'This is an extremely welcome and timely contribution which extends our understanding of the relationship between trust and HRM in organizations, a relationship which has until now been under explored. This excellent edited collection explores trust in the context of HRM stage by stage from pre-entry to exit in a thoughtful and provocative way. In each chapter leading scholars in the trust and HRM fields highlight critical issues for both researchers and practitioners to consider. Key reading for anyone interested in how HRM can enhance and develop trust and how trust can contribute to the success of HRM.' --Antoinette Weibel, University of Konstanz, Germany and President of First International Network on TrustAn organization's human resource management (HRM) policies and their implementation have long been claimed to influence trust within an organizational environment. However there has, until now, been a limited examination of the relationship between the two. In this unique book, the contributors explore the HRM cycle from entry to exit, and examine in detail the issue of trust and its links with HRM. Each chapter takes an aspect of HRM including; selection, performance management, careers and personal development, training, change management and exit, and offers a new understanding and insight into the role, importance and challenges to trust within these processes. This timely book will prove to be an invaluable resource for academics interested in trust, HR and organizational behavior. HR professionals should also not be without this path-breaking study. Contributors: M. Ashleigh, J. Billsberry, C. Boon, S.E. Brodt, F. Buckley, M. Clinton, C.L. Cooper, J.R. Crawshaw, D.N. Den Hartog, A.M. Dionisi, G. Enosh, D. Guest, S. Harrington, M. Lindorff, K. Mather, A.K. Mishra, K.E. Mishra, V. Patent, J. Prichard, C. Rayner, M.N.K. Saunders, G.M. Schwarz, R.H. Searle, D. Skinner, S.S. Tzafrir, A. Wilson, L. Worrall

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 is the first to present research-based data, rather than opinion, on the subject of executive mobility. J. Benjamin Forbes and James Piercy have brought together ten years of research on various topics, including backgrounds of chief executive officers, early intra-organizational mobility, and backgrounds and placements of female executives, then integrated the results to form an accurate picture of management mobility in today's corporate world. In gathering data on the entire careers of CEOs, Forbes and Piercy looked at a variety of industries, including manufacturing, utility, transportation, banking, insurance, and retailing, as well as the socio-economic backgrounds of these industries' executives.

Throughout the work, the authors deal with specific issues, such as early promotions versus the late bloomer, changing firms or industries to move up more quickly, and the greatest opportunities for women executives. Following an introductory chapter that provides an overview of the current environment and conventional wisdom, Forbes and Piercy offer detailed discussions of starting a career and the importance of early movement; the early competition; and mid-career issues including alternate routes to the top. Subsequent chapters deal with profiles of and projections for female executives; origins and formative years of the chief executive, including education, social status and personal characteristics; and industry differences and changes over time. The work concludes with a discussion of the careers of CEOs in different industries, and a practical look at reforming development and selection and strategically planning an individual career. This work will be a valuable tool for human resource professionals as well as for professionals and students in the management field. Public, academic, and business libraries will also find it to be an important addition to their collections.

Contents:
1. Introduction
2. S. Tjepkema, H. ter Horst and M. Mulder Learning Organizations and HRD
2.1 Lifelong Learning, Organizational Learning and Learning-Oriented Organizations
2.2 Human Resource Development in Learning-Oriented Organizations
2.3 A European Outlook on HRD? Comparison with US and Japan
3. S. Tjepkema Methodology
3.1Case Study Design and Realization
3.2 Survey Design and Realization
4. D. Buyens and S. van Schelstraete Cases from Belgium
4.1 DVV - Insurance Company
4.2 Siemens Atea - Telecommunications Company
4.3 Alcatel Bell - Telecommunications Company
4.4 ISS - Cleaning Service Provider
4.5 Factors Influencing HRD's Role and how HRD Deals with Them
4.6 Summary and Conclusions
5. T. Vaherva and H. Woods Cases from Finland
5.1 Vaisala - Electronic Measurements Systems Manufacturing
5.2 Valmet - Paper Machinery Manufacturing
5.3 Okobank Group (Central Unit) - Financial Services
5.4 Outokumpu Zinc - Steel Production
5.5 Factors Influencing HRD's Role and how HRD Deals with Them
5.6 Summary and Conclusions
6. D. Belet Cases from France
6.1 Motorola - Semiconductors Plant
6.2 Auchan - Retail Organization
6.3 Accor Group - Hotel and Travel Service Provider
6.4 GT Group - Road Transport Firm
6.5 Factors Influencing HRD's Role and how HRD Deals with Them
6.6 Summary and Conclusions
7. K. Meinicke, R. Reinhardt, A. Buschmann and P. Pawlowsky Cases from Germany
7.1 Bosch Siemens Hausgeräte - Domestic Appliance Manufacturer
7.2 AgrEvo - Chemicals Manufacturer
7.3 Deutsche Gesellschaft für Technische Zusammenarbeit (GTZ) - Engineering Consultancy Firm
7.4 Sony Germany - Marketing, Sales and Service Organization
7.5 Factors Influencing HRD's Role and how HRD Deals with Them
7.6 Summary and Conclusions
8. M.Tomassini and A. Cavrini Cases from Italy
8.1 Barilla - Food Producer
8.2 Bayer - Chemicals Manufacturer
8.3 Lever - Cosmetics Manufacturer
8.4 Datalogic - Bar code Manufacturer
8.5 Factors Influencing HRD's Role and how HRD Deals with Them
8.6 Summary and Conclusions
9. H. ter Horst and S. Tjepkema Cases from The Netherlands
9.1 Akzo Nobel Chemicals - Chemicals Manufacturer (Salt)
9.2 Ericsson - Telecommunications Company
9.3 BAC - IT Centre of Dutch Inland Revenue Service
9.4 KIBC - Construction Company
9.5 Factors Influencing HRD's Role and how HRD Deals with Them
9.6 Summary and Conclusions
10. S. Sambrook and J. Stewart Cases from the United Kingdom
10.1 Royal Mail - Postal Services
10.2 Rolls Royce Aerospace Group - Aero Engine Manufacturing
10.3 Royal Scottish Assurance - Financial Services
10.4 Wolverhampton & Dudley Breweries - Beer Production
10.5 Factors Influencing HRD's Role and how HRD Deals with Them
10.6 Summary and Conclusions
11. S. Tjepkema Conclusions from Case Studies and Survey
11.1 Organizational Context
11.2 HRD's Envisioned Role
11.3 HRD Strategies
11.4 Influencing Factors
11.5 Summary
12. S. Sambrook and J. Stewart Reflections and Discussion
12.1 Implications
12.2 A Critical Examination of the Concepts of HRD, Learning Orientated Organizations and Lifelong Learning
12.3 Implications for Comparative and Collaborative Research
12.4 Final Thoughts

Casting the Other focuses on the production and maintenance of gender inequalities in organizations. By emphasizing 'difference' as something to be managed many organizations institute the 'problem of difference', and while organizations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the 'status quo'.

Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing 'difference' as something to be managed many organizations institute the 'problem of difference', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the 'status quo'.

"The book on offer here is fascinating. I do not think it is proper to classify it as 'philosophy' or 'sociology' or 'comparative education'. It is a work sui generis. Its cultural and historical range is extraordinary. Its illustrations are themselves arresting. Its literature is well outside disciplinary conventions and ranges across a number of languages. Mirabile dictu!" Professor Robert Cowen How have modern societies arrived at assuming: * Culture is non-essential! * Higher education is to train economically but not socio-politically active & engaged citizens! * Economic wealth is the most important and prominent form of individual and national assets! * Precariousness and socio-economic gaps are due to individuals' skills and capacities but not the failure of legal, political, and social systems! * Freedom and equality are about "choices in having" but not necessarily about "ways of being and becoming"! Torabian argues these assumptions have not been constructed overnight and that COVID-19 has simply revealed their long-term fabrication and impact since the 1970s. This book is a fascinating voyage from the Middle Ages to today. It travels across different socio-cultural and political contexts drawing on arts, literary works, music, philosophical thoughts, economic and social concepts. It explores value systems and perceptions of wealth, poverty, and inequality and depicts the mutual impact and shifting role of (higher) education and culture and societies- particularly when related to social revolutions, political participation, and collective quests for equality and justice across time and spaces. Examining instrumentalisation of culture and education by the powerful elite, Torabian delineates mechanisms through which values are fabricated and imposed on the masses. Drawing on some catching examples, she explains the authoritarian elite do so through visible rewards and punishments, while in capitalist societies power remains invisible and indirect. In both contexts, though, she skilfully demonstrates, the powerful groups transform the role and meaning of culture and higher education to facilitate normalisation and internalisation of their fabricated value system among the masses. Consequently, Torabian celebrates the recently accelerated quest for socio-ecological justice and sustainability across societies as a fortunate cosmopolitan shift. This, she believes, announces a rupture with the dominant capitalist ideology that has reigned the world since the 1970s through celebrity culture, media, propaganda, and by reducing higher education to an economic activity. The pursuit of a socio-ecological contract based on fairness, justice, and participation, Torabian argues, requires a renewed value system in which the socio-political role of culture and higher education can be revitalised. To this end, she introduces an innovative framework, i.e., the Big Wealth Pie (the topic of the author's upcoming book in this series) and proposes using transgressive education, resistance pedagogy, and teaching ignorance. She reckons such a social contract can be a global reality if "being" replaces the capitalist ideology of "having"; a process that can be started and reified by questioning what is or is not essential in socio-ecologically just societies. The book is thought-provoking and timely in questioning values and social institutions that have normalised precariousness, inequality, and poverty within a consumerist logic.

This book takes a unique interdisciplinary approach to the planned return of humans to the Moon. With the Artemis Project, the US and its partners have planned an ambitious project with the creation of the Lunar Gateway, to be followed by the landing of the first woman and next man on the Moon. This book explains that the Artemis project then forms the basis of planned sustained human missions to Mars. Russia and China have also announced their intentions to establish a permanent base on the Moon and have commenced the deployment of modules which will form part of this project. This book states that whilst there has been a permanent human presence in Low Earth Orbit since 2000, with the continued crew rotation on the International Space Station, perhaps the most successful international collaboration of modern times, the establishment of a base on the Moon will generate new challenges for human survival and success. The continued human presence on the space station has provided an incredible opportunity to observe and study the effect of being in space upon the human body and the human psyche. In addition, this book explores that it has provided the scope and context for a vast range of scientific experiments. Now that it has become likely that more humans will need to live and work in space for sustained periods of time, it is essential that we consider matters beyond the engineering questions of how we go to space to the broader questions of how we will live there? What will we need? What will the effects of sustained living in space be for us, emotionally, cognitively, physically and how do we need to consider the impact we will have on the environment to which we are travelling. This book is unique in that, not only does it bring together a diverse yet complementary set of expertise, but it also consciously brings those different experts together in jointly authored chapters, mirroring the way we will have to work together as teams of diverse experts in space. It creates interwoven chapters co-written by various teams of psychologists, lawyers, engineers, regulators, policy experts, architects and cultural studies experts. This book will enable the fielding and addressing of the difficult questions that need to be considered before space habitation may be a successful and sustained mode of existence. This book fills a gap in the area of space studies which tends to focus on narrow, discipline specific issues. It provides a thought-provoking launchpad for further work in this area and above all, stresses the needs of the human in a hostile environment.

This short, accessible book on the art of chairing is an indispensable guide to help Chairs and meetings (of all types) to work more effectively. There are millions of meetings every day in public and private organisations. A poor Chair can lead to unproductive meetings, weak outcomes, unclear actions and even major fallouts. Many types of meeting within business settings and beyond are covered in this short book - from regular meetings to company board meetings, conferences and senior level regulatory meetings. It covers both physical meetings and virtual chairing. Using a light-hearted approach and written by a globally recognised Chairperson of leading technology, media and communications businesses and regulatory bodies during times of great change, the book offers a practical, jargon-free approach that covers many types of meeting. It will be of use to Chairs in the business environment, the public sector at local, regional and national levels, and in many types of communities and gatherings. It is interspersed with anecdotes and examples that bring the text to life and give powerful stories that everyone can learn from. As a result, meetings of all sorts will be more productive, and, importantly, more fun. As a result, people will become better chairs. The book is a perfect quick reference tool for anyone currently involved in chairing meetings and is wanting to hone their skills, or anyone new to the art of chairing meetings and wants to get quickly up to speed.

Authoritatively and expertly written, the new seventh edition of Bratton and Gold's Human Resource Management builds upon the enduring strengths of this renowned book. Thoroughly updated, topical and accessible, this textbook explores the theory and practice of human resource management and will encourage your students to reflect critically on the realities of the ever-changing world of work. The new edition truly captures the zeitgeist of contemporary human resource management. With coverage of the Covid-19 pandemic in relation to business ethics, physical and mental wellbeing, inequality and the rise of the gig-economy and precarious work, students will feel connected to the complex issues that face workers, organisations and wider society. This edition also includes expanded coverage on the ever-palpable effects of globalization and technological change and explores the importance of sustainable practice. Students will gain critical insight into the realities of contemporary HRM, engaging with the various debates and tensions inherent in the employment relationship and understanding the myriad of different theories underpinning human resource management. New to this edition: - New 'Ethical Insight' boxes explore areas of current ethical concern in trends and practice - New 'Digital Spotlight' boxes explore innovations in technology, analytics and AI and the impact on workers and organisations - Topical coverage on job design and the rise of the gig economy and precarious work - A critical discussion of the core themes and debates around human resource management in the post-Covid-19 era, including mental health and wellbeing. - A rich companion website packed with extra resources, including video interviews with HR professionals, work-related films, bonus case studies, links to employment law, and vocab checklists for ESL students make this an ideal text for online or blended learning.

Original contribution to the field, drawing from a global range of contributors' expertise A timely "hot" topic that's developing rapidly, appealing to a global audience Well designed for educational use, including pedagogical features and a strong, logical structure and internal organisation of a wide variety of topics Oriented to practical application, appealing both to post- experience students, practically minded instructors and practitioners Supported by a range of instructor materials including slides, an instructors manual and a testbank

Explore the history and practice of social work around the world This fascinating book presents a broad international survey of the development and current practices of occupational social work. Covering seven countries around the world, Global Perspectives of Occupational Social Work offers a unique cross-cultural perspective on issues of interest to social workers everywhere. From India to Ireland, issues of training, sexual harassment, and workplace health and safety are remarkably similar and intriguingly varied. Global Perspectives of Occupational Social Work describes the evolution of social work in factories and, later, in offices. When industrialization brought women into factories, owners hired nurses or governesses to guard, chaperone, and advise the young women in their employ. Since then occupational social work has sought to keep a balance between the interests of management and workers. In addition to discussing history and professional development, Global Perspectives of Occupational Social Work reveals the way professionals like you handle the same situations you face every day, including: the shift toward privatization corporate restructuring and downsizing developing alcohol and substance abuse interventions creating employee assistance programs racism and sexism in the workplace HIV/AIDS and other health problems workplace violenceCovering Australia, India, Germany, Ireland, South Africa, Israel, and the US, Global Perspectives of Occupational Social Work is a major contribution to the professional literature. Not only will this book increase international awareness, it may supply you with unique perspectives and fresh strategies for solving the problems your colleagues in Jerusalem and Pretoria also face.

Over the past few years the application of mentoring in business has risen steeply and more organizations than ever are seeking to utilize its power. 'Implementing Mentoring Schemes' constitutes the most comprehensive and up-to-date coverage of the design, implementation, evaluation and revitalization of mentoring schemes. Although it can be used as a practical "how-to" guide on implementing mentoring schemes, it is ultimately a book that promotes best practice, combining academic research and case studies with many years of practical experience to produce expert advice. It enables readers to fully understand mentoring and to create state-of-the-art programs. In addition, it establishes a tenable case for mentoring that will greatly assist readers in promoting programs within their organization.

This book untangles the theory and practice of employee engagement in nonprofit organizations. It examines the antecedents, dimensions, and consequences of employee engagement while providing evidence-based context specific models for the deployment of employee engagement to facilitate how individuals and teams contribute to and enhance organizational performance and community outcomes in nonprofit organizations. Alongside the theoretical aspects are concrete examples of how to develop, implement and manage employee engagement in nonprofit employment relations and HR practices. Facilitating understanding of aspects of engagement that are unique to nonprofit organizations, this work offers researchers and students a comprehensive analysis of models that explain the role of the environment, the characteristics of employees and the organization in the dimensions of employee engagement in nonprofit organizations.

Generation and Gender in Academia is the first cross-cultural analysis of the differences in career trajectories and experiences between a senior and younger group of women academics.
This volume uses individual autobiographies of women academics in Australia, Ireland, New Zealand, Portugal, South Africa, Sweden, Turkey and the United Kingdom, who are members of the international feminist research consortium - the Women in Higher Education Management (WHEM) Network. Four major themes in their stories are national context; organisational context; family, class and location; and agency. While the younger generation believe they are entitled to careers on the same terms as their male colleagues, major challenges remain. These include countering the argument that the battles have been won for younger academics; lack of support and mentoring at the outset of careers; the continuing difficulty of aspiring to a traditional academic career; capacity for playing the 'game' in managerial universities; and recognising mobility as crucial to career success.

Budd presents labor relations as a system for balancing employment relationship goals (efficiency, equity, and voice) and the rights of labor and management. By weaving these themes with the importance of alternative perspectives on the nature of employment relationship throughout the text, students can learn not only how the traditional labor relations processes work, but also why these processes exist and how to evaluate whether they are working. In this way, students can develop a deeper understanding of labor relations that will help them successfully navigate a contemporary labor relations system that faces severe pressures requiring new strategies, policies, and practices.

Business experts, business economists, and organizational psychologists agree that a specific business strategy must be chosen for a corporation to excel. Beyond the strategy, companies must have a performance measurement system that ties every aspect of the organization - from the boardroom to the factory floor - to the strategy. In their book 'Corporate Performance Management', noted authors David Wade and Ron Recardo show companies how to craft a strategic focus and create sound business strategy by using a unique and pragmatic performance-measurement system. Concepts in the book are illustrated by 'real world' case studies. It provides tools and techniques to show how to apply the concepts within an organization. David Wade is the director of performance measurement for Aetna, Inc., and the author of several business-related books and articles. Ron Recardo is the founder and managing partner of The Catalyst Consulting Group, L.L.C. The author of several articles and books, he is a frequent speaker at meetings of professional associations, trade groups, and senior executives.

'Empowerment: HR strategies for service excellence' shows managers and students the importance of empowerment as part of human resource strategy. It provides a critical perspective of this established vital management technique, identifying factors that will lead to a win: win situation for all concerned.
When successfully incorporated as part of HR strategy, empowerment can:
* enable organizations to gain commercial and competitive advantage
* become more flexible
* improve employee commitment
* use the skills of individual employees to best advantage and enhance personal capabilities.
'Empowerment: HR strategies for service excellence' uses case studies from companies such as McDonalds, TGI Fridays and Harvester Restaurants to build a picture of empowerment of service employees in context, illustrating how different forms of empowerment are employed and different working arrangements are practiced.
A well-established and proven management technique
Empowerment as a vital part of HR Strategy
International industry case studies

This book examines military families' well-being and health outcomes by providing a critical theoretical perspective on their position and the risks and challenges affecting them. Authors explore the tension between demands made by two greedy institutions-the military and the family-and how the well-being of families is negotiated between the two. Uniquely, the book employs an integrative approach to observing and analyzing military-specific risk and protective factors for health outcomes of military families on various social-ecological levels, including relationship satisfaction and dissatisfaction, intimate partnership violence, parent-child relationships, child well-being, psychoactive substance abuse, depression, and PTSD. Throughout the chapters, the authors analyze research findings that reveal new health outcomes and present an empirically-tested model of military-specific risk and protective factors.

Leaders and supervisors do not grow on trees; they must be developed. 'Developing Supervisors and Team Leaders' is a practical, how-to guide for creating leaders and supervisors.
Spanning topics from determining needs to evaluating performance, it covers all aspects of how to develop the skills, insights, and attitude to lead others.
Kirkpatrick demonstrates how to get others to share the same focus, purpose, and efforts toward improving an organization's quality of product or service. From determining needs, planning programs and training to the final evaluation, this book provides knowledge and practical tools for developing successful leaders.
Donald Kirkpatrick, Ph.D., Emeritus Professor of the University of Wisconsin, is the author of numerous books and articles on the subject of management and performance.

This book discusses skill formation, upskilling of workers, and their interaction with technological change in Gulf countries. Heavy dependence on oil, the 'Dutch Disease', and the high incidence of unskilled foreign workers have caused serious structural imbalances in the labour market in the Gulf. The author shows that success of economic development strategies to address such imbalances are all contingent upon the development of adequate and appropriate skills in the region. This book confirms the role and impact of the deficiencies in the educational system alongside the well established effects of the excessive use of uneducated foreign workers and lack of incentives in the labour market. A comprehensive investigation of the skill problem and an elaborate in-depth analysis to assess the causes, consequences and relationships between poor skills and technological performance are highlights of this book. This is an ideal resource for policy makers in the Gulf region and researchers of the topic.

Embracing listening as a useful tool for strengthening organization-publics and organization-employee relationships, this book offers theoretical and practical insights for listening across myriad strategic communication contexts. Chapters authored by a diverse global collective of communication scholars and professionals present original research and case examples of listening for strategic communication in corporate, government, and nonprofit environments. They explore topics such as utilizing artificial intelligence and social media; activism, social justice, and ethics; and fostering diversity, equity, and inclusion within and outside organizations. Each chapter concludes with recommendations for strategic communication practice. This book will be of interest to researchers and advanced students in public relations and strategic communication, organizational communication, and listening.

First published in 2001. Routledge is an imprint of Taylor & Francis, an informa company.