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Books > Business & Economics > Business & management > Office & workplace
Even though office gossip is generally frowned upon, many studies
show that gossip in organizations is not only inevitable, but can
even be a positive communication tool. However, by gossiping in the
wrong way, employees can easily lose the trust of their colleagues
and be perceived negatively very quickly. Research shows that
people who claim to never gossip tend to be considered as socially
inept, but those that are constantly gabbing at the coffee machine
are quickly seen as untrustworthy. There is an optimal amount of
time one should gossip - somewhere in the middle - which we call
the sweet spot of gossip. However, it's not only the amount of time
one spends gossiping that will make or break an employee or
manager. Other factors such as credibility, what we gossip about,
whom we gossip with, culture, and place, all play an equally
crucial role in the art of gossiping successfully at work. Finding
the right balance for all of these factors is of the essence.
Work Ethics And The Generation Gap Many employers are noticing a
pessimistic difference in today's generation. We are all asking
what happened to responsibility, motivation, having positive
values, and integrity along with wanting and expecting more of
today's youth and ourselves. Of course, there are many who have
that excellent work ethic already. There are those who are
workaholics and may need more balance in their lives, and maybe
manage their time more wisely, which is also covered in this book.
It sounds like there may be some questions. The real question may
be: "Do we have the answers and how do we meet this solution as a
nation?" I believe those of us who are parents, employers, teachers
and all positive active members of the community can motivate the
necessary changes towards more agreeable and moral principals. Dr.
Joanne Sujansky, founder of KEY group, author, and certified
professional speaker sheds some light on Generation X, Y, and the
baby boomers in chapter ten. Also find out what the community has
to say in chapter seven.
Insider Threat: Detection, Mitigation, Deterrence and Prevention
presents a set of solutions to address the increase in cases of
insider threat. This includes espionage, embezzlement, sabotage,
fraud, intellectual property theft, and research and development
theft from current or former employees. This book outlines a
step-by-step path for developing an insider threat program within
any organization, focusing on management and employee engagement,
as well as ethical, legal, and privacy concerns. In addition, it
includes tactics on how to collect, correlate, and visualize
potential risk indicators into a seamless system for protecting an
organization's critical assets from malicious, complacent, and
ignorant insiders. Insider Threat presents robust mitigation
strategies that will interrupt the forward motion of a potential
insider who intends to do harm to a company or its employees, as
well as an understanding of supply chain risk and cyber security,
as they relate to insider threat.
* Written in an easy to read, engaging style, it provides insights
into how organisations can implement total inclusivity and that
works as a community * Comes with a website which adds interesting
dynamic to the print content * Provides reflective and other
practice-based exercises for real world application
* Written in an easy to read, engaging style, it provides insights
into how organisations can implement total inclusivity and that
works as a community * Comes with a website which adds interesting
dynamic to the print content * Provides reflective and other
practice-based exercises for real world application
Clear, actionable steps for you to build new values, experiences,
and perspectives into your organizational culture, infusing it with
the diversity, inclusion, and belonging employees need to feel
accepted, be their best selves, and do their best work. Bypass the
faulty processes and communication styles that make change
impossible in so many other organizations; access these practical
tools and ideas for increasing diversity, equity, and inclusion
(DEI) in your company. Filled with actionable advice Alida
Miranda-Wolff learned through her own struggles being an outsider
in a work culture that did not value inclusion, and having since
worked with over 60 organizations to prioritize DEI initiatives and
all the value and richness it adds to the workplace, this roadmap
helps leaders: Learn why creating an environment where everyone
feels belonging is the new barometer for employee engagement.
Develop an understanding of the key terms around DEI and why they
matter. Assess where your organization is today. Define and take
the small steps that build new muscle memory into an organizational
culture. Increase employee engagement, collaboration, innovation,
communication, and sense of belonging. Build confidence in how to
solve future DEI-related challenges. Get buy-in from colleagues
(and even resisters) who can clearly see how to move forward and
why. Overcome any limiting work environment and build all new
processes and communication priorities that allow your employees to
be a part of something greater than themselves while your
organization learns to value and embrace the unique experiences and
perspective that each employee brings to the company.
In recent years, there has been an increase in new forms of
employment. Namely, thanks to the use of platforms in business and
the emergence of the ""gig economy"", there are gradual changes in
this domain. These include part-time, temporary, informal, and
unpaid family work. This type of employment can be defined as any
job, but only of short or uncertain duration. The experiences
gained by the countries of the European Union, as well as the
countries of the Western Balkans from the COVID-19 crisis, during
which they used new technologies in work, should in the future make
working systems even more adapted to the digital age. At last,
whether working from home is the product of one's own choice or is
the result of a pandemic or other environmental shock, the change
in the way work is done is real and governments must understand the
implications and take steps to position their economies
accordingly.
This book provides thoughtful insights into the development in
work, organisations and employment relations in the last 50 years.
In a semi-autobiographical approach, the author reflects on
important contributions by other scholars, practitioners, and
policy makers to work and employment relations. The book covers a
variety of themes which have been the subject of research
undertaken by the author over his career and explores these themes
over a period of time with examples drawn from various countries.
It also emphasises that countries and regions cannot be understood
in isolation from each other. The author seeks to convey the
importance of crossing disciplinary boundaries in the social
sciences in order to interpret changes in work, organisations and
employment relations. Drawing on the author's rich experience and
research, the book is engaging and accessible to anyone who wishes
to learn more about the rapidly changing workplace and employment
relations.
This book offers a concise and analytical portrait of the
contemporary world. The author encompasses concepts and theories
from multiple disciplines notably sociology, anthropology,
business, and economics to examine major global trends and
transformations of the modern world, their underlying causes, and
their consequences. The text examines global demographic trends,
globalization, culture, emerging markets, global security,
environmental degradation, large corporations, and economic
inequality. The author also analyzes major transformations in
healthcare, food, the sharing economy, Fourth Industrial
Revolution, consumption, work and organization, innovation and
various technologies in areas such as automation, robotics,
connectivity, quantum computing, and new materials. This book is a
valuable reference for business leaders, managers, students, and
all those who are passionate about understanding the rapidly
changing contemporary world.
A timely resource for Black professionals on how to rise to the top
of their organizations or industries and, just as importantly, to
stay there. Black Faces in High Places is the essential guide for
Black professionals who are moving up through their organizations
or industries but need a roadmap for how to get to the top and stay
there. It highlights the experiences of other Black faces in high
places who were able to navigate various crossroads, reach the top,
and stay there, including insights from President Barack and First
Lady Michelle Obama, Oprah Winfrey, Cathy Hughes, Bob Johnson,
Ursula Burns, David Steward, Angela Glover Blackwell, Ken Chenault,
Senator Cory Booker, Geoffrey Canada, and others. This
groundbreaking book: Provides a lens into the careers of other
prominent figures, across several industries and sectors.
Identifies the 10 strategic actions successful Black leaders and
executives must take. Empowers readers with models and steps to
follow these 10 strategic actions on their own journeys to becoming
a prominent leader. Outlines the unique challenges that come with a
leadership role and how to overcome them. Walks readers through the
changes in mindset, skillset, and toolset required to travel along
the success path while helping others at every step along the way.
Offers invaluable and accessible guidance for designing workspaces in order to increase productivity and efficiency and reduce operating costs. After reviewing an existing situation, the author presents a variety of approaches that include instruction and direction to enact changes. Identifies specific deterrents in the workplace, providing new techniques and other methods to solve them. Details the Shumake Beta Module, created by the author, which supports maximum productivity by an individual worker at any company's level. All the material in the text has been successfully tested.
As the topic of diversity, equity, and inclusion continues to be of
growing importance across all businesses, Diversity, Equity, and
Inclusion in Sport provides a comprehensive examination of DEI
issues across the sport industry. This text's emphasis on
application and critical thinking will guide students in developing
their ability to effectively lead sport organizations of all kinds
with vision and compassion. With a diverse team of contributors
representing a variety of unique perspectives, this text aligns
with the Commission on Sport Management Accreditation (COSMA)
Common Professional Component content area of diversity issues in
sport management. Organized into three parts, Diversity, Equity,
and Inclusion in Sport aims to clearly illustrate how to make a
true impact in sport settings. Part I delivers foundational
knowledge of what diversity, equity, and inclusion mean within
sport organizations, including how power and privilege play out in
sport organizations to include some and exclude others. Students
will develop the skills associated with appreciating and having
conversations about differences and learn how understandings about
difference affect policy development and decision-making. Part II
further develops understanding of diversity, equity, and inclusion
through comprehensive coverage of critical areas of diversity that
have an impact on the sport industry, including social class and
economic status, gender and gender identity, race and ethnicity,
disability, political influence and affiliation, religion, and age.
Part III is designed to empower sport professionals to become
leaders, providing actionable advice on promoting and successfully
implementing best practices. Students will learn about connecting
difficult conversations to leadership, planning strategically,
assessing organizational climate, and using sport as a platform for
social change. Each chapter opens with a real-life scenario
introducing the chapter's topic and closes with exercises to prompt
critical thinking about the issues raised. Sport Industry Leader
Profiles provide interviews with leading professionals for
practical, informed opinions on the issues presented. Sport
Industry Diversity Initiative sidebars feature organizational
approaches to DEI issues. Diversity, Equity, and Inclusion in Sport
addresses the key areas and challenges surrounding DEI in the sport
industry and examines the role of sport in effecting social change.
With practical application skills on incorporating knowledge into
decision-making, current and future professionals alike will be
prepared to lead sport businesses as diverse, equitable, and
inclusive environments.
In recent years, there has been an increase in new forms of
employment. Namely, thanks to the use of platforms in business and
the emergence of the ""gig economy"", there are gradual changes in
this domain. These include part-time, temporary, informal, and
unpaid family work. This type of employment can be defined as any
job, but only of short or uncertain duration. The experiences
gained by the countries of the European Union, as well as the
countries of the Western Balkans from the COVID-19 crisis, during
which they used new technologies in work, should in the future make
working systems even more adapted to the digital age. At last,
whether working from home is the product of one's own choice or is
the result of a pandemic or other environmental shock, the change
in the way work is done is real and governments must understand the
implications and take steps to position their economies
accordingly.
Research has shown that having a diverse organization only improves
and enhances businesses. Forbes and Time report that diversity is
an $8 Billion a year investment. However, poorly implementing
diversity programs have damaging effects on the organization and
the very individuals these programs attempt to help. Poorly
implemented programs can cause peers and subordinates to question
decisions and lose faith in leadership. In addition, it can cause
even the most confident individuals to doubt their own skillset and
qualifications. Many organizations have turned to training to solve
this complex issue. Yet still, other organizations have created and
filled diversity and inclusion positions to tackle the issue. The
effects of these poorly implemented programs are highlighted during
strenuous times such as the latest COVID-19 pandemic. Marginalized
people are more marginalized, and resources and support do not
reach everyone. Tasks such as providing technical support,
conducting large group meetings, or distributing work obligations
without seeing employees on a daily basis becomes more challenging.
Complex problems cannot be solved with simple solutions. Using
organization development (OD) to develop a comprehensive change
initiative can help. This book outlines how properly conducting an
OD change initiative can effectively increase an organization's
diversity and inclusion -- it is grounded in research-based
literature on diversity and OD principles. Many organizational
leaders realize the key importance of diversity, equity, inclusion
and multiculturalism in modern organizations. It is only through
such efforts can organizations thrive in a networked world where
much work is done virtually-and often across borders. But a common
scenario is that leaders, recognizing the need for a diversity
program, will pick someone from the organization to launch it.
Perhaps the person identified for this challenge is in the HR
department but has had no experience in launching diversity
efforts-or even in managing large-scale, long-term, organization
wide change efforts. But these are the challenges to be faced. This
book quickly identifies some reasons why diversity programs fail
and how to avoid those failures. The majority of the book
highlights how to use OD to improve organization culture and
processes to not only increase diversity and inclusion but develop
overall organization talent and prevent personal preferences and
biases from hindering the selection of the best talent for
positions.
Praise for the Power of One. Every leader is focused on how to
embrace the significant shifts happening in the workplace and in
society at large, which are impacting the future of work and the
way we connect. The challenge is to find the best path forward. The
key to understanding how to tap into your own individual power and
influence is through Natasha's framework: civility, candor,
courage, and consciousness. One person CAN make a difference in all
aspects of their life, and Natasha provides a helpful guide,
through powerful examples, to show you the path to embracing your
incredible Power of One. Marla Kaplowitz, 4A's, President & CEO
The Power of One: Leading with Civility, Candor, and Courage is a
journey of personal power and intentional influence. A better
world, workplace, and community begins with you. You are the "it"
factor. You have the power to use your everyday words and actions
to influence extraordinary change in the workplace and beyond. It
only takes ONE to make a difference. COVID-19, #MeToo, George
Floyd-the events and movements of recent years have left us all
with a hunger for positive change in every aspect of our lives. Yet
most of us think we're powerless to affect change. This book was
written to combat that lie. Within these pages, you'll find out the
truth about who you are, what you have to offer, and how you can
cultivate the power within you to create a new, positive dynamic in
your home, office, neighborhood, and the world. Through powerful
storytelling, Natasha Bowman provides meaningful and practical
examples of how to build a life marked by civility, candor, and
courage, as well as how to lead and develop cultures in which those
virtues are on full display. You'll learn how to shape power
dynamics that are inclusive and diverse as you become an advocate
for true equity. Most importantly, you'll discover how to change
lives for the better-starting with your own. Natasha Bowman is an
expert in workplace equity and is recognized as a 2020 Top 30
Global Guru for Management. With her consulting firm, Performance
ReNEW, she works with high-profile companies and organizations to
gear them up for inclusive success in today's diverse and demanding
world.
A unique, non-traditional, Organizational Behavioral-oriented book
that is geared toward flexible leadership, and that offers a series
of funny, yet thought-provoking, motivating, growth-oriented jokes
and humor anecdotes that will help readers tap into their internal
locus of control.
Your roadmap for the new world of work
Today's deluge of organizational change needn't leave employer and
employee at odds. Free Agents presents a win-win scenario for both.
Here, individuals learn how to take charge of their lives and
careers, to separate themselves from their jobs and redefine
themselves in terms of the new marketplace. Organizations discover
a process for aligning the needs of these empowered professionals
with the needs of the organization. It helps them to improve their
competitive advantage, create and sustain a Free Agent community,
and establish an environment where everyone is committed to
excellence. An upbeat alternative to marketplace malaise.
There is growing interest in flexible working, not only as a means
to manage labour more efficiently and for greater agility, but also
as a response to increasing concerns over well-being, work-life
balance, and participation in the labour force of those with
significant non-work commitments (e.g. parents, carers, older
workers). As a result, a comprehensive stream of literature on the
benefits and challenges of flexible working has developed and led
to a body of evidence on the implementation and outcomes of
different forms of flexible working arrangements. This book
assesses the current state of this literature as follows:
Background: the authors review the different definitions that have
been proposed, policy developments, availability and uptake.
Outcomes from flexible working: the main chapters focus on the
outcomes for employers (e.g. performance, employee retention,
organisational commitment etc.), as well as for individual
employees (e.g. well-being, job satisfaction etc.). Evaluation of
extant knowledge: the authors comment on the existing literature
and consider the methodological approaches adopted in the
literature. Conclusion: suggestions for future research are
proposed. Of interest to students, academics and policy-makers,
this book provides an expert overview of the empirical evidence and
offers critical commentary on the state of knowledge in the field
of flexible working and new forms of work.
* THE INSTANT NEW YORK TIMES BESTSELLER * * SHORTLISTED FOR THE
BOLLINGER EVERYMAN WODEHOUSE PRIZE FOR COMIC FICTION * 'One of the
biggest reads of the summer, and for good reason' INDEPENDENT
'Enormously fun . . . A joyous thrill ride of a book' VOX 'Candice
Carty-Williams' Queenie crossed with Jordan Peele's Get Out . . .
Slick and addictive' METRO _________________________
Twenty-six-year-old editorial assistant Nella Rogers is tired of
being the only Black employee at Wagner Books. Fed up with the
isolation and the micro-aggressions, she's thrilled when Hazel
starts working in the cubicle beside hers. They've only just
started comparing natural hair care regimens, though, when a string
of uncomfortable events cause Nella to become Public Enemy Number
One and Hazel, the Office Darling. Then the notes begin to appear
on Nella's desk: LEAVE WAGNER. NOW. It's hard to believe Hazel is
behind these hostile messages. But as Nella starts to spiral and
obsess over the sinister forces at play, she soon realises that
there is a lot more at stake than her career. Dark, funny and
furiously entertaining, The Other Black Girl will keep you on the
edge of your seat until the very last twist.
_________________________ THE BOOK EVERYONE IS TALKING ABOUT: 'One
of the books of the year . . . Will blow your mind' STYLIST
'Super-smart, dryly funny' RED 'Page-turning, toe-curling,
thrilling. You won't put this one down' BLACK GIRLS BOOK CLUB FOR
REFINERY29 'Sharp, satirical and fun' DAILY MAIL 'Bright and funny
. . . You will turn page after page in your eagerness to unravel
this novel' OYINKAN BRAITHWAITE, NEW YORK TIMES 'The funniest,
wildest, deepest, most thought-provoking ride of a book' ATTICA
LOCKE 'The year's most buzzed-about debut more than lives up to the
hype' i 'Very, very funny and acutely observed' ELIZABETH DAY 'It
should be at the top of your summer reading list' WASHINGTON POST
Make the connections that will help you succeed-and advance faster.
Networking doesn't stop once you've landed the job. Building a
high-quality, diverse network is key to learning and growth,
influencing others, and launching your ideas. But how do you move
beyond small talk and cold emails to building a network that is
strategic and effective, made up of authentic relationships? The
HBR Guide to Smarter Networking will give you the tools you need to
connect confidently, get your initiatives off the ground, and move
up in your career. This guide will help you: Make great first
impressions Connect better at conferences-in-person or virtual
Reach out to find your next job Overcome obstacles to building your
network Avoid networking burnout Keep your network healthy over the
long haul Arm yourself with the advice you need to succeed on the
job, with the most trusted brand in business. Packed with how-to
essentials from leading experts, the HBR Guides provide smart
answers to your most pressing work challenges.
This comprehensive two-volume collection draws together the key
contributions - both theoretical and empirical - from economics and
management literature on human and organisational knowledge,
learning and routine behaviours. Volume I discusses conceptions of
knowledge and the problems of organisational and technological
learning. Volume II contains both theoretical and applied research
on organisational routines.
Contents: Preface - Who this book is for. Part One. Why is Bullying an important issue? A Background to Bullying at Work, Bullying at Work, The Victims of Bullying, Employers, Harassment, Bullying and the Law, Dignity at Work Policies. Harrassment Investigation. Mediation. Conclusions for Part 1. Part Two. Introduction. The Tole of Counsellors/Psychologists in Organisations. Useful Theories. Counselling in Organisations. Working with the Various Parties. The Process of Investigation. Mediation. Other Roles for Counsellors/Psychologists. Taking Care of the Self.
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