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Books > Business & Economics > Business & management > Management of specific areas > Personnel & human resources management
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.
Human resource management as a field of research is a broad church,
with a wide variety of research methods in use. This Handbook
focuses on qualitative research methods and explores the
opportunities and challenges of new technologies for innovating
data collection and data analysis. The editors have brought
together 18 chapters, written by some of the world's leading
researchers in their field. They begin with the importance of good
project design and then move on to reflect on innovations and
developments in data sources, such as netnographical methods, legal
research methods, the use of news media, and historical research.
They go on to outline innovations in data collection methods with
particular pertinence to key HRM topics. Finally, the contributors
explore innovative data analysis, looking at the importance of
computer-supported qualitative research, causal cognitive mapping
and deriving behavioural role descriptions from the perspectives of
job-holders. This Handbook is an invaluable tool for students,
researchers and academics in the field of human resource
management. Contributors: P. Ackers, S. Branch, R. Cameron, C.
Cassell, G. Clarkson, J. Cogin, J. Ewart, M.T. Hardin, M.
Humphreys, R. Johnstone, M. Learmonth, D. Lewin, R. Loudoun, F.
Malik, A. McDowall, J.L. Ng, W. Nienhueser, L.S. Radcliffe, S.
Ramsay, J. Richards, C. Rojon, S. Sambrook, M.N.K. Saunders, K.
Townsend, K.L. Unsworth, R. Winter
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.
'de Janasz and Crossman have drawn on their professional colleagues
to provide an impressive collection of ''tried and true''
experiential exercises to help students gain hands-on understanding
of human resource management. These useful exercises engage
students in the kind of active learning that is essential to apply
HRM theories to concrete, practical situations. In reflecting on
their experiential learning, students acquire a deeper, more
personal knowledge of what HRM is all about. Teaching Human
Resource Management: An Experiential Approach is an essential and
valuable companion to more standard texts in HRM.' - Thomas G.
Cummings, University of Southern California, US 'This pioneering
book by de Janasz and Grossman is a terrific resource. It not only
covers a wide range and comprehensive set of topics with which all
HRM students (and practitioners) need to be familiar. It also
offers well-designed experiential exercises that promote students'
active engagement with the topic at hand. I would love to take the
course that uses this book!' - Gary N. Powell, University of
Connecticut and Lancaster University, US 'An experiential approach
to the teaching of HRM makes each topic come alive. By actively
participating and becoming highly engaged in each exercise,
students generate important lessons that tie theory to practice.
The exercises in this book enable all of that and they fill an
important gap. ''Tried and true'' exercises in 15 key areas of HR,
developed by a diverse group of HR scholars, provide choice,
flexibility, and comprehensiveness to any HR course or executive
education program.' - Wayne Cascio, University of Colorado, Denver,
US This book breathes life into the teaching of Human Resource
Management (HRM) by creating learning that applies the theoretical
aspects of the discipline to meaningful contexts. In this way,
readers will be able to better relate theoretical concepts to
workplace decisions and dilemmas. The management of human resources
(HR) is a critical function contributing to an organization?s
competitiveness in ways that are at least as important as the
management of financial and capital resources. To that end, it is
essential that future managers and HR specialists destined for
careers in business, government and not for profit organizations
develop key skills and competences in HR. Experiential learning
ignites the desire to learn, while revealing the importance and
impact of knowledge and skills necessary to analyze and resolve
HR-related dilemmas and challenges in contemporary organizations.
While many publications provide direction and advice on the
teaching of organizational behavior and leadership, it is harder to
find accessible books to support the teaching of HR in motivating
and grounded ways. The authors include over 65 exercises,
activities, and cases for the undergraduate, MBA and executive
learning classrooms. HR professors and practitioners will find it
of value and students will be left feeling well prepared for the
kinds of situations that await them in the field of? - and
situations requiring expertise in? - HR.
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.
Globally, the prevalence of disability is growing, as is disability
awareness. The disability rights movement argues that the right to
employment is essential for full participation and human dignity.
While there have been improvements related to broad diversity
programs and policies, those for persons with disabilities,
especially less visible or invisible disabilities, have received
less attention. Contextual factors such as the legal environment
and protections, cultural and social values, religious norms, and
broader economic conditions shape the employment prospects for
persons with disabilities. The De Gruyter Handbook of Disability
and Management uses an interdisciplinary lens to study disability
and management, integrating perspectives from disability studies,
psychology, education, and legal domains. It aims to incorporate a
contextually sensitive and global perspective to emphasize
actionable areas of inclusion and provides a more international
focus by including contributions from across the world including
contries and regions that have till date received less attention in
the area of disability studies. Managers, human resource
professionals, and policy makers can be more proactive to support
persons with disabilities, and more insights, best practices, and
tools are needed to facilitate this support. This handbook will
guide and support efforts of organizational stakeholders and policy
makers as they strive to be more inclusive.
Every day we wake up, send our children to school, go to work,
attend sports or other entertainment events, etc. Then suddenly the
unexpected happens. This day will not end like yesterday and a
thousand other days. Our lives are changed forever. Suddenly we
realize how precious and fragile life is, and we question whether
we could have done something to prevent this emergency event. We
have become accustomed to violence, but we do not need to accept
it. Our study of workplace violence, terrorism, and other forms of
dysfunctional behavior associated with work suggests that both
managers and non-managers would like to reduce the risks associated
with violence at the workplace. The book is designed to help do
just that. You can be underpaid, overworked, or get fired even
though you are performing well. You can be a victim of sabotage or
harassment even though-or sometimes because -you are doing an
outstanding job. You can be a victim on company premises of an
angry, psychologically impaired, or chemically dependent manager,
non-manager, former coworker, spouse, or even a stranger. The
violent act you face may have stemmed from coworker interaction,
worker-boss relations, a sick corporate environment, or even family
problems. Top executives and other managerial and non-managerial
personnel clearly need to take steps toward reducing the threat of
workplace violence. Numerous studies have been done regarding
workplace problems, resulting in numerous books and professional
journal articles. Some books, articles, workshops, seminars, and
the like proffer general advice to managers. However, virtually all
of that advice has come from psychologists, physicians, and
lawyers. And very little counsel is provided to non-manager
employees on dealing with problems that involve co-workers or
managers. What has been lacking is advice that would reduce the
threat of workplace violence and therefore (1) reduce stress, (2)
enable organizations to develop potential competitive advantages in
terms of their personnel and productivity, and (3) guide
organizational personnel in their efforts to solve problems before
they culminate in violent actions. This book fills that need. We
believe it is the first to offer both general and specific
information and advice from a managerial point of view. The authors
have spent their careers intimately involved with the practice,
teaching, and research on management and organizations.
God's Laws and Business will educate and encourage you to walk in
the ways of God while doing business in today's marketplace. It
will reveal the principles of God as they relate to the
businessman, giving you the advantage morally to be successful. It
resolves some very important issues that Christians struggle with,
like God's position on wealth, discipleship during business hours,
and how to obtain and use the wisdom of God.
Covering an array of leadership theories and related topics, this
volume examines the scriptural foundations of being a transparent
or authentic leader, exploring themes such as communication, trust,
gender, and technology. The book is organized into sections on
self, honesty, and ethics to fully dissect the role of character in
leadership and to show that the behavior of leaders is reflective
of their, and by extension, the organization's values. The chapters
use biblical examples to show how openness and honesty relate to
building trust with followers, how greater levels of transparency
prevent organizational crises and contribute to greater
organizational success, and the relationship between ethical
leadership and organizational culture. Further, the book evaluates
the impact of advanced technologies, social media, and other modes
of rapid communication on transparency and authenticity in
leadership. This book will add a new wrinkle to the leadership
literature, highlighting how to use a biblical approach to
cultivate transparent and authentic leadership.
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