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

Written by two scholars at the forefront of conducting research on the psychology of consumers and mentoring those new to the field, Becoming a Consumer Psychologist provides a guide to what it takes to become a consumer psychologist, and achieve success in this area. Monga and Bagchi lay out the varied experiences that lead one to be a consumer psychologist in academia, marketing, or public policy. The book discusses the academic route in detail, guiding you on how to apply to schools, including for a Ph.D., what courses to take, and what to expect during your educational experience and after. It also discusses other routes that lead to diverse non-academic career paths in which practitioners apply their knowledge about consumer psychology. The authors' guidance is backed by their own experiences as consumer psychology researchers, mentors, and journal Associate Editors; and the insights that the authors have gathered exclusively for this book from 23 other leading academics and practitioners. This book is essential reading for anyone looking to start their career in consumer psychology, and for mentors and advisors who are guiding students about career choices.

The purpose of this book is to help librarians overcome the problem of stereotypes by explaining how such stereotypes are created and perpetuated, and how they can be defused. Author Pauline Wilson begins with an overview of stereotyping in general, and a discussion of how librarians are stereotyped. She argues that librarians' reaction to these stereotypes may contribute to their perpetuation. The rest of the book provides perspective on what types of people become librarians and how librarians are educated. The author concludes with suggestions for combatting the negative images of librarians.

The book deals with problems of visual attention in various lighting conditions, including operator's work in air and road transport during the day, at dusk and during nighttime. Day provides the best condition for transporting people. Night, and to some extent dusk, causes difficulties in perceiving objects and threatens the level of security. Therefore, the experimental part focuses on the basic problems of visual attention under conditions of changing brightness, such as attention shifting, its intentionality and inhibition process and visual search. Stimulus detection times and the efficiency of object identification during simulated flight are also examined, depending on their characteristics and the assessment of aircraft position at night and at dusk, under daytime conditions and when using goggles night vision.

This book provides a sound understanding of stress from organizational, managerial and individual perspectives. It is an ideal guide for managers, HR and OH professionals with responsibility for stress management. In order to remain competitive, avoid risk, and be employers of choice, organisations must discover the causes of stress and mitigate them, formulate robust policies and procedures, create an appropriate culture and climate, and support stressed individuals. This book acts as a handbook for all aspects of managing stress. It includes latest cutting-edge thinking developed at Henley Management College and up to date examples and case studies.

This book gathers cutting-edge research and best practices relating to occupational risk and safety management, healthcare and ergonomics. It covers strategies for different types of industry, such as construction, food, chemical and healthcare. It gives a special emphasis on challenges posed by automation, discussing solutions offered by technologies, and reporting on case studies carried out in different countries. Chapters are based on selected contributions to the 17th International Symposium on Occupational Safety and Hygiene (SHO 2021), held virtually on November 17-19, 2021, from Portugal. By reporting on different perspectives, such as the ones from managers, workers and OSH professionals, and covering timely issues, such as safety evaluation of human-robot collaboration, this book offers extensive information and a source of inspiration to OSH researchers, practitioners and organizations operating in both local and global contexts.

Shortlisted for the Judges' Choice Award, The Business Book Awards 2017 In a world of increasingly digitised interactions it's more essential than ever for businesses to connect with their customers and staff on a human level. Trusted gives clear strategies to build and maintain deep professional relationships, authentically. The revolutionary T-spot model explores the five essential areas that must be aligned to create professional trust - mindset, communication, interaction, behaviour and professional image - and reveals where the 'credibility thief' is damaging that trust and, ultimately, your profits. Beautifully designed with concepts illustrated visually throughout, Trusted is full of inspirational ideas, top tips and insights drawn from the authors' work with world-class organisations. It shows leaders how to focus on the skills that impact on the client experience and the company's ability to deliver outstanding service, resulting in improved profits, employee retention, company growth and competitive advantage.

Idiosyncratic deals, or i-deals, are the individualised working arrangements negotiated by employees with the organizations for which they work. Such deals represent an emerging area of study into the effects they have on both parties, as well as co-workers and the wider working world. Do i-deals signify a further breakdown of collectivism within the workplace, or should they be seen as empowering to those employees able to find themselves the best deal? Is the growth of i-deals an inevitable response to the need for more flexible working relationships, or do they erode concepts of equality and fairness? In this important new collection, i-deals are discussed from a comprehensive range of viewpoints. The book examines how i-deals alter the psychological relationship between employee and employer, as well as the notion of career development in an aging and technologically literate workforce. The issue of group relationships is also discussed, in relation to leadership theories, organizational justice and perceived fairness. Finally, the impact on organizational and individual effectiveness is assessed. Are i-deals a good thing for employers looking to maximise productivity within an organization? Do employees work more effectively and efficiently as a consequence of i-deals? Very much a hot topic, this volume represents a key contribution in the area of i-deals from the most active researchers in the field. It will be important reading for all students of work and organizational psychology, human resource management and business management.

This peer-reviewed series promotes theory and research in the expanding area of occupational stress, health and well-being. Each volume of this series focuses on a particular topic, allowing authors and readers in that area to critically explore the cutting edge work from their discipline. Interest in organizational demography spans several decades (e.g., Pfeffer, 1983). However, in much of the contemporary research on occupational stress and well-being, demographic factors such as gender, age, and race/ethnicity are evident in the background and controlled in statistical analysis. In this volume, we ask whether that should be the case and the extent to which those demographics impact our experience of stress and well-being. Topics for this volume include age, occupational strain, and well-being using a person-environment fit perspective; race, stress, and well being in organizations; gender facades, biological sex, and gender role stereotypes in the workplace; age, resilience, wellbeing, and positive work outcomes; conceptual/theoretical issues related to religion and stress/well-being; and sex and sexual orientation on occupational stress and well being.

There is evidence of a movement from 'a culture of narcissism' toward elements of a perverse culture. This book brings forth and examines the evidence as it reveals itself through one of the major institutions of our time: the work organisation. Corporations and organisations for work are major centers of social activity. In many senses they provid

This book reflects on the models of leadership espoused by ancient Indic traditions, in particular the Advaita Vedanta tradition. Focusing primarily on the Rajarshi - 'the philosopher king' - the essays in this volume showcase how using these models in contemporary society could lead to the creation of self-aware and empathic leaders and an inclusive society. The book explores examples of the Brahmarshi, or the wise scholar; Rajarshi, or the wise ruler; and Devarshi, or the visionary, to bring together all the ideal virtues of inclusive leadership in the current cultural and political space. The essays in the volume adopt a critical sociological, philosophical and management lens to analyse Indic traditions and dharmic concepts. The volume uses concepts such as dharma, karma and, yoga along with organisational psychology, technology, and management, to arrive at the concept of transcendental leadership. It theorises new definitions of the Rajarshi ideal, which can be used towards public service, social transformation and self-discovery. The volume will be useful for scholars and academics interested in Indic philosophies of leadership and governance, sociology, and social and political inclusivity. It will also be useful for readers in public administration, business and management.

Personality and performance are intricately linked, and personality has proven to have a direct influence on an individual's leadership ability and style, team performance, and overall organizational effectiveness. In "Personality and the Fate of Organizations," author Robert Hogan offers a systematic account of the nature of personality, showing how to use personality to understand organizations and to understand, evaluate, select, deselect, and train people.
This book brings insights from a leading industrial organizational psychologist who asserts that personality is real, and that it determines the careers of individuals and the fate of organizations. The author's goal is to increase the reader's ability to understand other people--how they are alike, how they are different, and why they do what they do. Armed with this understanding, readers will be able to pursue their personal, social, and organizational goals more efficiently.
A practical reference, this text is extremely useful for MBA students and for all those studying organizational psychology and leadership.

In An Existential Approach to Leadership Challenges, Monica Hanaway progresses us forward from a brief, introductory understanding of existential thought to considering how this approach can positively address the practical leadership challenges our twenty-first century leaders face today. Hanaway presents a practical framework to tackle the greatest challenges in leadership, such as creating an inspiring and authentic vision, recruiting, retaining and developing staff and dealing with conflict. In Part I, she presents an overview of existential thought and what existentialism can bring to leadership, helping resolve issues of uncertainty, authenticity, relatedness, freedom and meaning making. In Part II, she explores how to work practically with an existential leadership approach, showing how existentialism can help communicate a vision, examining the vision statements of existing businesses as case studies and explaining the importance of this in recruiting, developing and retaining staff. Finally, she explores how the existential approach is beneficial in preventing, managing and dealing with conflict, defining what conflict is and introducing existentially informed conflict coaching and psychologically informed mediation practice. Combining philosophical and practical thinking, Hanaway has made existentialism an accessible resource for all leaders. This book will appeal to future leaders in practice and in training, and anyone in a leadership role. It will also be of interest to academics and students of coaching and coaching psychology, as well as to those interested in applied philosophy and psychology.

Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences examines the vast amount of work that has been done on organizational citizenship behavior (OCB) in recent years as it has increasingly evoked interest among researchers in organizational psychology. No doubt some of this interest can be attributed to the long-held intuitive sense that job satisfaction matters. Authors Dennis W. Organ, Philip M. Podsakoff, and Scott B. MacKenzie offer conceptual insight as they build upon the various works that have been done on the subject and seek to update the record about OCB. Key Features: Explores how OCB translates into objective measures of efficiency, profitability, customer satisfaction, and other criteria of organizational functioning Examines how important OCB is in other societal cultures and correlates findings from North American studies Addresses the relative importance of individual personality as a factor in determining OCB OCB has become a foundation for concepts in Organizational Studies. This book provides an all-encompassing resource for students, scholars, and practitioners looking for a comprehensive understanding on this key topic. It is an excellent textbook for advanced undergraduate and graduate students studying organizational behavior or organizational psychology in courses such as Strategic Human Resource Management, Measurement of Work Performance; Behavioral Organization Theory; and Social Psychology of Organizations.

This is an accessible, lucid and stimulating account of the hidden psychology of politics and the hidden politics of the psyche. It is packed with original and imaginative ideas on economics, nationalism, "good-enough" leadership, the citizen and the state, women and men, fatherhood, and the citizen as a "therapist of the world". The author offe

Never before have the pressures of a comparative and competitive world impacted on our sense of wellbeing, particularly among young adults. Building on the principles of Giving Voice to Values, which honors the complexity and difficulty of leading with our values, this book addresses the unique challenges faced by young adults. It provides a clear process that details how to harness natural wisdom to flourish through the relentless pace and pressure of today's world. Moving beyond mere values clarification, Authentic Excellence helps the reader to develop a deeper relationship with their values and confidently express them, and builds effective coping skills to manage the relentless noise of our comparative and competitive world. Authentic Excellence answers five primary questions: How are young adults affected by this world of relentless change and pressure? Why are young adults vulnerable to a plateau that can negatively affect their resilience? What is the difference between fear-based excellence and authentic excellence and what role do values play in this distinction? What is necessary to move beyond fear-based excellence and why is it so hard? How do you train a deeper level of effectiveness that includes more consistent productivity, fulfillment and resilience?

Socioanalysis is the study of groups, organisations, and society using a systems psychoanalytic framework: looking beneath the surface (and the obvious) to see the underlying dynamics and how these dynamics are interconnected. This book examines several of the methodologies used in socioanalytic work. Even though the beginnings of socioanalytic investigation lay in the mid-twentieth century, a broad look across several methodologies has not been done before, despite separate publications dealing with particular methods. In addition, several new methods have been developed in recent years, which the present work incorporates.Connecting all these methods is their aim of 'tapping into' the dynamic operation of what the author calls 'the associative unconscious' within and between social systems. The associative unconscious is the unconscious at a systemic level. Each of the methods discussed in this book accesses the associative unconscious in different ways. They help bring hidden dynamics to the surface for people to see how they influence, aid, or inhibit their activities.

This book is about how to implement creative competition within an organization. It examines the conditions under which internal competition can promote knowledge acquisition and knowledge sharing. The book describes a number of studies of sales departments in Japanese firms. Sales departments in Japanese firms were studied because internal competition is getting fiercer in these departments following the recent introduction of performance-based compensation. Exploratory case studies of ORIX Corporation and Japan Computer were conducted in order to generate research hypotheses. To gather quantitative data and test the hypotheses drawn from the case studies, a questionnaire survey of sales departments of Japanese firms listed on the Tokyo Stock Exchange was carried out. The findings reported in the book shed new light not only on internal competition theory, but also provide new insights into the theories on knowledge creation and intra-organizational conflict.

This book discusses the psychodynamics of leadership-in and relies on concepts of developmental psychology, family systems theory, cognitive theory, dynamic psychiatry, psychotherapy, and psychoanalysis to understand Alexander's behaviour and actions.

Tourism affects millions of individuals, numerous societies and environments in multiple, nuanced and overlapping ways. While it can be viewed as a frivolous leisure pursuit or simply a large industry, with potentially destructive impacts, it might also be understood in terms of its effects on human fulfilment, the good life and greater well-being. This book calls for positive tourism, principally grounded in theories from positive psychology (the study of what makes life worth living), and the development of a body of knowledge that explains what characterises optimal tourist experiences, what enables host communities to flourish and what encourages workers in tourism to thrive. Through original research studies reported in this international volume we aim to further develop this knowledge. The intersections between ongoing and traditionally inspired applications of psychology in tourism and this new thrust in psychological inquiry promise to refresh and challenge tourism research. This book will appeal to researchers and academics in tourism, leisure, positive psychology, management and related fields as well as graduate students, professionals and policy makers.

This book sets out to explain how the reflexive inquiry model can be adapted to research so that consultants can continue to evaluate their work and learn from the process. It draws out some implications of the principles, arguments, models, and tools presented for undertaking research.

Joyce & Jung offers a uniquely feminist poststructuralist and post-Jungian psychoanalytic analysis of Stephen Dedalus's psychosexual growth in James Joyce's twentieth-century classic A Portrait of the Artist as a Young Man. Hiromi Yoshida relocates Stephen's growth within the Jungian soul-portrait gallery, known as the "four stages of eroticism," in which Eve, Helen, Mary, and Sophia are collective anima projections. Throughout this dazzling lyrical analysis of poetic identity formation, the mother, the prostitute, the Virgin Mary, and the Bird-Girl are celebrated as Stephen Dedalus's ironically experienced anima women, who enable his achievement of cross-dressed lyric authority.

Why does it matter that our leaders care about us? What might we reasonably expect from a caring leader, and what price are we prepared to pay for it? Is caring leadership something 'soft', or can it be linked to strategy and delivery? International scholars from the fields of ancient and modern philosophy, psychology, organization studies and leadership development offer a strikingly original debate on what it means for leaders to care. At a time when the challenges of leadership are rarely out of the headlines, this ground-breaking work takes us beyond the demand that leaders should be competent at what they do, and into the moral and emotional politics of their influence on others. Debates include the costs of caring both too much and too little, the connections between care and feelings, how care affects the self, and caring leadership as collective responsibility. A key resource for scholars and practitioners in leadership and management, cultural studies, sociology and politics, this book offers an exciting, multi-disciplinary perspective on one of the most fascinating topics in contemporary leadership debates.

Vocational Interests in the Workplace is an essential new work, tying together past literature with contemporary research to present the most comprehensive coverage on vocational interests to date. With increasing recognition of the importance of vocational interests and their relevance to the workplace, this book emphasizes the strong links between vocational interests and work behavior. It proposes new models and approaches that facilitate thorough exploration of the implications of this relationship between interests and practice. The authors, drawing on knowledge and experience from a range of professional backgrounds, cover essential topics, including: interest measurement; personnel selection; motivation and performance; expertise; meaningful work; effects of a global business environment; diversity; and the ongoing development of interests through adulthood to retirement. Endorsed by the Society for Industrial and Organizational Psychology board, this book is a valuable resource for researchers, professionals, and educators in the fields of human resources, organizational behaviour, and industrial or organizational psychology.

Critical Moments in Executive Coaching examines the change process supported by workplace and executive coaching, making use of empirical evidence from the study of a range of real coaching conversations and coaching relationships. It is both a complete handbook that for the first time gives access to a global qualitative research base in the field of executive coaching, and a look behind the scenes into the practice of both inexperienced and experienced coaches, their clients and their commissioners. Erik de Haan allows the reader access to the wealth of Ashridge empirical research in this field to date, alongside prominent research groups around the world. This book provides practitioners with a range of suggestions for their contracts, backed up by qualitative and narrative research. It looks at what research is already telling us about the value of coaching conversations and the impact of critical 'moments of change' in coaching, from the perspectives of coaches, clients, stakeholders and sponsors. The detailed research findings outlined in the book are supplemented throughout by case studies and snapshots of coaching moments as well as practical advice and insights for those working in the field. The book also brings forward innovative new models and concepts for coaches which have emerged from research. Critical Moments in Executive Coaching offers an evidence and research-based approach that will be of great interest to coaches in practice and in training, students of both undergraduate and graduate coaching programmes and those who supervise and commission coaching.