The Aging Workforce examines the changing demographics of the workforce, and their impact on the world of work. The numbers and proportions of older individuals in the U.S. population are increasing. Most organizations are ill-prepared to meet the challenges associated with older workers, and little research has addressed the development and implementation of effective human resource management practices for an aging workforce. The ""graying of America"" requires that we give more attention to both the problems and potential of an older workforce. Consequently, the book focuses on issues related to work life and aging. Topics include: age stereotyping (and employment discrimination); the impact of aging on cognitive performance, job performance, job attitudes, and motivation; the evolving concept of retirement, and what these issues mean for organizational human resource management policies and procedures. Without being particularly academic, the book provides a ""state-of-the-science"" perspective on what we know about issues related to the older worker, thus providing a foundation for confronting the challenges facing the workforce of the future. ""The Aging Workforce"" pulls together research findings relevant to individual older worker performance and motivations, as well as offers discussion related to how best to manage the older worker.

Almost every person works at some point in their lives. The Research Handbook on Work and Well-Being examines the association of particular work experiences with employee and organizational health and performance. Ronald J. Burke and Kathryn M. Page bring together an impressive collection of contributions where well-being is considered an umbrella term for happiness, satisfaction, flow, engagement, commitment and organizational identification, among other concepts. Chapters describe successful organizational efforts to achieve high levels of employee well-being and creating psychologically healthy workplaces. They cover topics such as transformational leadership, organizational support, training and development and supportive work-family policies and programs. Acknowledging that work experiences and conditions can also contribute to dissatisfaction, insecurity, illness, injuries and even death, they also examine negative work experiences and conditions such as abusive supervision, occupational stress, little control and insecurity. Practical and engaging, this Handbook will appeal to academics and students interested in work and health. Containing the latest research evidence, it will also offer valuable insights to human resource managers, organizational wellness managers and occupational health practitioners. Contributors include: B.L. Ahrens, H.C. Atkinson, D.W. Ballard, T.M. Brobst, R.J. Burke S. Clarke, J.P. Dahms, A. Day, J.K. Dimoff, K.J. Emich, P. Fairlie, M.J. Grawitch, S. Gregersen, J. Halbesleben, N. Hartling, F. Hull, E.K. Kelloway, D. Klotz, C. Korunka, B. Kubicek, M. Lafleche, T. LaMontagne, L.M. Lavaysse, W. Lewchuk, H. Lingard, J. Leilanie Del Prado Lu, A. Milner, K. Moore, V.J. Morganson, A. Nienhaus, K. Page, A. Pervez, N. Reavley, A.M. Richardsen, T.Taris, C. Thomson, M. Turner, S. Vincent-Hoper, J. Weston, T.A. Wright, C.M. Youssef-Morgan

The "Personal Safety and Security Playbook" is designed for anyone who may benefit from shared community safety and security responsibilities. Chapters are organized by areas of concern, from personal risk awareness to protection and security considerations for family, home, travel, and work. The guidelines included help the reader recognize personal safety and security hazards, take proactive prevention steps, and react reasonably to danger with beneficial outcomes.

A full chapter of local and national resources for personal security is included at the end of the "Personal Safety and Security Playbook. "

The"Personal Safety and Security Playbook"is a part of Elsevier s Security Executive Council Risk Management Portfolio, a collection of real world solutions and "how-to" guidelines that equip executives, practitioners, and educators with proven information for successful security and risk management programs.
Chapters are organized by area of concern and cover everything related to personal safety and security, including protection for the family, home, during travel, and at workEmphasizes that risk awareness, reporting, response, and mitigation are shared community concernsIncludes a full chapter of local and national personal security resources"

This book, the first of two volumes, uses a framework of philosophical anthropology, and the concepts of humanistic leadership and humanistic management, to explore the value of work in the hospitality and tourism industry. It presents robust theoretical and practical implications for professionalism and excellence at work. This volume addresses the hospitality professional, beginning with an exploration of the foundational literature, before moving on to discuss topics like the concept of human dignity at work, how one can find meaning within the hospitality industry, spirituality at work, philosophy in the world of work, and personal development. These volumes will be of use to academics and practitioners in the fields of hospitality and tourism management, humanistic and transformational leadership, corporate social responsibility, human resource management, customer service, and workplace spirituality.

Diversity managers who want to integrate cost-effective, battle-tested initiatives don't have enough tools and resources to identify and apply best practices to actual work situations. These programs demand time, energy, and money-and the empirical evidence about outcomes is limited. The few studies out there contradict each other, which can make it nearly impossible to determine what practices to implement.

Dr. Shelton J. Goode, who has spent more than twenty years as a diversity and human resource management professional, cuts through the clutter to help you locate strengths and weaknesses in your diversity strategy. You can learn how to

benchmark organizational efforts against the actions other companies have taken to manage diversity;

identify outdated paradigms and misguided diversity management initiatives that have prevented others from capitalizing on talent embedded within the ranks; and

judge where past efforts have yielded success and which initiatives require a new approach.

Despite the importance of linking diversity to the organization's bottom line, there has been no single, comprehensive resource that employees could turn to for guidance-until now Business leaders at every level can find best practices to achieve organizational goals in "Diversity Managers: Angels of Mercy or Barbarians at the Gate."

This book provides contemporary means to solve an age-old conundrum in management - do happy workers perform better? Decades of research and empirical evidence have been unable to establish a strong link between affective well-being, intrinsic job satisfaction and managers' performance. A unique methodology, fresh empirical evidence and a definitive analysis of previous theory and research are employed to support the happy productive worker thesis. The authors test a kindred idea - the 'happy-performing managers' proposition, using advanced statistical techniques. Performance is measured to a previously unachievable level. New empirical evidence is used to predict how affective wellbeing and intrinsic job satisfaction influences managers' contextual and task performance. These findings are argued to have significantly progressed our understanding of what underpins human performance at work. The book prescribes how managers' jobs might be changed to enhance or avoid a decline in happiness because managers' performance is impacting as never before on organisational productivity and the economic prosperity of nation-states. Extraordinary shifts in the global corporate environment mean managers' 'personal troubles' have now become 'public concerns'. An emerging movement to Positive Organisational Scholarship is countering such forces by developing ways to create positive human and organisational wellbeing. Happy-Performing Managers will be invaluable to academics, postgraduate students, human resource practitioners, executives and managers who are interested in gaining a deeper understanding of the factors that influence human performance in the workplace.

This book takes a fresh look at professions - their history and sociology, and at the nature both of professional practice and professional competence. Based on research by the authors across 20 varied professions, the book offers an innovative model of professional competence and throws new light on how competence is acquired. It identifies a range of informal learning processes, which seem to be just as important to becoming competent as formal training. As a result, the authors suggest a paradigm of professional development that combines informal and formal learning and also brings together academic and competence-based approaches. Professions, Competence and Informal Learning provides practical advice to professional developers on programme design as well as tips for individual professionals on how to exploit their informal learning opportunities. It draws on the research to forecast the future skills needs of professionals and suggests how professional development programmes may need to change in response. The book should be of value to anyone who is interested in professional competence, whether as a professional educator or developer, or as an individual professional. It is also potentially of use to trainers and educators in non-professional areas, especially those with an interest in informal learning.

The millennial generation is rapidly progressing in the workforce. As it does, it brings with it new ways of working and managing efficiency in the workplace. The challenge faced by managers and businesses is how to provide a space that encourages the new ideals of millennials while also balancing the needs and desires of other generational employees. Attracting and Retaining Millennial Workers in the Modern Business Era offers an in-depth discussion on pivotal issues surrounding generational differences and management in the workplace. Featuring extensive coverage on relevant topics such as training and development, promotions, salaries, and career progressions, this book is a vital resource of academic material for business practitioners, managers, professionals, human resources mangers, and researchers who are seeking more information on the emergence of millennial employees.

"Culture eats strategy for breakfast". Peter Drucker's provocative statement points to the importance of culture for organizations. Depending on its characteristics, culture contributes significantly to the success or failure of for-profit and not-for-profit organizations. Hence, managers and leaders need to have an understanding of this important concept for best results. This book provides relevant knowledge about the concept of culture. This includes its major characteristics and dimensions, the way culture functions and influences both the internal life of an organization and the resulting performance. The book describes the emergence and development of culture over time as well as the formation and influence of subcultures. Even though culture is always present, certain situations call for specific attention such as fast growth or stagnation, strategic alliances, M&As or situations of change. The book describes how to go about understanding and assessing an organization's culture as a basis for culture change interventions as well as culture-sensitive and culture-mindful management and leadership.

Disruptions are being caused in the workplace due to the development of advanced software technology and the speed at which these technological advancements are being produced. These disruptions could take diverse forms and affect various aspects of work and the lives of entities in the workplaces and families of the individual employees. Work and family are caught in the crossfire between technological disruptions and human adaptation. Hence, there is a need to assess the overall effect that the Fourth Industrial Revolution would have on work, employee work-family satisfaction, and employee well-being. Future of Work, Work-Family Satisfaction, and Employee Well-Being in the Fourth Industrial Revolution is a critical reference source that discusses practical solutions and strategies to manage challenges and address fears regarding the effect of the Fourth Industrial Revolution on the future of employment and the workforce. Featuring research on topics such as corporate governance, job satisfaction, and mental health, this book is ideally designed for human resource professionals, business managers, industry professionals, government officials, policymakers, corporate strategists, consultants, work-life balance experts, human resources software developers, business policy experts, academicians, researchers, and students.

The analysis and implementation of effective human resources strategies creates opportunities for organizational success. By utilizing such intangible assets, businesses can gain competitive advantage and enhance productivity. Human Capital Development and Management in Emerging Economies is a comprehensive reference source for the latest scholarly research on the intersection of globalization, organizational behavior, and human capital management in the context of developing nations. Covering a range of business-oriented topics, such as job proficiency, corporate social responsibility, and burnout syndrome, this book is ideally designed for managers, researchers, academics, professionals, and graduate students interested in sustainable management of human behavior in modern organizations.

A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification. Examining topics such as high-commitment work systems, work attitudes and motivation, the Handbook provides integration with related literatures. Internationally applicable, sections also discuss the implications of culture differences for commitment and present the latest developments in research methods and analytic techniques that can be used to advance our understanding of commitment. Comprehensive and engaging, the Handbook of Employee Commitment is essential reading for commitment scholars and researchers interested in the latest developments in the field as well as for international scholars who will benefit from its guidance on how to approach research in unique cultures. It will also prove of prime interest to managers and management consultants with its wealth of suggestions to guide evidence-based practice. Contributors: S.L. Albrecht, N.J. Allen, B.K. Anderson, L.M. Arciniega, J. Barling, T.E. Becker, K. Bentein, M.E. Bergman, D.R. Bobocel, N.L. Bremner, C.T. Brinsfield, G. Caesens, A.C. Chris, L. Clark, A. Cohen, S. Datta, V.L. Dhir, O.J. Dineen, R. Eisenberger, J.A. Espinoza, J. Felfe, M. Gagne, D.G. Gallagher, I.R. Gellatly, Y. Griep, S.D. Hansen, L.M. Hedberg, M.R.W. Hamstra, B.C. Holtom, P. Horsman, J. Howard, V.A. Jean, K. Jiang, Z. Junhong, E.K. Kelloway, H.J. Klein, J. Koen, E.R. Maltin, B. Marcus, J.P. Meyer, N.A. Morelli, A.J.S. Morin, F. Mu, A. Newman, H. Park, E. Read, R.A. Roe, O.N. Solinger, H. Spence Laschinger, D.J. Stanley, F. Stinglhamber, M. Trivisonno, R. Van Dick, W. Van Olffen, A.E.M. Van Vianen, R.J. Vandenberg, C. Vandenberghe, D. Wang, S.A. Wasti, J. Wombacher

There are many different types and causes of trauma and stress in the workplace that can impact employee behavior and performance. Corporations have a social responsibility to assist in the overall wellbeing of their employees by ensuring that their leaders are emotionally intelligent and that their organization is compliant with moral business standards. Occupational Stress: Breakthroughs in Research and Practice examines the psychological, physical, and physiological effects of a negative work environment. It also explores how to cope with work-related stress. Highlighting a range of topics such as job satisfaction, work overload, and work-life balance, this publication is an ideal reference source for managers, professionals, researchers, academicians, and graduate-level students in a variety of fields.

Building on the seminal work of David Teece, Kathleen Eisenhardt, Jeffrey Martin, and others, this volume applies the concept of dynamic capabilities to help readers understand how organizations can be successful in highly dynamic environments. The contributions, written by researchers who participated in the research program "Dynamic Capabilities and Relationships" and international researchers who participated in the program's international conference (both funded by the Dieter Schwarz Foundation), highlight state-of-the-art research on dynamic capabilities and relationships. They also put forward an integrated management approach for the purpose of understanding, analyzing, and managing the successful creation and adaptation of capabilities and relationships.