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Books > Business & Economics > Business & management > Management of specific areas > Personnel & human resources management
Equality, diversity and inclusion (EDI) have become features of
organizations as a result of both legal and societal advances as
well as neoliberal economic reasoning and considerations. While
current research approaches frequently fall short of addressing the
challenges faced in EDI research, this benchmark Handbook brings
coverage of research methods in EDI up to date, and advances the
development of research in the field. Bringing together well-known
academics and researchers, this Handbook is a distillation of
current and novel research in the field of EDI. Chapters present
groundbreaking new research and methodological perspectives on
international, regional and national issues, from equal
opportunities and gender mainstreaming to managing diversity in
legal, political and socio-economic contexts. Alongside this, the
authors discuss new analytic directions to advance empirical EDI
research. This Handbook will help to shape the present and future
EDI discourse. The book is an invaluable addition to the current
literature, particularly for students of EDI and researchers
working in the fields of human resource management, strategic
management and organization, and culture and change management as
well as entrepreneurship and marketing. Contributors include: D.
Atewologun, C. Baron, I. Bleijenbergh, E.H. Buttner, H.A. Downs, H.
Eberherr, D. Foley, K.M. Hannum, E. Henry, J. Hofbauer, R. Hofmann,
E.L. Holloway, C.A. Houkamau, M. Janssens, D. Jones, A. Klarsfeld,
K. Kreissl, M. Lansu, J. Louvrier, K. Lowe, R. Mahalingam, A.J.
Mills, J.H. Mills, S. Mooney, E. Ng, B. Poggio, N. Rumens, I. Ryan,
B. Sauer, H.L. Schwartz, C.G. Sibley, A. Striedinger, P. van
Arensbergen, I. Wasserman, J. Wergin, P. Zanoni
The growing diversity of contemporary paid work has provoked
increased interest in understanding and evaluating the quality of
working lives. This Handbook provides critical reflections on
recent research in the field, including examining the inextricable
links between working life and well-being. The Handbook offers
comprehensive support to researchers working in quantitative,
qualitative and mixed methods traditions. Drawing from an
international evidence base, the contributors use examples of
research into key contemporary issues such as the gendered nature
of work, skills mismatch, job insecurity, work-life balance,
flexibility, the gig economy and the physical work environment.
Chapters explore how research methods have been used to investigate
aspects of both paid and unpaid work, raising further questions and
highlighting limitations. The Handbook of Research Methods on the
Quality of Working Lives is an essential resource for all those
involved in areas that study, or touch on, the quality of working
lives which will benefit both new and experienced researchers
inside and outside academia and across disciplines such as
economics, human resource management, psychology and social policy.
This comprehensive Handbook sets out the nature and scope of
International Human Resource Development (IHRD) to advance our
understanding of research and practice in the field. Drawing on
expertise from a global team representing some of the field's most
distinguished researchers, the Handbook explores a range of
contextual, process and people development practice issues
impacting IHRD research and practice. Focusing on IHRD as a
distinct field of research and practice, the authors offer
comprehensive coverage of a number of critical contextual
dimensions that shape the IHRD goals that organisations pursue;
impact the IHRD systems, policies and practices that are
implemented; and influence the types of IHRD research questions
that are investigated. The Handbook examines the processes or
actions taken by organisations to globalise IHRD practices and
discusses important people development practices that come within
the scope of IHRD. By bringing together a variety of research
strands and engaging in key debates while also acknowledging the
emergent, dynamic and constantly evolving nature of the field, the
authors of this Handbook have created an invaluable resource for
academics, students, professionals and practitioners in IHRD, HRD,
HRM, international management, organisational behaviour and
leadership. Contributors: M. Alagaraja, H. Alhejji, V. Anderson, A.
Ardichvili, E.E. Bennett, A. Bratton, R. Carbery, N. Clarke, N.
D'Annuzio Green, T. Garavan, J. Gedro, K. Grant, C. Gubbins, M.
Hammond, J. Kim, S. Kim, Y. Lai, A. McCarthy, A. McDonnell, R.R.
McWhorter, H. Moon, C.T. Nolan, D. O'Shea, J. Pearson, V. Pereira,
O. Pruetipibultham, W.E.A. Ruona, V. Shanahan, M. Sheehan, C.
Valentin, J. Winterton
In recent decades, due to unprecedented technological advancements,
Europe has seen a move towards on-demand service economies. This
has allowed the growth of self-employed professionals who are able
to satisfy an increasing demand for flexible and high-skilled work.
This book explores the need for reform of regulations in Europe,
studying the variance in legal status, working conditions, social
protection and collective representation of self-employed
professionals. It provides insights into ways that policy could
address these important challenges. Presenting the results of a
wide-reaching European survey, this book highlights key issues
being faced across Europe: the implementation of universal social
protection schemes; active labour market policies to support
sustainable self-employment and the renewal of social dialogue
through bottom-up organisations to extend the collective
representation of self-employed professionals. With its
theoretically-informed, empirical and interdisciplinary comparative
analysis, this book identifies and explains key strategies to
resolve these challenges. This book will be of great benefit to
both advanced undergraduate and postgraduate students of labour and
economic sociology, political science, industrial relations, human
resource management and social law. It will also appeal to
scholars, practitioners and policymakers concerned with the labour
market and self-employment in the European context.
This unique Research Handbook covers a wide range of issues that
affect the careers of those in diverse groups: age, appearance,
disability, gender, race, religion, sexuality and transgender. This
work includes cross-disciplinary contributions from over 50
international academics, researchers, policy-makers, managers and
psychologists, who review current thinking, practices, initiatives
and developments within diversity and careers research on an
international scale. They also consider the implication of
diversity legislation for organizations and the individual,
providing an insight into the future direction of research and
practice. Unlike other research in the field, this work presents
wide-ranging and holistic coverage of diverse groups in addition to
considering the implication of individuals who appear in multiple
categories. Students, academics and researchers in the fields of
human resources, management and employment as well as those whose
study encompasses diversity, development and equality will find
this Research Handbook to be a useful and insightful read.
Contributors: E.O. Achola, T. Agarwala, N. Arshad-Mather, D.
Atewologun, G.L. Bend, A. Broadbridge, T. Calvard, S.M. Carraher,
E.T. Chan, S.A. Chaudhry, F. Colgan, A. Elluru, S.L. Fielden, D.
Foley, F. Gavin, L. Gutmann Kahn, K. Hirano, L.L. Huberty, M. Hynd,
S. Javed, H. Jepson, S.K. Johnson, J. Jones, M. Jyrkinen, K. Karl,
K. Keplinger, R. Kilpatrick, T. Koellen, L. Lindstrom, J. McGregor,
L. McKie, M.E. Moore, D. Nickson, M.B. Ozturk, E. Parry, E. Pio, T.
Povenmire-Kirk, T. Pratt, V. Priola, M.V. Roehling, P.V. Roehling,
N. Rumens, Y.M. Sidani, S.E. Sullivan, J. Syed, S.A. Tate, A.
Tatli, R. Thomas, F. Tomlinson, R. Turner, J. Van Eck Peluchette,
H. Woodruffe-Burton
In today's modern business world, the dominant factor of any
organization's success is human capital. Appropriately acquiring
and managing talented staff is crucial to the growth and
development of companies and provides them with a considerable
competitive advantage in the industry. Further study on the
importance of talent management is required to ensure businesses
are able to thrive in the present environment. The Handbook of
Research on Post-Pandemic Talent Management Models in Knowledge
Organizations discusses strategic human resource management and the
talent management of post-modern knowledge-based organizations
during the COVID-19 pandemic and post-pandemic paradigm. Covering
critical topics such as organizational performance and creative
work behavior, this major reference work is ideal for managers,
business owners, entrepreneurs, academicians, researchers,
scholars, instructors, and students.
Older employees are often seen as an obstacle and not as an
opportunity for companies, especially regarding the transfer of
knowledge and experience. Effective development and utilization of
older professional and managerial employees is an important issue
as most organizations are not prepared to tailor their training
methods to the needs and preferences of these employees due to
negative stereotypes. Managing a rapidly aging workforce and
sustaining economic dynamism calls for systematic research to
prevent age discrimination due to an incomplete knowledge of older
workers and politically challenging policy choices that require
strong political commitments, robust management leadership, and
social consensus. International Perspectives and Strategies for
Managing an Aging Workforce examines the differences in stereotypes
of older employees compared to younger employees in companies;
analyzes the impact of the aging workforce on retention,
productivity, and well-being; and investigates organizational
systems, processes, and practices for managing older workers.
Covering a range of topics such as retention and retirement, this
reference work is ideal for researchers, academicians,
practitioners, business owners, managers, human resource workers,
instructors, and students.
Ergonomics promotes sustainability through the presence of more
humane companies, that is, healthier, safer, more comfortable and
efficient businesses with one of the objectives of the business
being the promotion of well-being in the context of the discourse
on sustainability. Taking health into account in business policies
helps ensure sustainable production systems. The role of ergonomics
in companies in the business sustainability environment can
contribute to increasing the performance of the organization.
Sustainable development includes social aspects among its
objectives, where work and the worker are fundamental. Likewise,
work can also benefit sustainable development since workers are
active agents in society. Sustainable work is one that improves the
performance of the organization and promotes professional
development, as well as the health of workers in a broad and
positive way (not limited to the absence of disease, but in the
sense of building health) and well-being. In this way, respect and
the development of intelligence and creativity (in the face of
alienating work) are promoted when carrying out work that makes
sense, where not only is the profound importance of physical,
cognitive and organizational issues understood, but also , above
all, the importance of work for the development of culture. There
seems to be a natural synergy between sustainability and
ergonomics, with the aim of understanding and optimizing the
results of human system interactions. When speaking of men (human
factor), machines (technical factor) and environment
(socio-technical factor), one must try to find the concrete
conditions of their interaction through the integrated ergonomic
triad. The result of integration is a whole of common
characteristics that is above the individual characteristics of the
factors, to humanize the other elements in terms of man. The
objective of this book is to present the new trends in sustainable
work through the analysis and application of methods to evaluate
and improve the interaction of human beings with their work, their
work area, and their environment. This book is divided into
sections that focus on concept chapters, case studies, and research
work in the industry, suggesting the use of method engineering
tools, physical ergonomics, organizational ergonomics, cognitive
ergonomics, environmental ergonomics, and sustainable development.
The target audience includes students, academics, researchers,
engineers working in the industry, professionals responsible for
ergonomics or safety and hygiene, and the general professional
public committed to the well-being of human capital and the
performance of the organization. Therefore, the contributions
should address the scientific and practical implications of
industrial engineering, ergonomics, and sustainable development in
manufacturing and services.
In this extensively revised fourth edition textbook, authors
Vladimir Pucik, Ingmar Bjoerkman, Paul Evans and Gunter Stahl take
a people management and organizational perspective on the complex
issues involved in successfully managing today's multinational
firms. Taking account of contemporary business challenges of
digitalization, inclusion, and sustainability, The Global Challenge
explores how international strategies are executed through people
management. Key Features: Practical examples from leading and
emerging multinational firms from around the world Connected yet
self-contained chapters to be used as teaching material in courses
and programs Critical insights provided by a team of scholars with
extensive teaching, research, and consulting experience worldwide
Focus on topical issues such as mechanisms of cross-border control
and coordination, virtual work and collaboration, diversity and
inclusion, management of knowledge and innovation, and the role of
people management in tackling societal problems and global
sustainability challenges Balancing thoroughly updated case studies
with the latest academic research, this cutting-edge fourth edition
textbook will be an invaluable resource for students enrolled in
MBA, EMBA, and Master's programs worldwide. Executives, managers,
and HR professionals in multinational companies will also benefit
from its examination of challenges and contradictions that firms
confront when operating across borders.
Clocking Out gives readers a new way to think about their careers
and delivers practical advice to first assess and consolidate
individual power then make thoughtful, meaningful changes and
choices for a successful transition. Ten fascinating stories bring
to life the key components of effective career transition - choice,
mindset, agility, and trust - and highlight how each interplay
during a career change.
More women are studying science at university and they consistently
outperform men. Yet, still, significantly fewer women than men hold
prestigious jobs in science. Why should this occur? What prevents
women from achieving as highly as men in science? And why are so
few women positioned as 'creative genius' research scientists?
Drawing upon the views of 47 (female and male) scientists, Bevan
and Gatrell explore why women are less likely than men to become
eminent in their profession. They observe three mechanisms which
perpetuate women s lowered 'place' in science: subtle masculinities
(whereby certain forms of masculinity are valued over womanhood);
(m)otherhood (in which women's potential for maternity positions
them as 'other'), and the image of creative genius which is
associated with male bodies, excluding women from research roles.
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