In Faithful Careers Peter M. Smudde contends that God calls us to live an "integrated life" that unifies both the spiritual and the secular aspects of life. As an introduction to integrating the Catholic faith with one's work, this book answers, in the Catholic context, basic questions of what work is, why work is important, who we are as workers, how may we have fruitful careers, where may we find help about faith-work integration, and when we should take next steps toward better integrating our work and the Catholic faith. Smudde demonstrates how the Catholic faith truly does apply to our labor, and that our lives depend on that labor, by putting forth particular matters of the faith that pertain to faithful careers. He then puts into real-world context, pertinent teachings, concepts, principles, practices, and other means the Catholic Church provides for us, so that those lessons can be practically applied on a daily basis. Sources such as the Bible and writings of the saints, popes, contemporary Catholic spiritual writers, apologists, and scholars are applied to strengthen the support made about the book's content. Catholic professionals at all stages of their careers will welcome this insightful book, which explores the call to put spirituality in the foreground-to obtain ever-deeper faith and, thereby, greater integration of faith in everyday life and career.

Through a series of studies, the overarching aim of this book is to investigate if and how the digitalization/digital transformation process causes (or may cause) the autonomy of various labor functions, and its impact in creating (or stymieing) various job opportunities on the labor market. This book also seeks to illuminate what actors/groups are mostly benefited by the digitalization/digital transformation and which actors/groups that are put at risk by it. This book takes its point of departure from a 2016 OECD report that contends that the impact digitalization has on the future of labor is ambiguous, as on the one hand it is suggested that technological change is labor-saving, but on the other hand, it is suggested that digital technologies have not created new jobs on a scale that it replaces old jobs. Another 2018 OECD report indicated that digitalization and automation as such does not pose a real risk of destroying any significant number of jobs for the foreseeable future, although tasks would by and large change significantly. This would affects welfare, as most of its revenue stems from taxation, and particularly so from the taxation on labor (directly or indirectly). For this reason, this book will set out to explore how the future technological and societal advancements impact labor conditions. The book seeks to provide an innovative, enriching and controversial take on how various aspects of the labor market can be (and are) affected the ongoing digitalization trend in a way that is not covered by extant literature. As such, this book intends to cater to a wider readership, from a general audience and students, to specialized professionals and academics wanting to gain a deeper understanding of the possible future developments of the labor market in light of an accelerating digitalization/digital transformation of society at large.

Employers are increasingly recruiting their workers into politics to change elections and public policy - sometimes in coercive ways. Using a diverse array of evidence, including national surveys of workers and employers, as well as in-depth interviews with top corporate managers, Politics at Work explains why mobilization of workers has become an appealing corporate political strategy in recent decades. The book also assesses the effect of employer mobilization on the political process more broadly, including its consequences for electoral contests, policy debates, and political representation. In Politics at Work, Alexander Hertel-Fernandez shows that while employer political recruitment has some benefits for American democracy - for instance, getting more workers to the polls - it also has troubling implications for other aspects of political participation. Workers face considerable pressure to respond to their managers' political requests because of the economic power employers possess over workers. In spite of these worrisome patterns, corporate managers report that mobilization of workers is an important strategy for influencing politics. Politics at Work documents how companies consider mobilization of their workers to be even more effective at changing public policy than making campaign contributions or buying electoral ads. Hertel-Fernandez concludes by discussing when and why employer recruitment efforts represent problematic violations of workers' political rights. He then reviews policy proposals that could protect workers from employer political coercion and could also win the support of majorities of Americans. By carefully examining a growing yet underappreciated political practice, Politics at Work contributes to our understanding of the changing workplace, as well as the ways that businesses influence politics in the United States. The book offers fresh perspectives on debates over money in politics and will be valuable to anyone interested in the connections between inequality, public policy, and American democracy.

Volume 19 of Research in Occupational Stress and Well-Being explores and enhances our understanding of how stress and well-being at work can change over time. Much of the prior literature in occupational stress and well-being is designed to look at antecedents of stress and well-being, treating them as dependent variables. Although these models implicitly acknowledge the dynamic nature of stress and well-being, they are often assessed at a single time point and treated as a static end-state. This volume moves beyond this approach by explicitly examining stress and well-being as a dynamic phenomenon by examining changes in stress and well-being that happen developmentally, because of intentional interventions on the part of organizations, in response to job role or job status transitions, or which examine the ways in which changes in stress and well-being is conceptualized and assessed.

In the new remote-first and hybrid workplace, many organizations are struggling to catch up with new tooling and ways of working. Many are discovering for the first time that the physical office was covering up poorly defined teams and poorly defined areas of focus, threatening their DevOps transformation efforts and the overall health and success of their business. Matthew Skelton and Manuel Pais, coauthors of the highly successful Team Topologies, provide proven patterns for a successful remote-first approach to teams. Using simple tools for dependency tracking and patterns from Team Topologies, such as the Team API, organizations will find that well-defined team interactions are key to effective IT delivery in the remote-first world. This workbook explores several aspects of team-first remote work, including: How the new "remote-first" world is highlighting existing poor team interactions within organizations. Why organizations should use the Team API pattern to define and communicate the focus of teams. How organizations can track and remove team-level dependencies. How and why organizations should design inter-team communications consciously. How and why organizations can use the three team interaction modes from Team Topologies (collaboration, x-as-a-service, and facilitating) to help. The ideas and patterns presented here will help your organization become more effective with a team-based, remote-first approach to building and running software systems.

The literature on gender and professions shows that professional careers continue to be impacted by gender - albeit with important differences among professions and countries. Much less researched is the issue of the significance of gender and age-cohort or generation to professional work. Gender, Age and Inequality in the Professions explores men's and women's experiences of professional work and careers through an intersectional lens by focusing on the intersection of gender and age. The chapters explore different professions - including Medicine, Nursing, Law, Academia, Information Technology and Engineering - in different Western countries, in the present and over time. Through original research, and critical re-analysis of existing research, each of the chapters explores the significance of gender and age-cohort or generation to professional work, with particular attention to professionals just entering professional careers, those building professional careers, and comparisons of men and women in professions across generational cohorts. The book contributes to literature on inequalities in the professions by demonstrating the ways in which gender and age converge to confer privilege and produce disadvantage, and the ways in which gender inequality is reproduced, and disrupted, through the activities of professionals on the job. The book constitutes a departure point for future research in terms of theoretical perspectives and empirical findings on how gendered and age-related processes are produced and reproduced in particular organisational, professional and socio-cultural contexts. To enhance generational understanding, relationships and collaboration in educational institutions, organisations and professions, the book ends with a section on policy recommendations for educators, professionals, professional organisations as well as policy- and decision-makers. This book will also appeal to students and researchers in the fields of Sociology, Gender Studies, Organisational and Management Studies, Law, Medicine, Engineering and Information Technology as well as related disciplines.

In the current digital environment, records and information management allows to face outstanding volumes of information, widespread dematerialization of business processes and the proliferation of legal and regulatory obligations. This book offers principles, standards, procedures and best practices for the creation of authoritative records and for long-term conservation purposes.

This book examines the phenomenon of work suicides in France and asks why, at the present historical juncture, conditions of work can push individuals to take their own lives. During the 2000s, France experienced what commentators have described as a 'suicide epidemic', whereby increasing numbers of workers in the face of extreme pressures of work, chose to kill themselves. The book analyses a corpus of testimonial material linked to 66 suicide cases across three large French companies during the period from 2005 to 2015. It aims to consider what the extreme and subjective act of self-killing, narrated in suicide letters, can tell us about the contemporary economic order and its impact on flesh and blood bodies. What do rising work-related suicides reveal about conditions of human labour in the twenty-first century? Does neoliberal economics condition a desire for suicide? How do suicidal individuals describe the causes and motivations of their act? Combining critical perspectives from sociology, history, testimony studies, economics, cultural studies and public health, the book raises critical questions about the human costs of the shift to a finance-driven neoliberal order and its everyday effects within the French workplace.

Organizations have increasingly been introducing web-based applications for HRM purposes, and these are frequently labeled as electronic Human Resource Management (e-HRM). Much is expected of e-HRM in terms of improving the quality of HRM, increasing its contribution to company performance and freeing staff from administrative loads. The editors of this volume have been involved in a series of research projects, academic workshops, and conferences exploring the application of information technologies to various HR practices. Along with the "Special Issues of the International Journal of HRM", "International Journal of Technology and Human Interactions", and "International Journal of Training and Development", this volume is a tangible outcome of three European e-HRM Academic Workshops (2006, 2008, 2010), and two International Workshops on Human Resource Management (2007 and 2008). "Electronic HRM in Theory and Practice" brings a greater focus to the theoretical developments within the field of e-HRM research and clarifies the need to crystallize a theoretical framework for e-HRM research, raises further questions, and supports discussions.

In a difficult economic climate it is more important than ever to manage bad behaviour in the workplace and minimize the damage negative and destructive employees can have on an organization. This book looks at the problems companies can face but also shows how to resolve these issues and work towards a positive outcome.

In this timely book, Dr Jo Cribb and David Glover, former CEOs who have launched successful portfolio careers, share insights from their own experiences plus those of an impressive range of successful business leaders who are all actively thinking about the future of work. Aimed at anyone who needs to change careers or whose job leaves them feeling unchallenged and unfulfilled, as well as those starting work for the first time, this book will provide the inspiration, support and practical tools needed to change your working life.

People at Work is noted sociologist Marjorie L. DeVault's groundbreaking collection of original essays on the complexities of the modern-day workplace. By focusing on the lived experiences of the worker, not as an automaton on an assembly line, but as an embodied human of flesh and bone, these essays offer important insight on the realities of the workplace, and their effects on life at home and in communities. With contributions from some of today's top scholars, each essay is a detailed case study of a different aspect of the working world.

Compelling, lively, and sometimes chilling, the contributors address issues from disability rights to immigrant labor, welfare reforms to budget cuts, competition to personal motivations. Each one valuable on its own, the essays in People at Work combine to illuminate the hurdles that workers of all backgrounds struggle with and, more broadly, the impact of change on workers' lives in the new, increasingly global, economy.

The sales environment has been forever altered by e-commerce and price-centered commodities. Competition has become stiffer, and quotas have become higher. The demand for performance has created brutal pressure in a lonely profession, and increasing the number of cold calls is not enough to survive. Success requires closing a higher percentage of opportunities and growing existing business. But how do you achieve such lofty goals?

"The Trusted Advocate" is a revelation of fundamental principles that empower maximum success through authenticity and integrity. John Mehrmann and Mitchell Simon combine their experience in management and leadership development to provide you with proven, cutting-edge management techniques and leadership skills to unlock individual potential and empower personal success. You'll learn how to: Increase sales and retain loyal customers Train the sales force or train yourself Identify and unleash your talents Turn knowledge into power Build your pipeline Create a revolutionary process Earn a reputation for being trustworthy

Designed to revitalize sales professionals, "The Trusted Advocate" is perfect for managers, coaches, consultants, and trainers to help rapidly accelerate individual or group performance. Use your strengths as your competitive edge, enjoy your profession, and advance your career

Presents timely, implementable, and easy practices for the modern workplace, and demonstrates how leaders can be mindful, listen deeply, and embrace tension to enable organizations, and people, to succeed in uncertain times. Leading is by no means an easy task. We expect our leaders to be steadfast but also flexible. We need leaders to show us the way, but also to deeply listen and recognize the expertise of those around them. In Mindfully Wise Leadership, Keren Tsuk, founder of consulting group Wisdom To Lead, seeks to revolutionize the process by which leaders manage their organizations and their people. Through her research in the field, Tsuk found that, with the application of mindfulness techniques, individuals can not only improve their effectiveness in the management of others but also in the management of their own needs, building better futures for everyone. It's for these reasons that leading organizations such as Google, Facebook, LinkedIn, Aetna, and Apple have already implemented mindfulness programs, which have resulted in increased productivity, innovation, and employee engagement. Mindfully Wise Leadership offers precise tools for leaders to learn how to: Listen to their employees, their customers and the market in new ways Engage employees from a place of meaning, purpose, intrinsic motivation and connection Utilize a central tool called dialogue space that enables creative solutions to emerge Hold tensions and create a culture that enables a flow experience

This book provides a systematic and interdisciplinary study of occupational mental health legislation in seven countries. The work presents a study of the laws, policies, and legal interpretations to help prevent mental health problems from occurring in the workplace and appropriately address problems once they do occur. With a view to improving provision in Japan, the author examines the legal issues relating to workplace mental health and stress in the USA, UK, Denmark, the Netherlands, France and Germany. In presenting a comparative discussion of mental health issues in the workplace, this book seeks to establish a minimum for legal rights and duties that contribute to prevention and not just compensation. With its detailed comparative and descriptive coverage of legal and related provisions in a range of countries, the book will be a valuable resource for academics, policy-makers and practitioners working in labour and employment law, social welfare, occupational health and human resource management.

Work environments are paved with challenges and uncertainties that can result in the risk of setbacks and personal failure. Experiencing negative events such as these can be devastating for employees. This results in employees becoming distracted, detaching themselves from work and being unable to effectively engage in their work activities. Work Life after Failure?: How Employees Bounce Back, Learn, and Recover from Work-Related Setbacks brings together the knowledge from three distinct concepts that currently lack integration: resilience, learning, and recovery. The authors regard resilience as the positive adaptation after adversity and examine aspects of learning from failure as a process of improvement through enhanced knowledge and understanding after negative professional experiences. The exploration of recovery is situated in the context of a process of reducing strain symptoms that were caused by work-related events. Together, these three concepts advance our understanding of how to effectively use personal resources to overcome the experience of failure and what organizations can do to support employees during these difficult times. Encompassing both conceptual and empirical work from experts in the fields of resilience, learning from failure, and recovery, this book also sheds light on the classification of failures and setbacks and develops a measure of the setback severity.

A GLOBE & MAIL BEST BUSINESS BOOK OF 2021 The COVID-19 pandemic forced an unprecedented experiment that reshaped white-collar work and turned remote work into a kind of "new normal." Now comes the hard part. Many employees want to continue that normal and keep working remotely, and most at least want the ability to work occasionally from home. But for employers, the benefits of employees working from home or hybrid approaches are not so obvious. What should both groups do? In a prescient new book, The Future of the Office: Work from Home, Remote Work, and the Hard Choices We All Face, Wharton professor Peter Cappelli lays out the facts in an effort to provide both employees and employers with a vision of their futures. Cappelli unveils the surprising tradeoffs both may have to accept to get what they want. Cappelli illustrates the challenges we face by in drawing lessons from the pandemic and deciding what to do moving forward. Do we allow some workers to be permanently remote? Do we let others choose when to work from home? Do we get rid of their offices? What else has to change, depending on the approach we choose? His research reveals there is no consensus among business leaders. Even the most high-profile and forward-thinking companies are taking divergent approaches: Facebook, Twitter, and other tech companies say many employees can work remotely on a permanent basis. Goldman Sachs, JP Morgan, and others say it is important for everyone to come back to the office. Ford is redoing its office space so that most employees can work from home at least part of the time, and GM is planning to let local managers work out arrangements on an ad-hoc basis. As Cappelli examines, earlier research on other types of remote work, including telecommuting offers some guidance as to what to expect when some people will be in the office and others work at home, and also what happened when employers tried to take back offices. Neither worked as expected. In a call to action for both employers and employees, Cappelli explores how we should think about the choices going forward as well as who wins and who loses. As he implores, we have to choose soon.

The book provides a collection of cutting-edge, multi-disciplinary research-based chapters on work, workers and the regulation and management of workplace health and safety. Featuring research from Australia, Europe and North America, the chapters traverse important historical examples and place important, emerging contemporary trends, like work in the gig economy, into wider international and historical perspectives. The authors are leading authorities in their fields. The book contributes to advancing our knowledge - empirical and theoretical - of the ways in which labour market dynamics, management strategies, state regulation and public policy, and union organisation affect outcomes for workers. It features in-depth exploration of, and reflection on, some of the major labour market challenges facing workers, and analysis of strengths and weaknesses of responses to those challenges, whether via management, state regulation or collective employee voice. The chapters highlight shifts in in/equality of outcomes; access to security and flexibility at work; genuine access to workplace voice and decision-making; and the implications of different avenues and mechanisms for regulating work and employment. The text is aimed at researchers, undergraduate and postgraduate students in work and organisational studies, industrial/employment relations and human resource management, workplace (or occupational) health and safety, employment law, and labour history. It will also be of particular interest to policy makers and practitioners working in the field of workplace health and safety.

With the outbreak of the current Covid-19 pandemic, work life has changed dramatically. Remote working has become a monumental topic for the business world. This change, in fact, induces some notable impacts for work-life and is likely to sustain for a very long time, as companies increasingly report working outside the office and tend to continue adopting this even after the pandemic. In this regard, this book is based on the idea that a comprehensive approach on remote working needs to be provided with a multi-dimensional perspective. This edited book is based on chapters in the fields of remote working practices addressing current critical debates and strings together with theories and findings through novel data-driven insights. In this context, the book presents the ongoing discussion on remote working by including studies mainly on work-life balance, work-family conflict, leadership, motivation, HR policies, ethics, training and other related topics. The studies in this book are expected to provide answers to questions raised by problems resulting from remote working practices.

The Daily Grind: How Workers Navigate the Employment Relationship introduces students to the tensions between labor and management within the U.S. employment relationship and explores how workers, operating in a socially and culturally structured system of capitalism, are influenced and manipulated by economic institutions and polity which exploit, devalue, and dehumanize workers in the name of corporate profit. The text covers how the American work ethic of the early nineteenth century helped shape the current perspective on the labor-management relationship, and how, over time, the Protestant and patriarchal influences of that period have countered the collective actions of workers in profound ways. The text further explores the effect of societal, cultural, and economic structures, both global and local, which limit workers' ability to achieve the "American Dream" and result in depressed economic conditions and discouraged workers. The text's focus on the current economic inequality and lack of social mobility challenges the current neoliberal ideology that capitalism is the best economic system. The overarching framework for The Daily Grind: How Workers Navigate the Employment Relationship is situated in Labor Process Theory (LPT) which explores the control and resistance dichotomy between labor and management, the systematic deskilling of the workforce in order to increase production and increase owners' profits, and examines conflict over control of the labor process. An extension of Marxist theory about the organization of work, LPT explores the employment relationship, the control of work, the payment of work, the skills necessary for work, and the facilitation of work.

This new volume revisits diversity resistance 10 years later, examining the fluidity of diversity resistance in workplaces. Top-notch contributors provide insight about the motivations to resist diversity and inclusion as well as offer strategies for preventing and derailing diversity resistance and enhancing inclusion in organizations. The current edition broadens the conversation about diversity resistance by demonstrating methods of counter-resistance and how diversity resistance manifests in everyday lives, as well as how it presents itself and limits the careers and lives of various stigmatized groups. Chapters also consider why, despite the often expressed value for diversity and inclusion, diversity resistance continues to persist. Contributors demonstrate the persistence of diversity resistance across time, context and for a variety of targets. For example, this volume addresses topics as well as marginalized groups not previously discussed in the first edition such as intersectionality, workers living with mental illness, gender identity, trans workers and the systemic resistance experienced by gay couples. This volume will be of interest to scholars and practitioners as well as minoritized workers. It will function as a framework for understanding the continuum of exclusion, harassment and discrimination that occurs within organizational settings and the impact upon individual and organizational performance. Practitioners will find examples and cases for how diversity resistance manifests, but more importantly strategies and recommendations for derailing diversity resistance and enhancing inclusion.

This new volume revisits diversity resistance 10 years later, examining the fluidity of diversity resistance in workplaces. Top-notch contributors provide insight about the motivations to resist diversity and inclusion as well as offer strategies for preventing and derailing diversity resistance and enhancing inclusion in organizations. The current edition broadens the conversation about diversity resistance by demonstrating methods of counter-resistance and how diversity resistance manifests in everyday lives, as well as how it presents itself and limits the careers and lives of various stigmatized groups. Chapters also consider why, despite the often expressed value for diversity and inclusion, diversity resistance continues to persist. Contributors demonstrate the persistence of diversity resistance across time, context and for a variety of targets. For example, this volume addresses topics as well as marginalized groups not previously discussed in the first edition such as intersectionality, workers living with mental illness, gender identity, trans workers and the systemic resistance experienced by gay couples. This volume will be of interest to scholars and practitioners as well as minoritized workers. It will function as a framework for understanding the continuum of exclusion, harassment and discrimination that occurs within organizational settings and the impact upon individual and organizational performance. Practitioners will find examples and cases for how diversity resistance manifests, but more importantly strategies and recommendations for derailing diversity resistance and enhancing inclusion.