionals in advertising and marketing, professors in psychology and marketing departments, and psychologists who consult for advertising and marketing organizations. Thus, the chapters represent a microcosm of the type of interaction that has characterized the interface of psychology and advertising for more than a hundred years.

Facing the Challenges of a Multi-Age Workforce examines the shifting economic, cultural, and technological trends in the modern workplace that are taking place as a result of the aging global workforce. Taking an international perspective, contributors address workforce aging issues around the world, allowing for productive cross-cultural comparisons. Chapters adopt a use-inspired approach, with contributors proposing solutions to real problems faced by organizations, including global teamwork, unemployed youth, job obsolescence and over-qualification, heavy emotional labor and physically demanding jobs, and cross-age perceptions and communication. Additional commentaries from sociologists, gerontologists, economists, and scholars of labor and government round out the volume and demonstrate the interdisciplinary nature of this important topic.

Facing the Challenges of a Multi-Age Workforce examines the shifting economic, cultural, and technological trends in the modern workplace that are taking place as a result of the aging global workforce. Taking an international perspective, contributors address workforce aging issues around the world, allowing for productive cross-cultural comparisons. Chapters adopt a use-inspired approach, with contributors proposing solutions to real problems faced by organizations, including global teamwork, unemployed youth, job obsolescence and over-qualification, heavy emotional labor and physically demanding jobs, and cross-age perceptions and communication. Additional commentaries from sociologists, gerontologists, economists, and scholars of labor and government round out the volume and demonstrate the interdisciplinary nature of this important topic.

* 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

The purpose of The Dragon in the Cockpit is to enhance the mutual understanding between Western aviation human-factors practitioners and the Chinese aviation community by describing some of the fundamental Chinese cultural characteristics pertinent to the field of flight safety. China's demand for air transportation is widely expected to increase further, and the Chinese aviation community are now also designing their own commercial aircraft, the COMAC C-919. Consequently, the interactions in the air between the West and China are anticipated to become far more extensive and dynamic. However, due to the multi-faceted nature of Chinese culture, it is sometimes difficult for Westerners to understand Chinese thought and ways, sometimes to the detriment of aviation safety. This book provides crucial insights into Chinese culture and how it manifests itself during flight operations, as well as highlighting ways in which Western technology and Chinese culture clash within the cockpit. Science and technology studies (STS) have demonstrated that sophisticated technologies embed cultural assumptions, usually in subtle ways. These cultural assumptions 'bite back' when the technology is used in an unfamiliar cultural context. By creating the insider's perspective on the cultural/technological assumptions of the world's fastest growing industrial economy, this book seeks to minimize the accidents and damage resulting from technological/cultural misunderstandings and misperceptions.

Team Training Essentials succinctly outlines best practices for team training, as based in the latest organizational psychology research. Organized into 5 'pillars,' this clear, accessible guide covers all aspects of team training, from design and delivery to evaluation, transfer, and sustainment methods. Useful for anyone studying team dynamics and performance as well as group training, this book will also be of interest to professionals looking to apply team training practices in real business settings.

This book examines practically useful management and people skills, and looks at competencies from the micro, meso, and macro- lens. At the micro- level, the book examines a range of competencies needed for managing oneself and others in a project environment, such as personality style, cognitive skills, communication skills, and emotional intelligence. The book will also includes discussion on strategies for managing emotions of self and others effectively. At the meso- level, the book discusses basic structure, characteristics, and importance of different types of teams such as virtual teams, project teams, domain specific teams, and heavy-weight teams in organizations to enhance productivity and delegate accountability. It also explores team processes, including structure, culture, supporting systems, performance and incentive systems, and their impact on team productivity. In addition, the book includes a discourse on skills to manage a multi-generational workforce (a combination of baby boomers, X and Y generation), a challenge faced by project managers in current scenario. Finally, at the macro- level, the book captures the role of culture in a project context; emerging leadership styles in projects, maintaining relationship with internal and external stakeholders; role of power, politics and influence in relationship building (social networks and social capital); and managing conflicts and negotiations. The book presents ethical considerations in managing projects; relationship between projects and sustainability; societal responsibilities of projects; advantages and disadvantages of forms of control in projects (behaviour and outcome control). It is positioned primarily for practitioners although it is a relevant and useful resource and reference for academics and students of project management and management studies courses.

Tavistock Press was established as a co-operative venture between the Tavistock Institute and Routledge & Kegan Paul (RKP) in the 1950s to produce a series of major contributions across the social sciences. This volume is part of a 2001 reissue of a selection of those important works which have since gone out of print, or are difficult to locate. Published by Routledge, 112 volumes in total are being brought together under the name The International Behavioural and Social Sciences Library: Classics from the Tavistock Press. Reproduced here in facsimile, this volume was originally published in 1956 and is available individually. The collection is also available in a number of themed mini-sets of between 5 and 13 volumes, or as a complete collection.

In a global competitive economic environment, resources that are scarce or irreplicable are a source of sustained competitive advantage for companies and organizations. Knowledge-based resources are a major and increasing driver of long term competitive advantage. Most accounting standards however do not allow for knowledge-based resource calculations, including the most important of these, intellectual capital. Intellectual capital is the collective knowledge, documented and otherwise, of individuals in an organization. In the absence of accounting standards to numerically evaluate intellectual capital, some institutions have devised their own reports and statements. But why should companies, universities, and research centers measure these resources? How are intellectual capital statements built? How does one set targets, and what indicators should they include? This book reviews the development of the field of intellectual capital reporting, including core concepts, latest developments, the main components of intellectual capital, how a statement is built, and key indicators of each component. It further analyzes experiences from a variety of pioneering companies and institutions around the globe in measuring intellectual capital, including case studies from educational and research institutions, and provides crucial transnational comparisons. Authors Ordonez de Pablos and Edvinsson examine the challenges and next steps for the harmonization of intellectual capital reports, consider the creation of a special international agency for intellectual capital reporting standards, and evaluate the weaknesses of current standards and how they might be overcome.

This book explores the way political economy understands human motivation. In it, the author argues that the assumptions typically made by economists regarding want and choice cannot adequately lay a foundation for answering important questions about the design of economic institutions and the appropriate use of markets. This volume offers an exciting and unusual contribution to political economy, offering a novel integration of the insights of political economy, philosophy, and psychology, applying them to vital foundational issues in political economy.

These essays show that industrialisation and fast economic growth have changed not only the broad material environment, but have also had a very important impact on basic food consumption. The introductory chapter takes a theoretical view and tries to establish the interrelationship between economic forces and social habits. The other contributors analyse how the experience of Europe, Japan and North America fit this general explanation and they demonstrate how cultural and regional differences have shaped the development of consumer behaviour and patterns of consumption over the last two centuries.

Organizational Cognition is a collection of chapters written by scholars from around the world. The editors outline the history of two approaches to the study of cognition in organizations, the computational approach and the interpretive approach. The chapters represent some of the most cutting-edge research on organizational cognition, covering research that spans many levels of analysis. Much of the work in the book demonstrates how computational and interpretive approaches can be combined in a way that provides greater insight into cognitive processes in and among organizations. The editors conclude by elaborating the likely boundary conditions of each approach and how they can be combined for a more complete understanding of cognition in organizations.

Education in consumer affairs has become increasingly important in recent years with the growth of consumer societies in many parts of the world. This practical handbook is a guide to teachers on the various aspects of the field; it looks at the consumer world in its political, social and economic context, describing how teachers have approached some of the subjects discussed in the book in class. Although based on the UK experience, it contains many references to global consumerism.

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

All leaders make choices, but not all leaders are choice-focused. In Interactional Leadership and How to Coach It: The art of the choice-focused leader Michael Harvey presents an important new theory of leadership which demonstrates how to coach successful choice-making. This clear, wide-ranging book integrates business and psychology, exploring the art of choice-focused leadership through neuroscience, cognitive psychology, existential philosophy and leadership studies. Interactional leadership helps leaders to make informed decisions throughout the "achievement cycle" of strategy, resourcing and delivery, and emphasises the importance of psychological balance. The book features chapter-long case studies which provide unique insights into the leader's inner world and clearly illustrate how the tightrope of leadership can be mastered. Harvey draws important lessons about decision-making from corporate leaders, politicians and even Shakespeare's tragic heroes, and addresses the leader's ethical responsibility for major issues facing us now and in the future. The interactional model also focuses on coaching the multiple roles of leadership, such as global leader, team leader, innovator, entrepreneur and chair of the board. Accessible and practical, Interactional Leadership and How to Coach It is an ideal guide for coaches, leaders, students, trainers of coaches and anyone involved in leadership development and recruitment.

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

Written at a time when the needs and influence of the consumer within the economic system were in their infancy, this book offers a valuable insight into the birth of consumer-led economics as an integral part of social structure and economic theory.

Social identity research is very much on the ascendancy, particularly in the field of organizational psychology. Reflecting this fact, this volume contains chapters from researchers at the cutting edge of these developments.

Presenting a follower-centered perspective on leadership, this book focuses on followers as the direct determinant of leadership effects because it is generally through follower reactions and behaviors that leadership attempts succeed or fail. Therefore, leadership theory needs to be articulated with a theory of how followers create meaning from leadership acts and how this meaning helps followers self-regulate in specific contexts. In this book, an attempt is made to develop such a theory, maintaining that the central construct in this process is the self-identity of followers. In developing this theoretical perspective, the authors draw heavily from several areas of research and theory. The most critical constructs do not come directly from the leadership literature, but from social and cognitive theory pertaining to follower's self-identity, self-regulatory processes, motivation, values, cognitions, and emotions and perceptions of social justice. Leaders may have profound effects on these aspects of followers and it is by analyzing such indirect, follower-mediated leadership effects that most ideas regarding leadership theory and practice are developed. Due to its broad theoretical focus, this book is relevant to a number of audiences. The authors' principal concern is with the development of leadership theory and the practice of leadership making the book relevant to audiences in management, applied psychology, and social psychology. They have tried to clearly define key constructs and provide practical examples so that the book could be accessible to advanced undergraduate students. However, the diversity of the underlying theoretical literatures and the complexity of the framework developed also make the book appropriate for graduate courses in those disciplines, and for readers with a professional interest in leadership theory or practice.

This new volume is a collection of thought-provoking essays on the current state of social and organizational psychology. The topics range from data analysis and interpretation, to research ethics, to theoretical issues, to an examination of psychological epistemology and theory. The book is divided into three sections. The first section, focuses on Ralph Rosnow's greatest contribution to psychology, advancing our knowledge of the methods and ethics of research. This section introduces refinements in research methodology, ethical issues in the conduct of psychological research, and the thorny problems of artifact in behavioral research. Four of the chapters in the next section cover topics in organizational psychology (consumer behavior, rumor in organizational contexts, decision making, and leadership) and three review social psychological topics (science and social issues, smiling, and human values). The final section is a collection of chapters on theory from three eminent scholars. This thought provoking finale raises epistemological questions for future generations to solve. The book is intended for graduate students and scholars in social, organizational, and consumer psychology, and related disciplines such as communication, management, marketing, management information systems, and sociology.

This volume is dedicated to examining various points of view of what leadership is, and how the leader supervises those whom he trains. It is divided into three conceptual sections: The Leader, which examines various dimensions of leadership and what it means to lead; The Leader's Effect on Others, which as the title indicates it looks at the effect and influence that a leader may have on others; and Organizational Culture, the effect of the leader on the culture of the organization or institution. The chapters in this book were originally published in The Journal of Psychology.

This book is written to satisfy the individual's desire for intellectual stimulation, to sow in the mind the seed of new ideas, and involve the reader in productive debates. It covers culture, history and the future, raising questions, presenting arguments and engaging the enquirer in reflection. It illustrates the relationship between past history and current social practices, proposing the concept of compartmentalization of behaviour, where history is understood to contribute to why there are so many displaced excesses amongst the English, alongside an ethos of moderation - why, in a country with such high civility, there is hooliganism, why riots in English cities can be particularly violent, why the country has the highest rate of teenage pregnancy in Europe, why it lags behind many others in the early diagnosis of cancer - and what can be done about this. The book also explores what affects us all globally - the making of history, the psychology of dictatorships, the unconscious in history, the development of new democracies, the emerging psychosocial trends in the world to come, the cognitive, emotional and identity-ethos of the evolving century and the "future" of history. Finally, it identifies history's foundations and the fundamental human tendency which, beyond the class interests of Marx and the search for recognition of Hegel, motivates and perpetuates history itself.

The issue of women's health has long been neglected. This applies to many medical areas, but it has become most evident in the field of cardiology. For a long time, cardiology has been a medical specialty which seemed to be created for men, by men--particularly in research, but also in intensive clinical care units where male patients have been most visible and dominating. Furthermore, the clinical cardiologists--their doctors--have been predominantly male. It is easy to understand that most women think they will die from cancer rather than from heart disease, but this is not true. Heart disease is the leading cause of death for women as it is for men. Female patients are frequently encountered in the cardiology department, but they are older and seem to get less visibility and attention than the male patients. Research on risk factors for heart disease has also been almost entirely focused on men. This is true for psychosocial/behavioral aspects of cardiovascular risk. Aiming to fill this gap, this volume contains contributions from outstanding international and national researchers from different fields such as sociology, psychology, epidemiology, cardiology, clinical medicine, and physiology. These professionals gathered together for an interdisciplinary seminar on women, stress, and heart disease held at the Swedish Society of Medicine. Based on the seminar, this book provides a solid foundation for empirically based scientific conclusions on this important subject.

Diversity arising from the mixing of peoples from different cultural backgrounds has long been an issue in nations such as the United States and Australia, and in recent decades, European nations have reached unprecedented levels of cultural diversity due to increased migration. This phenomenon of increasing cultural diversity at the national level sets the context for current social science research on the consequences of diversity for social integration, institutional functioning, and interpersonal relationships. This book reviews theory and research in social and organizational psychology on the management of diversity in work organizations. The book shows how diversity management takes place across multiple levels: at a national level, at an organizational level, between work groups and teams, in interpersonal relations, and at the level of individual experiences. Each chapter summarizes relevant empirical research, and considers how the dynamics of workgroup relations are likely to be affected by cultural differences among group members. The contributors also describe the variables which organizational leadership should be sensitive to in designing and implementing policies and practices for inclusive organizations. Towards Inclusive Organizations will be essential reading for researchers and advanced students in social and organizational psychology.

The Masterson Approach has evolved from 32 years of scientific inquiry, including four formal research projects, nine books, and 75 papers. this volume marks an important stage in a professional journey that has had many turnings. Clinical concern and theoretical introspection evoke a wish to share, which led to writing and teaching. The deepening of this need to build a continuing community of ideas has impelled Masterson to invite those who have learned from him to join me. This book represents their commitment and contribution to the Masterson Approach.