After a decade of "union organizing" in Britain, the time has come to make a thoroughgoing assessment of it. This book evaluates the efficacy of the union organizing in terms of union strategies, tactics, styles and resources, and assesses the impact of differing regulatory regimes on union organizing.

Nowadays conferences are organized that raise the question: should we rethink growth? Corporate growth has always been one of the cornerstones of managerial thinking. External growth through mergers and acquisitions has come to the forefront of managerial practice over the last decade, due to the stagnation of internal growth. Most managers would agree that this drive for growth, almost without limits, has had important consequences.
Today, societal questions are at stake: is the abundance of the Western world still ethical? Although it is probably limited and marginal, the growing anti-globalization movement raises issues that are becoming of increasing importance for companies. These sustainability and responsibility themes are also being presented in an increasing number and variety of books and other publications. However, most of these publications ignore the holistic and dynamic framework within which a manager can really attain an overall understanding of and find possible alternatives to the issue of corporate growth. Social responsibility, sustainable development and growth are indeed deeply entangled. This book aims to provide the reader with a transversal, holistic view on these issues which will allow the reader to change his or her behavior.

This book examines education about standardization in the context of sustainable management. It shows the role of standardization education in the global economy, and in markets, industries and businesses. The book presents knowledge on standardization for sustainable management, describes measures that can be taken to stimulate it, and highlights strategies for teaching and disseminating the concept. Subsequently presenting a number of best practices and case studies, the book seeks to align theory and practice. For researchers, this is the first academic publication that interconnects the concepts of sustainability, standardization and education. For professionals in the area of sustainability it shows that standardization is an essential instrument for enhancing sustainability for which proper education is needed. For standardization professionals the book reveals the links to sustainability and it shows not only the importance of education about standardization but also how this can be organized, and finally, for universities, the book shows that standardization deserves to be included in the curriculum, and it provides guidance and best practice examples about how this can be done.

A volume in Research in Social Issues in Management Series Editors: Stephen W. Gilliland, The University of Arizona, Dirk D. Steiner, Universite de Nice-Sophia Antipolis and Daniel P. Skarlicki, The University of British Columbia This volume of Research in Social Issues in Management critically examines theoretical underpinnings of organizational justice and corporate social responsibility by identifying motives underlying desires for justice and by considering responses to injustice. The first set of chapters explores issues of morality, emotions, and social exchange relationships. These can be seen as engines that drive reactions to organizational justice. The second set of chapters addresses injustice and recovery, the social systems surrounding justice, and the application of justice principles to organizations' environmental and sustainability practices. A commentary chapter highlights ten themes that cross this interesting collection of paper on Justice, Morality, and Social Responsibility.

This book discusses preventive actions that have led to reduction in the prevalence of child labor across the world over the 21st century. It identifies exemplary programs in the area of community prevention that have had exceptional results; for example, the involvement of children in hazardous work globally being reduced by half. It documents a wide range of contexts where concerted action has counteracted social permissiveness towards child labor, including psycho-educational interventions in preventing early school leaving and conditional cash benefits which counteract family poverty. The book presents a set of evidence-based practices that are particularly useful for psychologists, educators, and social workers. More broadly, this book is also of interest to policymakers, professionals, and activists involved in child protection policy or in implementing programs to promote the psychological well-being of children.

120 best practices to improve the total process of the payroll department
Payroll Best Practices examines, in great detail, best practices for the payroll function, and how to install them to provide readers with an in-depth knowledge of how this critical functional area can be improved. Here, controllers, payroll managers, and CFOs will discover the exact work plans needed to implement each best practice in their organizations, and lays out pitfalls likely to be encountered and avoided along the way.
This how-to resource for payroll improvements includes:
* Techniques for reducing the workload and error rate of the payroll staff
* Methods for switching from an in-house to an outsourced payroll solution
* Ways to create or outsource a Web-based timekeeping system
* Approaches to switching to an employee-driven payroll deduction system
* Graphics indicating the cost and implementation duration for each best practice
* Policies and procedures that support the best practices
* A simplified best practices implementation plan
* An appendix that summarizes the large number of best practices presented
* A glossary of key payroll-related terminology
* And much more

Information technology continues to revolutionarize the way commercial enterprises, government, and individuals conduct business. Sustained success in value creation in today's networked economies depends in part on how organizations are effective in attracting, developing, and retaining talented IS professionals. The magnitude of the challenges that face organizations in managing IS professionals demand clearer and more cohesive strategies than currently exist. Firms with more effective strategies for managing IS professionals will consistently outperform their peers. Studies have shown that the IS profession is now characterized by staff skill shortages, high turnover rates, job stress, and burnout. Strategies for Managing IS/IT Personnel explores the challenges faced by organizations as they develop strategies for recruiting, training, retraining and retaining IT professional. The book should be valuable to all managers, researchers, teachers and students who want to learn about issues related to the IS professional career and how strategies for recruiting, training, retraining and retaining the "best and the brightest" IT talent can be designed, implemented and monitored.

First published in 1944, this title analyses the qualities that contribute to a successful manager. Receiving widespread praise from the business and academic community on publication, Walter Puckey discusses the personal, organizational and technical qualities required of a good manager; the social responsibilities of the manager; and, provides advice on how to train and select managers and considers a possible future for management. This is a timely reissue that will be of particular value to business students with an interest in the basic principles of the managerial role, as well as those concerned with the promotion of good management within their own organizations.

This book details a unique training evaluation approach developed by David J. Basarab, Sr. currently the Manager of Evaluation at Motorola University. This approach was developed in part based on information from his graduate coursework with Dr. Darrell K. Root, professor of program evaluation and educational administration at the University of Dayton. It enabled Motorola to evaluate their corporate training programs to determine whether money spent on training was an investment or an expense. This evaluation approach is also significant in determining either the effectiveness of or the opportunities to improve corporate training programs. In this text, The Training Evaluation Process, David Basarab and Darrell Root provide commercial industry training with a step-by-step approach to use when evaluating training progrruns, thus allowing training to be viewed as an investment rather than an expense. This text focuses on assessing training programs, so that they may be improved. This approach provides a successful procedure to use when evaluating training programs. Included in the text is a comprehensive explanation of the evaluation model developed by D. L. Kirkpatrick (Kirkpatrick, D. L., November 1959) in which he described four levels of evaluating training progrruns: Level 1 -Reaction: Evaluate to learn participants' perception to the training program. Level 2 -Learning: Evaluate to determine whether participants have learned the course subject matter. Level 3 -Behavior: Evaluate participants' use of newly acquired job skills on the job. Level 4 -Results: Evaluate the organizational impact of training on company's workforce.

A collection of original articles by leading practitioners and researchers, this volume examines methods for human resource forecasting and planning to meet the strategic needs of the organization. As the editors note at the outset, changing characteristics of the workforce and new skill demands mean that human resource planning must become an integral part of corporate strategy development and implementation. In order to compete successfully in an era of rapid technological change, organizations must be able to adequately forecast their needs for different types of employees, consider the extent to which current employees have the needed skills, and examine labor force availability. This book describes ways to collect the necessary environmental data and formulate human resource strategies that recognize current and anticipated changes both in the organization and in the environment in which it operates.

The volume begins with a discussion of environmental scanning techniques. The contributors demonstrate how to identify environmental trends, including labor force demographics, and how to apply this information to the development of human resource strategies. The second section considers ways to analyze the organization's future human resource needs by examining employee demographics and job attitudes. In Part Three, the contributors describe how organizations formulate human resource strategies in response to environmental trends and organizational goals. The next group of chapters offers examples of the human resource implications of organizational change. This section includes separate chapters on job loss and employee assistance programs and the effects of a corporate merger, as well as two case studies of the relationship between human resource planning and corporate strategic goals. The contributors conclude by describing organizational reactions to changing environments brought about by an aging workforce, work-at-home jobs, new computer and telecommunications technologies, and the increasing cultural diversity of the workforce. Indispensable for human resource managers and corporate planning executives, this book will also be of significant value to researchers and students in human resource and strategic planning programs.

This book provides a critical reassessment of the role of the public sector during the Golden Age in both advanced and emerging economies. Contributions focus on a major player in the setting of mixed economies: the top managers of state-owned enterprises. Bringing together world-renowned scholars, this collection analyzes the actions of these managers and their contribution to the rise and fall of the mixed economy during the Golden Age, opening up a comparative perspective of the topic. The book forces readers to reconsider how crucial state-owned enterprises were for economic recovery and for the modernization of the production apparatus of many countries in Western Europe, India, Latin America and South Africa. Key chapters discuss state-owned enterprises in twentieth-century Europe, the managerial revolution in Italy, the role of the state in Argentine industrialization, and the organization of capital in the Indian economy. This insightful collection will appeal to scholars and students with an interest in economic history and the socio-economic impact of state-owned companies around the globe.

Employment relations derives from the fields of industrial and labour relations, the latter of which have both been deemed demeaning to human beings as workers/employees.

South African labour relations history is also regarded as having been degrading to workers, specifically migrant, black and unskilled labours. After decades of research, psychologists and sociologists have been able to show employers, managers and supervisors the importance of understanding human behaviour in fostering a workplace characterised by high job satisfaction, employee commitment and engagement. Employment relations in South Africa: a psychological perspective explores the ramifications of the past while promoting collaboration between employment relations and psychology toward more productive and harmonious employment relationships.

Employment relations in South Africa: a psychological perspective considers questions such as the following:

• What is the link between psychology and employment relations?
• Is psychology important to the field of employment relations?
• Why were industrial psychologist contributions previously neglected by trade unions?
• Why did psychologists and sociologists contribute less to industrial/labour relations in the past?

Employment relations in South Africa: a psychological perspective is aimed at undergraduate and postgraduate students, and will also serve as a valuable resource to human resource practitioners, psychologists, industrial psychologists, shop stewards, trade union officials, labour or employment relations consultants, and managers.

A companion to the editor's previous volume, "Communicating Employee Responsibilities and RightS," this book summarizes the current state of knowledge in the area of employee responsibilities and rights and points to future directions for research and practice. The contributors examine the theory behind employee rights and responsibilities and suggest the need for a shift from discipline-specific orientations to the development of an interdisciplinary paradigm. They emphasize the need to look at rights and responsibilities issues from a broad management context and examine the management of the various issues in modern organizations. Detailed case studies of programs that have worked well, short case examples, court decisions, and quantified data document specific ideas throughout the book.

The book is divided into four sections, beginning with two introductory essays. Three chapters follow that address legal issues such as legislation to protect against unjust discharge, the current status of wrongful dismissal legislation, and trends in Title VII discrimination legal theories. In the next seven chapters that address human resources and management education perspectives, the contributors treat topics involving positive discipline, internal mechanisms for resolving employee complaints, the ombudsman model of managing employee rights, whistleblowing, and the responsibilities of management education to help fulfill the rights of students and future business leaders. The concluding section contains two chapters and examines whether employee rights strategies are desired or required and develops a social constructionist and political economic perspective of employee rights. Taken together, these chapters offer the most comprehensive exposition of this complex subject available to date.

First published in 1989, this book presents a unique comparative perspective on the relationship between technological change and human resource management. Following a detailed introduction, chapters deal with a variety of issues, including managing change, industrial democracy and employee involvement, gender and structural change. International and well-renowned authors provide an authoritative analysis, which will be of particular interest to students of Business and Management, organisational and technological change, Economics and Sociology.

"Drawing upon current literature on the history and politics of therapeutic cultures and upon original, qualitative research this book was produced in response to rapidly growing interest in the rise of new HRD practices such as coaching, soft skills training and personal development training"--Provided by publisher.

Viewed through a politico-economic lens, Nordic countries share what is often referred to as the 'Nordic model', characterised by a comprehensive welfare state; higher spending on childcare; more equitable income distribution; and lifelong-learning policies. This edited collection considers these contexts to explore the complex nature of tourism employment, thereby providing insights into the dynamic nature, characteristics, and meaning of work in tourism. Contributors combine explorations of the impact of policy on tourism employment with a more traditional human resources management approach focusing on employment issues from an organizational perspective, such as job satisfaction, training, and retention. The text points to opportunities as well as challenges relating to issues such as the notion of 'decent work', the role and contribution of migrant workers, and more broadly, the varying policy objectives embedded within the Nordic welfare model. Offering a detailed, multi-faceted analysis of tourism employment, this book is a valuable resource for students, researchers and practitioners interested in tourism employment in the region.

Presenting a thorough, comprehensive theory of spiritual capital based on solid academic research, 'Spiritual Capital' serves to reinforce and amplify the notion of a moral economic core that is beginning to feature in contemporary economic arguments. In this rare major work wholly dedicated to the subject of spiritual capital, Sam Rima explains the desperate need for revolutionary and transformational thinking in the area of economic policy and practice and makes the case for a new moral foundation to business and economics that directly addresses today's financial and business crisis. Writing in an accessible style, and drawing on examples from several continents, Rima explains spiritual capital theory in terms of the resources needed for its creation, how it is formed, how it can be invested and what the return on investment can be. The book provides practical tools for measuring a personal or organizational store of spiritual capital, along with clear guidelines on how to engage in spiritual capital formation. These will benefit business leaders interested in developing viable and sustainable enterprises capable of avoiding the disconnection between economic policy and social reality. There are also recommendations here for policy makers regarding the macro application of spiritual capital theory. This important contribution to Gower's Transformation and Innovation Series will appeal to business leaders and policy makers, academicians and students in the fields of sociology, theology, and economics, and anyone interested in social and economic justice issues, social innovation, and corporate social responsibility.

This book addresses the challenges of organizing modern-day institutions, focusing on the management of intangible organizational resources of libraries through both library science and management theory. Highlighting new information requirements, knowledge transfer technologies and changing patterns of social behaviour, Intangible Organizational Resources explores how these changes are affecting the organization of information services such as libraries, and discusses what they mean for the effectiveness and quality of their services. Making a unique contribution in an otherwise under-explored field, this is an essential text for those involved in the organization of information services.

Since 1986, when America's current perception of a drug abuse crisis in the workplace began, many challenges and potential solutions have been identified. As we enter the 1990s, real progress in awareness and action has been made in many public and private American workplaces. However, the most important accomplishment--actual reduction in the number of persons using drugs in the workforce--is considerably more difficult to achieve. Research is being conducted in a number of employment settings to document how this can be done. While the results to date are encouraging, it is also clear that much remains to be done. Evidence from the national research reported in this book shows that many organizations regard their achievements on this front as modest at best, even though they have installed systematic programs aimed at reducing the problems of worker drug abuse.

The organizational change approach required to achieve drug-free workplaces is the main subject of this book. Based upon findings from a three-year national research study, Thomas Backer and Kirk O'Hara examine what has been done to combat drug abuse in the workplace. They place the results of their inquiry within the larger context of organizational change theory. The critical secondary issues of responses to AIDS in the workplace and containing employer health care costs through managed care are also addressed. This book's focus on programmatic responses to workplace drug abuse at the day-to-day implementation level will be welcomed by substance abuse professionals, designers and directors of employee assistance programs, human resources and benefits professionals, and managers concerned about substance abuse in the workplace.

Psychology and Work Today, 11th Edition is an exciting update of a well-loved textbook that introduces industrial and organizational psychology, explaining how industrial-organizational psychologists make work and working better.

This accessible and informative text explains how industrial-organizational psychologists help organizations hire the best people by designing tests and interviews that uncover the skills and abilities of applicants, make work better by removing or reducing safety issues and sources of stress so that personnel are motivated and able to perform to their abilities, and work with managers and leaders to be more effective at leading others. This book also describes how industrial-organizational psychologists work with organizations to embrace diversity in the workforce and celebrate the strengths that employees from many backgrounds bring to organizations. In addition, this text includes how psychologists help organizations to design the physical work environment to best suit employees, while other psychologists help organizations to market their products and services to consumers.

This text covers both the essential and traditional industrial-organizational psychology topic areas such as job analysis, employee selection, and work motivation as well as topic areas that are important in workplaces today such as stress and well-being, human factors, and preparing for jobs of the future. The chapter on consumer psychology remains unique to this textbook. This new edition includes coverage of employable skills desired by hiring managers and executives; the ways the highly publicized replicability crisis has affected the science and practice of I-O psychology; online and mobile employment testing; diversity and inclusion throughout the workplace, including microaggressions; preparing people and organizations for jobs of the future; incivility and harassment at work, including abusive supervision; safety climate and employee health; and advertising on social media and video games.

Including many illustrative examples of industrial-organizational psychology in real-world workplaces, the 11th Edition is thoroughly updated to include the latest theory, research, and practice on each key topic. Each chapter features defined key terms, a chapter outline, a chapter summary, review questions, annotated additional reading, and engaging Newsbreak sections. The book will be of interest to undergraduate students in introduction I-O psychology or psychology of work behaviour courses.

Table of Contents

Part One: The Practice of Industrial-Organizational Psychology

1 Principles, Practices, and Problems

2 Techniques, Tools, and Tactics

Part Two: The Development of Talent

3 Job Analysis and Job Performance

4 Psychological Employment Testing

5 Employee Selection Systems and Decisions

6 Performance Appraisal

7 Training and Development

Part Three: Organizational Psychology

8 Leadership

9 Motivation, Job Satisfaction, and Job Involvement

10 The Organization of the Organization

Part Four: Characteristics of the Workplace

11 Working Conditions

12 Employee Safety and Health Issues

13 Stress in the Workplace

Part Five: Engineering Psychology

14 Engineering Psychology

Part Six: Consumer Psychology

15 Consumer Psychology

This series, publishes monograph-length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management.