Why do international policing missions often fail to achieve their mandate? Why do United Nations Police officers struggle when serving in foreign peacekeeping missions? United Nations International Police Officers in Peacekeeping Missions: A Phenomenological Exploration of Complex Acculturation unravels these problems to find a causal thread: When working in hyper-diverse organizations such as the United Nations Police, United Nations police officers must grapple with adjusting to a kaleidoscope of different and competing cultures simultaneously-an issue the author identifies as complex acculturation. In this introduction to the novel concept of complex acculturation, Michael Sanchez explores the reasons behind the chronic performance troubles of the United Nations Police, and explains how the very fabric of the organization contributes to its ineffectiveness. While previous research has focused on private sector expatriate workers' challenges when adapting to a single new culture, this timely book describes a previously unstudied phenomenon and applies this knowledge to help businesses, governments, organizations, and citizens navigate the increasingly diverse workplace of the future. This book lays the foundation for a new area of study and provides a forward-thinking perspective that will interest multinational companies, police agencies, international relations organizations, prospective expatriate workers, and academics alike.

This pioneering book on food study pursues an interdisciplinary approach to service science and the service engineering field. Further, it highlights a range of experiments conducted at actual business sites to verify the effectiveness of the proposed methodologies and theories. In modern society, food study has become more complex, as it involves multiple fields of science. For instance, a long-lived society entails a number of problems for human beings. A balanced intake of nutrients is important for a healthy life, but in many cases, healthy food is not the most enjoyable. As such, it is important for the food industry to provide foods that are both tasty and wholesome, based on the sciences of gastronomy and nutrition. Conventional food study proceeds along the lines of a specific field such as nutrition, agriculture, or gastronomy, though it should be conducted in an interdisciplinary manner. This book covers multifaceted research on food study to respond to today's societal demands, based mainly on the natural and social sciences. It addresses a wide range of topics, including: food production management using mathematical modeling, operations research, and production engineering; evaluation of food products based on big data analysis; psychological experiments and ethnography; food products based on consumer behavior; organoleptic assessment and health improvement; design of physical dining environments using virtual reality, pedestrian debt recognition (human indoor position measuring), and observation of behavior. Reporting on and assessing many studies conducted at actual business locations, the book offers a unique and highly practical resource.

"Unquittable" presents a from-the-trenches guide to the most effective tools, strategies, and processes for attracting, developing, and retaining talent in your organization. Informed by the author's work helping hundreds of companies become more talent-minded, the hard-won techniques outlined in this book can be adapted for organizations of any size and deliver extraordinary bottom-line improvements with relatively little up-front investment. Laugh-out-loud stories of how to implement, and just as important, how NOT to implement talent strategies, bring to life some of the personalities and issues (both good and bad) employers can expect. Winning the war for talent requires more than good intentions-success requires conviction, investment, confidence, and time-and Unquittable delivers an engaging compendium of proven solutions to the most challenging and urgent issues facing anyone who hires and manages people.

Human resource management (HRM) systems are an under-researched area in family business studies even though they arguably play an important role. To exploit their entrepreneurial orientation and achieve their goals, family firms must be willing to adopt a specific configuration of the organizational variables to succeed in the competitive environment of today. Designing and Implementing HR Management Systems in Family Businesses is a pivotal reference source that focuses on HRM in family businesses aiming at clarifying what HRM topics are relevant in family firms given their distinctive features, what the role of HR choices in family firms is, and how they differ in these organizations. While highlighting topics such as quality of work, generational workforce, and leadership management, this publication explores the relationship between HRM systems and the organization as well as why certain theories would be more dominant for family firms. This book is ideally designed for family businesses, managers, executives, entrepreneurs, business professionals, academicians, students, and researchers.

Twenty-six scholars present findings from a wide range of national experiences, including those of Australia, Canada, Finland, Germany, Italy, The Netherlands, Sweden, the United Kingdom, and the United States. Although the bulk of the study is empirical, the conceptual approach with which the book opens pervades the entire analysis, so that important questions such as the following are raised frequently in differing contexts:
- Do organizations send mixed signals about flextime to their professional employees?
- What if anything compensates for the virtual elimination of "slack time" in the skilled labour market?
- Are flexible staffing arrangements inherently discriminatory?
- Do local managers tend to implement organizational strategic visions of good working life in a way that merely creates new compromises for their subordinates?
- How do non-permanent workers balance anxiety and freedom?
- Have flexible work arrangements affected traditional patterns of gender discrimination?
- Does "nonstandard" often mean "substandard"?

This book focuses on managing diversity in regions and times of political tensions. Using Israel as an example, the author investigates diversity management in the socio-political context of a protracted national conflict - an area that remains largely unexplored. Featuring the voices of different protagonists, as well as case studies, the book draws on an intersection between social psychological perspectives and critical sociological theories. This integrative conceptual approach mirrors the professional development of the author, who throughout her career has sought to unravel the enigma of complex human interpersonal and intergroup relations using a multifocal and interdisciplinary lens. This book underlines the need for interdisciplinary work, flexible approaches in dealing with the complexities of human relations and social structures, and an interface between research and practice.

This book brings together world-class experts in HR Management to work with top HR directors to overcome the most pressing issues facing senior HR specialists today. The book captures the dual edged challenge facing HR Directors; the need to lead their functions towards effective performance, but also to assess leading practice.

This book addresses the gap between the espoused importance of organizational human capital and how it is actually reported and assessed. It also discusses the current and potential uses of human capital measurement and a way for HR to position itself among other business functions such as finance, accounting, and operations. Readers will finish with an understanding of approaches for the valuation of a firm's human capital, practical applications for the economic analysis of human capital, and gaps that are ripe for research and practice to address.

This book updates the theory and brings together empirical research based on the multidimensional entrepreneurship-professionalism-leadership (EPL) framework for subjective career 'space'. It also discusses the extension of the original 'person-centred' framework to other levels of analysis, for example, ways of considering the EPL (human capital) capacities of an organisation, city, or even nation. By providing insights into the development of EPL motivations and efficacies over time, the book helps readers appreciate the application of the EPL framework in a wider range of contexts, such as research-innovation-enterprise, healthcare, and pre-university settings. It also shows how EPL research contributes to a better understanding of leadership and entrepreneurial development.

Business Partners, Internal Consultants or Client Relationship Managers, the job titles vary but the fundamental requirements are the same. Business focused, value-driven HR is the future for the profession. Yet many, even within HR, doubt that many HR teams will be able to perform as business partners without acquiring new skills. In a recent survey, 80 per cent of HR directors said that they believed that their team needed to develop new skills to meet the needs of their organisation. The top five skills gaps they identified were: influencing and political skills; strategic thinking; the ability to deliver results to achieve a target; leadership ability; and business knowledge. But having the skills is not enough - applying them in the chaotic and frantic world of work while still delivering the transactional duties of HR is the real challenge. This toolkit helps you to first identify those skills gaps and develop your team's capability and then to apply those skills to become genuine business partners. The detailed diagnostic self assessments and development activities in "The HR Business Partnering Toolkit" help you and your team develop and improve the skills you need. The implementation models, process maps and case studies show you how to apply those skills to the real challenges facing your organisation. This toolkit shows you how to enable your HR team to deliver demonstrable value to your organisation.

Embrace the Human Side of Organisational Digital Transformation Digital Humans: Thriving in an Online World is an insightful, engaging and interdisciplinary discussion of how best to transform your organisation into a nimble, digital enterprise with human beings firmly established at the centre of it. The authors draw on complexity theory, anthropology, history, organisational transformation and behavioural science to demonstrate the characteristics that define successful digital organisations. You'll discover the importance of focusing on human beings even as you make the shift to digital and learn to understand the importance of our new digital ecosystems. Illuminating case studies and examples of organisations that have successfully made the jump to digital are explored and the book presents new and effective ways to make strategic decisions about your company's future based on our new physical-digital hybrid reality. A can't-miss blueprint to a market environment and world that's increasingly fast-moving, complex and rewarding, Digital Humans will find a place in the libraries of managers, executives, and business leaders looking for an engaging roadmap to digital transformation that wouldn't have us leave our humanity behind.

This book identifies ten linguistic traps in our everyday language usage and provides philosophical justification for a method of determining internally consistent definitions of groups of related terms that avoid all ten traps. Various examples and applications of this method are given throughout. The book demonstrates how the seemingly straightforward matter of our understandings of the meaning of words can have major implications for the exercise of power. This book illustrates how this insight originated from management research into project governance that found lack of agreement on the definition of that term, as well as on many other important management terms. To resolve this, the impacts of evolution, philosophy and linguistics upon our everyday language usage were investigated. The research documented in this book found that the human tool called language works well for describing physical objects but has difficulty producing a common understanding of the meaning of concepts - a problem not restricted to the management field. That field is simply a microcosm that exposes a much more widespread linguistic usage problem affecting our personal, religious and political lives; one that existed at the time of Plato and Aristotle and has laid hidden for millennia. This book includes a lexicon of 70 commonly used but confused or contested management terms, as well as a further 18 such project management terms, all developed by applying its definitional method. The terms include governance, power, ethics, leadership and their associated groups of terms. The book explores how disagreement can be resolved using these new clear definitions and extends this into an analysis of who 'good' ethics are good for. It also incorporates a section on "how to speak management and actually know what you are talking about", written in the style of an 'idiots guide' or 'guide for dummies'. This identifies common, everyday circumstances in which lack of agreed definitions cause avoidable confusion and provides the book's focus on conflict dissolution rather than on conflict resolution.

This book explores diversity in boardrooms to highlight the link between the heterogeneous dimensions of board diversity and their impact on the firms. The book provides a brief definition of corporate governance and focuses on the role and functions of the board of directors. The work contributes to the literature enriching the empirical findings about board diversity. After a deep review of the literature within several theoretical frameworks, such as agency, stakeholder, stewardship, resource dependence, and the institutional theory, the focus moves on the impact on financial performance. The board diversity effects are tested through an empirical analysis conducted on a sample of European listed companies, performing both a single and a joint diversity index analysis. Practitioners and academics will find this book particularly timely and useful as it combines both a review of the literature and robust empirical investigation. It will be an excellent reading for academics and practitioners interested in firm performance, corporate governance and stakeholder theory.

This volume looks at how multinational companies manage their workforces across borders. Its focus is on the shaping of multinationals' employment practices through the interplay of structural forces: divergent national business systems, evolving supranational institutions, and the dynamics of global competition. But it also scrutinises the multinational as an arena in which contending actors pursue their own active interests and strategies within the constraints of these broader forces. Its combination of innovative empirical and theoretical material will appeal to postgraduate students and researchers in the fields of international business and comparative employment relations.

The world is not an equal place. There are high- and low-income countries and high- and low-income households. For each group, there are differential educational opportunities, leading to differential educational outcomes and differential labor market opportunities. This pattern often reproduces the privileges and inequalities of groups in a society. This book explores this differentiation in education from a social justice lens. Comparing the United States and South Africa, this book analyzes each country's developmental thinking on education, from human capital and human rights approaches, in both primary and higher education. The enclosed contributions draw from different disciplines including legal studies, sociology, psychology, computer science and public policy.

Title VII of the 1963 Civil Rights Act specifically prohibits gender-based discrimination, and over the past 40 years women have made astounding progress in breaking down barriers in the workplace. Nevertheless, discrimination is still widely practiced in both overt and subtle ways, denying women access and opportunity, particularly in blue-collar occupations that have long been dominated by men. In Blue-Collar Women at Work with Men, Jeanie Ahearn Greene brings the experiences of blue-collar women vividly to life through interviews and analysis that expose the challenges they face on a daily basis. From Peg the police officer to Angela the trade union president, these women describe the negative situations they encounter in every facet of their work lives-from the hiring process to socializing with co-workers to relationships with supervisors-and discuss the coping mechanisms they have developed for navigating in an often-hostile environment. Greene then takes the discussion to the next level, exploring the social, political, and economic implications of enduring gender discrimation. She concludes with a series of recommendations for employers, policymakers, social workers, lawyers and other advocates, human resource professionals, and women themselves, designed to promote workplace equality in both spirit and practice. Title VII of the 1964 Civil Rights Act specifically prohibits gender-based discrimination, and over the past 40 years women have made astounding progress in breaking down barriers in the workplace-from the shop floor to the corner office. Nevertheless, discrimination is still widely practiced, in both overt and subtle ways, denying women access and opportunity, particularly in blue-collar occupations that have long been dominated by men. In Blue-Collar Women at Work with Men, Jeanie Ahearn Greene brings the experiences of blue-collar women vividly to life through interviews and analysis that expose the challenges they face on a daily basis. From Peg the police officer to Gretchen the carpenter, Mary the auto assembly line worker and Angela the trade union president, these women describe the negative situations they encounter in every facet of their work lives-from the hiring process to socializing with co-workers to relationships with supervisors-and discuss the coping mechanisms they have developed for navigating in an often hostile environment. Surprisingly, they do not see themselves as pioneers, mavericks, or martyrs, but more simply as people with bills to pay, families to raise, and modest career aspirations to fulfil. After telling these women's stories, Greene takes the discussion to the next level, exploring the social, political, and economic implications of enduring gender discrimination. She argues that despite formal protections under the law, women are still routinely harassed and discriminated against, to the detriment not only of individual growth and development, but of workplace productivity and social welfare. She concludes with a series of recommendations for employers, policymakers, social workers, lawyers and other advocates, human resource professionals, and women themselves. Ultimately, she contends that in order to have equal employment opportunity, employment policies and practices must exceed the standing protections provided by equal rights legislation and policy.

Why do some organizations learn at faster rates than others? Why do organizations "forget"? Could productivity gains acquired in one part of an organization be transferred to another? These are among the questions addressed in Organizational Learning: Creating, Retaining and Transferring Knowledge. Since its original publication in 1999, this book has set the standard for research and analysis in the field. This fully updated and expanded edition showcases the most current research and insights, featuring a new chapter that provides a theoretical framework for analyzing organizational learning and presents evidence about how the organizational context affects learning processes and outcomes. Drawing from a wide array of studies across the spectrum of management, economics, sociology, and psychology, Organizational Learning explores the dynamics of learning curves in organizations, with particular emphasis on how individuals and groups generate, share, reinforce, and sometimes forget knowledge. With an increased emphasis on service organizations, including healthcare, Linda Argote demonstrates that organizations vary dramatically in the rates at which they learn-with profound implications for productivity, performance, and managerial and strategic decision making.

Strategic Stress Management shows how companies can boost performance by adopting integrated organizational strategies to identify and reduce stress in their employees. Including practical advice on how to conduct a stress audit and how to target stress 'hot spots' within an organization, Strategic Stress Management provides a fresh strategic model for the manager concerned with the negative effects stress can have both on company performance and the quality of life of individuals at work.

An unpleasant side effect of a robust economy is the struggle to find, hire, and retain entry-level employees. Companies must reevaluate and dramatically upgrade their entry-level recruiting and hiring pracices, and develop retention strategies. McTague and his consulting partner, Batrus Hollweg Inc., draw upon their long experience with top drawer clients to give corporate decision and policy makers and their staffs the tools they need to find and keep the right people. Their book is an innovative, complete resource for organizations of any size in all industries.

Among the topics that McTague discusses are the best practices in staffing entry-level employees, such as the proper methodology for creating and conducting interviews, how to research and implement employment tests, and what the legal requirements are for recruiting and hiring. McTague shows how the book's advice is good for a wide spectrum of industries--financial, food service, hospitality, manufacturing, technology, telecommunications, and transportation. Of special importance is its guidance on legal matters; how staffing impacts productivity, customer service, and teamwork; and how a successful hiring policy will affects the organization's bottom line, or on other ways it may be evaluated. The book is an innovative, complete resource for organizations of any size in all industries. In it you'll find the cutting-edge methods and systems essential to getting good entry-level people and keeping them.

"Research in Personnel and Human Resources Management" published monograph length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management and acts as a primary resource to both individuals and libraries.

This non-conventional book provides a human resource perspective to sales force management. It describes sales forces as complex systems of human interactions and shows how a decision in one area is likely to have direct, but also more or less desirable and lasting effects, on other aspects of the sales force. Managing human resources is no simple task, and in a sales force context, the difficulty is compounded by the fact that managers often have limited control and knowledge of what salespeople do once in the field.

The book addresses most sales force human resource decisions by contrasting prevalent industry practices with relevant research findings that could bear on sales force management and by showing how a simple managerially oriented tool can capture much of the sales force systeM's complexity. Special attention is devoted to such questions as how to identify top sales producers; how to generate candidates from the best sources of salespeople; how to select and hire the best sales producers; how to enhance and maintain sales effectiveness over time; how to set up effective compensation and sales quota plans; and how to manage sales force turnover. This book will help sales managers and supervisors to take a more integrated view to sales management. It can also help salespeople to be more effective in their tasks and to prepare them for a career in management.

"Communicating for Survival" is a complete sourcebook to managing the necessary organizational changes in order to adapt to the new demographics and resulting labor crisis of the next decade. Designed for both practitioners and students, this practical text offers in-depth analyses of such problems as attracting and retaining employees, achieving employee trust and confidence, revising intrinsic and extrinsic reward mechanisms, and improving human resource management and communications systems.

The allocation of resources in international universities to adopt and institutionalize solutions must be prioritized above obsolete or wasteful practices. Changing economic and social cultures necessitate new and advancing educational strategies for the promotion of graduate student success. Advancing Innovation and Sustainable Outcomes in International Graduate Education is a critical scholarly resource that examines the impact of such drivers as technology and the Fourth Industrial Revolution and the need for a new approach to learning that directly impacts the teaching-learning process. Among the drivers that the book examines are the need for higher order and critical thinking, the need for developing cognitive and emotional intelligence with fluid intelligence enabling broad interdisciplinary thinking and wisdom, and the shifting values of millennials concerning the need for new approaches to education and attitudes to work. Underpinning the theme and chapters of this book is the need for ecosystemic thinking for sustainability framed from consciousness-based education. Featuring a wide range of topics such as data analytics, emotional intelligence, and workplace innovation, this book is ideal for educators, researchers, policymakers, curriculum designers, administrators, managers, academicians, and students.

Motivation, ability, and potential for development are crucial for performance and the achievement of objectives. The author, from his extensive management experience at Unilever, the leading multinational corporation, demonstrates the importance of the link between motivation, assessment of performance, and potential, and reward and incentive strategies. It is only by getting this relationship right that the company can achieve business success.