Mindfulness for Coaches accessibly presents theory and research on the benefits of mindfulness training and explores how mindfulness can feature in coaching work. Michael Chaskalson and Mark McMordie explain how coaches can use mindfulness to become more deeply attuned to themselves and to clients, and to create transformational resonance. The authors present a systematic methodology to cultivate and embody a way of being that enables growth and transformation in oneself and in others. The first book of its kind, Mindfulness for Coaches provides an experiential guide, inviting and supporting coaches to engage with the programme included, sharing new qualitative research into the potential impact of mindfulness on coaching process and outcomes, and explicitly linking mindfulness practice to global standards of coaching mastery. Presented in two parts, the book first outlines a unique eight-week programme, Mindfulness for Coaches, and goes on to clarify the links between mindfulness, coaching mastery and different coaching approaches, share insights from the fields of psychotherapy, leadership and organisation development, and provide guidance for further learning. Mindfulness for Coaches will be insightful and inspiring reading for coaches in practice and in training, coaching psychologists and academics and students of all coaching modalities.

This accessible introduction to cognitive-emotive-behavioural coaching (CEBC) emphasises the role emotions play in coaching and explores how coaches can acknowledge them in their work, as well as demonstrating how CEBC can be enriched with a flexible and pluralistic approach. Windy Dryden explores both the range of issues that CEBC can deal with, including practical problems, emotional difficulties and self-development, and outlines the frameworks that coaches need in order to work in each type of CEBC. The book also includes a discussion of the central role of the coaching alliance and is illustrated with three case studies. Written in Dryden's characteristically clear and straightforward style, this book will be essential reading for coaches of all backgrounds, including those in training, coaching psychologists and coach supervisors.

This accessible introduction to cognitive-emotive-behavioural coaching (CEBC) emphasises the role emotions play in coaching and explores how coaches can acknowledge them in their work, as well as demonstrating how CEBC can be enriched with a flexible and pluralistic approach. Windy Dryden explores both the range of issues that CEBC can deal with, including practical problems, emotional difficulties and self-development, and outlines the frameworks that coaches need in order to work in each type of CEBC. The book also includes a discussion of the central role of the coaching alliance and is illustrated with three case studies. Written in Dryden's characteristically clear and straightforward style, this book will be essential reading for coaches of all backgrounds, including those in training, coaching psychologists and coach supervisors.

In recent years, trust has enjoyed increasing interest from a wide range of parties, including organizations, policymakers, and the media. Perennially linked to turbulence and scandals, the damaging and rebuilding of trust is a contemporary concern affecting all areas of society. Comprising six thematic sections, The Routledge Companion to Trust provides a comprehensive survey of trust research. With contributions from international experts, this volume examines the major topics and emerging areas within the field, including essays on the foundations, levels and theories of trust. It also examines trust repair and explores trust in settings such as healthcare, finance, food supply chains, and the internet. The Routledge Companion to Trust is an extensive reference work which will be a vital resource to researchers and practitioners across the fields of management and organizational studies, behavioural economics, psychology, cultural anthropology, political science and sociology.

Dreading Monday? Feeling stuck in your career? Frustrated with your boss? Here's the ouchy (but awesome) bit: The only person who can fix it is you. Beth Stallwood is a sought-after coach, facilitator, speaker and consultant, specialising in helping people find more joy at work, and helping organisations nurture their people. She's distilled years of experience into the practical WorkJoy toolkit, inspiring you to take ownership of your working life by: Breaking free from 'work/life balance' and un-blurring your boundaries Reframing relationships with your organisation, boss and support squad Letting go of limiting beliefs and crafting big goals that won't go in the bin You'll spend more than a third of your lifetime working, so there's no better time to take the wheel and start creating more WorkJoy than right now. bethstallwood.com/

A variety of psychological traditions and methodological approaches formed a body of human error research in different parts of Europe. This book overviews some of the traditions that have grown in West European countries and Russia, with a strong emphasis on contextual approaches. For the very first time, West European readers will have access to a Russian literature in this area. Western and Eastern psychologists are linked by common psychological roots but disciplines evolved in completely different conditions regarding the material possibilities to collect data, diffuse ideas, and finance research, not to mention the respective political, legal, and socioeconomic frameworks. Authors outline and illustrate the convergence that emerged between the two traditions. This book is a unique reference text for graduate students and university libraries. Its rich content, and its empirical approaches will also be of interest to those who are undertaking research and practising in the fields of human error, safety, reliability, human factors, industrial hygiene, safety and health at work, and the legal profession.

Five Steps to Strengthen Ethics in Organizations and Individuals draws on research and history to present effective tools to strengthen organizational ethics. Focusing on key topics such as the planning fallacy, moral disengagement, moral courage, the illusion of ethical superiority, confirmation bias, groupthink, whistleblowers, mindfulness and mindlessness, making authentic apologies, and more, this book discusses specific positive actions that get results and avoid common pitfalls. Research findings and examples from organizations-including missteps by the Veterans Administration, Penn State University, the APA, General Motors, Enron, and Wells Fargo-inform the strategies this book presents and highlight lessons in organizational ethics. Scholars, researchers, professionals, administrators, students, and others interested in organizational studies and ethics will find this unique book essential in training and practice.

In this book, the authors develop the theory of the tripartite matrix, consider music as a form of non-verbal communication as a sub-dimension of the matrix, and present empirical studies of the matrices of peoples in three societies in the Middle East. It aids in the project of group analysis.

As with many people-oriented initiatives, employee engagement remains an emerging science with as many advocates as detractors. In The Culture Builders Jane Sparrow shares the insight of her research and experience into how companies are creating an engaged workforce. Along the way she looks at the evidence, the case for engagement and how organizations are measuring and defining it. Having an engagement strategy is merely a first step and so the book explores how to enable the manager-as-engager. Alongside the practical models and the guidance, there are stories and examples from leaders and organizations allowing you to learn, amongst other things, about the strong sense of purpose felt in John Lewis Partnership; the importance Innocence places on values; how Sony has used visual metaphors to give context and strategic direction and how MGM Resorts targets engagement strategies to the needs of specific employee groups. The need for sustained employee performance has been put into sharp focus in recent years. The Culture Builders is a book that provides the theory and practice to connect employee engagement to long-term performance. Simply reading it won't guarantee that performance. Reading it, learning and applying the lessons it offers, will dramatically improve your chances.

All organisations, whether private or public sector, seek to improve criminal justice workplace practice from an evidence base, but often find it difficult to effectively translate research findings into policy or design best-practice interventions. This book provides a direct bridge between academic research in organisational behaviour and the management of workers within criminal justice agencies. The public sector in particular is currently experiencing significant funding cuts and increasingly needs to create optimal workplace strategies to maintain frontline services and preserve the well-being of the work force. The aim of this book is to equip managers with knowledge about key processes and appropriate research methods, thereby enabling them to more readily understand and apply academic research to their workplaces. The means to translate research findings into implementation strategies are also clearly explained. Furthermore, essential organisational issues that either impede or enhance productivity, employee effectiveness, and management responsiveness to change are discussed, following a common chapter template of problem definition, research and analysis, evidence translation, implementation, and evaluation. Written by experts in the field, this book applies cutting-edge theoretical discussions and research findings to evidence-based policy. It examines new strategies and best practice in the context of widespread demoralization of staff in the criminal justice sector due to the impact of increased austerity. Improving Criminal Justice Workplaces is essential reading for leadership teams, managers and supervisors in the court, police, probation, and prison services, as well as allied professionals such as forensic psychologists and HR professionals.

Over recent years, many companies have developed an awareness of the importance of an active, rather than passive, approach to wellbeing at work. Whilst the value of this approach is widely accepted, turning theory into effective practice is still a challenge for many companies. The Routledge Companion to Wellbeing at Work is a comprehensive reference volume addressing every aspect of the topic. Split into five parts, it explores different models of wellbeing; personal qualities contributing to wellbeing; job insecurity and organizational wellbeing; workplace supports for wellbeing; and initiatives to enhance wellbeing. The international team of contributors provide a solid foundation to research and practice, including contemporary topics such as architecture, coaching, and fitness in the workplace. Edited by two of the world's leading scholars on the subject, this text is a valuable tool for researchers, students, and practitioners in HRM and organizational psychology.

Contemporary Consumer Culture Theory contains original research essays written by the premier thought leaders of the discipline from around the world that reflect the maturation of the field Customer Culture Theory over the last decade. The volume seeks to help break down the silos that have arisen in disciplines seeking to understand consumer culture, and speed both the diffusion of ideas and possibility of collaboration across frontiers. Contemporary Consumer Culture Theory begins with a re-evaluation of some of the fundamental notions of consumer behaviour, such as self and other, branding and pricing, and individual vs. communal agency then continuing with a reconsideration of role configurations as they affect consumption, examining in particular the ramifications of familial, gender, ethnic and national aspects of consumers' lived experiences. The book move on to a reappraisal of the state of the field, examining the rhetoric of inquiry, the reflexive history and critique of the discipline, the prospect of redirecting the effort of inquiry to practical and humanitarian ends, the neglected wellsprings of our intellectual heritage, and the ideological underpinnings of the evolving construction of the concept of the brand. Contemporary Consumer Culture Theory is a reflective assessment, in theoretical, empirical and evocative keys, of the state of the field of consumer culture theory and an indication of the scholarly directions in which the discipline is evolving providing reflection upon a rapidly expanding discipline and altered consumption-scapes by some of its prime movers.

Change and innovation are the cornerstones of dynamic and modern business.

Or so we are told.

Whether it’s a merger or re-org; a new process, policy, or IT “solution”; or reconfiguring the office layout, change has become the ultimate easy button for leaders, who pursue it with abandon and thereby unleash an endless torrent of disruption on employees. The result is life in the blender: a perpetual state of upheaval, uncertainty, and unease.

Yes, companies need to grow, innovate, and adapt to changing needs. But stressed-out employees rarely go the extra mile, chaos rarely produces agility or speed, and it’s hard innovate or grow while bleeding talent to turnover and quiet quitting. This is how change stymies the very progress that it seeks.

Drawing on decades spent leading HR operations at Deloitte and Cisco, Ashley Goodall explores the essential nature of human performance and offers a radical new alternative to the constant turbulence that defines corporate life. By prioritizing team cohesion (instead of reshuffling teams at will), by communicating in real words (rather than corporate speak), by striving for predictability (instead of charisma), by honoring shared rituals (instead of corporately-mandated bonding), by fixing only the things that are truly broken (instead of moving fast and breaking everything in sight) and more, leaders at every level can create environments that allow people to do the best work of their lives.

The field of Organizational Psychology and Occupational Stress is complex and multifaceted. Many efforts have been made by several authors to write books that would have assisted employees in becoming more satisfied, relaxed and thus happier with their work, but such a result seems difficult and complicated to achieve. In The Spartan W@rker, the authors approach the research of Organizational Psychology and Occupational Stress from a fresh and different perspective. It compares the modern work environment with the features and way of life of the famous Greek Spartan warriors. Spartan warriors embraced a unique lifestyle which made them become more resilient, engaged, committed and efficient in their everyday lives, both in times of peace and war. The book proposes that in an increasingly demanding work environment, such an approach would be very beneficial for workers who want and need to learn how to become more resilient and thus remain unaffected from the daily stresses of modern life. This book dedicates itself to explaining in detail the mechanisms through which occupational stress negatively affects our lives as well as in proposing techniques that will help individuals to enhance their coping skills in dealing with stress. This book will appeal to a broad range of professionals looking to understand and reduce the occurrence of occupational stress with its playful style, which is nevertheless grounded in scientific literature and research.

This book reviews, integrates, and synthesizes research on emotional labor and emotion regulation conducted over the past 30 years. The concept of emotional labor was first proposed by Dr. Arlie Russell Hochschild (1983), who defined it as "the management of feeling to create a publicly observable facial and bodily display" (p. 7) for a wage. A basic assumption of emotional labor theory is that many jobs (e.g., customer service, healthcare, team-based work, management) have interpersonal, and thus emotional, requirements and that well-being and effectiveness in these jobs is determined, in part, by a person's ability to meet these requirements. Since Hochschild's initial work, psychologists, sociologists, and management scholars have developed distinct theoretical approaches aimed at expanding and elaborating upon Hochschild's core ideas. Broadly speaking, emotional labor is the study of how emotion regulation of oneself and others influences social dynamics at work, which has implications for performance and well being in a wide range of occupations and organizational contexts. This book offers researchers and practitioners a review of emotional labor theory and research that integrates the various perspectives into a coherent framework, and proposes an agenda for future research on this increasingly relevant and important topic. The book is divided into 5 main sections, with the first section introducing and defining emotional labor as well as creating a framework for the rest of the book to follow. The second section consists of chapters describing emotional labor theory at different levels of analysis, including the event, person, dyad, and group. The third section illustrates the diversity of emotional labor in distinct occupational contexts: customer service (e.g. restaurant, retail), call centers, and caring work. The fourth section considers broader contextual influences - organizational-, societal-, and cultural-level factors - that modify how and when emotional labor is done. The final section presents a series of 'reflective essays' from eminent scholars in the area of emotion and emotion regulation, where they reflect upon the past, present and future of emotion regulation at work.

We live in a world that is volatile, uncertain, complex and ambiguous, in which our work and lives are constantly disrupted and changing. But coaches and leaders are still trained to operate within stable models with a uni-focus on performance. Coaches are starting to question the remit of 'raising performance' within existing systems, many of which are outdated, dysfunctional and even toxic. The role of the coach today must evolve to become fit for purpose in challenging times and coaching must re-articulate its values, as the essential compass for navigating turbulent waters. In The Future of Coaching, Hetty Einzig examines the role of coaching and leadership in the twenty-first century, and sets out a compelling vision for its future. Drawing on experience gained over twenty-five years of coaching leaders in the corporate and public sectors, in the UK and globally, she challenges the tenet of coaching neutrality. Rather than simply following the client agenda, she encourages coaches to see themselves as partners in courageous leadership and to work towards building an ethical, holistic and networked coaching approach to help create businesses that serve society and our globalised world. The book asks essential questions of coaches working today: how can leaders and coaches become 'positive deviants' and transform the rules of the game within cultures where denial and group-think are rife? How can coaches work with the anxious and depressed, embracing the dark as well as the light? Are coaches prepared for the rise of Millennials, women leaders and those over sixty (the Third Acters)? Einzig challenges the model of the Strong Leader in favour of Respons-able leadership based on authentic strength, distributed power and responsive thinking. And she shows how this vision of a transformed workplace is essential for the transformations society must undertake to reclaim a positive future. This thought provoking collection of essays, designed to be read in any order, is enlightening and inspiring reading for coaches in practice and in training, HR and L&D professionals and for leaders everywhere.

This book, first published in 1996, presents a collection of papers by Gordon Foxall charting the development of the Behavioural Perspective Model (BPM) which he devised in the early 1980s and subsequently developed. The model offers a unique and original behaviour-based theory of consumer choice. In seeking to answer the question 'where does consumer choice take place?' by drawing upon behavioural psychology, Foxall presents an exciting challenge to previous theories whose emphasis has been on the internal working of the consumer's mind in reaching rational decisions and choices. Bringing alive the important subject of economic consumption, this seminal volume will be of great interest to students and researchers in consumer research.

Training is both a teaching and a learning experience, and just about everyone has had that experience. Training involves acquiring knowledge and skills. This newly acquired training information is meant to be applicable to specific activities, tasks, and jobs. In modern times, where jobs are increasingly more complex, training workers to perform successfully is of more importance than ever. The range of contexts in which training is required includes industrial, corporate, military, artistic, and sporting, at all levels from assembly line to executive function. The required training can take place in a variety of ways and settings, including the classroom, the laboratory, the studio, the playing field, and the work environment itself. The general goal of this book is to describe the current state of research on training using cognitive psychology to build a complete empirical and theoretical picture of the training process. The book focuses on training cognition, as opposed to physical or fitness training. It attempts to show how to optimize training efficiency, durability, and generalizability. The book includes a review of relevant cognitive psychological literature, a summary of recent laboratory experiments, a presentation of original theoretical ideas, and a discussion of possible applications to real-world training settings.

Distilling the vast literature on this most frequently studied variable in organizational behavior, Paul E. Spector provides students and professionals with a pithy overview of the research and application of job satisfaction. In addition to discussing the nature of and techniques for assessing job satisfaction, this text summarizes the findings regarding how people feel toward work, including cultural and gender differences in job satisfaction, personal and organizational antecedents, potential consequences, and interventions to improve job satisfaction. Students, researchers, and practitioners will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix. This book includes the latest research and new topics including the business case for job satisfaction, customer service, disabled workers, leadership, mental health, organizational climate, virtual work, and work-family issues. Further, paulspector.com features an ongoing series of blog articles, links to assessments mentioned in the book, and other resources on job satisfaction to coincide with this text. This book is ideal for professionals, researchers, and undergraduate and graduate students in industrial and organizational psychology and organizational behavior, as well as in specialized courses on job attitudes or job satisfaction. .

In this fascinating and practical book, Garet Newell and Simon Paul Ogden show how the Feldenkrais Method can be used by coaches and managers as a resource to improve both the performance of individuals and the health and wellbeing of the people they work with. The Feldenkrais Method is based on sound mechanical and neurological principles that are easily accessible through simple practical lessons. Through its emphasis on experiential learning, The Feldenkrais Method for Executive Coaches, Managers, and Business Leaders offers a means to improve many aspects of everyday working life: from sitting and walking more comfortably, improving interpersonal relations, developing personal impact and presence, to performing a highly developed skill more efficiently. By exploring patterns of everyday movement, the method encourages the discovery of new possibilities and choices providing a remarkable approach for expanding potential. Although widely recognised within the performing arts and sports as a method for improving skills, performance and recovery from injury, the Feldenkrais Method is not as widely known outside these arenas, yet the principles and practice behind it are equally applicable to the workplace. Using case studies, the book highlights common issues that coaches and managers are frequently asked to deal with. Each case, and the impact it has in the workplace, is explored from the perspective of the Feldenkrais Method. Included at the end of each chapter there is a practical Awareness Through Movement lesson that addresses some of the themes raised. The Feldenkrais Method for Executive Coaches, Managers, and Business Leaders provides, an invaluable resource for professionals interested in both learning and development, and health and wellbeing in the workplace. It will also appeal to counsellors and therapists interested in somatic approaches.

Based on a sweeping, ten country study, The Work-Family Interface in Global Context comprises the most comprehensive and rigorous cross-cultural study of the work-family interface to date. Just as work-family conflict is associated with negative consequences for workers, organizations, and societies, so too can the work and family domains interact positively to enhance or enrich one another. Drawing on qualitative, quantitative, and policy-based data, chapters in this collection explore the influence of culture on the work-family interface in order to help researchers and managers understand the applicability of work-family models in a variety of contexts and further conceptualize work-family interactions through the development of a more universal knowledge. Members of the Project 3535 Team: Karen Korabik, University of Guelph, Canada. Zeynep Aycan, Koc University, Turkey. Roya Ayman, Illinois Institute of Technology, USA. Artiawati, University of Surabaya, Indonesia. Anne Bardoel, Monash University, Australia. Anat Drach-Zahavy, University of Haifa, Israel. Leslie B. Hammer, Portland State University, USA. Ting-Pang Huang, Soochow University, Taiwan. Donna S. Lero, University of Guelph, Canada. Tripti Pande-Desai, New Delhi Institute of Management, India. Steven Poelmans, EADA Business School, Spain. Ujvala Rajadhyaksha, Governors State University, USA. Anit Somech, University of Haifa, Israel. Li Zhang, Harbin Institute of Technology, China.

Anger in the Workplace explores what it means to feel angry at work. Anger has its origins in anxiety that arises from feeling frustrated, humiliated, or threatened at work. Anxiety creates a biological and psychological readiness to act which is guided by whether it is acceptable to feel angry at work. Employees are more likely to act responsibly if they feel that their anger is acceptable. They may also act in ways that are destructive to self, others, and the workplace if they feel that being angry is not acceptable. Managing the development of anger and its expression in the workplace is an important aspect in designing a better workplace. The book defines anger and aggression by synthesizing biological, psychological, and social perspectives. The social acceptability of anger and the fear that it interferes with judgment and results in aggression are discussed, as are sex and gender-based differences in the experience of and expression of anger and aggression. Learning to cope with anger and the importance of owning one's anger, thinking it through, and acting upon it constructively are also discussed. Depending how anger is acted out, it can be the source of major contributions to innovation and productivity or a major blocker of change and work. The book explores how the workplace is a contributor to feeling angry because it promotes feelings of helplessness, alienation, and worthlessness. Hierarchical organization, power and authority relations, and leadership styles contribute to the development of these feelings. Desire for attachment and the fear of abandonment and desire for autonomy and fear of engulfment in the workplace must be managed to avoid anger. The book concludesby reviewing the relationship between anger and organizational dynamics.

Organizational or corporate 'culture' is the most overused and least understood word in business, if not society. While the topic has been an object of keen academic interest for nearly half a century, theorists and practitioners still struggle with the most basic questions: What is organizational culture? Can it be measured? Is it a dependent or independent variable? Is it causal in organizational performance, and, if so, how? Paradoxically, managers and practitioners ascribe cultural explanations for much of what constitutes organizational behavior in organizations, and, moreover, believe culture can be engineered to their own designs for positive business outcomes. What explains this divide between research and practice? While much academic research on culture is challenged by ontological, epistemic and ethical difficulties, there is little empirical evidence to show culture can be deliberately shaped beyond espoused values. The gap between research and practice can be explained by one simple reason: the science and practice of culture has yet to catch up to managerial intuition.Managers are correct in suspecting culture is a powerful normative force, but, until now, current theory and research is not able to adequately account for cultural behavior in organizations. Rethinking Culture describes and presents evidence for a new framework of organizational culture based on the cognitive science of the so-called cultural mind. It will be of relevance to academics and researchers with an interest in business and management, organizational culture, and organizational change, as well as cognitive and cultural anthropologists and sociologists interested in applications of theory in organizational and institutional settings.

Based on a sweeping, ten country study, The Work-Family Interface in Global Context comprises the most comprehensive and rigorous cross-cultural study of the work-family interface to date. Just as work-family conflict is associated with negative consequences for workers, organizations, and societies, so too can the work and family domains interact positively to enhance or enrich one another. Drawing on qualitative, quantitative, and policy-based data, chapters in this collection explore the influence of culture on the work-family interface in order to help researchers and managers understand the applicability of work-family models in a variety of contexts and further conceptualize work-family interactions through the development of a more universal knowledge. Members of the Project 3535 Team: Karen Korabik, University of Guelph, Canada. Zeynep Aycan, Koc University, Turkey. Roya Ayman, Illinois Institute of Technology, USA. Artiawati, University of Surabaya, Indonesia. Anne Bardoel, Monash University, Australia. Anat Drach-Zahavy, University of Haifa, Israel. Leslie B. Hammer, Portland State University, USA. Ting-Pang Huang, Soochow University, Taiwan. Donna S. Lero, University of Guelph, Canada. Tripti Pande-Desai, New Delhi Institute of Management, India. Steven Poelmans, EADA Business School, Spain. Ujvala Rajadhyaksha, Governors State University, USA. Anit Somech, University of Haifa, Israel. Li Zhang, Harbin Institute of Technology, China.

This second edition of Developing Organizational Simulations provides a concise source of information on effective and practical methods for constructing simulation exercises for the assessment of psychological characteristics relevant to effectiveness in work organizations. Incorporating new additions such as the multiple ways technology can be used in the design, delivery, scoring, and evaluating of simulation exercises, as well as the delivery of feedback based on the results, this book is user-friendly with practical how-to guidance, including many graphics, boxes, and examples. This book is ideal for practitioners, consultants, HR specialists, students, and researchers in need of guidance developing organizational simulations for personnel selection, promotion, diagnosis, training, or research. It is also suited for courses, workshops, and training programs in testing and measurement, personnel selection, training and development, and research methodology.