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"An important and significant contribution. . . . A study of the social construction of gender and how culture and agency influence the meaning of work . . ., vivid and compelling."
--"American Journal of Sociology"

When most people think of prisons, they imagine chaos, violence, and fundamentally, an atmosphere of overwhelming brute masculinity. But real prisons rarely fit the "Big House" stereotype of popular film and literature. One fifth of all correctional officers are women, and the rate at which women are imprisoned is growing faster than that of men. Yet, despite increasing numbers of women prisoners and officers, ideas about prison life and prison work are sill dominated by an exaggerated image of men's prisons where inmates supposedly struggle for physical dominance.

In a rare comparative analysis of men's and women's prisons, Dana Britton identifies the factors that influence the gendering of the American workplace, a process that often leaves women in lower-paying jobs with less prestige and responsibility.

In interviews with dozens of male and female officers in five prisons, Britton explains how gender shapes their day-to-day work experiences. Combining criminology, penology, and feminist theory, she offers a radical new argument for the persistence of gender inequality in prisons and other organizations. At Work in the Iron Cage demonstrates the importance of the prison as a site of gender relations as well as social control.

The purpose of this book project is to analyze why the workplace is changing so rapidly, identify the enabling factors and understand what we can do to best prepare for the future. The analysis led to four significant factors which are all fundamental to the formation of the future world of work. They are the incredible enabling technologies, changing attitudes, workforce demographics and globalization. The rapid and irreversible coalescing of these factors is creating what is referred to in the book as, ""The Virtual World of Work or VWOW."" The book covers the changing workplace from the 1960s through to the present, and then looks to see what is emerging next and provides predictions for the future workplace. To assist the readers in tracking their progress, the book provides a segmentation of this time frame into four distinct stages. Each stage is identified by the capabilities specific to the majority of the worker force in each stage. As the work force transitions from one stage to the next, the accumulated enhancements or changes to who, how, where and when tasks are completed is explored.The book project introduces some original thinking and combines this with the knowledge and expertise from the leaders in this new field. The book is organized around five basic questions concerning the virtual world of work. The questions are: What is the Virtual World of Work? What Factors have Enabled the Virtual World of Work? Will the Virtual World of Work Continue? How will the Virtual World Work? How to Architect the Virtual World of Work? The book covers why the change is happening and how we can better plan for the future virtual world of work. Over 25 million workers in the U.S. work from home at least a few days per month. More and more workers are joining these virtual workers daily and the amount of time worked out of the traditional office is growing even more rapidly. There are literally millions of people who need the information in this book.

Today's organizational environment is characterized by high levels of cross-cultural, cross-national, and cross-religious communication, conflict, collaboration, and commerce. This environment produces myriad encounters between individuals who embrace different ideologies, religions and spiritual practices. As such, unanswered (and even unasked) questions about management, spirituality, and religion abound. This book, seeks to advance our understanding by asking the big questions. Blessed are Those Who Ask the Questions: What Should We be Asking About Management, Spirituality, and Religion in Organizations? is intended to be provocative in nature. Its chapters address novel ways that leadership, organizations, and organizational stakeholders mutually impact each other by their similarities and differences in religious, spiritual, and ideological traditions, cultures, and practices. Interdisciplinary in nature and firmly grounded in scholarly literature, this book identifies and maps out bold new trajectories for advancing the study of management spirituality, and religion (including but going far beyond Western, Christian conceptualizations of religion). Sometimes universal, sometimes quite specific, this volume identifies unexplored, underexplored, or unresolved issues in the field and proposes new streams of research. Diverse conceptual, empirical, theoretical, and critical treatments that honor a variety of inquiry styles and research methods push the boundaries of MSR research.

The U.S. military, as the core constituent of the Department of Defense, collectively represents the largest and most complex organization on earth. As such, the U.S. military implemented the largest formal OD programs in the world. These programs, from inception to present day, utilized diverse and evolving OD intervention typologies to garner congruence with the environment. The research for this book, accomplished using an inductive, grounded theory approach, examined the initiatives that fostered the use of OD intervention typologies. The findings revealed three major epochs of OD interventions that span a 50-year timeline. The epochs include: (1) Traditional OD; (2) Total Quality Management (TQM); and (3) Continuous Process Improvement (CPI). The epoch of Traditional OD represents the use of human process interventions while TQM and CPI represent the use of technostructural interventions. In the end, the relationship between organization design and culture, and the selection of OD intervention typologies, were best explained using variables that explicate diverse environmental occurrences that influenced senior military leaders' perceived need for specific OD interventions. These perceived needs were predicated on the requirement to exploit vital resources in an effort to bolster warfighting operational readiness in support of the American citizenry.

From the creator of the Dear Businesslady column comes a fresh, proactive book with advice for women entering the workforce as well as those looking to move up the ladder. Everyone deals with some nonsense early in their career-whether it's accepting a less-than-ideal position just to get a foot in the door, or having a manager who sleeps with his smartphone under his pillow and expects his staff to do the same. But how do young professionals know if the choices they're making are moving them closer to their ultimate career goals? How do they know the answer when they ask themselves, "Is This Working?" Courtney Guerra, a.k.a. The Businesslady, knows how to set you on the path where you belong. In a fun-to-read Q&A format, this book focuses on situations young people are likely to encounter in the workplace, along with a set of strategies you can use to get through them. In her signature tone that has gained her hundreds of thousands of readers, Guerra discusses topics relevant to young professionals, like how to make the jump from "just a job" to a career in line with what you went to school for, and how to stay productive when working from home at an apartment filled with distractions. No matter what the scenario, The Businesslady has the answer to get you on the path to long-term career success.

Due to more individuals retiring at a later age, today's workforce consists of five generations of workers with various educational backgrounds, ages, experience levels, and skills. Managers and business owners are now faced with the challenge of providing a work space that encourages the new ideals of millennials while also balancing the needs and desires of older employees. As such, new methods and strategies of working and managing efficiency in the workplace need to be explored. Five Generations and Only One Workforce: How Successful Businesses Are Managing a Multigenerational Workforce examines pivotal issues surrounding generational differences and management in the workplace including challenges in employee engagement, project management, and training. Highlighting a range of topics such as generation gap, workforce diversity, and senior workers, this publication is an ideal reference source for business practitioners, managers, executives, professionals, human resources managers, and researchers who are seeking more information on managing a multigenerational workforce.

This is a no-nonsense, practical book for helping organizations rid their workplaces of drug abuse and its serious and costly consequences. The book draws upon the collective experiences of hundreds of organizations that have said "no more, not here" and have grown stronger as a result. The path to a drug-free working environment is straight but narrow. The Drug-Free Workplace:
How to Get There and Stay There delineates the path, always with a view toward avoiding missteps that can lead to trouble.
Bringing a workplace back to safety and profitability is a collaborative and multi-disciplinary effort. Participation necessarily involves professionals from security, safety, human resources, and health. Central to the effort is an enlightened management. Every specialist and manager committed to developing and maintaining a drug-free workplace will find in the pages of this book a wealth of sensible, meaningful information.
A drug-free workplace program cuts costs, increases productivity, reduces loss and wastage, avoids accidents, and literally saves careers, families, and lives. Much is at stake, making the drug-free program deserving of thoughtful deliberation, considerable planning, and careful implementation. Preliminary to the process is understanding the key tasks. All of the tasks are spelled out in this book.

Offers organizations a clear course to enact drug policiesTeaches the ramifications of testing and investigating drug use and abuseAddresses liability issues to keep buisness owners, security managers, and their companies out of court

Take an innovative approach to a climate of change within your workplace or organization with this guidebook on diversity and inclusion.

Author Maura G. Robinson, an authority on diversity and inclusion, has been helping companies create systemic process of change for more than twenty years. In "the Inclusion Revolution Is Now," she explores as you can

create an environment of inclusion where all employees are accountable for their behaviors, and able to work together to accomplish the organizational goals.

recognize that civil diversity impedes systemic processes of change to occur. So diversity is viewed as an initiative or a program with no sustainability at the organizational level.

ensure employees willingly practice inclusion regardless of personal beliefs.

While there is still racism, prejudice, sexism, and other exclusionist attitudes among people in the workplace, organizational leaders have the power and responsibility to mandate a climate of inclusion. Supporting diversity and inclusion is also a prerequisite for capitalizing on the ideas that diverse people can bring to your organization.

Most diversity practices used by organizations do not actually promote inclusion, and exclusion continues to exist. There's a better way to achieve inclusion, and it starts with "the Inclusion Revolution is Now."

A Conscious Person's Guide to the Workplace is a unique compendium that incorporates a wide range of insights and high-leverage principles about the nature of work, organizations, leadership and change. Distilled from over four decades of workplace experience, it effectively integrates concepts and maxims from the fields of: business management, organizational development, anthropology, biological science, cosmology, psychology, quantum physics, sociology, human consciousness, and various schools of spiritual practice.

The Guide is a practical and powerful resource for creating workplaces that evoke and engage the human spirit in pursuit of a world that works for all. The concepts and principles have been field tested and proven to work, in some cases over millennia. During the last two decades, the author and his colleagues successfully used them to create an enterprise that was nationally recognized for its culture, innovation and effectiveness.

Using this remarkable resource to transform a workplace is relatively simple, but challenging: Hold the concepts and principles as compass and guide, then deal openly and forthrightly with whatever arises. Through this process, workplaces become enterprises where people "show up" to co-create the kind of experiences, organizations and world that are right, good, and desirable.

Information Management is useful to students who are currently involved in handling information in any office environment.

The aim of this module is to equip office employees with the necessary skills and knowledge to manage information in the office relating to budgeting, buying and selling, wages and salaries, petty cash, banking and insurance. The credit calculation is based on the assumption that students are already competent in terms of the following outcomes or areas of learning when starting to study towards this section standard, namely: a senior certificate or equivalent NQF level 4 qualification; the ability to study independently and communicate effectively in the language of instruction; and the ability to perform basic arithmetic calculations.

The module is set to enable one to:

• understand the financial function of an organisation;
• understand the basic concepts of financial management;
• draw up and manage the office budget;
• manage the buying and selling activities in an office;
• manage the wages and salaries in an office;
• manage the petty cash in an office;
• understand the banking issues related to an organisation; and
• understand the basics of insurance in an organisation.

Never before has the world witnessed the phenomenon of severe stress and burnout on such a large scale as in recent years. Globalization, technological advances and economic meltdown have brought about a plethora of unprecedented challenges for industry and organizations across the globe. Consequently, executives have been under growing stress due to economic uncertainties, mergers and acquisitions, role erosion and restructuring, resulting in increased workloads, longer hours and demands for greater productivity and efficiency. This changing environment has created job insecurity, anxiety, dissatisfaction and emotional exhaustion causing a rapid increase in executive burnout. This book provides the most comprehensive analysis of the construct of burnout, including its magnitude, a global research review, a typology of models, comparisons between professions and consequences of burnout for individuals and organizations. In addition, it provides the views of mental health professionals, empirically derived causes, symptoms and coping techniques, while throwing light on preventative measures and comparing Eastern and Western approaches to mitigate the effects of burnout.