Although work furniture has had so much more attention recently there is a long way to go before this is translated into action in the wider world. Increased international concern for the health and safety of people at work is one of the driving forces behind this book.; The Science of Seating brings together researchers in ergonomics and posture with industrial designers, to review and assess the current state of chair design, with implications for cultural, behavioural and occupational aspects of health. The contributions are a significant step in the science of seating and should lead to a better understanding of the mechanics, dynamics and the effects of seating on the sitter.; They point to ways in which seats might become easier-to-use and adjust, offering both comfort and postural support without compromising freedom of movement: and in the not-too-distant furture, "the intelligent chair" will "remember" the sitter's preferences for position, cushiness and so on.; Topics covered include: Adjustability, Anthropometics, Posture, Back Pain, Biomechanics, Seat Pressure Distributions, School children, Special Needs of Users, Design Applications, Industry Perspectives, VDT Standards.; It is aimed at researchers and practising seating designers, ergonomists, design engineers, occupational health workers and physiotherapists and furniture manufacturers.

Buying a table tennis table will make your staff happier. Working eight hours a day, five days a week, will result in the most productivity. Paying higher salaries will always result in higher motivation. But will it really? There are a staggering number of myths, stereotypes and out-of-date rules that abound in the workplace. This can make it feel impossible to truly know how to get the most out of your career, your team and your company. In Myths of Work, Ian MacRae take an entertaining and evidence-based look at the most pervasive myths about our working lives, from the serious to the ridiculous, to give you the insight you need to become a better manager in the modern workplace. Fascinating real life case studies from organizations around the world display the myths (and how to overcome them) in practice. Myths of Work combines business thinking with psychology to give you practical insights, a lively writing style and a handy dip-in-and-out structure to form your ultimate guide to becoming a better and enlightened manager. About the Business Myths series... The Business Myths series tackles the falsehoods that pervade the business world. From leadership and management to social media and the workplace, these accessible books overturn out-of-date assumptions, skewer stereotypes and put oft-repeated slogans to the myth-busting test. Both entertaining and rigorously researched, these books will equip you with the insight and no-nonsense wisdom you need to succeed.

Telecommuting has been regarded as a powerful tool to reduce traffic congestion, pollution and energy consumption. It also supposed to improve lifestyle quality and job satisfaction by providing employees with flexible schedules with which to address their work load and personal requirements whilst also enhancing recruitment capability and productivity and significantly reducing costs. Nevertheless, a strong resistance to the adoption of telecommuting still persists. In this book, first published in 1996, state of the art demand modelling techniques are used to delve into critical issues raised by the question of telecommuting. The benefits and costs of telecommuting are investigated in an effort to provide concrete evidence to inform the private sector's adoption decision process and the public sector's policy design. This title will be of interest to students of business studies and human resource management.

When the first edition of Martyn Sloman's Handbook appeared, it made an immediate impact on the HRD community. Its starting point was the idea that traditional approaches to training in the organization were no longer effective. The Handbook introduced a new model and set out the practical implications. The world of HRD has moved on, and Martyn Sloman has now drastically revised the text to reflect the increased complexity of organizational life and the many recent developments in the field. His aim remains the same: to help readers to develop a framework in which training can be effectively managed and delivered. In Part I of the text the author draws attention to the opportunities created for training by the current emphasis on competition through people. In Part II he poses the question: 'What should training managers be doing to ensure that training in their organization is as good as it can be?' Here he stresses the need to keep training aligned with business objectives, and to encourage line managers to work alongside the human resource professionals. The third and final Part considers the trainer as a strategic facilitator and examines the skills required. Martyn Sloman writes as an experienced training manager and his book is concerned, above all, with implementation. Thus the text is supported by questionnaires, survey instruments and specimen documents. With its combination of thought-provoking argument and practical guidance, the Handbook will continue to serve all those with an interest in organizational training.

'Terrific. So funny' Zadie Smith 'Monstrously depressing but so comic and well observed that I didn't really mind .... It is great' Dolly Alderton 'A dark comedy of female rage' Catherine Lacey 'Brilliant. For fans of Ottessa Moshfegh's My Year of Rest and Relaxation' Pandora Sykes 'Funny, shocking, clever, and hugely entertaining' Roddy Doyle 'A definitive work of milennial literature' Jia Tolentino 'The best thing I've read in years' Emma Jane Unsworth 'Vicious ... hilariously spot on' Guardian In a windowless office, a woman explains something from her real, nonwork life - about the frustration and indignity of returning her online shopping - to her colleagues. One wears a topknot. Another checks her pedometer. Watching them all is Millie. Thirty-years-old and an eternal temp, she says almost nothing, almost all of the time. But then the possibility of a permanent job arises. Will it bring the new life Millie is envisioning - one involving a gym membership, a book club, and a lot less beer and TV - finally within reach? Or will it reveal just how hollow that vision has become? 'Made me laugh and cry enough times to feel completely reborn' The Paris Review 'A definite work of millennial literature. Wretchedly riveting, with the sick, obsessive pleasure of looking under a bandage at a wound' The New Yorker 'So darkly funny and acutely observed that it feels like a documentary' Andrew McMillan 'Anyone who has ever felt like their life is going nowhere - and to make it worse, going nowhere in an achingly slow manner - will recognize themselves' Nylon

What's stopping you from doing the best work of your life? People are sick of the old ways of doing business. Despite the enthusiasm that surrounded the emergence of a hybrid working world, it still takes for ever to get anything done. Meetings and emails are almost belligerently incessant. Bureaucracy and hierarchy continue to stifle creativity and talent. So - after literal decades of management theory, as well as multiple shifts in the technological landscape - why can't we do better? Aaron Dignan is an expert in modernizing workplaces. He has built a career teaching top-level companies how to change to suit their workforce better and, in doing so, how to foster genuine innovation, loyalty and growth. In Brave New Work, he uses stories and experiences gathered from that career to lay out a fearless manifesto for a new type of work. This book will show you how to transform your team, department or business from the inside out, making work more adaptable, enjoyable and human. It's packed with tactics and tips for updating your company's operating system: the assumptions so deeply embedded within your organization that you don't even know you're being crippled by them. Learn how to reignite passion and energy throughout your organization, how to retain and attract a dedicated and happy workforce, and, ultimately, how to build a company that runs itself.

"In Showing Up, Ray Arata provides clear guidance on how to turn good intentions into action. I strongly recommend it to everyone interested in helping create a more equal and productive workplace." -Sheryl Sandberg, COO of Facebook and founder of LeanIn.Org and OptionB.Org A Revolutionary Step-by-step Guide-by and for Men-to Ending Toxic Masculinity Organizations worldwide are finally realizing the critical importance of diversity, equity, and inclusivity (DEI) for underrepresented people. Men are being called to enact heart-based leadership, increase diversity, bolster the bottom line, and create a culture so everyone in the workplace wins. The Times Up, Me Too, and Black Lives Matter movements have been wake-up calls to all of us, but perhaps mostly for men. And It's abundantly clear: the default model of masculinity isn't working for anyone. For a new and healthier infrastructure, for permanent and transformational shifts, we need a plan that includes men. Enter Ray Arata, a world-recognized industry expert on engaging men in workplace DEI. The founder of the Better Man Conference and co-founder of Better Man Leadership, Arata argues that mainstream gender training and its focus on the avoidance of toxic masculinity is not enough. In Showing Up, you'll discover the DIY method of heart-based leadership Ray has used with such companies as Verizon, Bloomberg, Moody's, Intel, Toyota, Hearst, and more-a male-modeled, real-solutions approach by and for men to increase diversity, bolster the bottom line, and create a culture so everyone in the workplace wins. What you'll get from this book: Embrace healthy masculinity as a cornerstone of inclusionary leadership Identify unhealthy masculine behaviors in the workplace-like "mansplaining," "manterrupting," and "manopolizing" Adopt behavior modifications to become an inclusive leader and ally for underrepresented groups Incorporate specific language to use in healthy discussions Leverage power and position to elevate underrepresented groups Showing Up is a "how-to" book for men in organizations seeking to be better allies and leaders. The book also gives guidance to HR, Diversity & Inclusion Professionals on how to engage their men in diversity efforts. Unlike other ally work which is often heady and data-driven, Arata provides a road map for supporting men to be authentic, vulnerable, and accountable including: Six Principles of heart-based Leadership Four steps of the Ally's Journey The Better Man Pledge The Five States of men in organizations With stories that illuminate common missteps, followed by key learning sections, and deep-dive training exercises to support the development of allyship, Showing Up turns good intentions into specific actions you can implement immediately.

The Foundation of Profitable Dentistry is the ultimate guide to becoming an effective leader and a profitable dental practice owner. A dentist's loving, sincere, and calm presence and ability to foster strong relationships will be appreciated by their patients and reciprocated by their loyalty and many referrals. At the end of The Foundation of Profitable Dentistry, dentists see, know, and trust themselves as a leader. Throughout, dentists discover their values, boundaries, and what makes life fulfilling and complete for them. The Foundation of Profitable Dentistry also helps them to naturally discover with ease, clarity, and confidence the most resonant next steps for creating and maintaining a stress-free and profitable practice. Within its pages, Bita Saleh, D.D.S. teaches dentists: How to hire and retain the right employees; How to identify and attract ideal new patients to their practice; How to increase treatment plan acceptance; How to increase production and collection and decrease overhead; and How to make sound financial arrangements with patients and decrease no shows and last-minute cancellations.

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.

This work shows readers how to target task analysis TA resources effectively over the life cycle of a project from conceptual design Through To Systems Operation, Noting The Role Of TA In Safety And Quality assurance, minimizing operator error,

This work shows readers how to target task analysis TA resources effectively over the life cycle of a project from conceptual design Through To Systems Operation, Noting The Role Of TA In Safety And Quality assurance, minimizing operator error,

A leading urban economist's hopeful study of how shifts to remote work can change all of our lives for the better. As COVID-19 descended upon the country in 2020, millions of American office workers transitioned to working from home to reduce risk of infection and prevent spread of the virus. In the aftermath of this shift, a significant number of workers remain at least partially remote. It is clear that this massive experiment we were forced to run will have long-term consequences, changing the shape of our personal and work lives, as well as the urban landscape around us. How will the rise of telecommuting affect workers' quality of life, the profitability of firms, and the economic geography of our cities and suburbs? Going Remote addresses the uncertainties and possibilities of this moment. In Going Remote, urban economist Matthew E. Kahn takes readers on a journey through the new remote-work economy, revealing how people will configure their lives when they have more freedom to choose where they work and how they live. Melding ideas from labor economics, family economics, the theory of the firm, and urban economics, Kahn paints a realistic picture of the future for workers, firms, and urban areas, big and small. As Kahn shows, the rise of remote work presents especially valuable opportunities for flexibility and equity in the lives of women, minorities, and young people, and even for those whose jobs do not allow them to work from home. Uncovering key implications for our quality of life, Going Remote demonstrates how the rise of remote work can significantly improve the standard of living for millions of people by expanding personal freedom, changing the arc of how we live, work, and play.

From language classrooms to outdoor markets, the workplace is fundamental to socialisation. It is not only a site of employment where money is made and institutional roles are enacted through various forms of discourse; it is also a location where people engage in social actions and practices. The workplace is an interesting research site because of advances in communication technology, cheaper and greater options for travel, and global migration and immigration. Work now requires people to travel over great geographical distances, communicate with cultural 'others' located in different time zones, relocate to different regions or countries, and conduct business in online settings. The workplace is thus changing and evolving, creating new and emerging communicative contexts. This volume provides a greater understanding of workplace cultures, particularly the ways in which working in highly interconnected and multicultural societies shape language and intercultural communication. The chapters focus on critical approaches to theory and practice, in particular how practice is used to shape theory. They also question the validity and universality of existing models. Some of the predominant models in intercultural communication have been criticised for being Eurocentric or Anglocentric, and this volume proposes alternative frameworks for analysing intercultural communication in the workplace. This book was originally published as a special issue of Language and Intercultural Communication.

This book, first published in 1926, is the candid record of a woman's experiences in the business world at the turn of the twentieth century. Finishing her career as an advertising executive - one of the first women to succeed in that industry - The author had experienced a fascinating life as a stenographer, and a clerk, being hired and fired and enduring the tedium of office life. Written with zest, shot through with shrewd and dispassionate comment on business life and practices, and filled with fascinating detail and anecdote, this autobiography is a remarkable record of an early business woman's life.

Monica Santana and Ramon Valle-Cabrera's wide-ranging study explores vital research and industrial issues that are central to understanding the concepts of the Future of Work and address key challenges in this evolving area of debate.A global cast of leading research specialists provide chapters examining a broad spectrum of areas relating to the Future of Work including leadership, talent management, AI and digitalisation, digital skills, new forms of work, industrial relations, vulnerable workers as well as well-being, happiness, satisfaction and burnout. Each chapter offers insights on how individuals and leaders can make choices to shape the future of work and effectively respond to changing contextual conditions, demystifying the future of work from a set of interesting insights into specific actions and choices that will help imagine, invent, and implement a work setting that works. New Directions in the Future of Work is illuminating reading for scholars of HRM, Talent Management, Leadership, Industrial Relations, and all those seeking to understand directions of travel for the workplaces of the future.

Corporate social responsibility has become a heavily discussed topic in business ethics. Identifying some generally accepted moral principles as a basis for discussion, Individuals, Groups, and Business Ethics examines ethical dimensions of our relationships with families, friends and workmates, the extent to which we have obligations as members of teams and communities, and how far ethics may ground our commitments to organisations and countries. It offers an innovative analysis that differentiates amongst our genuine ethical obligations to individuals, counterfeit obligations to identity groups, and complex role-based obligations in organised groups. It suggests that often individuals need intuitive moral judgment developed by experience, reflection and dialogue to identify the individual obligations that emerge for them in complex group situations. These situations include some where people have to discern what their organisations' corporate social responsibilities imply for them as individuals, and other situations where individuals have to deal with conflicts amongst their obligations or with efforts by other people to exploit them. This book gives an integrated, analytical account of how our obligations are grounded, provides a major theoretical case study of such ethical processes in action, and then considers some extended implications.

The Lived Experience of Work and City Rhythms looks at the working environment, with a focus on the geographical workplace and how this affects the experience of our working lives. It raises key questions such as: Does where we work affect our experience of work? What is the relationship between place and work? What is it like to work in a place dominated by a particular industry or sector? The book draws on empirical research carried out in the City of London - the heart of the UK's financial services sector. The 'Square Mile', as it is also known, is widely perceived to be a distinctive place because of its architecture, history, traditions, and culture. Exploring how the City is experienced as a workplace, this book also presents a method of researching such places through an attention to, and analysis of, their spatial and temporal rhythms. By illuminating how we experience the places where we work, this book explores what makes us feel that we fit in - or don't fit in - to certain places, how a sense of place endures, and how the relationship between people, place, and work can be researched.

Organizational culture isn't just a hot topic--it's an untapped asset and potential liability for all businesses. And yet, for all its potential to make or break, few know how to manage cultures with proficiency. Culture Your Culture: Innovating Experiences @Work provides the much-needed "how-to" with Design of Work Experience (DOWE). Tapping into human-centered design, interdisciplinary innovation concepts, and other research, this leading edge approach partners employees and their employers in unprecedented ways to co-create solutions and differentiating experiences that are customized, relevant, and profoundly impactful to the organizations for which they are intended--all while building employee engagement, learning agility, and capability. Be open to changing mindsets, for this is not your typical business book. Part-business case, part-instructional, and part-commentary, the guidance offered here puts your organization--not some detached case studies--at the center to envision how DOWE can help you design solutions and experiences unique to your context. Culture will no longer be esoteric or intangible, but overt, meaningful, fully leveraged, and truly experienced. No more hacking through trial and error to a culture that lacks sustainability. We can practice the management of culture and organizational change through lived experiences, with intention, rigor, and discipline. Leaders, managers, teams, and employees alike will benefit from understanding the need for this approach, how it's defined, why it works, and what to do to successfully tackle business challenges and positively influence lives with this innovative model--if you are willing to do the work to get there.

As more people choose to work from home, the challenges for both the home worker and traditional management increase. Many questions arise regarding how to appraise the remote worker, the logistics of home working, and productivity. The authors focus on developing the right skills to cope with this new environment and stress the importance of knowing what the homeworker needs. Other issues addressed are finding the right balance between the office, home and client sites, dealing with the creation of workable home office environment, and technological and legal issues.

7 Ways to Lead shares common sense and easy to use insight to enhance personal leadership and effective leadership skills. The number one complaint from many companies is, "Our leaders don't know how to lead!". Why would they? Most people are promoted because they did one thing really well or outlasted their "addicted to average" co-workers/teammates not because they knew how to lead. Andre Young's favorite example is, "You sold a million dollars worth of product... You are now the Sales Manager". They haven't proved they can manage or lead anyone; they've only proven they can sell a million dollars worth of product... their way. Work/Life Harmony is more important now than it's ever been. The notion of leaving home at the door before entering work and leaving work at the door when entering home is obsolete. The fact that cell phones are always accessible means significant others, relationships, and outside life now enter work with every employee... ALL DAY. So, when things are bad intimately, parentally, and socially it shows up at work with employees trying to do their job in between responding to ten pages of "Hate Texts". In contrast, when that same employee returns home, their phone may continue to ring, ding, or chime with work emails, work texts, etc. If they respond, they've effectively communicated it's okay to invade their time. If they don't, it doesn't erase the anxiety of not responding or knowing a pile of work is building up. There may not be a true balance between both realms, but 7 Ways to Lead helps leaders find and create harmony between the two.

Light a Fire in Their Hearts helps to set great leaders apart by helping them connect with others on a human level. Light a Fire in Their Hearts is unique and appealing in that, Lisa Anna Palmer, uses a highly conversational style and speaks directly to new and aspiring leaders, including from team leader, manager and director. Within Light a Fire in Their Hearts, Lisa engages readers as though she were accompanying them, side by side, to help them figure out what the leadership journey is all about. In addition, Lisa shares her own personal stories, as well as stories from over 30 great leaders who share their tips, tools, and strategies to engage others to contribute their very best-consider them your team of virtual mentors. The goal of Light a Fire in Their Hearts is to help high performers to: Understand the importance of leadership and the impact on people and the planet, in addition to the bottom-line Self-reflect on their leadership journey and how they want to show up as a leader at work Learn more about the challenges that they will face that they don't typically teach you about in school Understand the transformation that needs to take place to shift from high performing individual contributor and/or team member to become a Great People Leader Learn about the Light Your Leadership Brand (c) approach to light a fire in the hearts of employees, which features wise practices of great leaders

The focus of Volume 17 of Research on Emotion in Organizations is on how negative emotions at work can be intense due to a myriad of reasons including feelings of failure, rejection, job insecurity, stressful work demands and poor coping strategies. The chapters in this book address some of the more frequent and vexing problems and resulting negative emotions that can occur at work. Many of these chapters explore relatively under-researched topics, and thus the potential for their future impact on research is enormous. Many of these topics are under-researched despite the emotions they address having a major impact on people's lives. With an emphasis on negative emotions, coping strategies, emotional regulation, emotional labor, management and leadership, chapter authors detail a wide-ranging set of means to ameliorate negative emotions in organizational settings. These solutions, based on state-of the-art research, will be of immense help to workers and leaders as they face the challenges of the modern workplace. In addition, they should help guide human resource management training and development programs.

Nowadays, work is all about relationships Getting things done depends on getting along. And when relationships are difficult, it's not just our work that suffers: it's often our health and wellbeing too. Making Relationships Work at Work is the first book to cover comprehensively all the main components of building and maintaining great relationships at work. Based on 50 years' experience of working with a wide variety of organisations, teams and individuals and packed with practical strategies, tips and tools for making work relationships work better, it will not only help you to become more effective with less stress, but also to enjoy your working life more.

How firms are structured, the management practices they develop, as well as the way in which workers and managers interact can have wider implications for both the performance of the firm and the well-being of its workers. This volume contains ten original and innovative articles that investigate aspects related to workplace practices and productivity. Topics include the role of employee voice in the workplace, the link between unions, innovation and firms' investment, the relationship between job autonomy and hierarchy, the impact of personnel policies on firm performance, the consequences of incentives through discrete bonus compensation schemes for learning on the job, the repercussions of firm downsizing on worker's performance, the individual returns to entrepreneurship, the impact of private tutoring on college attendance, and the measurement of labor market transitions.