This book focuses on rules for teleworking generated by the coronavirus pandemic (COVID-19) that exist without a national strategy. The research goes further to address implications for everyday situations, many that already existed before the pandemic. The research offers an opportunity to take a new look at teleworking in all situations regardless of the reasons that make it necessary or prudent. This book addresses telework issues and answers: trustworthiness, performance, productivity, employee risk, achievement, accountability, emotional intelligence, and radical change. It addresses the need for and the existence of a shared understanding where leaders and employees openly discuss the challenges presented by teleworking. It also asks whether there are impediments or obstacles that organizations could remove or reduce to enable employees to accomplish the same amount of work they are currently doing in the office, but in a shorter duration of time while teleworking. This work conducts a deeper evaluation of telework than is currently available in relevant literature so that we can understand how to build strengths and mitigate weaknesses in trustworthiness and performance as they are applied in organizational development. The evaluation begins with a description of the current state of teleworking. This examination identifies plans and resources that can be used to improve teleworking tomorrow. This book also collects and analyzes LMX - leader-member exchange - to ensure the lens of evaluation is focused on all parties from member to leader to CEO. It examines whether organizations have made decisions to mandate or encourage teleworking formally and informally, making the possibility of participation available to the whole organization.

This Handbook provides an overview of neuroscience-driven research methodologies and how those methodologies might be applied to theory-based research in the nascent field of neuroentrepreneurship. A key challenge of this field is that few neuroscientists are trained as entrepreneurship scholars and few entrepreneurship scholars are trained as neuroscientists, but this book skillfully bridges that gap. Expert contributors include concrete examples of new ways to conduct research in their contributions, which have the potential to shed light onto areas such as decision making and opportunity recognition and allow neuroentrepreneurs to ask different, perhaps better, questions than ever before. This Handbook also presents current thinking and examples of pioneering work, serves as a reference for those wishing to incorporate these methods into their own research, and provides several helpful discussions on the nature of answerable questions using neuroscience techniques. Neuroentrepreneurship is an important, emerging field for neuroscientists and entrepreneurship scholars alike. For the former audience, this book presents concrete research questions and entrepreneurship applications; for the latter, it serves as a primer and introduction to neuroscientific methods. Graduate students studying entrepreneurship, and practitioners who are keen to promote innovation and entrepreneurial skills in their leadership, will also find this Handbook to be of interest. Contributors include: W. Becker, C. Bellavitis, M.C. Boardman, M. Colosio, C. Couffe, M. Day, P.M. de Holan, A.A. Gorin, S. Guillory, N. Krueger, A. Passarelli, V. Perez-Centeno, C. Reeck, L. Schjoedt, K.G. Shaver, A. Sud, T. Treffers, M.K. Ward

Since the term "workforce diversity" was first coined in the 1990s, the topic has received consistent and increasing attention by researchers. Over the last 30 years, a body of theory and research has amassed which recognizes diversity as an important work unit characteristic and explored its influence on organizational functioning and performance. Despite these advancements, the field is at a critical juncture where new ideas, emphases, theories, predictions and approaches are needed to propel our understanding of the meaning, import and functioning of diversity in organizations. Accordingly, this volume looks to the future of diversity work, both with regard to the content of the chapters and to the contributors. We endeavored to give a voice to emerging scholars who are the future of our field and can help to set a future research agenda to push our understanding of diversity in organizations. The scholars raise new and provocative questions about race in organizations that deliberate on the state of our science, our understanding of complex experiences of race, and a more nuanced view of race in terms of intersectionalities. Overall, each of these chapters provokes the status quo and, in so doing, offers a fresh perspective on the study of diversity in general and race and racism more specifically. We believe the end result is a more comprehensive exploration of the phenomenon and the development of an exciting future research agenda.

The Theoretical World of Entrepreneurship contains the first and most comprehensive examination of more than 250 theories applicable to the study of entrepreneurship. It includes a theoretical examination of current social and economic controversies that impact entrepreneurs. Following in Weber's tradition, it also compares the doctrines of 16 Christian denominations and nine world religions which offer different conceptual windows for understanding entrepreneurs. The author ties the theoretical world of entrepreneurship together by pursuing three primary objectives. The first objective is to focus intently on the need to specify the assumptions of the theories that are used to address research questions. The second is to provide a common vision of diverse perspectives. The third is to help scholars who are seeking alternatives to the conventional wisdom. This comprehensive resource is ideal for doctoral students seeking to grasp the entire theoretical domain of the field of entrepreneurship. It also serves as a reference for professors who want to position the work that they know best within the frame of the entire theoretical world of entrepreneurship. The book is accessible enough to engage those who do not already possess an academic background.

While many books provide guidance to the construction of theory, the process of theorizing itself has been addressed far less. The aim of this book is to encourage researchers to reflect upon their subjective theorizing practices and to engage in dialogue about theorizing in organization studies. Drawing on interviews with eight key figures in the field, this book provides guidance for how to theorize, and how to do so well, using the key tools of the theorizers. Providing rich insights, these interviews with Professors David Boje, Barbara Czarniawska, Kenneth Gergen, Tor Hernes, Geert Hofstede, Edgar Schein, Andrew Van de Ven and Karl Weick give an opportunity to learn from some of the most successful theorists in the field of organization studies. By addressing aspects of theorizing which seek to make it a personal and meaningful endeavour, this book goes beyond the sole aim of getting published and encourages the reader to develop their own unique way of theorizing. This book will be an invaluable tool for graduate researchers and scholars looking to refine their theorizing practices in order to produce outstanding theoretical work. Its insights will also be of use for anyone seeking to breathe new life into their work, with its insightful commentary on the practices of successful theorists.

The Handbook of Organizational and Managerial Innovation places humans, their acts, practices, processes and fantasies at the core of innovation. Bringing together some of the world's leading thinkers, academics and professionals, both established and emerging, this multidisciplinary book provides a comprehensive picture of the vibrant and engaging field of organizational and managerial innovation.The contributors present organizational and managerial innovation as a complex concept underpinned by varied ontological and epistemological traditions and disciplines. They reveal that it is something that exists and occurs at multiple levels of analysis, and from multiple zones of experience - the experience of managers, workers, psychologists, philosophers and economists. This innovative and engaging book will be an essential resource for researchers, practitioners and students alike with an interest in the role of innovation in organizations. Contributors include: R. Agarwal, J. Bessant, J. Birkinshaw, K. Bjorkeng, C. Boedker, A. Carlsen, H.H. Chiu, S. Clegg, M.P. e Cunha, F. Damanpour, E. Dehlin, R. Green, R. Hall, K. Hydle, E. Josserand, M. Kerrin, R. Lamming, C. Magelssen, M. Mol, R. Northcote, F. Patterson, N. Rapport, A. Rego, J.M. Runnalls, L. Sandelands, G.M.P. Swann, S. Teerikangas, P. Thomas, I.G. Vaccaro, L. Valikangas, F.A.J. Van Den Bosch, F. Villeseche, H.W. Volberda, L. Zibarras

This Handbook combines a review of negotiation research with state-of-the-art commentary on the future of negotiation theory and research. Leading international scholars give insight into both the factors known to shape negotiation and the questions that we need to answer as we strive to deepen our understanding of the negotiation process. This Handbook provides analyses of the negotiation process from four distinct perspectives: negotiators' cognition and emotion, social processes and social inferences, communication processes, and complex negotiations, covering trade, peace, environment, and crisis negotiations. Providing an introduction to key topics in negotiation, written by leading researchers in the field, the book will prove insightful for undergraduate students. It also incorporates an excellent summary of past research as well as highlights new directions negotiation research might take which will be valuable for postgraduate students and academics wishing to expand their knowledge on the subject.

Answering pressing questions regarding employee selection and mobbing culture in the workplace, Andrew R. Timming explores the unique intersection of the biological sciences and human resource management. With a rich set of theoretical and empirical chapters, the author shines an innovative light on the fields of human resource management, organizational behavior and evolutionary psychology, engaging with the nature vs. nurture debate as well as offering a ground-breaking explanation for workplace bullying, unconscious bias, and employee selection decision-making. At times poignant and controversial, the book illustrates the dark side of human nature, with a unique focus on our primordial instincts. An excellent exploration into an emerging area, this Footprint will be ideal for human resource management and organizational behavior academics, as well as those interested in applied evolutionary, social, organizational, and experimental psychology.

This book draws together William B. Gartner's key contributions to entrepreneurship research over the past 25 years. An original introduction by the author offers a comprehensive overview and analysis of his work as it pertains to the development of entrepreneurship as a scholarly field, and the articles demonstrate the many ways in which his research has explored entrepreneurship in relation to individuals, firms, environments, and processes.

The Handbook of Employee Engagement contains cutting edge contributions from a wide array of world-class scholars and consultants on state-of-the-art topics key to the science and the practice of employee engagement. The volume presents comprehensive and global perspectives to help researchers and practitioners identify, understand, evaluate and apply the key theories, models, measures and interventions associated with employee engagement. The Handbook provides many new insights, practical applications and areas for future research. It will serve as an important platform for ongoing research and practice on employee engagement. Combining an excellent balance of academic perspectives and practical applications this Handbook will prove to be invaluable for academic researchers in the field of organizational behaviour, organizational development and organizational psychology. In addition, human resource and organizational development practitioners and consultants should not be without this `state-of-the-art' and informative resource.

Organizational science profits from taking new perspectives using a simple model to understand why behaviors of particular types occur within them. This volume provides readers with a rich source of casestudies and empirical studies of the role played by the interaction between individual actors, organizational contexts, and the actual behaviors being performed the actors. These chapters each seek to describe how these three interact in to create organizational practices with negative effects on either internal members of the organization or external stakeholders (e.g,. clients). The chapters provide insight into how organizations may control these negative behaviors with basic Human Resource Management practices. It is this volume's hope that these chapters may provide insight into the important role these three factors plays in understanding negative organizational behavior within organizations across the world.

"A "handbook" for communicating in the work environment "" "Assuming a unique perspective for an organizational communication text, this book focuses students on how to communicate with managers and peers to survive, thrive and prosper in organizational environments. This "survival guide for employees" centers on understanding how and why managers communicate the way they do and how employees can adapt their own communication skills to be more effective in the organizational environment. Students who master the study guide objectives in this book will be better prepared to function in real organizational situations. This text provides clear and concise guidelines, along with a foundation of theory and scholarship, to help students become more effective communicators in today's workforce. Learning Goals
Upon completing this book, readers will be able to:

• Communicate effectively with managers and peers
• Understand how and why managers communicate the way they do
• Differentiate between good and poor communication skills

If you're not operating with Organizational Velocity, you're getting lapped and don't even realize it. Business as usual? Established organizations are being disrupted as nimble upstarts cross long-established competitive moats with increasing ease. The status quo needs to be blown up.In Organizational Velocity, veteran UPS executive Alan Amling distills five years of research and three decades on the front lines of Corporate America to reveal a fundamental truth... Moving at the speed of change is a choice, not a circumstance. Companies from Amazon to Shaw Industries stay ahead of the curve by operating with Organizational Velocity, a rapid learning paradigm empowering organizations to create persistent advantage. Amling shows how companies get in their own way and provides pragmatic insights from industrial, digital, and military leaders to break through organizational friction and thrive in disruption. Organizational Velocity is for current and aspiring executives seeing the disruption at their doorstep but not knowing how to break through the cloud of uncertainty. So, dog-ear the pages and create a company built to stay ahead of the curve.