This Research Handbook offers, for the first time, a comparative approach to current diversity management concerns facing nations. Spanning across 19 countries and pan Africa, it covers age, gender, ethnicity, disability, sexual orientation, national origin, and the intersection of various dimensions of diversity. The multicultural and multi-country teams of contributors, leading scholars in their own countries, examine how the various actors react, adopt, and manage the different dimensions of diversity, from a multitude of approaches, from national to sectoral and from tribes to trade unions, but always with a comparative, multi-country perspective. This book represents the efforts of multicultural and multi-country teams of contributors who are prominent diversity scholars in their respective countries. Offering comparative approaches to diversity management and comparative public policy on multiculturalism, it explores comparisons at both the macro-environmental and meso-organisational levels. Topics covered include Pan African tribal diversity management, diversity in the South Pacific, youth labour market exclusion and LGBTQ rights in selective countries. This comprehensive review of diversity management will appeal to both academics and graduate students, as well as public policy makers, industry practitioners, top leadership, middle managers and HR managers. Contributors include: P. Apascaritei, E. Aydin, S. Bacouel-Jentjens, L. Booysen, J. Burgess, K. Callison, S.I. Carlier, L. Castro Christiansen, G. Combs, N. Cornelius, E. French, I. Gutierrez-Martinez, J.M. Hoobler, S. Le Queux, W. Lillevik, T. Merriweather Woodson, I. Metz, T.A. Nelson, E. Ng, S. Nkomo, A. Ollier-Malaterre, E. Ozeren, J. Ramon Pin Arboledas, K. Ravenswood, G. Strachan, E. Stringfellow, E. Suarez Ruz, L. Susaeta, A. Thomas, H. Wishik, D.B. Zoogah

Bestselling author Michael Armstrong provides valuable insight into the skills required to be an effective manager, helping you get the best from your staff through motivation, reward and leadership. This fully updated 5th edition now features even more practical exercises, useful templates, and top tips, alongside advice on managing virtual teams, enhancing employee engagement and managing conflict. Essential reading for anyone who wants to get the best from their teams, How to Manage People distils the essence of good management into one handy, easy-to-use book. The Creating Success series of books... Unlock vital skills, power up your performance and get ahead with the bestselling Creating Success series. Written by experts for new and aspiring managers and leaders, this million-selling collection of accessible and empowering guides will get you up to speed in no time. Packed with clever thinking, smart advice and the kind of winning techniques that really get results, you'll make fast progress, quickly reach your goals and create lasting success in your career.

In the ten years since the much-praised first edition, coaching has become a core requirement for
leadership. It's a core part of business school programmes, it's the norm on all leadership development programmes, and all leaders and managers now have to be able to coach. The FT Guide to Business Coaching is the book on which many leaders rely, and this updated edition will give readers a comprehensive introduction to coaching.
 
Being a successful business coach means having exceptional listening skills, asking great questions and
applying the best techniques at just the right time. But how do you learn to do that?
 
The Financial Times Guide to Business Coaching shows you the way. It gives you a sure footing in the
basics and provides you with a step-by-step overview of all the tools and techniques you need to build
your own unique and well-grounded approach as a coach. Ultimately it enables you to take your coaching from good to great. This indispensible guide covers:

• The business of coaching
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• Do you have what it takes?
• Develop your coaching: first steps
• Building your basic coaching skills: the ‘Big Five’
• Building coaching skills: the different approaches
• Deepening your coaching skills: working with individual difference
• Advanced coaching: from individuals to groups
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• Why it works
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The main aim of this book is to appraise the extent of Human Resource Management Practices application among businesses and organizations amid COVID 19 pandemic. Under normal circumstances, human resource functions following the well-established plans and programs of management, however, with the unexpected surge of the world-threatening virus in the first quarter of 2020, countries, businesses, and individuals were shaken and left in an awful situation. Job losses are prevalent anywhere in the world, severe company losses are too, and other related conditions have urged managers to reduce manpower and streamline operations. This book will assess the present state of HRM practices for company performance under COVID-19 circumstances, evaluate strategies that businesses employ to alleviate their general economic condition, and provide an understanding of the challenges that impact a company's implemented human resource management practices. It will also explore theories and models that suitably address the current COVID-19 influenced HRM practices and investigate the relationships between HRM practices on individual performance under the new global business environment.

In this important and timely book, Bart Nooteboom develops and applies a social cognitive theory of firms and organizations with a focus on learning and innovation. Why explore a cognitive theory of the firm? This enlightening study explains that a cognitive theory of the firm is required in order to lend more substance and analysis to current vague and unconnected ad hoc notions in the literature, such as entrepreneurial vision, absorptive capacity, and variety and dispersion of knowledge. The author explores the notion of differential cognition, drawing together the work of Hayek, Schumpeter and Penrose to shed light on the sources of innovation. This interdisciplinary book connects ideas from specific branches of economics, management and organization, cognitive science, social psychology and sociology and will be invaluable to students and scholars interested in a new perspective on the firm.

This volume of the series Research in Human Resource Management (HRM) focuses on a number of important issues in HRM and OB including performance appraisal, political skill, gratitude, psychological contracts, the philosophical underpinnings of HRM, pay and compensation messages, and electronic human resource management. For example, the first article by Cleveland and Murphy considers a very controversial issue (i.e., the reasons that organizations are abandoning the use of performance appraisal). The next article by Harris, Ferris, Summers, and Munyon is extremely interesting, and focuses on how composite political skills (e.g., social astuteness, interpersonal influence ) helps individuals develop productive work relationships in organizations. The third article by Scandura and Sharif presents a very innovative model of gratitude in organizations, and the authors argue that gratitude is essential for maintaining positive social relations in organizations. The fourth article by Suazo and Stone?Romero provides an extremely comprehensive review of the theory and research on psychological contracts in organizations from 1960?2015. The subsequent article by Bae, Kang and Kim presents a very unique perspective on HRM, and considers the philosophical underpinnings of the field. The sixth article by Murray, Dulebohn, Roehling, and Werling presents a very innovative model to explain the role that organizational messages about changes in pay or compensation systems have on anticipatory pay satisfaction. The final article in the series by Johnson, Thatcher, and Burleson presents a thought?provoking framework for understanding the key role that information technology (IT) plays in the field of HRM. The series should be useful to researchers and doctoral students in the fields of HRM, OB, and Industrial and Organizational Psychology. It should also be relevant for doctoral courses and scientist?practitioners in these fields.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together. Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM. Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. Yang