Information technology has had a profound effect on almost every aspect of our lives including the way we purchase products, communicate with others, receive health care services, and deliver education and training. It has also had a major impact on humanresource management (HR) processes, and it has transformed the way that we recruit, select, motivate, and retain employees (Gueutal & Stone, 2005; Kavanagh, Thite, & Johnson, 2015). For example, some estimates indicated that 100 % of large organizations now use web-based recruiting (Sierra-Cedar, 2016-2017), and over half of the training conducted in America is delivered using technology-based methods (American Society for Training and Development, 2015). Results of a survey by the Society for Human Resource Management (SHRM) (2002) revealed that technology is one of the major drivers of change in today's HR departments. In spite of the increased use of technology in the field of HR, relatively little research has examined the acceptance andeffectiveness of electronic human resource management (eHRM) methods. As a consequence, practitioners are implementing these new systems without the benefit of research. Thus, the primary purpose of this issue is to review the results of research on a number of important eHRM practices including e-recruitment, e-selection, gamification, esocialization, e-learning, and e-performance management. It also considers how the problems associated with cyberdeviance in organizations. The chapters in thisseries should be extremely beneficial for HR researchers and practitioners who are employing these new systems.

In this groundbreaking work, an expert in transgender explains practices and policies that will lead to a healthier, happier workplace. As The Complete Guide to Transgender in the Workplace demonstrates, there is a strong business case for treating transgender workers with dignity. Its tips, guidelines, and policy examples will help organizations enhance the bottom line, while keeping the workplace harmonious. The most in-depth and informative volume on transgender workers ever written, the book offers useful tools, practical information, and a variety of resources that will enable business leaders and organizations to deal effectively with the transgender phenomenon. It will also help workers struggling with their identities and will give strength to those who are secure, but have yet to come out. There is no doubt that this guide will become the leading resource for every business owner, CEO, manager, HR/EEO professional, and transgender worker. Better yet, it will improve the cultural climate and quality of life for transgender workers and the organizations that employ them, resulting in increased productivity and improved profitability. Includes useful tools managers and policymakers can institute in any organization Notes policy examples from successful organizations Provides an agenda for training on transgender issues Offers resources for further guidance on transgender issues

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.

The quality of working life has been central to the sociological agenda for several decades, and has also been increasingly salient as a policy issue, and for companies. This book breaks new ground in the study of the quality of work by providing the first rigorous comparative assessment of the way it has been affected by the economic crisis. It examines the implications of the crisis on developments in skills and training, employees' control over their jobs, and the pressure of work and job security. It also assesses how changing experiences at work affect people's lives outside of work: the risks of work-life conflict, the motivation to work, personal well-being, and attitudes towards society. The book draws on a rich new source of evidence-the European Social Survey-to provide a comparative view over the period 2004 to 2010. The survey provides evidence for countries across the different regions of Europe and allows for a detailed assessment of the view that institutional differences between European societies-in terms of styles of management, social partnership practices, and government policies-lead to very different levels of work quality and different experiences of the crisis. This comparative aspect will thus forward our understanding of how institutional differences between European societies affect work experiences and their implications for non-work life.

Violence in the workplace has risen to "epidemic" proportions according to the Centers of Disease Control. In this volume, Dr. Marc McElhaney, a specialist in workplace violence, presents a comprehensive guide that no manager can do without when having to prepare for these potentially dangerous and often disruptive events. These are situations that often seem to explode in the workplace without warning, when in fact, they have often long incubated outside the manager's awareness. Utilizing a risk management approach that focuses on the process of how these situations evolve, as opposed to an oversimplified presentation of "profiles," will provide the manager with the needed tools to prevent and effectively intervene, to ensure a safe and cost-effective resolution. This book takes a comprehensive view that covers the broad range of aggression control strategies that an organization can utilize, from the fundamental building blocks of a primary prevention program to specific techniques that the manager can use to defuse and stabilize situations that are already threatening to explode. In between, the author presents a step-by-step description of the assessment and intervention process that should occur when and if an organization is faced with a potentially dangerous set of circumstances. Specific high-risk situations, such as employee termination, are discussed in detail, along with strategies that Dr. McElhaney has found to be particularly effective when having to stabilize, control and ultimately ensure a safe and long-lasting conclusion. Utilizing an approach that combines his knowledge and experience from the fields of threat assessment, risk management, conflict resolution and crisis negotiation, the author focuses on an approach that not only addresses the organization's immediate needs, but which also strives for a resolution and management plan that addresses long-term safety concerns.

EXECUTIVE COACHING WORLD: A GLOBAL PERSPECTIVE Explores the definition of executive coaching and the linguistic behaviours of executive coaches in the English language and answers two important and fundamental questions: What is a definition of executive coaching that can be accepted by most executive coaches? What is the relevance and use of different linguistic behaviours by an Executive Coach? A new profession has emerged over the last 20 years called executive coaching, while massive changes in the way leaders of organisations are expected to lead. Executive coaching has seen rapid growth with an estimated 29,000 executive coaches globally in an industry worth over $2bn. Yet executive coaching does not even have a universally accepted definition of what it is, let alone universally accepted standards and as a result, anyone may claim to be an executive coach and deliver any kind of service. There is almost no empirical research of any quality and academics agree that defining and delineating the field is the most urgent task facing the industry as it moves towards professional status. A definition will answer the fundamental questions "What is it?" and "Who gets it?." However it does not answer "What does an executive coach do?." The coaching conversation is at the heart of good executive coaching and therefore the effective use of linguistic behaviours is the key skill that an executive coach must possess. Utilising the latest thinking in social research methods and a pragmatic approach, a concurrent mixed method strategy was used and an on-line survey instrument selected to collect primary data. A frame of 12,500 coaches was identified that included a random set of the population. This frame was invited to take part and 1,190 qualified English speaking executive coaches were selected as the research sample that equates to a margin of error of less than 3% at 95% level of certainty. Analysis has shown that this is the largest Executive Coaching Survey conducted so far. In total the executive coaches who took part in the survey have been practicing executive coaching for over 8,000 years Executive Coaching World: A Global Perspective will be a valuable asset to practitioners, academics, teachers and trainers alike.

Organizations are rapidly shifting the way that individuals conceptualize, participate, and engage in work. A significant change is how organizations are coordinating, arranging, and organizing the activities of their employees for the accomplishments of organizational goals. Communication, Relationships and Practices in Virtual Work characterizes the nuanced communication, relational, and practical dynamics that characterize virtual working in contemporary organizations. This reference work addresses virtual teams, peer relationships in virtual work, mentoring, vertical mobility, diversity in the virtual workspace, productivity and the postmodern aesthetic, and the communication practices and processes of dispersed work configurations.

Managing organizational talent, of both current employees and possible recruits alike, is a key factor of running a successful business. A company is only as good as the staff, and studying the most effective ways to cultivate these groups can allow business managers an easy way to boost efficiency within their ranks. Driving Multinational Enterprises Through Effective Global Talent Management provides a comprehensive examination of the latest strategies and methods for attracting, selecting, training, developing and promoting employees within an organization. Highlighting innovative practices and applications across a variety of areas such as expatriate staffing, talent identification, and multinational company practices, this book is an ideal reference source for company owners, organization managers, practitioners, business students, and researchers that are interested in learning more about current trends and techniques in talent management.

We hear a lot about the necessity of meeting needs of changing markets by developing people, but we hear less about ways implement change. How can we design effective ways to implement change and maintain and build job satisfaction? James and Lori Spina illustrate how a strategic system aligns workplace transitions with the organizational vision, mission, and top level strategies to meet the needs of all stakeholders, ensure a steady flow of talent from within, and anticipate abilities and skills for jobs not yet created. They provide a road map for how to carry this out and propose a cutting-edge leadership style to complement this strategic approach and beat the competition. They demonstrate in detail on how to meet the emerging learning needs of high potential people who are striving to obtain new levels of responsibility. This book is crucial reading for executives who make strategic business decisions to ensure the sustainability and growth of their organizations.

This book investigates the lived experience of CEOs in their quest for wholeness and presents a model of spiritual intelligence for contemporary leadership. The experience of ethical and spiritual crisis in the post-modern society especially in organizational leadership, calls for deeper quest and spiritual intelligence. Four essential themes emerged from the analysis of the in-depth interviews with top leaders of different organizations across the globe: (1) Sensing Crisis, (2) Embracing Crisis (3) Awakening Hidden Wholeness, (4) and Serving Greater Good. From the analysis of the themes, a model of spiritual intelligence and leadership wholeness is constructed. This Spiritual Intelligence Model portrays the intra-dynamics of leaders' ongoing quest for wholeness penetrating through their existential, learning, spiritual, and moral dimensions of being and the five ethical dimensions of wholeness permeating through the personal, organizational, social, global, and environmental spheres of life. This book gives a fresh perspective on spiritual intelligence and leadership practice today.

This book is written with the belief that HRD professionals will continue to learn, change and find ways to reinvent themselves and the profession individually and collectively as we move further into the 21st century. A major point of this book is that HRD will continue to become more and more important to organizational success. And, that in as calls for accountability and bottom line impact continue to rise, HRD professionals will be proactive in demonstrating their value to the organization. The primary audience for this book is practicing HRM and HRD professionals, and other organizational leaders. The book provides tested and proven ideas important to demonstrating the value of HRD. From a practical viewpoint, it is based on actual experience, a strong research base, and accepted practices presented in an easy to read form. A second target audience is students of HRD and HRM who are preparing for careers in this important field. This book will help them develop a solid foundation to the study of HRD practices that are key to HRD success regardless of the type of organization. A third target audience is managers or leaders at all levels of an organization who are increasingly expected to take on HRD responsibilities while also partnering with HRD professionals. It offers these individuals a firsthand look at what they should expect of their HRD functions or areas and how they can encourage HRD professionals in their organizations to be accountable' strategic partners in helping the organization achieve its success by getting the most out of its human capital.

A different language is a different vision of life.--Federico Felli pursuing an education or career in business, and for anyone who is interested in foreign languages. countries, and making friends all over the world, author Tyler Lyerly shares his knowledge and experiences dealing with languages and cultures with you in order to help you succeed in this language-driven world. There is no better time than now to understand which foreign language will aid you most in your current or future business career. Lyerly discusses many of today's most significant languages in the international arena today, including:

The Golden Rule of Leadership introduces a powerful new formula for success in business. Drawing extensively on his more than twenty-five years in various leadership positions, author Dick Aude builds a powerful case that leadership is an active choice that people make. He outlines the six steps that leaders must execute in order to succeed. And he offers important insights-as well as practical advice-for applying the Golden Rule of Leadership at every step in the process. Through numerous case studies and examples Aude: v Reveals how to build a compelling vision. v Introduces a two-tier organization structure that is essential to the successful accomplishment of your mission. v Outlines the four key challenges that prevent teams from succeeding, and tells how to overcome them. v Identifies the eight key things geographically dispersed teams must do to succeed. v Explains the five elements essential to building trust. v Describes the seven prerequisites of any successful "change agenda." v Outlines the four primary causes of dysfunctional cross-functional relationships, and introduces a simple 10-step formula for working effectively across organizational boundaries. v Illustrates the four key principles underlying successful employee engagement, and describes three straightforward techniques for applying those principles.

One of the most valuable roles a manager can perform in today's rapidly changing environment is to mentor and inspire the people around them to learn. By nurturing talent, motivating individual development, and encouraging excellence, a manager's mentoring can enhance individual performance and the organization's prospects for success. Mentoring is not an easy skill to develop, and many managers, who may excel at leading or coaching, may be disasters as mentors when it comes to creating a bond and bringing out untapped qualities in others. The Manager as Mentor goes beyond traditional approaches to explore the newest techniques in mentoring and collaboration. Featuring personal development tools, worksheets, and references, The Manager as Mentor will enable managers to bring out the best in themselves, the people they guide, and their organizations. Mentoring is an age-old practice, tracing its roots in ancient Greek folklore to Odysseus' friend, Mentor, whom the Homeric hero entrusted as guide to his son's development. Today, with the ascendance of the knowledge age and the transformation of the workplace into an environment of continual learning, mentoring has emerged as one of the most important and valuable roles a manager can perform. By serving as a role model, providing feedback, nurturing talent, inspiring individual development, and facilitating excellence, a manager's mentoring strengthens relationships within the organization, and ultimately contributes to such critical factors as improved job performance, low turnover, and greater profitability. Mentoring is not an easy skill to attain, however, and many managers who may excel at leading teams or coordinating projects may be disasters as mentors. The Manager as Mentor explores emerging trends and approaches to help managers master the skills of effective mentoring—and enhance themselves, their proteges, and their organizations in the process. Drawing from extensive research, dozens of examples, and their own practical application in training managers around the world, the authors argue that exceptional mentoring skills can be developed. They guide the reader toward understanding the key roles that mentors play and the activities and techniques they can employ for maximum impact. Diagnostic exercises will help readers assess their strengths, weaknesses, and opportunities for development, and create a step-by-step action plan for achieving goals—either individually or in groups. The authors also offer an extensive listing of resources for more in-depth information on various aspects of mentoring, such as problem solving, active listening, and employee advocacy. Ultimately, The Manager as Mentor offers the tools by which managers can promote learning, empowerment, and insight to create vibrant organizational cultures.

The development of an enterpising culture is a primary objective of progressive nations and organizations. While entrepreneurship may occur as a natural result of personal drive, it occurs most often, most robustly, and is most sustainable in environments designed to encourage it. This book showcases emerging research, theory, and practice in the management of creativity, invention, innovation, and entrepreneurship. Featuring cases and examples from around the world and from a diverse array of industries, the authors explore such issues as organizational design, knowledge management, and technology transfer, providing valuable insights for researchers, educators, students, technology professionals, business executives, scientists, and policymakers concerned with promoting entrepreneurship and its impact on organizational and economic growth. This book showcases emerging research, theory, and practice in the management of creativity, invention, innovation, and entrepreneurship. Featuring cases and examples from around the world and from a diverse array of industries, the authors explore such issues as organizational design, knowledge management, and technology transfer, providing valuable insights for researchers, educators, students, technology professionals, business executives, scientists, and policymakers concerned with promoting entrepreneurship and its impact on organizational and economic growth.