Change can take place in various forms, gradual or abrupt, incremental or transformational. It is a requirement in modern day society that everyone, whether at individual or organisational level, understands the softer nuances of this concept and prepares for it. During scenarios of change interventions, the role of human resources (HR) becomes highly crucial, even as the perception towards it becomes ambivalent. This volume delivers a holistic view on the role of HR in organisational change. It is built on the various theoretical models of change and provides a dramatic sequence of issues in change management to gain a big picture thinking for HR managers and weaves through why, how and what perspectives to change management. Human Resources Management for Organisational Change offers a comprehensive coverage of the changing role of HR as it relates to organisational change theories and models, strategy, changing business environment and implications, organisational culture, leadership, resistance management, and high performance work practices (HPWP) to support change management and cost of no-changers. It is unique in that it covers the entire gamut of organisational change as well as HR. It will be of value to researchers, academics, professionals, and students interested in learning more about how organisational change can improve productivity and human satisfaction as well as the systematic approach to managing organisational change.

* Helps business to set out a clear plan to deliver a carbon reduction plan. * Provide lessons-learned and real-life case studies. * Presents the issues around developing a business climate action plan in an entertaining and engaging way.

Provides clear steps for readers to attain resilience and a sense of wellness in a digital age. The book is told through the voices of entrepreneurs and practising leaders, which gives the book authenticity and sets it apart from other books on the market. Adopts an engaging story-telling approach, which makes the book accessible to both managers and students.

Using wit and an engaging narrative style, this easy-to-digest book is ideal for managers and the general reader interested in moral decision making at work. This is the first book that attempts to link being ethical, doing the right thing in business, with personal and organizational thriving. Real-life scenarios bring the book to life. This book will be a useful required or supplemental reading for academic coursework in business ethics, human resources, business and society, organizational or professional development, or other management or senior capstone type class.

Effectively draws together timely and important issues-diversity, inclusion, and equity in our workgroups, teams, and organizations-in a unique way focused on individual benefit and collective social and performance outcomes. It provides clear actionable steps for creating inclusive interactions. Is based on rigorously-produced, research-based evidence from multiple fields of study. Provides clear examples from across the for-profit, nonprofit and governmental sectors and social and educational contexts. Encourages critical thinking by providing a set of questions at the end of each chapter. These questions are for both educational and managerial use as the questions will apply the readers' own experiences and situations.

Effectively draws together timely and important issues-diversity, inclusion, and equity in our workgroups, teams, and organizations-in a unique way focused on individual benefit and collective social and performance outcomes. It provides clear actionable steps for creating inclusive interactions. Is based on rigorously-produced, research-based evidence from multiple fields of study. Provides clear examples from across the for-profit, nonprofit and governmental sectors and social and educational contexts. Encourages critical thinking by providing a set of questions at the end of each chapter. These questions are for both educational and managerial use as the questions will apply the readers' own experiences and situations.

* This book goes beyond theoretical material to include clinical and personal perspectives from a broad range of highly accomplished women psychotherapy group leaders * This book explores the following objectives: the development of psychotherapy group leader identity among women, unique challenges female leaders face due to social adaptation that influence transference and countertransference around themes of nurturance and power, aspects of how female-identified group leaders experience their power and authority in relationship to their groups, different transferences/projections a woman leader might be faced with, as well as topics related to intersectionality, and the impact of gender-binary assumptions on group leadership and dynamics * Practical application for training and group leadership as well as significant theoretical and social value

The financial issues of nonprofit organizations (NPOs) have increased their importance in recent years, especially after the last global economic downturn. In this way, NPOs have been threatened by a reduction of income, while their work and expenses have not decreased. In this book, the editors bring together several topics that the academic literature has previously addressed, connecting them to each other and evaluating how all these issues are interrelated. Financing Nonprofit Organizations analyses the state of art of all these financial topics and the consequences of the last economic crisis. It dives into the interrelations of these concepts to suggest lines of future research and to reflect on the future of the different sources of funding of the NPOs. It will be of interest to students, practitioners, and researchers interested in initiating and updating their knowledge in the growing field of the financial aspects of the NPOs.

The literature on Change Management works from the premise that management possesses the power to achieve change and this is evident in that resistance is little more than a footnote in most textbooks. This assumption sits uneasily, however, with the high failure rate of Change Management interventions. This book seeks to explain this paradox by providing a critical 'relational' approach towards Change Management. What would a book on Change Management look like that takes resistance seriously? This book attempts precisely this by exploring how resistance is as much a part of change as the strategies of those that seek to enact it. The findings are drawn from a qualitative study of organizational transformation in a Local Government Authority in the UK. Its detailed empirical insights enable readers to explore organizational change from many different perspectives considering issues such as the strategic use of metaphor and counter-metaphors; management and employee resistance; organizational politics and cynicism. It will be of interest to researchers, academics, and students interested in change management, organizational studies, human resource management, and critical management studies.

The field of employee engagement has experienced unprecedented growth over the last three decades. Despite remarkable progress in both practice and scholarship, there remains tremendous confusion about what employee engagement is, what it means, and how organizations can take proactive steps to harness the full power of an engaged workforce. This short-form book provides readers a unique and research-based road map through the rapidly evolving research around employee engagement, including the identification of key literature and theory along with expert, timesaving connections to how theory has informed practice. The author covers the various disciplinary approaches and schools of thought, thematically bridging scholarly literature - including and identifying the historically significant and most current - to better understand how the research is evolving and what new opportunities for scholarship are emerging. Essential reading for scholars of human resource management, leadership and management more broadly, the book is also a valuable read for reflective practitioners globally.

At the core of The Relationship Factor in Safety Leadership are eight beliefs about human nature that are common to leaders who successfully communicate that safety is important while meeting business results. Using stories and business language the book explains how to create and recover important stakeholder relationships by setting priorities and taking action based on these beliefs. The beliefs are based on the author's 25 years of experience supporting operational and safety leaders with successful and unsuccessful change efforts in pharmaceutical, nuclear, mining, manufacturing and power generation. The author also offers compelling evidence from many social and scientific disciplines that support the conclusion that satisfying our need for relationship is a major motivator. The Five Orientations Model offers a perspective on solving complex problems when confronted with multiple demands. The book provides managers and supervisors with the motivation to build relationships and points to the conditions needed for success. It also describes a process to take united action but retain the flexibility to change course as necessary. The book is written for managers and leaders, at all levels, concerned with occupational health and safety, and wishing to learn how to leverage relationships to achieve higher employee engagement and performance.

Unique approach from a high-profile author and speaker Very few texts exist on designing for psychological and physiological needs, and those that do exist are heavy academic tomes of little use to busy managers and designers The book is written by a practicing environmental psychologist, with both research and consulting experience, giving a unique and pragmatic perspective on office design and operation

The models and frameworks described in this book have been applied successfully in practice at organizations such as Johnson & Johnson, AT&T, IBM, Facebook, Charles Schwab & Company, and Accenture. Integrating Change creates a new ontological language for understanding and transforming the three primary organizational functions of managing, leading, and integrating. The book can be used by senior leaders and students of leadership.

The models and frameworks described in this book have been applied successfully in practice at organizations such as Johnson & Johnson, AT&T, IBM, Facebook, Charles Schwab & Company, and Accenture. Integrating Change creates a new ontological language for understanding and transforming the three primary organizational functions of managing, leading, and integrating. The book can be used by senior leaders and students of leadership.

Using wit and an engaging narrative style, this easy-to-digest book is ideal for managers and the general reader interested in moral decision making at work. This is the first book that attempts to link being ethical, doing the right thing in business, with personal and organizational thriving. Real-life scenarios bring the book to life. This book will be a useful required or supplemental reading for academic coursework in business ethics, human resources, business and society, organizational or professional development, or other management or senior capstone type class.

Provides clear steps for readers to attain resilience and a sense of wellness in a digital age. The book is told through the voices of entrepreneurs and practising leaders, which gives the book authenticity and sets it apart from other books on the market. Adopts an engaging story-telling approach, which makes the book accessible to both managers and students.

Concise, expert insights into a complex but vital topic in business and beyond Incorporates multi-disciplinary perspectives, from sociology to economics Includes key theories but avoids getting into technical detail for each facet of the theme

* This book goes beyond theoretical material to include clinical and personal perspectives from a broad range of highly accomplished women psychotherapy group leaders * This book explores the following objectives: the development of psychotherapy group leader identity among women, unique challenges female leaders face due to social adaptation that influence transference and countertransference around themes of nurturance and power, aspects of how female-identified group leaders experience their power and authority in relationship to their groups, different transferences/projections a woman leader might be faced with, as well as topics related to intersectionality, and the impact of gender-binary assumptions on group leadership and dynamics * Practical application for training and group leadership as well as significant theoretical and social value

Written by two leading authorities in sustainability, business and climate change. Learn from key organizations that are collaborating for climate change - from insurance companies, cities and open society groups. Clearly explains what works, how to address potential challenges and draws out principles that will help others from all sectors.

Written by two leading authorities in sustainability, business and climate change. Learn from key organizations that are collaborating for climate change - from insurance companies, cities and open society groups. Clearly explains what works, how to address potential challenges and draws out principles that will help others from all sectors.

Through a 'dialogue' between two experts with different backgrounds, this book offers a new way to consider executive coaching via psychodynamic counselling.

Through a 'dialogue' between two experts with different backgrounds, this book offers a new way to consider executive coaching via psychodynamic counselling.

This book presents a global view of digital and knowledge-based economies and analyses the role of intellectual capital, intellectual capital reports and information technology in achieving sustained competitive advantages in the globalized economy. Intellectual Capital in the Digital Economy reviews the state of the art in the field of intellectual capital and intellectual capital reports, exploring core concepts, strengths and weaknesses, gaps, latest developments, the main components of intellectual capital, the main sections of the reports, and indicators of each component. It presents experiences from pioneering companies and institutions in measuring intellectual capital around the world. It incorporates an interdisciplinary and cross-sectorial approach, offering a comparative view of intellectual capital reports elaborated in different regions of the world. This book presents case studies and experiences on the building of intellectual capital reports in organizations. In addition, the book discusses the benefits and challenges of building intellectual capital reports in smart economies and societies. This book is of direct interest to researchers, students and policymakers examining intellectual capital and the knowledge-based economy.

This book reflects on the models of leadership espoused by ancient Indic traditions, in particular the Advaita Vedanta tradition. Focusing primarily on the Rajarshi - 'the philosopher king' - the essays in this volume showcase how using these models in contemporary society could lead to the creation of self-aware and empathic leaders and an inclusive society. The book explores examples of the Brahmarshi, or the wise scholar; Rajarshi, or the wise ruler; and Devarshi, or the visionary, to bring together all the ideal virtues of inclusive leadership in the current cultural and political space. The essays in the volume adopt a critical sociological, philosophical and management lens to analyse Indic traditions and dharmic concepts. The volume uses concepts such as dharma, karma and, yoga along with organisational psychology, technology, and management, to arrive at the concept of transcendental leadership. It theorises new definitions of the Rajarshi ideal, which can be used towards public service, social transformation and self-discovery. The volume will be useful for scholars and academics interested in Indic philosophies of leadership and governance, sociology, and social and political inclusivity. It will also be useful for readers in public administration, business and management.

There is growing interest in flexible working, not only as a means to manage labour more efficiently and for greater agility, but also as a response to increasing concerns over well-being, work-life balance, and participation in the labour force of those with significant non-work commitments (e.g. parents, carers, older workers). As a result, a comprehensive stream of literature on the benefits and challenges of flexible working has developed and led to a body of evidence on the implementation and outcomes of different forms of flexible working arrangements. This book assesses the current state of this literature as follows: Background: the authors review the different definitions that have been proposed, policy developments, availability and uptake. Outcomes from flexible working: the main chapters focus on the outcomes for employers (e.g. performance, employee retention, organisational commitment etc.), as well as for individual employees (e.g. well-being, job satisfaction etc.). Evaluation of extant knowledge: the authors comment on the existing literature and consider the methodological approaches adopted in the literature. Conclusion: suggestions for future research are proposed. Of interest to students, academics and policy-makers, this book provides an expert overview of the empirical evidence and offers critical commentary on the state of knowledge in the field of flexible working and new forms of work.