Whether the concept being studied is job satisfaction, self-efficacy, or student motivation, values and attitudes--affective characteristics--provide crucial keys to how individuals think, learn, and behave. And not surprisingly, as measurement of these traits gains importance in the academic and corporate worlds, there is an ongoing need for valid, scientifically sound instruments. For those involved in creating self-report measures, the completely updated Third Edition of Instrument Development in the Affective Domain balances the art and science of instrument development and evaluation, covering both its conceptual and technical aspects. The book is written to be accessible with the minimum of statistical background, and reviews affective constructs from a measurement standpoint. Examples are drawn from academic and business settings for insights into design as well as the relevance of affective measures to educational and corporate testing. This systematic analysis of all phases of the design process includes: Measurement, scaling, and item-writing techniques. Validity issues: collecting evidence based on instrument content. Testing the internal structure of an instrument: exploratory and confirmatory factor analyses. Measurement invariance and other advanced methods for examining internal structure. Strengthening the validity argument: relationships to external variables. Addressing reliability issues. As a graduate course between covers and an invaluable professional tool, the Third Edition of Instrument Design in the Affective Domain will be hailed as a bedrock resource by researchers and students in psychology, education, and the social sciences, as well as human resource professionals in the corporate world.

HRM ethics is a root cause of many important problems in business ethics, and may represent the solution to even more. This volume defines, analyzes, and proposes solutions to ethical problems related to both the executive levels of the organization, and the organization as a whole. This book contains a fascinating range of scholarship from highly regarded authors. Macro and micro perspectives are presented, including perspectives from psychology, social psychology, organizational behavior, strategy, law, spirituality, critical studies, public/nonprofit management, and a variety of functional areas within the field of HRM.

In recent years, Japan and Germany have been facing very similar challenges, namely aging populations, changing employment structures, and globalization. Both countries are in a number of respects more socially and politically regulated and in this sense more liberal than the Anglo-American economies. This book is an edited collection of papers exploring the demographic challenges for human resource management and labour market policies in Germany and Japan. The volume will concentrate on the type of problems aging poses for human resource management practices and labour market policies, and how public and company policies in both countries deal with these challenges.

The nature of the workplace and the workforce has changed rapidly in post-industrial society. Most workers are now facing the need for high levels of preparatory education, retraining for new jobs and the ability to continue learning at work in order to keep up with new developments. The book, first published in 1987, argues that training in the workplace often fails because it is based on conditions that no longer prevail in modern organisations. The mechanistic approach of the behaviourist paradigm, it is argued, views the organisation as a machine and training as the preparation of workers for machine-like work according to their levels in the hierarchy, much as on an assembly line. The humanists' advocation of collaborative learning has changed but not fundamentally altered this conception. This book will be of interest to students of education and business management.

Corporate Assessment, first published in 1993, looks at four types of company audit and provides a pragmatic, readable guide for managers. The authors show how assessment of a company in terms of its culture, climate, communications and customers can enhance management vision and lead to recommendations designed to improve employee satisfaction, motivation, loyalty and performance. Insight is provided into the kinds of measurement tools and assessment techniques that are available, and the authors offer recommendations for the use of these instruments, and how best to utilize the information they can produce. This book will not only be of interest to managers who need to assess their companies, but to students of business, organizational psychology, and human resource management.

This innovative text applies a systems theory perspective to strategic human resource management, drawing particularly on the Viable System Model and soft systems methodology. Readers are introduced to different ways of thinking about systems and shown how systems can interact, triggering changes in the competitive environment - and how HR systems can either facilitate or inhibit adaptation to these changes. Peppered with international examples throughout, this book considers key HR topics such as recruitment, reward, employment relations, culture, diversity and leadership, all through a systems lens. It shows how an understanding of system dynamics can help managers to recognise complexity, accept the inevitability of short-term systemic conflicts and anticipate the likely consequences. This text will be suitable for upper-level undergraduate, postgraduate and MBA students of strategic HRM, HRM and strategic management. It will also be thought-provoking for HR professionals looking to embrace a strategic role in their organizations.

This second volume of two discusses the employment of action learning in different contexts, including healthcare, education, government, military and the business world. Use of action learning in delivery of Future Search Conferences is addressed, as well as action learning in community and civil society and the future of action learning.

For graduate and undergraduate courses in compensation, staffing, and human resources. The art and science of compensation practice. Strategic Compensation: A Human Resource Management Approach illustrates the art and science of compensation practice and its role in promoting a company's competitive advantage. MyManagementLab for Strategic Compensation is a total learning package. MyManagementLab is an online homework, tutorial, and assessment program that truly engages students in learning. Please note that the product you are purchasing does not include MyManagementLab. MyManagementLab Join over 11 million students benefiting from Pearson MyLabs. This title can be supported by MyManagementLab, an online homework and tutorial system designed to test and build your understanding. Would you like to use the power of MyManagementLab to accelerate your learning? You need both an access card and a course ID to access MyManagementLab. These are the steps you need to take: 1. Make sure that your lecturer is already using the system Ask your lecturer before purchasing a MyLab product as you will need a course ID from them before you can gain access to the system. 2. Check whether an access card has been included with the book at a reduced cost If it has, it will be on the inside back cover of the book. 3. If you have a course ID but no access code, you can benefit from MyManagementLab at a reduced price by purchasing a pack containing a copy of the book and an access code for MyManagementLab (ISBN:9781292059310) 4. If your lecturer is using the MyLab and you would like to purchase the product... Go to www.mymanagementlab.com to buy access to this interactive study programme. For educator access, contact your Pearson representative. To find out who your Pearson representative is, visit www.pearsoned.co.uk/replocator

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 what the personal, organizational and technical qualities required of a good manager are; 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 presents a thought-provoking case for looking at human resource management from an entirely different perspective. In the modern world, organizations have to optimally manage resources to achieve the best results, and the best way to do this is to identify humans as instruments of investment and not as resources. Humans use resources in an activity. Managing people, as a subject, was first studied as part of personnel management, and became known as human resource management (HRM) in the early 80s. However, the basic principles remained largely unchanged. The book argues that it is time that HRM is replaced by human investment management (HIM), where the entire approach of employee management in an organization shifts gears to human investment in activities. In this approach no human is considered bad in relation to an organization, if selected appropriately, and trained well. Everyone is productive, though the returns may differ. Humans can be invested in areas where they are best or can be trained to be the best according to various factors. Unlike any other investment instruments, humans' value can be continuously upgraded for higher returns. Thus the core of HIM is to maximize the return from each employee as an individual or as a member of the group with minimum expenditure and effort in him or her. HIM can therefore reengineer and replace HRM slowly and steadily at the desired pace where maximum attention is paid to employee investment for improved results. This is unlike HRM, which primarily focuses on employee relations. Turning around HRM to HIM will be the first step in inclusively aligning strategic human resource management with the overall human management. As such, HIM should be seen as a process by which the asset or capital value of individual humans can be increased by turning them into capital humans, an entirely different outlook from the oft-used term human capital.

This book presents conceptual tools and theoretical perspectives that can be used to sociologically analyze labour markets in modern capitalist societies. It makes use of the rich heritage of sociological thinking and draws on the classical work of Marx, Weber and Durkheim as well as structural-functionalist contributions. Contemporary sociological thinking is criticized for its tendency to exaggerate change in labour markets while the need to consider continuity is emphasized. Conceptual tools and perspectives are applied based on concrete phenomena, as the author combines abstract theoretical reasoning with theoretically founded reflections on actual labour market developments.

An edited book in the Critical Perspectives on Work and Employment series associated with the annual International Labour Process Conference. The book focuses on comparative work and employment relations research conducted within a broader political economy framework. Written by leading academics, it contains cutting-edge research.

This guidebook goes beyond people analytics to provide a research-based, practice-tested methodology for doing relational analytics, based on the science of relational coordination. We are witnessing a revolution in people analytics, where data are used to identify and leverage human talent to drive performance outcomes. Today's workplace is interdependent, however, and individuals drive performance through networks that span department, organization and sector boundaries. This book shares the relational coordination framework, with a validated scalable analytic tool that has been used successfully across dozens of countries and industries to understand, measure and influence networks of relationships in and across organizations, and which can be applied at any level in the private and public sectors worldwide. Graduate students and practitioners in human resource management, health policy and management, organizational behavior, engineering and network analysis will appreciate the methodology and hands-on guidance this book provides, with its focus on identifying, analyzing and building networks of productive interdependence. Online resources include data appendices and statistical commands that can be used to conduct all these analyses in readers' own organizations.

Concise expert guide to important business research topic Summarises the state of the art in available and emerging research Includes references to key research publications in the field

This book explains various key concepts of internal marketing and its relation to human resource management, commitment, service quality, market orientation, etc. Various human resource models are insufficient to define internal marketing. Therefore there is a need to focus on the models and key concepts of human resource management and internal marketing and in what way they contribute to organizational success. It involves motivation, internal market research, internal communication, internal segmentation, employee retention, inter-functional coordination, and internal branding. The current need for human resource management is to link human resource management and marketing practices which are called internal marketing. Internal marketing plays an eminent role in organizational success. This book helps students, practitioners, start-ups, and educationists. This is a research monograph that will assist an organization to decide the future of human resource management as well as organizational development. This book is for marketing as well as human resource discipline, as internal marketing is the integration of marketing and human resource management. Due to new technology, globalization, and liberalization market need and demand are also changing, thus it is necessary to understand new trends in the application of human resources. Therefore, it is necessary to motivate and satisfy internal customers and make them market and skill-oriented.

While organisations become more and more global, they also become more and more dispersed and virtual. This challenges the sense of a shared organisational identity and the ability of employees to communicate personally held knowledge. To address these challenges this book offers an innovative multidisciplinary approach to knowledge communication in global organisations. The book develops a multidisciplinary analytical lens through which to understand employee identity formations and knowledge communication practises. Using detailed analyses of interviews from a real organisation, the book builds an understanding of how 21st century employees make sense of a virtual organisational reality characterised by multiple simultaneous projects and virtual, dispersed teams. These analyses are conducted using a new discourse analysis method for analysing research interviews, Discursive Sensemaking Analysis. Using these methods and findings, researchers, project managers and HR professionals will be able to analyse their own organisations to discover how employees make sense of the complexity of 21st century global organisations.

Setting out best practices and professional guidance for creating LGBT+ inclusive workplaces, this approachable and easy to follow book guides current and future leaders of all industries toward appropriate and proven ways to create safer working environments, update company policies, enhance continuing education and training, and better support LGBT+ people in the workplace. Featuring real-life situations and scenarios, a glossary, and further resources, Creating an LGBT+ Inclusive Workplace enables professionals in all aspects of professional roles to integrate foundational concepts into their everyday interactions with staff at all levels as well as within the community to create an overall workplace culture that nurtures a welcoming, inclusive, and affirming environment for all. This book includes postcards from PostSecret as its foreword and more than a dozen exclusive interviews from the world's top leaders in a variety of industries with world-renowned reputations. Enabling professionals in a variety of business roles to create an overall workplace culture that nurtures a welcoming, inclusive, and affirming environment for all, this book is an essential resource for independent readers, department teams, and entire corporations.

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.

While 'union organising' has developed over time and in many different environments, it has become apparent that a number of key problems have developed. Evaluating its efficacy in terms of union strategies, tactics, styles and resources, this title outlines a number of strategies for improving these deficiences.

This book bridges the gap between theory and practice, incorporating real-world case studies to show how organisations and leaders can adapt after the global unrest and uncertainty caused by the COVID-19 pandemic and more recent challenges. Drawing from expert opinions across the world to highlight the current challenges and opportunities within this sector, it explores how these ideas can be effectively applied within the workplace. The book covers a wealth of topical and relevant themes that include defining wellbeing in a modern world, toxic leadership, mental health first aid, the application of positive psychology, and what the 'new normal' might look like. Together, these contributions offer a rich look into how Occupational Health and Wellbeing practices have developed, struggled and thrived. The COVID-19 pandemic forced many organisations to adapt fast and became the most significant accelerator in recent times for embracing, enhancing and improving employee health and wellbeing. Understanding this, the book demonstrates how Occupational Health and Wellbeing continues to rise on the corporate agenda as a key contributor to employee satisfaction, engagement and retention, increased financial stability and overall organisational success. The book is essential reading for senior executives, leaders and professionals involved in occupational health, human resources, health, safety and wellbeing, people support, people development, employee assistance, counselling as well as students within organisational and occupational psychology.

This book represents both a milestone and a celebration. It brings together in one place all the theories and models that have emerged from the work of David Clutterbuck, one of the last surviving, first pioneers of coaching and mentoring, who has significantly helped to shape the field; and is published as his 75th book at age 75. Many of the models and approaches familiar to coaches and mentors are based in David's prolific research, writing and practice, from Systemic Talent Management, through Team Coaching from a Complex, Adaptive Systems perspective, Personal Reflective Space, to the Diversity Awareness Ladder. In bringing more than 60 of these innovations into one volume, the book provides an invaluable contribution to the practice of coaching, and puts the evolution of coaching theory into context, tracing its development over time. This book is a one-stop-shop for coach practitioners and students to get up to speed and understand these foundational models. This book will appeal to coaches and HR professionals across the world, at all levels.