Market-leading text Organization Development and Change provides students with an excellent grounding in the theoretical underpinnings of the subject as well as describing, in practical terms, how behavioural science can be used to develop organizational strategies, structures and processes. It will enrich students’ understanding and study of organization development, change management and human resources management.

This is the first time the textbook has been adapted for Europe, South Africa and the Middle East. Therefore, all the core elements which have contributed to this popular textbook’s success are complemented by the inclusion of recent and relevant developments in the field pertinent to these regions, enabling students to fully relate to the topics discussed.

"Over the past two decades, Nene has gained a reputation both locally and internationally as a thought-leader in diversity and inclusion, values-driven leadership and transformation. She has authored numerous publications, including contributing to the book Leadership Perspectives from the Front Line. She is a member of the Diversity Collegium, a think tank of globally-recognised diversity experts. She is an associate lecturer at GIBS on Global Diversity and Unconscious Bias, as well as an associate lecturer on Transformation Strategy for the Stellenbosch Business School. She is a sought-after speaker for conferences around the world."

"The ideas and experiences shared by author Nene Molefi speak directly to the troubling prejudices and inequities that persist in our world. Diversity and inclusion are more pressing than ever. Injustices and deep social divisions persist, personally and systemically. Racism, sexism, homophobia, and other forms of fear and hatred are not isolated. They remain embedded and they demand courageous, deliberate work. In this book, Nene uses her own story to cast a bright light on the transformation journey. Nene’s book quite vulnerably takes the reader on Nene’s personal journey. In addition to the deeply personal content, each chapter ends with practical guidelines on how to lead inclusively. Nene’s book offers hope and substance in our vision of a diverse and inclusive and just society." —Justice Edwin Cameron

GOOGLE Search: my job makes me...

- my job makes me miserable
- my job makes me depressed and anxious
- my job makes me cry
- my job makes me sick to my stomach
- my job makes me suicidal
- my job makes me feel worthless
- my job makes me angry
- my job makes me drink

YOU GOTTA BE KIDDING?!!! This was the authors' immediate reaction when they saw these prompts from Google (so many people had previously searched all of these that Google assumed they were going to as well). Consider how many millions of people need to have typed in these particular statements relating to their jobs for this to occur?

Are you feeling uncomfortable as you read them? Either because you feel the same way, or because you lead, own or work in a business full of people and if you’re brutally honest with yourself you may realise that this is quite possibly exactly how they feel. Do you have any tangible or quantifiable measure for how much this may be enhancing or diminishing your business bottom line? Most importantly, do you know what to do to meaningfully impact this? To create that work doesn’t suck! (step 1) And even better, is AWESOME! (step 2).

Brad Shorkend and Andy Golding are the co-founders of Still Human. They help businesses around the world remain relevant by creating exceptional employee experiences and being innovation-ready always, ultimately becoming Companies Behaving Awesomely.

Focus on Management Principles A generic approach presents management principles that are needed in the workplace today to ensure the sustainability of an organisation.

The following topics are discussed:

• How management theory has evolved and the environment in which management operates
• The tasks of management
• Leadership, teamwork and interpersonal skills
• Organisational culture, diversity management, business ethics, corporate social responsibility, organisational politics, change management and HIV/Aids in the workplace.

Technological advances, an increasingly globalized workforce and seismic global events mean that change is a constant feature of business life today. The consequences of not managing change effectively can be devastating for businesses. How can managers deal with change brought about by unpredictable events? How can they embrace change and communicate its benefits to stakeholders? How can organizations ensure the ongoing success of change?

John Hayes's bestselling textbook equips you with the practical tools and academic knowledge to tackle these questions and many more. Offering unrivalled breadth, it will guide you clearly through all stages of the change process, from recognizing the need for change to ensuring its successful implementation. Its unique underpinning framework, based on a process model of change, will help you to view change as purposeful and ordered, rather than something chaotic and unmanageable.

This sixth edition covers all of the key theories, tools and techniques of organizational change, and offers everything you need to know about organizational change today:

• Brand new international case studies and examples allow you to understand change in context
• Coverage of 'big-bang' disruptions, offers you a framework for dealing with unforeseen global events like pandemics, economic instability and climate change
• Updated research reports show you the latest theory in the field
• New learning objectives, reflective questions and experiential exercises help you to consolidate your learning and revise effectively
• Increased coverage of SMEs, public sector and family businesses shows you change in diverse sectors

Understanding the customer, identifying opportunities and threats in the market and integrating the elements of marketing in a suitable and winning combination are all paramount to the survival of organisations in the 21st century. Essentials of Marketing explains the fundamental aspects of marketing alike. It is a must-have resource for those responsible for keeping their organisations abreast with the latest developments in the marketing environment.

Focus on Operational Management: A Generic Approach gives a general overview of management principles and the general management activities needed by the operational and first-time manager in the workplace today. These principles are important for the sustainability of an organisation.

The following topics are discussed:

• The new workplace environment
• The changing role of the operational and first-time manager
• Operational planning, operational decision-making and problem-solving, organizing operational resources, operational control and leadership
• Employment relations in the workplace
• Organisational culture, diversity management, business ethics, corporate social responsibility, organisational politics and change management in the workplace.

Change and the management of change have become some of the most urgently discussed topics of our time. Yet despite this, very few change management practices are premised on a thorough understanding of the change phenomenon and its costly impact.

Organisational change: theory and practice is based on the philosophy that a deeper understanding of change and its consequences is necessary to constructively manage change in organisations. The book recognises that change at the individual level is inextricable from change at the organisational level. The reader is encouraged to apply insights and principles gained from the book to both personal and work contexts.

The book has been developed around the why of change (change as a phenomenon), the what of change (a review of change paradigms; early and contemporary concepts of change; process perspectives; the experience and impact of change) and the how of change engagement and management. It sensitises the reader to the everyday implications of the multifaceted nature of change. In the final chapter, different perspectives on change and transformation are related to change levers and triggers, change management models, formulae and success factors, challenges of implementation, and guidelines for purposefully engaging with change in organisations.

Organisational change will be of great value to the advanced student, human resource practitioner, consultant or line manager who needs a deeper understanding of the change phenomenon and its impact, and to all who have to contend with significant change at work or home, or who are instrumental in bringing about change in a specific organisational or societal context.

Employee engagement is at the forefront of business agendas as it facilitates organisational performance. Engaged employees result in delighted customers, which in turn contribute to improved financial results.

The book address the following issues:

• What is “employee engagement” – different levels i.e. organisational, department/team, individual?
• Why is employee engagement important?
• Measuring employee engagement; the different instruments available; the different national and international approaches in measuring employee engagement; why is it important to account for context in measuring?
• High level overview of the Nienaber and Martins employee engagement framework and measurement instrument (including trust)
• The current state of employee engagement in SA
• Engagement and related human resource concepts/constructs (eg. organisational culture, commitment, citizen behaviour).

For one-semester, undergraduate and graduate level courses in Organizational Behavior. Unique and current insight on the everyday processes and phenomena of OB. Behavior in Organizations shows students the real world of OB through its blend of cutting-edge research and practical applications. This text then challenges students to take theory one step further by having them put the concepts into action. The many changes in the tenth edition reflect the authors' never-ending mission to present a balance between knowledge and application, while including coverage on the latest advances in the field.

This two-volume set examines the need for a consciousness-based view of leadership, which emphasizes universal human flourishing, as opposed to a resource-based view, which focuses on sustaining a competitive advantage. This approach is built around three main principles: 1) Paradigm (Consciousness is primary including complementary existence of opposites), 2) Interpersonal (focusing on empathy and compassion), and 3) Individual (experiencing Oneness and expressing creativity). Volume One is divided into three sections. The first section focuses on Consciousness-based approaches to Inclusive, Purposeful, Quantum, and Vedic leadership. The second section focuses on leadership principles from Vedic scriptures such as Ramayana and Vedanta. The third section includes leadership principles from other scriptures such as Buddhism, Confucianism, Daoism, and Thirukural. Aligning leadership practices with the notion of unbounded consciousness, this edited collection will extend the literature on organizational culture, leadership, and sustainability, contributing to solving the grand challenges facing humanity.

This book presents a unique collection of case studies from across the globe to create a comprehensive understanding of how family firms can respond to future disruptions. Each case contains learning notes with objectives, discussion questions and suggested readings to facilitate learner understanding and engagement with the topic. Cases on topics such as global succession and governance practices will aid strategic decision-making capabilities in family businesses and will also benefit practitioners in these areas. Diverse in terms of generational involvement, demographic groups, cultural aspects, institutional settings and industries, the cases range from founder-led SMEs to multi-generational family conglomerates in 18 countries spanning over four continents. In addition to identifying successful practices, this book offers unconventional wisdom on the impact of family feuds, sudden death, divorce and multiple marriages on family businesses. It concludes by exposing new understandings on succession and the unique role played by rising-generation leaders in this disruptive era. Informed by the common research paradigm of the Successful Transgenerational Entrepreneurship Practice (STEP) Project Global Consortium, this book will provide a practical learning experience for advanced students and scholars of family business, family entrepreneurship, and strategic management studies.

This book presents a unique collection of case studies from across the globe to create a comprehensive understanding of how family firms can respond to future disruptions. Each case contains learning notes with objectives, discussion questions and suggested readings to facilitate learner understanding and engagement with the topic. Cases on topics such as global succession and governance practices will aid strategic decision-making capabilities in family businesses and will also benefit practitioners in these areas. Diverse in terms of generational involvement, demographic groups, cultural aspects, institutional settings and industries, the cases range from founder-led SMEs to multi-generational family conglomerates in 18 countries spanning over four continents. In addition to identifying successful practices, this book offers unconventional wisdom on the impact of family feuds, sudden death, divorce and multiple marriages on family businesses. It concludes by exposing new understandings on succession and the unique role played by rising-generation leaders in this disruptive era. Informed by the common research paradigm of the Successful Transgenerational Entrepreneurship Practice (STEP) Project Global Consortium, this book will provide a practical learning experience for advanced students and scholars of family business, family entrepreneurship, and strategic management studies.

This third edition of Competing Values Leadership serves as the key source for understanding and using the Competing Values Framework, one of the most widely used and highly cited frameworks in the world for understanding human behavior, leadership, and organizations. The authors of the framework, who have been at the foundation of developing, applying, and studying this framework for more than four decades, explain how it helps foster successful leadership, innovation, culture change, financial performance, organizational effectiveness, and value creation. In addition to explaining why the Competing Values Framework is among the most important frameworks in the history of business, this edition addresses some criticisms of the framework and provides empirical evidence for its validity, reliability, and usefulness. The authors also provide practical tools and actions that can assist any organization in improving its performance. This book is widely applicable to several fields, including financial strategy, culture change, human resource management, leadership roles, and organizational change. Both academics and business leaders will find it to be an illuminating and useful tool and reference. It has also proven to be a valuable resource in executive education programs.

This innovative Handbook explores the complexity of cultural, conceptual and definitional issues surrounding research into organisational culture, outlining the varied frameworks and theories that underpin the field. International contributors present a broad range of qualitative and quantitative research methods that can be used in organisational culture measurement. They explore topics of special contemporary interest, such as high performance cultures, corporate entrepreneurship, organisational culture in nonprofits and safety culture, unpacking the textured relationships between leadership style, organisational culture and organisational outcomes. Highlighting key implications for organisational values and ethical climate, the Handbook provides practical guidance on how to move from culture assessment to action and improvement. Offering a critical outline for measurement approaches and tools, this Handbook is crucial reading for researchers and students of organisation studies, particularly those focusing on culture and leadership of organisations. It also provides practical insights for business consultants and senior management teams, proposing methods and frameworks for developing positive organisational cultures to improve the productivity, performance and quality of businesses.

Elgar Advanced Introductions are stimulating and thoughtful introductions to major fields in the social sciences, business and law, expertly written by the world's leading scholars. Designed to be accessible yet rigorous, they offer concise and lucid surveys of the substantive and policy issues associated with discrete subject areas. This Advanced Introduction provides a cutting edge review of employee engagement, illustrating the theories and key instruments for research that underpin the field and its antecedents and consequences. It translates the science into practice by offering recommendations on how to build an engaged workforce and how to socialize and engage newcomers. Key features include: A state-of-the-art review of the field, including an overview of potential methodologies for measuring employee engagement Informed and insightful discussions of different engagement targets and referents and strategic employee engagement A keen awareness of international variations in employee engagement. This book offers a critical research agenda for researchers in business and management hoping to develop their research in organizational settings. It will also benefit managers and other practitioners in overcoming common problems and developing an engaged workforce.

This revised and extended second edition evaluates the diverse approaches to organizational change that have defined the field. Explaining the assumptions and implications that accompany these diverse philosophies, this book demystifies the complexities of conflicting perspectives and delivers valuable insights into the research and practice of organizational change. Philosophies of Organizational Change employs a critical analysis of scholarly writings that have shaped the evolution of alternative perspectives on change. It examines twelve unique approaches to change, charting the territory from philosophy and theory to practice and implications. By uncovering the deep assumptions associated with organizational change, the book supplies readers with a comprehensive analytical toolkit with which to pursue change in an unprecedented era of organizational disruption. Offering a guide through contradictory approaches to implementing change, this book will appeal to scholars and researchers in organization theory. It will also be valuable for MBA and DBA students, as well as undergraduate business students engaging with critical debates on theories and tools for introducing change.

This unique book provides a novel and challenging framework for understanding and influencing organizational change. It reimagines managing and leading change as the mindful mobilization of maps, masks and mirrors. The book challenges overly rational views of change management and leadership. Addressing the gaps, paradoxes and ironies of organizational change, it exposes how deep the faults of traditional change management lie. The authors successfully bridge the divide between scholarly treatises and textbooks on leading change. Summarizing and integrating the diverse literatures on change, this dynamic book is an invaluable resource for change researchers and specialists. Abundant with popular imagery, stories, case studies and reflective activities, Ironies of Organizational Change is the perfect companion and guide for lecturers and advanced students of business and organization studies. It also serves as a research based pragmatic handbook for practitioners looking to manage change more effectively.

Gain insight into people-organisational relationships and interrelated influences on human behaviour Management and Organisational Behaviour, 13th edition, by Mullins and Rees, provides an in-depth study guide that helps you understand the relationship between people and professional organisations, shedding new light on the understanding, prediction, and control of human behaviour at work. This widely popular text examines the environments of the individual, the group, workplace, and organisational structure, explaining organisational behaviour by applying theoretical frameworks to practice and developing critical thinking. This new edition addresses recent contextual issues, such as the impact of Covid-19 on the workplace. It also offers greater international perspective on organisational behaviour, with the addition of several case studies from around the world and related video cases by expert speakers. Featuring conceptual mind maps of complex topics to aid your understanding and revision, its 'personal skills' and 'employability' sections help you develop your social and work-based skills in preparation for life beyond the classroom. This comprehensive textbook is ideal for undergraduate and postgraduate study, as well as for professionals training for management roles.

This revealing book goes behind the scenes of normative principles of media independence to investigate how that independence is actually practiced and realized in everyday working life. Taking an ethnographically rich journey through European news organizations, Elena Raviola exposes the diverse and complex ways in which the ideal of independence is upheld, and at the same time inevitably betrayed, in the organizational life of media companies. Elena Raviola presents a distinct organizational analysis of media independence throughout the book, offering a close study of three news organizations in Europe - the largest Italian financial newspaper Il Sole-24 Ore, the largest Swedish regional newspaper company Stampen and the French pioneer online-only news website Rue89. In each of them, the implications of digitalization on their practices of independence is explored and analyzed. The book ultimately sheds light on how digital technologies are practically reshaping democratic principles such as media independence, while being embedded in the existing organizational and professional structures of democratic societies. Organizing Independence will enrich the reader's understanding of media independence in practice, beyond the normative principles, and so will be a key reference point for researchers in management and organization studies, media studies and anyone interested in the future of media.

Elgar Advanced Introductions are stimulating and thoughtful introductions to major fields in the social sciences, business and law, expertly written by the world's leading scholars. Designed to be accessible yet rigorous, they offer concise and lucid surveys of the substantive and policy issues associated with discrete subject areas. Providing a comprehensive overview of the key theories and concepts that have guided the field of negotiation for several decades, Leigh Thompson and Cynthia Wang demonstrate how collaborative multi-disciplinary research has enriched the study of negotiation. Key Features: Reviews the fundamental constructs, measures and terms that are widely used in research and teaching Examines how individual characteristics, situational contexts and ethical considerations of the negotiator influence negotiation processes and outcomes Traces the roots of modern negotiation research and theory back to its economic and psychological origins, and outlines how behavioural decision-making and social utility research has shaped the contemporary study of negotiation Cross-disciplinary in scope, this incisive Advanced Introduction will be an invaluable tool for early career academics of psychology, sociology, economics, and communication studies interested in conducting research on and teaching negotiation. MBA students will also benefit from its accessible overview of the history, key constructs and latest findings related to negotiation.

This concise text introduces an integrated view of all project management-related activities in an organization, called Organizational Project Management (OPM). Practical cases from several organizations, as well as popular theories such as the Resource-Based Theory and Institutional Theory provide for an insightful yet realistic understanding of OPM as an integrative tool for organizations to improve their efficiency and effectiveness. The reader will learn how separate organizational functions, such as project, program and portfolio management and governance integrate in a cohesive manner. The authors describe how different approaches to competing in the marketplace link to strategies, and the ways of selecting the 'best' business opportunities for organizations and integrating them into existing workflows and structures. They develop and describe a model that shows how OPM works within organizations. The book is a valuable resource for top managers, reflective practitioners, academics, and postgraduate students in organization theory.

This innovative Handbook explores the complexity of cultural, conceptual and definitional issues surrounding research into organisational culture, outlining the varied frameworks and theories that underpin the field. International contributors present a broad range of qualitative and quantitative research methods that can be used in organisational culture measurement. They explore topics of special contemporary interest, such as high performance cultures, corporate entrepreneurship, organisational culture in nonprofits and safety culture, unpacking the textured relationships between leadership style, organisational culture and organisational outcomes. Highlighting key implications for organisational values and ethical climate, the Handbook provides practical guidance on how to move from culture assessment to action and improvement. Offering a critical outline for measurement approaches and tools, this Handbook is crucial reading for researchers and students of organisation studies, particularly those focusing on culture and leadership of organisations. It also provides practical insights for business consultants and senior management teams, proposing methods and frameworks for developing positive organisational cultures to improve the productivity, performance and quality of businesses.

Presenting a contemporary outlook on how organizations must adjust to the 'Era of Me', this timely book analyses contemporary learning paradigms, sustainability, performance management, and theories of work-related attitudes to promote organizational culture and productivity in workplaces in the volatile modern era. In the 21st century, the organizational environment in most western-oriented societies is dynamic, multifaceted, complex, and ambiguous. This comprehensive book explores the unique challenges faced by modern organizations due to increasingly varied, flexible, and virtual work arrangements, shifting employee characteristics, technological developments, increased competition, and enhanced diversity in business. Covering a broad range of salient topics and shifting the employee-employer relationship to one of mutual goals and trust, chapters challenge old management styles while recommending novel future methods of engineering the world of work in an era of constant change. Using a symbiosis of research, theory, and practice, Engineering the World of Work will be an invaluable resource for students, and scholars of psychology, organizational studies and business administration. It will also be an essential guide to managers, stakeholders, consultants, and policymakers who are interested in practical ways of adjusting to the changes of the 21st century.