* A unique contribution to the field of leadership specifically and HR and Learning and Development in general. * Shows learning journey an individual must take to become a transpersonal leader. * Draws from advances in leadership thinking that conceive leadership as beyond situational and strategic leadership and instead focused behavioural and spiritual leadership. * Builds on and utilises recent evidence based research by LeaderShape and others on the performance of leaders and on the application of neuroscience research. * Is designed to be engaging and accessible for senior leaders, HR and talent professionals - is practical with real-life case studies and examples from different contexts.

Shows the strong business case for diversity and the deleterious effects of not allowing diversity to take root in organizations by providing a fascinating insight into the case for gender diversity in the professional services, marketing and digital arenas, and the way in which a diversity mindset can be fostered in organizations.

The increasing number of cross-border alliances and mergers both within Europe and between Europe and other parts of the world have made it imperative for students of management to have a thorough understanding of the European context for human resource management (HRM). This book enables managers and students to become "fluent" in the many various environments, approaches and practices that exist across Europe for managing human resources.The text employs comprehensive comparable representative data collected longitudinally during the last decade and it also draws directly on the expertise of leading HRM scholars. Entirely fresh analyses of HRM in Europe, based on new and hitherto unpublished data are presented and this analysis is critically important for students, researchers and also for practitioners. The book is divided into three parts: concepts and theoretical issues, trends in relation to these issues and comparisons between individual countries, and summaries and conclusions on the issue of convergence and divergence.

This book proposes an original approach to analyse the social and professional trajectories of migrant women with tertiary education. It focuses on the role of essentialism in stratifying labour markets based on gender, class and racialisation, and in limiting migrant women's employment opportunities. Based on multi-sited fieldwork conducted in France and Italy, the book highlights how essentialism influences the assessment of working capacities, stressing that skills are socially constructed and valued depending on who embodies them. It also emphasises that migrant women and labour market gatekeepers are not only passively accepting essentialism, but some are also resisting and eventually challenging this process. Deconstructing essentialism enables us to better understand the mechanisms that produce stratifications and aids in designing paths towards more equal access to employment.

Conflict, bullying and harassment can destroy the foundations of the most enterprising organisations. Bullying is now a key complaint received by HR departments. Destructive conflict creates stress, which can lead to poor morale and performance, increased staff turnover and an overall decline in organisational effectiveness. The good news is destructive conflict can be reduced - but this is a sensitive issue, requiring managers to call on tried and tested techniques. Published for HR and line managers, IRS Managing Conflict in the Workplace will help employers to recognise and resolve destructive conflict issues more effectively, enabling them to become more positive, productive and efficient. It gives invaluable advice on conflict prevention, mediation and negotiation; it explains how to manage conflict in a wide variety of situations; and includes guidance on the new statutory requirements for disciplinary and grievance procedures. The handbook will enable HR professionals to: * recognise the sectors, departments and types of individuals most prone to conflict * measure the costs of conflict * understand and comply with the law on the employer's duty of care * spot potential problems, recognise bullying behaviours, understand the difference between constructive conflict and bullying and harassment, conduct a risk assessment and take preventative action * establish, communicate and monitor effective policies and procedures * train staff and managers in how to manage conflict effectively * reach agreement through negotiation * use conciliation and mediation to resolve difficult situations Also included is best practice advice, sample conflict management policies, case studies, checklists and legal compliance.

Explosive economic and social changes in the Asia Pacific region have meant that much of what we know about the area is outdated. This book addresses this and looks at the "human resource period" with detailed analysis, discussion and predictions for the future. Focusing on the areas of China, Hong Kong, Japan, Korea, the Philippines, Singapore, Taiwan and Thailand the book explores the reasons behind changes and whether they indicate movement of convergence or divergence, the key issues for management and the implications for theory development.
This is the latest research available on this subject. A must for managers, researchers and those teaching undergraduate or postgraduate courses, as well as those interested in international business, sociology and employee relations.

In the competitive environment of corporate business, companies are constantly looking for a competitive edge. With the development of information and communication technologies, professionals are altering their process of conducting business. A vital tool that is contributing to this competitive shift is the management control system, which provides updated information on markets, contributing to smarter decisions. Management Control Systems and Tools for Internationalization Success is an essential reference source that discusses the fundamentals, benefits, and risks of implementing internationalization strategies within a business, along with other organizational performance instruments. Featuring research on topics such as financial performance, international markets, and evaluation systems, this book is ideally designed for entrepreneurs, managers, executives, IT consultants, business professionals, marketers, researchers, students, and academicians seeking coverage on internationalization strategies within management control systems.

This book is an attempt to capture and analyze several idiosyncratic features of industry and labor in the developing world. Available books and graduate-level texts in labor economics largely discuss industrial and labor market situations prevalent in developed countries, where well-defined institutional arrangements and regulations create a very different scope of analysis. The patterns of choice in training and contracts in the labor market more apparent in developing and transition countries are discussed, as are the information-theoretic results. The book also critically examines labor migration, a context in which the developing and transition countries represent large sources in the present global order. A broad base of empirical observations from industries is used to develop analytical conjectures on risk-sharing arrangements between workers and employers, while strong intuitive explanations are combined with relevant mathematical and graphical derivations, ensuring the book's readability among graduate students pursuing courses in labor economics and industrial economics for developing and transition countries. The book may also serve as a valuable reference guide for all students in advanced human resources courses at management schools. Presenting state-of-the art research findings in all of its chapters, the book discusses numerous institutional peculiarities of the developing world, making the results distinct in view of the general scope of labor economics.

This is the official account of the experiments carried out at the Hawthorne Works of the Eastern Electric Company in Chicago. These were divided into test room studies, interviewing studies and observational studies. The test room studies were experiments into what variables in a workplace environment might affect worker fatigue. The findings of these tests led to extensive interviewing on the attitudes of the workers. The final phase of the Hawthorne experiment focused on social factors, using techniques of cultural anthropology to observe small working groups. The results of these experiments profoundly influenced the Human Relations movement.

The authors focus on the following topics: Information Systems Contribution of IS/IT to organisations Systems concepts and attributes Planning, reviewing and controlling with IS Serving the end user - spreadsheets, databases, e-mail and DTP Software application for HR and other areas Legislation and Security Finance Sources and application of funds Accounting documentation - cash statements, profit and loss accounts, balance sheets Interpretation of accounts - management ratios Costing and budgeting Use of current software for finance Statistics Sources and uses of statistics Presentation of statistics Interpretation - measures of average, measures of distribution, correlation, time series, index numbers, significance tests Use of current software for computation of statistics

Work-related illness and injury is costing organisations in the UK up to 18 billion per year. As employers have statutory duties under both the "Health and Safety at Work etc. Act 1974" and the "Management of Health and Safety at Work Regulations 1999" with regard to occupational health, it is essential that they are aware of their duties and the legal requirements.
Tolley's Guide to Managing Employee Health is designed for all those responsible for managing the health of employees and gives comprehensive guidance on how to set up and manage an employee health strategy. It clarifies the duties outlined by law so the employer can feel confident they are complying with the latest legislation.
It includes comprehensive guidance on how to manage the risk to employee health in your organization and, more specifically, how to conduct risk assessments.
Also covered are topical issues such as:
* Sick Building Syndrome
* Alcohol and Drugs
* Asbestos
* Stress
* Violence in the Workplace
* RSI (Repetitive Strain Injury)
* Legionellosis
Guidance on sensitive issues such as long-term sickness and unauthorized workplace absence are also addressed, enabling the manager to act with confidence.
Each chapter includes a full discussion on the subject matter in hand, complete with relevant checklists so you can ensure that your own employee health strategy is being monitored and managed in the most effective way, whilst always complying with the law.
* Provides guidance on sensitive issues such as long-term sickness and unauthorized workplace absence
* Each chapter includes checklists to ensure compliance with the law.

Contents:
List of tables; Contributors; Foreward; Acknowledgments 1. Ken N. Kamoche, Gerry N. Muuka, Frank M. Horwitz and Yaw A. Debrah Preface 2. Frank M. Horwitz, Stella M. Nkomo and Rajah Mahamed HRM in South Africa 3. Dorothy Mpabanga HRM in Botswana 4. Gerry Nkombo Muuka and Kenneth Kaoma Mwenda HRM in Zambia 5. Anita Ramgutty-Wong HRM in Mauritius 6. Yaw A. Debrah HRM in Tanzania 7. Ken N. Kamoche, Stephen M. Nyambegera and Munyae M. Mulinge HRM in Kenya 8. Semaw Mekonnen and Aminu Mamman HRM in Ethiopia
9. Sam Aryee HRM in Ghana 10. Constant D. Beugre HRM in Ivory Coast 11. Mahmoud Yagoubi HRM in Tunisia 12. Abdoulhakem Almhdie and Stephen M. Nyambegera HRM in Libya 13. Yaw A. Debrah, Frank M. Horwitz, Ken N. Kamoche and Gerry N. Muuka Conclusions: Toward a Research Agenda Subject index. Name index

Shows how the implementation of HR strategy can generate shareholder value Focuses on the practical issues rather than the theoretical underpinning Features extensive summaries, checklists, examples, exercises and case studies Value-Based Human Resource Strategy demonstrates how HR strategy can be positioned and implemented to generate real shareholder value, using case studies from BT, Dyson, Marks and Spencer and others. The following topics are covered: HR strategy - scope, positioning, process HR strategy techniques Links with managing for value Project managing HR strategy Specific HR strategy issues and breakthroughs Being an HR strategy consultant Many HR managers are trying to become more of a consultant than an HR administrator and don't know how to - this book addresses that need. It is practical and contains visual tools to work through HR issues.

President Bush's number-one management initiative for the federal government is the Strategic Management of Human Capital. According to Knowledgeworkers.com, human capital is the accumulated value of an individual's intellect, knowledge, and experience. In the U.S. federal government, a human capital crisis exists. The factors contributing to a human capital dilemma include a knowledge bleed due to retirement eligibility, changing perspectives on work, and escalating knowledge loss. According to a Joint Hearing on the Federal Human Capital, by 2005, more than half of the 1.8 million non-postal civilian employees will be eligible for early or regular retirement. An even greater percentage of the Senior Executive Service, the government's core managers, will be eligible to leave.
All government agencies are required to develop a human capital strategy by 2005. Many of these agencies have scored a "red" (lowest rating) on the Government Scorecard in the way they are approaching their strategic management of human capital. This book is an executive briefing on developing a successful human capital strategy based on lessons learned from analyzing existing strategies at government agencies such as NASA.
Using a knowledge management perspective, Liebowitz identifies four pillars of an effective strategy and gives examples of these in practice.
* President Bush's number-one management initiative for the federal government is the Strategic Management of Human Capital: The topic of this book
* All government agencies are required to develop a plan by 2005--this is the first book to address this need
* Provides a simple framework government agencies can use to develop theirstrategy

As part of the new Routledge series on Global HRM, this new title considers the growing importance of cross-border alliances, in particular international joint ventures, mergers and acquisitions, which is currently a major business issue. Providing a detailed analysis of various aspects of alliances, including learning acquisition, the HR implications of mergers and the role of cooperation and trust in such alliances, this book fills a vital gap in current literature. Featuring case studies and other added value features, this is an essential text for students of HRM, international and strategic management, as well as for HR professionals.

This book gives a comprehensive survey of the field of Industrial Relations, focusing on general principles and problems. Illustrations are drawn from the practices adopted in many parts of the world such as Australia, France, Germany and the USA.

Contents include chapters on the following:
* Personnel Management
* Training
* Methods of Wage Payment
* Job Evaluation
* Profit-Sharing and Co-partnership
* Trade Unionism
* Employers' Organizations
* Collective Bargaining
* Wage Bases
* Equal Opportunities
* Conciliation and Arbitration

Contributing to the targets of SDG #17, this book interrogates how the Global Entrepreneurship Monitor (GEM) and other indicators are (or can be) relevant for entering the global discussion on UN SDGs. By highlighting the topic of 'well-being' as a major connecting point between the SDGs, the GEM and other surveys the book has three main purposes: firstly, it shows that GEM data can contribute significantly to the monitoring process of the attainment of the Sustainable Development Goals; secondly it analyses the survey's capacity to add value to the global discussion on well-being; thirdly, the book places emphasis on the pressing need for data in order to monitor the achievement of the SDGs. Ultimately, the book provides sound research that can serve as a basis for discussion with the UN on potential partnerships within the framework of SDG 17. The authors encourage GEM and other researchers to ensure that their data serves as a reliable partner to the UN in building a better world, based on well-being for everyone.

The second edition of this bestselling book, 'Return on Investment in Training and Performance Improvement Programs, ' guides you through a proven, results-based approach to calculating the Return on Investment in training and performance improvement programs.

Jack Phillips has composed user-friendly ROI calculations, plus:
*ten post-program data collection methods
*ten strategies for determining the amount of improvement that is directly linked to training programs
*ten techniques for converting both hard and soft data to monetary values
'Return on Investment in Training and Performance Improvement Programs, Second Edition' continues as a primary reference for learning how to utilize ROI to show the contribution of training, education, learning systems, performance improvement, and change initiatives throughout organizations.
The book also details implementation issues, provides worksheets, and pinpoints non-monetary program benefits. A case study takes the reader through the ROI process step-by-step.
* Applies the well-known ROI method to training programs
* Provides you with the tools to identify the key indicators for measurement and how to measure them effectively
* Summarizes in simple language everything practitioners need to do to sell, defend, or expand training initiatives to senior management

Demographic change is affecting societies and organizations alike. Although ageing is relevant to all, there is still a tendency for more negative stereotypes to be attributed to older individuals, while positive stereotypes are mainly associated with younger individuals. Further, there are indications of gendered ageism, showing that age prejudices are more likely to affect women. This book argues that, through holistic measures, human resources management is of fundamental importance to an age-friendly and non-age-discriminatory culture. It can be assumed that awareness-raising on age issues also takes into account the gender issue. Drawing on qualitative interviews with employees in the Austrian banking industry and using an analytical framework, the author provides suggestions and implications for organizations to address this situation.

The nature of information technology work has changed dramatically in the past decade. The rise of the Internet has driven massive shifts in both what IT people are asked to do, and how they are required to do it. The Internet has made possible such far-reaching phenomena as electronic commerce, outsourcing and offshoring, new styles of programming and system development, virtual work, virtual communities, and realtime communications. ""Managing IT Professionals in the Internet Age"" explores these impacts, and the ways in which the work life of IT professionals - from the perspectives of both the individual worker, as well as managers - has had to change and adapt to the Internet Age.

The Headhunting Business is the first detailed investigation of executive search in Britain: the recruitment of senior-level businessmen and women by intermediaries acting on behalf of client companies, popularly known as 'headhunters'. Sweeping aside the popular mythology surrounding headhunting, this book analyses exactly how the business works in practice. Dr Jones has interviewed hundreds of executive search consultants, their clients and candidates, producing an in-depth anatomy of this vital business service, now employed by up to 90 per cent of major British companies, which hardly existed a decade ago. Dr Jones argues that the top end of the market includes a number of high-powered, top-quality, creative consultants and reputable and highly professional firms offering a valuable resource to their clients. The Headhunting Business looks at: 'The Economics of Search'; 'The Emergence and Growth of the Headhunting Business '; 'The Nature of Headhunting in Britain in the 1980s'; 'Client and Candidate Experiences of Headhunting', based on an extensive, specially designed survey; 'The Headhunting Process'; 'Three Headhunting Case Studies'; 'The Global Scene', including a section on headhunting in Europe; 'Headhunting in the Future'; with an appraisal of leading executive search firms in Britain, and Hints on How to be Headhunted. It also contains a glossary of jargon and common expressions in use in the headhunting world today and a detailed bibliography of books, articles and relevant on-line material.

This book, adopting a multidisciplinary approach, investigates the definition of autonomous work and the kind of protection it receives and should receive in a global perspective. The book advocates for the existence of genuine autonomous work to be distinguished from employment and false self-employment. It deserves specific attention from legislators in the view of removing any obstacles to the exercise of freedom of association and collective action at large. The book is divided into two parts. The first focuses on the evolving notion of autonomy and its consequences on social protection, offering a theoretical frame from an organizational, political and legal point of view. The second aims at discovering new regulatory and protective horizons for autonomous work, in the light of blockchain, platform work, EU Competition Law, social security and liberal professions. Finally, the authors offer insights and recommendations on how to protect work beyond categories.