A highly practical and insightful book; it will help you to perform more effectively in a workplace which requires you to function effectively in predominantly adversarial relationships. Whether you work for a small, medium or large organization this book will enable you to get things done effectively in prevailingly oppositional relationships.

Corporate diversity programs often fail because of resistance in workplace culture. In this book, the author sets out an approach to real change by analyzing the role of organizational cultures in marginalizing women workers. Based on academic research, case studies and interviews, the author presents a new model for changing organizational culture.

Distributed networks such as the Internet have altered the fundamental way a record is created, captured, accessed and managed over time. Law and ethics provide the major sources of regulatory controls over participants in such networks.

This book analyses the interrelationship of recordkeeping, ethics and law in terms of existing regulatory models and their application to the Internet environment. It proposes an Internet model based on the notion of a legal and social relationship as a means of identifying the legal and ethical rights and obligations of recordkeeping participants in networked transactions. Medical, business and governmental relationships within communities of common interest based on trust illustrate the practical application of the model. As legal relationships have their basis in the law of obligations found in common and civil law systems, as well as archival science, the model has a broad-based application. The relationship model also provides a unique ethical and legal approach to property, access, privacy and evidence. Most importantly, the book provides an interdisciplinary approach to Internet regulation, which contributes to closer ties between those who research, teach and work in fields of ethics, law and archival science.

This book presents an accessible and fascinating account of theoretical debates around identity and work, recent empirical trends and methodological arguments concerning the role of oral testimony and its interpretation. Focusing on three occupational sectors in particular teachers, bank workers and the railway industry it also presents an argument that is both more general than this and theoretically and analytically wide-ranging. The book explores some important questions: how are workers, both in the past and the present juncture, socialised into work cultures? What are the cultural and structural differences with regard the world of work across class, gender, and generation? What are the historical conditions of which these differences play a part? How is the idea of work found in a range of representations, from artistic production to sociological discourse expressed and explored? The development of concepts such as 'structures of feeling' and affect, and the weaving in of historical and visual material, make the book important to a wide range of readers including ethnographers, cultural sociologists and narrative researchers. In turn, this book offers an authoritative and sophisticated summary and analysis of work and identity and is an important intervention into mainstream sociology concerns.

Contributing to feminist approaches to masculinities, this book examines men's contextual experiences of masculine identity. Drawing on new data which compares men as they move across and between public and domestic spaces, it explores the implications of this for the nature of contemporary masculinity.

Employee and manager rebellions occur more often than you might think. This book argues how important it is to take these protests seriously. The authors demonstrate that when middle managers rebel, they aren't just letting off steam, and that their acts of creative protest can even produce benefits for their companies. Rebellion can pay off!

Our lives are full of defining moments, but do we recognize them? We often fail to appreciate the significance of these moments. At work the pressure can be relentless and we can fail to enjoy these moments. The author shows how to recognize and appreciate these moments, which in turn helps us to better cope during more difficult times.

Organizational culture is a quiet, but driving, influence on our perception of a company, whether as a consumer or as an employee. For instance, we know Southwest Airlines as laid back and friendly. We think of Google as innovative. To almost every well-known company we can assign a character. It is now well recognized that corporate culture has a significant impact on organizational health and performance. Yet, the concept of corporate culture and culture management is too often tantalizingly elusive.
In this book, Flamholtz and Randle define culture, identifying and explaining the five key dimensions that determine it: a customer orientation; a people orientation; a process orientation; strong standards of performance and accountability; innovation and openness to change. They explain why culture is a critical factor in organizational success and failure--a key determinant of financial performance. Then, they provide a theoretically sound, highly practical, and field-tested method for managing corporate culture--presenting a set of international and domestic cases that show how actual companies have leveraged culture as the ultimate source of sustainable competitive advantage. In addition to well-known companies such as Starbucks, Ritz-Carlton, American Express, IBM, and Toyota, the text presents lesser known culture stars, such as Smartmatic and Infogix.
While other titles on culture have focused too heavily on the organization as a psychological being, or on academic studies of culture as a business lever, "Corporate Culture" draws on empirics to present a go-to, must-read guide for leveraging corporate culture as a source of competitive advantage and as a means of impacting the bottom line.

What can you learn from the most successful companies in the world? The NBA Story will help you understand and adopt the competitive strategies, workplace culture, and daily business practices that enabled the exciting basketball league to become the powerhouse it is today. Today's NBA is filled with larger-than-life figures, like LeBron James, James Harden and Stephen Curry, who effortlessly dominate the courts. But it wasn't always so glamorous. The multi-billion-dollar league has grown from humble roots into a sports powerhouse that is loved around the world due to savvy digital marketing and a global focus. Thanks to the popularity of individual players and team rivalries, the NBA has survived league mergers and financial crisis. Teams have earned the respect of millions of loyal fans who are dedicated to the success of each and every organization within the league. Through the story of the NBA, you'll learn: How to keep a dream alive when it seems like no one wants to see it come true. How a company can find their way out of a financial crisis. How presentation is the secret sauce to the success of any show. And how a company can build a loyal fanbase who will do anything to keep them on top.

Through sharing the research methodologies, and describing intervention and change techniques used in leadership development, this book, written by IGLC-INSEAD professors and leadership coaches, contributes to a better understanding of how organizations may go beyond coaching in order to create best places to work.

Why the gender gap persists and how we can close it.

For years women have made up the majority of college-educated workers in the United States. In 2019, the gap between the percentage of women and the percentage of men in the workforce was the smallest on record. But despite these statistics, women remain underrepresented in positions of power and status, with the highest-paying jobs the most gender-imbalanced. Even in fields where the numbers of men and women are roughly equal, or where women actually make up the majority, leadership ranks remain male-dominated.

The persistence of these inequalities begs the question: Why haven't we made more progress?

In Glass Half-Broken, Colleen Ammerman and Boris Groysberg reveal the pervasive organizational obstacles and managerial actions—limited opportunities for development, lack of role models and sponsors, and bias in hiring, compensation, and promotion—that create gender imbalances. Bringing to light the key findings from the latest research in psychology, sociology, organizational behavior, and economics, Ammerman and Groysberg show that throughout their careers—from entry-level to mid-level to senior-level positions—women get pushed out of the leadership pipeline, each time for different reasons. Presenting organizational and managerial strategies designed to weaken and ultimately break down these barriers, Glass Half-Broken is the authoritative resource that managers and leaders at all levels can use to finally shatter the glass ceiling.

"Contributing to feminist approaches to masculinities, this book examines men's contextual experiences of masculine identity. Drawing on new data which compares men as they move across and between public and domestic spaces, it explores the implications of this for the nature of contemporary masculinity"--

This innovative new work clarifies the misconceptions around body language while providing a scientific approach to understanding non-verbal communication at work. The authors explain why it is so important to understand body language in business, combining hard research evidence with unambiguous tips and practical applications.

Introduces you to a valuable set of tools enabling you to build influence, promote your interests and get buy-in to your plans and proposals. The book will enable you to identify your own workplace values and those of your key colleagues and understand how to retain the influence you have already gained and stand by your values under pressure.

Straight-talk at work Grumblings in offices everywhere suggest that we crave more, but don't get often enough of it. "Beyond Bullsh*t" reveals the dynamics of bullsh*t and why it has become the corporate etiquette of choice. It also explains how telling it straight contributes to personal well-being and business success.
After decades of research and consulting, Samuel A. Culbert is convinced that straight-talk at work "is" possible. But it requires more than luck and willing people. Straight-talk is the product of thoughtful, caring relationships, built upon trust and commitment. There's no greater contribution to operational effectiveness and success than conversations in which people with conflicting viewpoints discuss their differences forthrightly.
Readers will be engaged and delighted as the text demystifies the obstacles to getting beyond bullsh*t and guides them in developing straight-talk relationships. Further details are available at www.straighttalkatwork.com.

An essential guide to navigating the complexities of professional relationships. Our colleagues can be the sources of our greatest joys and triumphs: they compensate for our weaknesses, enlarge our strengths and aggregate our energies. However, working successfully around others is neither intuitive nor simple: it requires us to communicate effectively, to understand our own minds and blind spots, to master our emotions and to see the world through others' perspectives. This book compresses our learning into a series of lessons on workplace psychology. The result is nothing less than an essential guide to more profitable, harmonious and happier organisations.

A highly practical and insightful book; it will help you to perform more effectively in a workplace which requires you to function effectively in predominantly adversarial relationships. Whether you work for a small, medium or large organization this book will enable you to get things done effectively in prevailingly oppositional relationships.

This book from the acclaimed management writer Adrian Furnham, explores the dark side of leadership and how and why leaders can have a negative impact upon their companies and organisations. It asks why too often people do not speak out but instead ignore the problems they are causing.

This is a comprehensive, practical and engaging book designed to help readers to recognise bullying behaviour at work and identify and select inter-personal strategies for handling bullying behaviour.

Employee and manager rebellions occur more often than you might think. This book argues how important it is to take these protests seriously. The authors demonstrate that when middle managers rebel, they aren't just letting off steam, and that their acts of creative protest can even produce benefits for their companies. Rebellion can pay off!

The forces that are shaping the future of employment are examined in this new book. The author presents a cohesive argument for a fundamental change in attitudes to work, both from policymakers and employers if we are to create a healthier society capable of meeting the expectations and concerns of a developing economy.

This book explores ethnographic studies of diagnostic work in diverse settings. Switching attention from product ('diagnosis') to process ('diagnosing'), it reveals the importance of collaborative, socio-material, technologically augmented practices, exploring the potential of the multi-disciplinary studies presented to inform innovation.

The expanding application of Concept Mapping includes its role in knowledge elicitation, institutional memory preservation, and ideation. With the advent of the CmapTools knowledge modeling software kit, Concept Mapping is being applied with increased frequency and success to address a variety of problems in the workplace. Supported by business application case studies, Applied Concept Mapping: Capturing, Analyzing, and Organizing Knowledge offers an accessible introduction to the theory, methods, and application of Concept Mapping in business and government. The case studies illustrate applications across a range of industries--including engineering, product development, defense, and healthcare. The authors provide access to a free download of CmapTools, courtesy of the Institute for Human and Machine Cognition, to enable readers to create and share their own Concept Maps. Offering examples from the United States, Canada, Australia, Spain, Brazil, Scotland, and The Netherlands, they highlight a global perspective of this dynamic tool. The text is organized into three sections: 1. Practitioners' Views--supplies narratives, guidance, and reviews of applications from career Concept Mappers 2. Recent Case Studies and Results--presents in-depth examinations of specific applications and their results 3. Pushing the Boundaries--explores what's possible and where the boundary conditions lie Applied Concept Mapping facilitates the fundamental understanding needed to harness the power of Concept Mapping to develop viable solutions to a virtually unlimited number of real-world problems.

This sweeping survey of the history of work, from hunter-gatherers to dotcom telecommuters, deftly compresses thousands of years of human evolution into an incisive volume that the Toronto 'Globe & Mail' calls "a page turner of a book." It is a book about work, about the organization and management of work, but it is also a book about people.

This book deals with how coaching interventions can drive a journey of transformational change at individual, team, and organizational levels. As a result, coaching interventions serve to create more reflective people, who in turn, create better organizations. The group coaching methodology, used by the INSEAD Global Leadership Center (IGLC) and adopted by the Center for Leadership Development Research (CLDR) at the European School of Technology and Management (ESMT), Berlin, is the basis for developing the theoretical assumptions behind the chapters. Through sharing research methodologies, and describing intervention and change techniques used in the leadership development and education of executive coaches, the book sheds light on how the 'magic' of coaching works, what coaches actually do, and how their clients respond.
This book is a joint project between the IGLC and the CLDR. In compiling it, we have involved academics who conduct research, teach, and consult; leadership development coaches; change consultants; and executives who adopted IGLC methods for reflection on leadership development opportunities and challenges. We have also included people who have experienced IGLC methods in the process of their developmental journeys. They have collaborated, consulted their research and practice notes, analyzed data from inquiry projects, and shared their personal experiences in individual essays.