The second edition of Ventilation Control of the Work Environment incorporates changes in the field of industrial hygiene since the first edition was published in 1982. Integrating feedback from students and professionals, the new edition includes problems sets for each chapter and updated information on the modeling of exhaust ventilation systems, and thus assures the continuation of the book's role as the primary industry textbook.
This revised text includes a large amount of material on HVAC systems, and has been updated to reflect the changes in the Ventilation Manual published by ACGIH. It uses both English and metric units, and each chapter concludes with a problem set.

"No Fear" highlights two challenges we face in the workplace, and in our daily lives. Firstly, how to free ourselves from fear and secondly, how to avoid managing through fear. This extraordinary book is a journey through fear, and how to dispel it, that will help the reader recognize the emotion in the workplace as well as in their own lives.

The world of work is going through an unprecedented revival driven by new technologies. The Digital Renaissance of Work: Delivering Digital Workplaces Fit for the Future will take the reader on a journey into the emerging technology-led revival of work. A unique combination of thought leadership and technical know-how, this book will bring the reader up-to-date with the latest developments in the field, such as: freelancing the organisation/ work but no jobs, localisation/ work but not place, time travel and death of the weekend, trust, privacy and the quantified employee, leadership in the hyper connected organisation, beyond the office/ the mobile frontline, automation and the frontiers of work, as well as setting out how to lay down the roadmap for the digital workplace: the human centred digital workplace, making the business case, setting up the digital workplace programme, technology deployment, measuring the digital workplace. The book will draw on new case studies from major organisations with which Paul Miller is in regular discussion, such as: Accenture - aligning the digital and physical workplaces; Barclays - innovating in a regulated environment; Deutsche Post/ DHL - leading at the mobile frontline; Environment Agency - real time collaboration; IBM - pushing the digital workplace frontiers; IKEA - measuring the digital workplace; SAP - gamifying the enterprise. Paul Miller's follow up to his critically acclaimed The Digital Workplace picks up the story to provide organisations with an understanding of the structural and organizational implications the emerging technology has for the workplace. His insights, backed by the considerable research of the Digital Workplace Forum, offer a lifeline to organizations needing to make better sense of a very uncertain future.

Behaviour at work can no longer be stereotyped as global or local a " modern or traditional a " with very little in-between. Instead work behaviour is a complex interplay between Global and Local values. It takes place in a Glocality. Thus individual achievement co-exists with group aspirations, pay diversity takes place in a social context, teamwork reflects cultural narrative, and labour mobility is bound by community bias. Globalization and Culture at Work: Exploring their Combined Glocality breaks new ground by exploring such glocalities, and the implications they create for managing human potential better. The volume is essential reading for researchers, managers, culturalists and consultants of work behaviour alike.

Work hours has become a 'hot topic'. This volume examines the effects of work hours on individual, family and organizational health. It considers why some people work long hours and the potential costs and benefits of this investment. Some work long hours out of necessity, others willingly. Interestingly, most people, however, want to work fewer hours than they now do. One's motives for working long hours (the why) and one's attitudes and behaviours while working (the how) emerge as critical factors in the link between work hours and well-being.Contributions from experts from six countries address workaholism, the distinction between passion and addiction to work, 'loving one's job', the role of technology as an enabler of long work hours, consequences of fatigue from over-work, strategies for short-term recovery from long hours, and initiatives for enriching one's quality of life. Coming to grips with work hours requires difficult choices by individuals, families, organizations and society at large. This collection will be of value to managers and professionals concerned about people, and academics, students, researchers and policy makers interested in ways work can be meaningful, decent rather than debilitating.

The Poetic Logic of Administration is an investigation of the most important organizational forms of our time, theoretically as well as practically. Central to the presentation are four main trends: the rational bureaucracy, the human network, the harmonious system and the strong culture. The book provides a new and challenging picture of these organizational forms. Difficult to capture in common logical terms, they appear to follow a certain pattern: a 'poetic logic'. They are, for example, enacted as various literary dramas: comedy, tragedy etc. They are also marked by different conceptions of the world - such as the metaphorical and the ironic - and by different explanatory ideals. Kaj Skoldberg's book contains a rhetorical analysis of the styles of modern administration and the changes they have undergone. This is a groundbreaking work, offering new interpretations and critical re-evaluations of the individual approaches to organization, including their 'gurus' and current importance, within the framework of a highly-original, overarching analysis. No previous book has tried to capture the major forms of organizing, and their dynamics, in terms of their rhetorical master tropes, main narrative genres, and explanatory ideals, and also uses this as an interpretive scheme for understanding individual organizational theories and practices within those main approaches. Examples are given from both the private and the public sectors and various forms of efficiency and effectiveness are also discussed.

This book looks at how large organizations have managed and adapted to changing conditions of employment shaped by the recent economic and political environment. Additional data are presented based on evidence from other significant actors such as agency employment firms and trade unions. The book also engages with important North American debates on the changing nature of work, careers, and employment.

Bosses are human - some good, some bad. They have a huge impact on your job satisfaction, your day-to-day happiness, your workload - and yes - your paypacket. If you're lucky they will be understanding, supportive, encouraging and inspiring. Then again they might be lazy, unmotivated, weak, over-emotional, sarcastic, rude, or just downright - well - bossy. But you're no powerless victim.When it comes to your boss, then you're more in control than you think. It's a case of understanding what makes them tick, why they react as they do, and then approaching situations in the right way to get the best out of your boss. Here's how.

The Cambridge Handbook of the Global Work-Family Interface is a response to growing interest in understanding how people manage their work and family lives across the globe. Given global and regional differences in cultural values, economies, and policies and practices, research on work-family management is not always easily transportable to different contexts. Researchers have begun to acknowledge this, conducting research in various national settings, but the literature lacks a comprehensive source that aims to synthesize the state of knowledge, theoretical progression, and identification of the most compelling future research ideas within field. The Cambridge Handbook of the Global Work-Family Interface aims to fill this gap by providing a single source where readers can find not only information about the general state of global work-family research, but also comprehensive reviews of region-specific research. It will be of value to researchers, graduate students, and practitioners of applied and organizational psychology, management, and family studies.

Wall Street Journal Bestseller Develop and expand your innate leadership abilities through daily exercises and challenges designed to help you grow into the leader you want to be and prepare you for the job you were made to have. A recent Harvard Business Review article outlining a study of over 17,000 leaders found that although, on average, people begin to supervise others at age 30, most do not start to receive formal leadership training until their forties. In addition to serving as a U.S. Army airborne, infantry, and ranger-qualified officer, Patrick Leddin has founded successful businesses and trained thousands of leaders. In The Five-Week Leadership Challenge, Leddin shows you how to quickly build standout leadership skills so that when the next opportunity comes along, you're the only person for the job. In this book, you will find: 35 daily challenges designed to quickly develop standout leadership skills, Leadership habits you can practice regularly that get you noticed-and promoted, based on Leddin's experience training and consulting thousands of leaders all over the world, And encouragement to share your completion of the leadership challenge on social media to exponentially expand your networking opportunities, and receive bonus content and access to additional author tools. Don't wait for training that doesn't come until it's too late. The Five-Week Leadership Challenge is an invaluable guide to help any aspiring leader begin a daily practice of exercises and challenges designed to develop and grow your leadership ability as quickly as possible.

Although the activities of large industrial and financial corporations dominate economies around the world, their impact on the distribution of employment and the use of new production techniques is much disputed. In this two-volume set, the editors examine the changes which have taken place in the organization of work and the nature of employment over the last half century. The articles selected for these volumes address the issues of work, skills and employment, with particular focus on the manufacturing sector, which has seen rapid change in working practices, and on the expanding service sector, where new kinds of jobs entail serving customers and working in the money, banking and financial services, call-centres and the public and government sector. Many of the studies challenge the utopian view of post-Fordist work regimes and raise questions about the effectiveness of post-Fordist concepts in accounting for the variety of changes in the world economy. In a new introduction, the editors offer a comprehensive overview and discussion of these concerns.

In the Handbook of Workplace Violence, editors E. Kevin Kelloway, Julian Barling, and Joseph J. Hurrell Jr. bring together the contributions of leading researchers to provide summaries and unique perspectives on current theory, research, and practice relating to workplace violence. This is the most up-to-date resource available providing a comprehensive overview of the current state of knowledge regarding all aspects of workplace violence and aggression. Part I summarizes the leading theoretical perspectives on violence and aggression and provides prevalence estimates for aggression and violence in North American workplaces. Part II focuses on leading experts in the field summarizing what is known about the sources of workplace violence (e.g., partner violence, communal violence, industrial relations violence, public-initiated violence) forms of aggression in the workplace (e.g., emotional abuse, workplace bullying, cyber-aggression) and populations (e.g., occupations, youth) at special risk for workplace violence and aggression. Part III considers the experience of victims as well as individual (e.g., critical incident stress debriefing) and organizational (e.g., selection, training) interventions designed to prevent, or ameliorate the consequences of workplace violence. This is a valuable resource for researchers and practitioners in the fields of Industrial and Organizational Psychology, Human Resources, Health Psychology, Public Health, and Employee Assistance Programs. It is also an excellent textbook for graduate courses in Organizational Behavior, Occupational Health Psychology, and Organizational Psychology.

Organizations are implementing virtual teams using web technologies as a cost-effective measure for training and project development. In Working at a Distance, Cassandra Smith provides a detailed, comprehensible virtual team business model for managers, professionals, teachers or students involved globally with such initiatives. The author argues that guidance for members of such teams is generally lacking. They are left to figure out their places on the team and face a host of other issues, the impact of which can be ameliorated with a virtual team business model that anyone working at a distance can follow. Cassandra Smith has taught courses online and facilitated virtual teams. The model she has created based on that experience maximizes the benefit to be gained from individual members' skills, personality styles, and the strengths of each active participant. It will enable teams to set up viable working plans and work cohesively at a distance. The model also provides for conflict management in virtual environments. Built on research and practical experience, the empirical data and subject experts' views captured by the author and the model offered here will help all stakeholders of businesses or educational institutions where managers, employees and clients; or teachers and students are working at a distance to achieve desired outcomes.

This book provides insight into the potential for the market to protect and improve labour standards and working conditions in global apparel supply chains. It examines the possibilities and limitations of market approaches to securing social compliance in global manufacturing industries. It does so by tracing the historic origins of social labelling both in trade union and consumer constituencies, considering industry and consumer perspectives on the benefits and drawbacks of social labelling, comparing efforts to develop and implement labelling initiatives in various countries, and locating social labelling within contemporary debates and controversies about the implications of globalization for workers worldwide. Scholars and students of globalisation, development, corporate social responsibility, human geography, labour and industrial relations, business ethics, consumer behaviour and fashion will find its contents of relevance. CSR practitioners in the clothing and other industries will also find this useful in developing policy with respect to supply chain assurance.

Since the 1980s, the process of European economic integration, within a wider context of globalization, has accelerated employment change and placed a new premium on flexible' forms of work organization. The institutions of employment relations, specifically those concerning collective bargaining between employers and trade unions, have had to adapt accordingly. The Transformation of Employment Relations focuses not just on recent change, but charts the strategic choices that have influenced employment relations and examines these key developments in a comparative perspective. A historical and cross-national analysis of the most important and controversial issues' explores the motivation of the actors, the implementation of change, and its evolution in a diverse European context. The book highlights the policies and the role played by different institutional and social actors (employers, management, trade unions, professional associations and governments) and assesses the extent to which these policies and roles have had significant effects on outcomes. This comparative analysis of the transformation of work and employment regulation, within the context of a quarter-century timeframe, has not been undertaken in any other book. But this is no comparative handbook in which changes are largely described on a country-by-country basis, but instead, The Transformation of Employment Relations is rather focused thematically. As Europe copes with a serious economic crisis, understanding of the dynamics of work transformation has never been more important.

Collective bargaining between employers and trade unions has profoundly changed working conditions in companies around the globe. But why do we start work at the age of 10, 16, 18 or 24? Why do we work 6, 8, 10 or more hours a day? These questions are becoming increasingly pertinent as working norms are fractured and fragmented by country. This book brings an entirely new perspective to our understanding of changes in working time. In both the UK and the US, effective legal or collectively-bargained regulation of working time has been limited over the last 20 years, to the extent that its disappearance is seen as almost unproblematic. Here author Jens Thoemmes sheds light on this transition and its economic implications with a fully evidenced sociological account, based particularly on original research into cases of working time standards in France and Germany. This book addresses the whole process of working time regulation over the last twenty years, evaluating the activities of trade unions, employers, and the State. While theories of industrial relations have already addressed the issue of markets in the context of collective bargaining, this book draws connections between time and markets, places these transitions in their historical contexts, and illustrates the importance of this movement crossing borders and cultures.

A shortand outline for almost every word in the English language.

The GREGG Shorthand Dictionary Simplified is divided into two parts: Part I contains 26,098 words most commonly used in notation with their official shorthand outlines. Also included are words that are frequently used in such fields as medicine, law, engineering, chemistry, and many others. These words represent a large range of vocabulary, omitting derivites that are not needed in shorthand. Part II contains 2,604 proper names and geographic expressions including a list of 72 commonly used abbreviations. This valuable reference should be part of the library of every shorthand writer.

Human capital and organizational capital are increasingly important as a source of value in many firms. But even as this is happening, organizational forms and employment relationships appear to be changing in ways that reduce loyalty and commitment and encourage mobility on the part of employees. Are these changes consistent in ways that contradict traditional theory and wisdom, or is the corporate sector getting a temporary boost in earnings by restructuring and cutting payrolls; but failing to make necessary new investments in human capital?

The essays in this book provide intriguing new evidence on these questions. The contributors quantify the degree to which job stability is declining, and the costs of job loss to long-term workers; provide historical perspective on today's workplace changes; explore the reasons why work is being reorganized and decisionmaking tasks are being pushed downward; examine the rationale for and effect of equity-based compensation systems, both in old industries and in the newest high-tech sectors; and assess the "state of the art" of measuring and accounting for investments in human capital.

This book is the result of a joint Brookings-MIT conference. In addition to the editors, authors include Eileen Appelbaum, Laurie Bassi, Avner Ben-Ner, Peter Berg, Joseph Blasi, Timothy Bresnahan, Eric Brynjolfsson, Allen Burns, Peter Cappelli, Greg Dow, Lorin Hitt, Douglas Kruse, Baruch Lev, Julia Liebeskind, Jonathon Low, Daniel McMurrer, Louis Putterman, Charles Schultze, and Anthony Siesfeld.

Managing Workplace Diversity, Equity, and Inclusion bridges the gap between social science theory and research and the practical concerns of those working in diversity, equity, and inclusion by presenting an applied psychological perspective. Using foundational ideas in the field of diversity, equity, and inclusion as well as concepts in the social sciences, this book provides a set of cognitive tools for dealing with situations related to workplace diversity and applies both classic theories and new ideas to topics such as United States employment law, teamwork, gender, race and ethnicity, sexual orientation, and other areas. Each chapter includes engaging scenarios and real-world applications to stimulate learning and help students conceptualize and contextualize diversity in the workplace. Intended for upper-level undergraduates as well as graduate students, this textbook brings together foundational theories with research-based and practical, real-world applications to build a strong understanding of managing diversity, equity, and inclusion in the workplace. Coming soon, this text will have its own companion website, which has been designed to give students and instructors a comprehensive look into Workplace Diversity, Equity, and Inclusion, offering case studies, practical applications, tests, and essay questions.

Companion book Remote Team Interactions Workbook now available! Effective software teams are essential for any organization to deliver value continuously and sustainably. But how do you build the best team organization for your specific goals, culture, and needs? Team Topologies is a practical, step-by-step, adaptive model for organizational design and team interaction based on four fundamental team types and three team interaction patterns. It is a model that treats teams as the fundamental means of delivery, where team structures and communication pathways are able to evolve with technological and organizational maturity. In Team Topologies, IT consultants Matthew Skelton and Manuel Pais share secrets of successful team patterns and interactions to help readers choose and evolve the right team patterns for their organization, making sure to keep the software healthy and optimize value streams. Team Topologies is a major step forward in organizational design for software, presenting a well-defined way for teams to interact and interrelate that helps make the resulting software architecture clearer and more sustainable, turning inter-team problems into valuable signals for the self-steering organization.

People 's work orientations and attitudes to paid work are highly important for the welfare of any country. Still, little is currently known about how such attitudes are distributed among different countries, men and women, classes, occupations, age groups and so on. Even less is known about how work orientations have changed during the dramatic social transformations of economies and labour markets during recent decades. What happened, for example, to work orientations in Iceland when the country went bankrupt? The answer is quite surprising. Or, is it true that work is losing its position in people 's lives in Western world? What is the relationship between people 's attitudes to work and the way they actually behave on the labour market?

This timely book deals with these questions and more presenting fresh knowledge on changes in work orientations in many countries. It is based on genuine theoretical arguments and thorough empirical studies, using both qualitative and quantitative methods. It is a great source of new knowledge on work orientations and changes in attitudes to work.

Japan s employment practices were long considered a cornerstone to its economic success. However, the reversal in economic performance during the 1990s altered the positive perception and inspired major adaptations like the rise in performance-related pay ( seikashugi ) and non-regular employment. This book presents case-studies of the adaptations in personnel management by major Japanese firms. It highlights the diversity, the stability and the considerations behind the adaptations that are implemented by these firms. Drawing on insights from institutional theory, it shows how factors such as legitimacy and institutional interlock have guaranteed an important continuity in employment practices. It discusses how the adaptations have not actually replaced the existing practices but have been shaped by them and, as a consequence, the result may not be as revolutionary as once expected but is likely to last. Furthermore, it argues that the employment practices remain specifically Japanese and that expectations of convergence have so far proved misplaced.

Overall, this book is a valuable contribution to the study of employment issues. It provides an effective framework to analyse the ongoing developments in Japanese employment practices and demonstrates that Japanese developments continue to offer important insights for human resource management and labour market institutionalisation in general.

"A work of courage and ferocious honesty" (Diana Abu-Jaber), Double Bind could not come at a more urgent time. Even as major figures from Gloria Steinem to Beyonce embrace the word "feminism," the word "ambition" remains loaded with ambivalence. Many women see it as synonymous with strident or aggressive, yet most feel compelled to strive and achieve-the seeming contradiction leaving them in a perpetual double bind. Ayana Mathis, Molly Ringwald, Roxane Gay, and a constellation of "nimble thinkers . . . dismantle this maddening paradox" (O, The Oprah Magazine) with candor, wit, and rage. Women who have made landmark achievements in fields as diverse as law, dog sledding, and butchery weigh in, breaking the last feminist taboo once and for all. "Both intimate and scalable" (Atlantic.com), Double Bind finally seizes "ambition" from the roster of dirty words.

Workplace violence can occur anywhere: schools, office buildings, hospitals, or late-night convenience stores. It can occur day or night, inside or outside of the workplace, and it can include threats, harassment, bullying, stalking, verbal abuse, and intimidation. Left unchecked, workplace violence can lead to physical assaults and homicide. This handbook tackles this often overlooked but pervasive problem and provides a comprehensive five-step process for understanding and preventing it. Eliminating workplace violence requires the day-to-day involvement of managers, supervisors, human resources, employees, security and law enforcement, and facilities management. It also requires understanding potential problems and preparing to overcome them. This handbook, a co-publication with Government Horizons, looks at the nature of workplace violence and addresses the questions all workplaces face: .Who you need to protect .What you are protecting them from .How vulnerable your employees are .Where the threats might come from\ .What you can do to prevent violence from occurring .How to deal with workplace violence should it occur You will examine the authors' five steps to preventing workplace violence: Understand, Detect, Defuse and Protect, Assess and Contain, and Prevent-in detail. The authors introduce and outline each step and provide comprehensive guidance through acronyms, quizzes, and summary charts. They examine the extent of a problem; look at some of the myths surrounding it; and provide early warning and detection signs, best prevention polices, and proven defusing, protection, and containment techniques and strategies that you can implement in your own environment. Each section ends with case studies, scenarios, worksheets, and checklists to further clarify the steps needed to plan, develop, and execute an effective workplace violence prevention program. An extensive appendix and list of additional resources are also included."