Common hiring practices are destined for failure-here's how to hire the right people and build a company culture designed for long-term success What's more important in a job candidate-skills or attitude? Mark Murphy argues for the latter, and Hiring for Attitude provides the data to back it up. In a major study by Murphy's company, Leadership IQ, 46 percent of all new hires fail within their first 18 months-and 89 percent fail for attitudinal reasons, not skills. Hiring for Attitude explains how to change your hiring practices to avoid this common pitfall and lead your company to long-term success. It takes you step by step through the process of shedding hiring techniques destined for failure and, instead, focus on the what matters in a candidate: attitude.

One of the most inspiring and impactful books ever written, The 7 Habits of Highly Effective People has captivated readers for nearly three decades. It has transformed the lives of presidents and CEOs, educators and parents--millions of people of all ages and occupations. Now, this 30th anniversary edition of the timeless classic commemorates the wisdom of the 7 Habits with modern additions from Sean Covey.

The 7 Habits have become famous and are integrated into everyday thinking by millions and millions of people. Why? Because they work!

With Sean Covey's added takeaways on how the habits can be used in our modern age, the wisdom of the 7 Habits will be refreshed for a new generation of leaders.

They include:
Habit 1: Be Proactive
Habit 2: Begin with the End in Mind
Habit 3: Put First Things First
Habit 4: Think Win/Win
Habit 5: Seek First to Understand, Then to Be Understood
Habit 6: Synergize
Habit 7: Sharpen the Saw

This beloved classic presents a principle-centered approach for solving both personal and professional problems. With penetrating insights and practical anecdotes, Stephen R. Covey reveals a step-by-step pathway for living with fairness, integrity, honesty, and human dignity--principles that give us the security to adapt to change and the wisdom and power to take advantage of the opportunities that change creates.

Trust, Organizations and Social Interaction aims to promote new knowledge about trust in an organizational context. The book provides case-analysis of how trust is formed through processes of social interaction in which actors observe, reflect upon and make sense of trust behaviour and its meaning in an organizational and social environment. It greatly contributes to clarifying what a process view may mean in trust research and to the understanding how social interaction processes affect trust. The contributing authors demonstrate how trust and distrust are produced and reproduced in a complex interplay with social processes and practices. Instead of asking how trust may be measured or how trust is a resource for managers, they explore how trust develops and how managers become intertwined with and caught up in trust processes. This enlightening empirical analysis of trust and its relationship with organizational processes is a vital resource for students, academics and scholars of organization, management, organizational behaviour and change, HRM and learning. Contributors include: J. Allwood, N. Berbyuk Lindstroem, M. Bosse, M.-B. Ellingsen, B. Espedal, M. Frederiksen, L. Fuglsang, A.H. Gausdal, K. Gronhaug, U.K. Hansen, M. Ikonen, S. Jagd, S.T. Johansen, I.-L. Johansson, K. Malkamaki, K. Mogensen, L. Naslund, M. Neisig, K.A. Perry, M.A. Rasmussen, T. Savolainen, M. Selart, A. Sward, N. Thygesen, S. Vallentin

Chinese multinationals have grown in size and increased their global presence dramatically over the last decade. They have emerged as formidable competitors for western incumbents. These firms have instigated profound changes, such as displaced trade and investment flows, new business models, and the emergence of a new geography of global innovation. In a single volume, The Era of Chinese Multinationals captures the forces driving the disruptive growth of Chinese multinational corporations. Following a presentation of the surge of Chinese companies, the book turns to corporate characteristics of those firms and how they compare with western multinationals in terms of revenues, profits, branding, and business strategy. The book uses data and case studies to depict the relevant issues with the goal of providing insights to global executives on collaborating and competing with Chinese companies.

This lively guide showcasing original and carefully curated research illustrates the dynamic relationship between discourse and organizational psychology. It maps the origins and development of discursive approaches in the field of organizational psychology and provides a timely review of the challenges that may confront researchers in the years to come, thereby charting the current and future boundaries of the field. A Guide to Discursive Organizational Psychology delineates a potential research agenda for discursive organizational psychology. Contributions include empirically rich discussions of both traditional and widely studied topics such as resistance to change, inclusion and exclusion, participation, multi-stakeholder collaboration and diversity management, as well as newer research topics such as language negotiations, work time arrangements, technology development and discourse as intervention. Discursive devices for addressing these phenomena include interpretive repertoires, modes of ordering, rhetorical strategies and sense-making narratives. This timely book will serve as a guide for students or researchers who are new to discourse analysis in the field of organization and management studies, and provide new perspective to anyone seeking to enhance their conceptual and methodological understanding of the field. It marks a central reference point for anyone interested in the intersection of discursive approaches and organizational psychological phenomena. Contributors include: P. Dey, C. Gaibrois, A.-K. Heydenreich, P. Hoyer, C.D. Jacobs, C. Michels, J.C. Nentwich, R. Pfyl, D. Resch, F. Schulz, C. Steyaert, F. Ueberbacher

This insightful book examines all aspects of the design process and implementation of questionnaire surveys on the activities of business, public sector, and non-profit organizations. Anthony Arundel discusses how different aspects of the survey method and planned statistical analysis can constrain question design, and how these issues can be effectively resolved. Throughout this engaging yet practical book, Arundel promotes good practices for questionnaire design, sample construction, and survey delivery systems including online, postal, and verbal methods, with a focus on obtaining high-quality data in line with ethics and confidentiality requirements. Chapters include constructive advice on questionnaire design and testing, survey implementation, and data processing, analysis, and reporting, with examples of time and financial cost budgets. Considering the recent developments in survey methods, the book explores how to use web probing as a substitute for cognitive testing and examines the use of tablets and smartphones in answering questionnaires. Combining theoretical and practical insights into survey design, implementation, and data processing and analysis, this book will be essential reading for business and management scholars and students, with a particular interest in research methods and organization studies. It will also be useful for practitioners and business managers seeking to understand how to create and use surveys.

Managing the natural environment is fundamental to many businesses, yet management scholars have understudied how natural resources are acquired and deployed, how they constrain and challenge strategy and innovation, and how they differ from more conventionally studied resources in management. This book captures leading and thought-provoking conceptual and empirical contributions on how organizations (ought to) interact with such natural resources. Utilizing a distinctly managerial approach, the chapter authors explore topics such as inter-organizational relationships, strategic responses, and risk and resilience at the interface of the natural environment. By applying and extending management theories such as resource dependence, transaction costs, the resource-based view, dynamic capabilities and imprinting in a natural resource context, the authors open up multiple avenues for future research. At the same time, they seek to actively build a global community of management scholars interested in natural resources. Multidisciplinary in approach and clear in execution, this book will be of interest to students and researchers studying natural resource management and policy, policymakers from regional, national, and trans-national bodies, as well as leaders of environment focused NGOs. Contributors include: B. Bastian, H. Burgers, M. Bystrowska, B. Crawford, C. Dean, G. George, J. Good, B. Grogaard, S. Gurtner, Y. Hu, F. Keller, R.P. Lee, T.L. Liak, S. Mehra, V.V. Miller, F. Paetzold, A.C. Presse, M.J. Pisani, R. Reinhardt, U.H. Richter, L. Schiffer, S.J.D. Schillebeeckx, C.L. Tucci, C. Van der Byl, K.A. Wigger, M. Workman. F. Zarea Fazlelahi

Businesses have had to face many challenges due to the COVID-19 pandemic; to survive in the changing landscape, they had to adapt quickly and implement new tactics and best practices to stay competitive. Networking is one of the many areas that looks vastly different in a post-pandemic world and companies must understand this change or risk falling behind. Further study is required to uncover the various difficulties and potential future directions of networking and innovation within the business landscape. The Handbook of Research on Digital Innovation and Networking in Post-COVID-19 Organizations provides a thorough overview of the ways in which organizations have had to change and adapt to the new business environments and considers how networking looks different in a post-COVID-19 world. Covering key topics such as organizational structures, consumer behavior, teleworking, and collaborations, this major reference work is ideal for managers, business owners, industry professionals, policymakers, researchers, scholars, academicians, practitioners, instructors, and students.

Covering the period of the financial crisis, this Research Handbook discusses the degree of importance of different driving forces on employee turnover. The discussions contribute to policy agendas on productivity, firm performance and economic growth. The contributors provide a selection of theoretical and empirical research papers that deal with aspects of employee turnover, as well as its effects on workers and firms within the current socio-economic environment. It draws on theories and evidence from economics, management, social sciences and other related disciplines. With its interdisciplinary approach, this book will appeal to a variety of students and academics in related fields. It will also be of interest to policy makers, HR experts, firm managers and other stakeholders. Contributors: I. Beltran Martin, S. Bevan, M. Bossler, C. Carrillo-Tudela, W.-J.A. Chang, M. Coles, C.L. Cooper, H. Dale-Olsen, M. Daskalaki, T. Eriksson, P. Ferreira, R.W. Griffeth, K.E. Hall, L. Holbeche, J.-T. Kao, Y. Lai, C.S. Long, A.-M. Mohammed, K. Morrell, E. Parry, J. Purl, G. Saridakis, S. Taylor, R. Upward, P. Urwin, W.K. Wan Ismail, M. Wong El Leen

Global shifts in the way we work and the way we lead are powerful consequence of the global pandemic. This text harnesses the expertise of leaders in a variety of fields as they share proven strategies that have helped their organizations navigate the remote, hybrid and face-to-face work challenges thrust upon us due to Covid. Workplace trends show that the flexibility and adaptability demonstrated during this pandemic may prove to offer organizations new insights into employee recruitment, retention, and production. These proven leaders who will be sharing easy to follow and adaptable best practices will help each reader to gain valuable insight in ways to lead effectively both now and in the future. The strategies in best practices shared within this text are universal in making employees feel valued and significant; a key factor in both employee recruitment and retention and one that goes far beyond mere pay increases. The infusion of university faculty within this work will also serve as a catalyst for ways to prepare the future workforce for this new way of working and succeeding in an organization. This book is an excellent resource for both collegiate students at the undergraduate and graduate level focusing on areas of leadership development, business, and healthcare administration.