"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.

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

With the non-mathematician in mind, the sixth edition of Statistics for Business and Economics teaches learners the key concepts of statistics in business, management and economics.

The authors blend statistical methodology with applications of data analysis to illustrate the fundamental role of statistics in problem-solving and decision making. Computational methods give students a solid foundation to master statistical application and interpretation. At the end of each section, practical exercises encourage conceptual understanding of real-world problems.

New content on big data enriches the learning experience and prepares students for 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.

This fully revised and expanded edition redefines the landscape for directors, executives, and governance professionals.

Deeply researched, with strong academic and institutional referencing, it combines incisive legal commentary with vivid case studies, international comparisons and sharp insight into boardroom practice. The international coverage is substantially expanded with this edition marking a turning point in the book's evolution - from a primarily South African work to a genuinely international resource. Whilst retaining the depth of its local roots, it now seamlessly integrates comparative governance models, emerging global norms and cross-border case studies from both developed and emerging markets. The book draws on comparative insights from boardrooms across Europe, North America, Asia, Latin America, and Africa, including detailed perspectives on jurisdictions such as the UK, US, India, Australia, Egypt, Kenya and South Africa. Global insight is woven through every chapter.

From Boeing, Wirecard and McKinsey to Carillion, Eskom, Transnet and the UK Post Office, it examines not only what went wrong, but what boards must do differently. With 23 fully revised chapters, new content on global governance convergence, AI oversight, ESG-era shareholder activism, King V, whistleblowing and digital risk - and more than 50 new case studies - the book is a practical tool for directors, executives, students and governance professionals who need to get governance right.

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.

During the middle and late 1960s, public concern about the environment grew rapidly, as did Congressional interest in addressing environmental problems. Then, in 1970, a dramatic series of bipartisan actions were taken to expand the national government's efforts to control the volume and types of substances that pollute the air, water, and land. In that year, President Richard Nixon signed into law the National Environmental Policy Act, which established for the first time a national policy on the environment and created the Council on Environmental Quality (CEQ). Additionally, President Nixon created, with Congressional support, the Environmental Protection Agency (EPA), and he signed into law the Clean Air Act of 1970, which had overwhelming bipartisan support in Congress. The strong bipartisan consensus on the need to protect environmental and human health began to erode, however, during the middle and late 1970s as other domestic and foreign policy problems rose to the top of the public and legislative agendas. Ronald Reagan's election to the Presidency in 1980 marked a dramatic shift in both environmental policymaking and administration. Over the thirty years that followed Reagan's election, environmental politics and administration became increasingly polarized. In this book, James K. Conant and Peter J. Balint examine the trajectory of environmental policy and administration in the United States by looking at the development of the CEQ and EPA. They look at changes in budgetary and staffing resources over time as well as the role of quality of leadership as key indicators of capacity and vitality. As well, they make correlations between the agencies' fortunes and various social, political, and economic variables. Conant and Balint cautiously predict that both agencies are likely to survive over the next twenty years, but that they will both experience continuing volatility as their life histories unfold.

Jacob Kinnard offers an in-depth examination of the complex dynamics of religiously charged places. Focusing on several important shared and contested pilgrimage places-Ground Zero and Devils Tower in the United States, Ayodhya and Bodhgaya in India, Karbala in Iraq-he poses a number of crucial questions. What and who has made these sites important, and why? How are they shared, and how and why are they contested? What is at stake in their contestation? How are the particular identities of place and space established? How are individual and collective identity intertwined with space and place? Challenging long-accepted, clean divisions of the religious world, Kinnard explores specific instances of the vibrant messiness of religious practice, the multivocality of religious objects, the fluid and hybrid dynamics of religious places, and the shifting and tangled identities of religious actors. He contends that sacred space is a constructed idea: places are not sacred in and of themselves, but are sacred because we make them sacred. As such, they are in perpetual motion, transforming themselves from moment to moment and generation to generation. Places in Motion moves comfortably across and between a variety of historical and cultural settings as well as academic disciplines, providing a deft and sensitive approach to the topic of sacred places, with awareness of political, economic, and social realities as these exist in relation to questions of identity. It is a lively and much needed critical advance in analytical reflections on sacred space and pilgrimage.

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.

Social capital theorists have shown that inequality arises in part because some people enjoy larger, more supportive or otherwise more useful networks. But why do some people have better networks than others? Unanticipated Gains argues that the answer lies less in people's deliberate "networking" than in the institutional conditions of the colleges, firms, gyms, and other organizations in which they happen to participate routinely. The book introduces a model of social inequality that takes seriously the embeddedness of networks in formal organizations, proposing that what people gain from their connections depends on where those connections are formed and sustained. It studies an unlikely case: the experiences of mothers whose children were enrolled in New York City childcare centers. As a result of the routine practices and institutional conditions of the centers-from the structure of their parents' associations, to apparently innocuous rules such as pick-up and drop-off times--many of these mothers dramatically increased their social capital and measurably improved their wellbeing. Yet how much they gained depended on how their centers were organized. The daycare centers also brokered connections to other people and organizations, affecting not only the size of mothers' networks but also the resources available through them. Social inequality then arises not merely out of differences in skills or deliberate investments - as the conventional social scientific and political wisdom would have it - but also out of the differences in the routine organizations in which people belong. In addition to childcare centers, Small also identifies the social forces at work in many other organizations, including beauty salons, bath houses, gyms, and churches.

Organisations are essentially social entities whose effectiveness depends on the contribution and affective commitment of people. Successful organisations do not develop by chance, but are rather the result of carefully planned interventions into their structure, leadership and management orientations, culture, processes and behaviours. Organisational behaviour: a contemporary South African perspective provides a solid and scientific foundation for understanding, predicting, evaluating and managing individual and group behaviour in organisations. Organisational behaviour explores the expectations that organisations and employees have of each other. It addresses contemporary issues related to business ethics, systems psychodynamics, engagement, performance excellence, changing communication technology, transformational and authentic leadership, diversity and globalisation. It contains encounters, discussion questions, practical exercises and case studies to stimulate self-study, debate and reflective thinking. Updated lecturer support material is also available. Organisational behaviour is aimed at aspiring as well as established managers and business owners, irrespective of their field.

The issue of gender in organizations has attracted much attention and debate over a number of years. The focus of examination is inequality of opportunity between the genders and the impact this has on organizations, individual men and women, and society as a whole. It is undoubtedly the case that progress has been made with women participating in organizational life in greater numbers and at more senior levels than has been historically the case, challenging notions that senior and/or influential organizational and political roles remain a masculine domain. The Oxford Handbook of Gender in Organizations is a comprehensive analysis of thinking and research on gender in organizations with original contributions from key international scholars in the field. The Handbook comprises four sections. The first looks at the theoretical roots and potential for theoretical development in respect of the topic of gender in organizations. The second section focuses on leadership and management and the gender issues arising in this field; contributors review the extensive literature and reflect on progress made as well as commenting on hurdles yet to be overcome. The third section considers the gendered nature of careers. Here the focus is on querying traditional approaches to career, surfacing embedded assumptions within traditional approaches, and assessing potential for alternative patterns to evolve, taking into account the nature of women's lives and the changing nature of organizations. In its final section the Handbook examines masculinity in organizations to assess the diversity of masculinities evident within organizations and the challenges posed to those outside the norm. In bringing together a broad range of research and thinking on gender in organizations across a number of disciplines, sub-disciplines, and conceptual perspectives, the Handbook provides a comprehensive view of both contemporary thinking and future research directions.

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 is one of the most important Agile books since The Phoenix Project." -Charles Betz, Principle Analyst, Forrester Research Winner of the Bronze Medal in Leadership from the Axiom Business Book Awards. It's no secret that we are living in the Digital Age. Technology companies make up seven of the world's ten largest firms by market capitalization. And the key to their success is the key to all modern organizations. Jonathan Smart, business agility practitioner, thought leader, and coach, reveals the patterns and antipatterns that will help organizations from every industry deliver better value sooner, safer, and happier through high levels of engagement, inclusion, and empowerment. Through his decades of experience in the technology world, Smart provides business leaders with a blueprint for creating a world-class organization of the future. Through Agile and Lean ways of working, business leaders can empower teams to improve production, grow together, and create better services for their customers. These better ways of working have overflowed from the IT department to every corner of successful organizations, taking root in every industry from aerospace to accounting, insurance to shipping. This book is not about software development. It is not a book about the computer industry. This book is about applying agility across the entire organization. It's a book that will put you at the front of change and ahead of the competition. "A true business-wide perspective on Digital Transformation and the need for whole business agility." -Adam Banks, Non Executive Director and Former CTIO of AP Moller Maersk **Note from the Authors: Purchases will result in the planting of trees and empowerment of women, in countries with the lowest scores on the IUCN's gender and environment index. It's not just carbon neutral, purchases in any format will result in, on average, 10x greater carbon offset.

What is creativity and how can we best nurture creativity in different contexts? Drawing on a wide range of cases from the arts, business, design, media and sports, Creativities encourages readers to discover, mix and adapt their own version of creativity, rather than attempting to imitate or follow 'best practice'. International in scope, examples and cases extend beyond the typical Western 'creative genius' model, illuminating the great extent and diversity of global creativities. The book is designed around five key questions that address the what, how, where, who and why of the creative process, employing frameworks, questions and illustrative 'recipes' designed to inspire out-of-the-box creative thinking. The authors argue that to develop their own creativities, readers should experiment with different ingredients and find their own bisociative balance. With its rich array of cases, frameworks and visual material, Creativities will help educators design and lead classes on creativity, innovation and creative entrepreneurship. Its accessible content will also appeal to and inspire students and practitioners in business leadership, organisational innovation and critical 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.

Organisational Development and Change provides a practical and comprehensive set of tools for individuals faced with the task of changing their organisations and the individuals within them. This second edition is fully updated throughout and now has added focus on the modern workplace with its constant state of change, resilience and leadership capabilities and styles. There is also essential coverage of both the rational processes and emotional responses involved in change including how different people respond to change and how language and processes can be adapted to meet this differences. Including customisable tools for conducting research, encouraging innovation and creativity and developing personal skills, this toolkit can help build a business case for change, gain buy-in from all levels of the business and change the culture of the organisation. About the Series: The HR Toolkits provide complete sets of customisable, printable resources to facilitate in-house training and development workshops and strategy design. Supplied as both ring binders and electronic files, and consisting of modules which can be used individually or combined for more extended programmes, the toolkits include ready-made practical exercises, handouts, discussion questions and more to upskill employees.

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.

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.

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.

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.

Fully revised and refined, this new edition of Institutional Theory and Organizational Change considers the developments in the field of institutional organization theory over the past decade. With each chapter being significantly updated, the book explains what the institutional organization approach means by bringing special attention to how the institutional environment is made up and how organizations are governed by it. Throughout the book, Staffan Furusten also brings attention to core concepts and arguments within institutional theory and presents them in an easily tangible model for understanding institutional pressure on organizations. New analysis featured in the book includes organizing beyond management and markets, organizational change through re-contextualization and institutional pressure through institutional elements. The examples presented in the book can be used as a navigation tool for additional learning about what the institutional environment consists of and what organizations can do to handle institutional demands. The second edition of this book is a lucid introduction to contemporary institutional organizational analysis and will be a key resource for undergraduate and postgraduate students in critical management studies, organizational studies, as well as managers and policy makers.