Awareness and inclusion are not enough to create effective change in organizations and society. Instead, organizations must implement strategies to ensure that they not only improve diversity, but also place their employees on career development plans that provide the best fit between individual and organizational needs as well as personal characteristics and career roles. Implementation Strategies for Improving Diversity in Organizations is a pivotal reference source that provides crucial research on the application of stratagems designed to increase organizational change, chiefly to integrate diverse individuals, including physically disabled individuals, women, and people of color, into the workforce. The book also looks at discriminatory practices involving the physical appearance of workers. While highlighting topics such as career development, lookism, and ethnic discrimination, this publication explores new, innovative ideas influencing the paradigm shift for the modern workforce as well as the methods of career development. This book is ideally designed for managers, executives, human resources professionals, researchers, business practitioners, academicians, and students.

The strategic value of human resource management (HRM) in successful, sustainable competitive advantage is fully acknowledged and yet, until now there has been little in the way of descriptive analytic profiles of countries and markets outside of the US and Europe. Together with Volume 1 this Handbook forms a complete codification of HRM policies and practices of all 21 APEC (Asia-Pacific Economic Cooperation) member economies. This unique volume contains 11 profiles of Brunei Darussalam, Canada, Chile, Mexico, New Zealand, Papua New Guinea, Peru, Philippines, Russia, Singapore and Vietnam. The Handbook of Human Resource Management Policies and Practices in Asia-Pacific Economies, Volume 2 will be essential reading for lecturers, researchers, academics and managers concerned with human resource management, international business, management, and cross-cultural studies. The Handbook will also be of great interest to those involved in industrial and employment relations.

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
• The coaches
• 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
• Advanced coaching: coaching for career transitions
• Advanced coaching: motivation and change
• Why it works
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This book offers a practice-oriented guide to developing an effective cybersecurity culture in organizations. It provides a psychosocial perspective on common cyberthreats affecting organizations, and presents practical solutions for leveraging employees' attitudes and behaviours in order to improve security. Cybersecurity, as well as the solutions used to achieve it, has largely been associated with technologies. In contrast, this book argues that cybersecurity begins with improving the connections between people and digital technologies. By presenting a comprehensive analysis of the current cybersecurity landscape, the author discusses, based on literature and her personal experience, human weaknesses in relation to security and the advantages of pursuing a holistic approach to cybersecurity, and suggests how to develop cybersecurity culture in practice. Organizations can improve their cyber resilience by adequately training their staff. Accordingly, the book also describes a set of training methods and tools. Further, ongoing education programmes and effective communication within organizations are considered, showing that they can become key drivers for successful cybersecurity awareness initiatives. When properly trained and actively involved, human beings can become the true first line of defence for every organization.

It is becoming increasingly recognised that the way in which human resources are managed is a key source of sustainable competitive advantage for business. Nowhere, Michael Zanko argues, is this seen to be more relevant than in the Asia-Pacific region. The aim of the Handbook and its systematically codified economy human resource management (HRM) profiles is to improve knowledge and understanding of HRM policy and practices in the Asia-Pacific region. It serves as a practical guide to predominantly macro-level HRM policies and practices in ten APEC economies, covering Australia, Chinese Taipei (Taiwan), Hong Kong, Indonesia, Japan, Korea, Malaysia, People's Republic of China, Thailand and the United States of America. The Handbook of Human Resource Management Policies and Practices in Asia-Pacific Economies Volume I will be essential reading for lecturers, researchers, academics and managers concerned with human resource management, international business, management, and cross-cultural studies. The Handbook will also be of great interest to those involved in industrial and employment relations.

How does one approach the study of intuition - a complex, cross-disciplinary field, which is still developing? How can intuition be captured in situ? How can researchers harness their own intuition? In this original Handbook, the expert collaborators use method-related themes to help answer these, and other questions, and explore innovative developments in intuition research.This groundbreaking Handbook is organized around six method-related themes: - the question of cognitive systems and capabilities; - the role of emotions and stress; - major quantitative approaches; - qualitative techniques for mapping intuition; - the use of grounded theory; and - the role of the researcher's own expertise and intuition. Academics and researchers of organizational behavior, as well as researchers in business and management, who use quantitative and qualitative research techniques, will find this book to be an informative and invaluable read. It will also be of interest to industry professionals looking to adopt new staff training and development methods. Contributors include: C. Akinci, A. Antonietti, L. Baldacchino, L. Cabantous, J-F Coget, B. Colombo, R. Cooksey, V. Doerfler, S.E. Dreyfus, C. Eden, M. Fenton-O'Creevy, S.L. Grant, S.A. Hamilton, C. Harteis, G.P. Hodgkinson, C. Horvath, O. Hyppanen, P. Iannello, J. Langan-Fox, A. Lockett, C. Petitmengin, P. Ping Li, A.C.R. van Riel, M. Robson, E. Sadler-Smith, M. Sinclair, R.E. Smerek, M Stierand, S. Teerikangas, D. Ucbasaran, L. Valikangas, S. Vohra

What do Toyota and Google have in common? An all-inclusive culture of innovation, in which every employee is responsible for coming up with ideas to make the company more successful. Do you want your employees to be responsible for innovation as well? Do you believe that is possible? It absolutely is possible, and in The Bright Idea Box, technology executive and corporate consultant, Jag Randhawa, will show you how. The Bright Idea Box introduces a six-step formula for creating a bottom-up innovation program. By reading this book, you will discover how introducing the Bright Idea Box program to your employees will: encourage employees to generate ideas that add value to the company and customers tap into employees' inner desires to do meaningful work, be part of something bigger, and be appreciated for their efforts increase employee engagement, productivity, efficiencies, and customer satisfaction create a stunning and lasting impact on your business performance Begin to make it happen by reading The Bright Idea Box

This book explores how culture and tradition have impacted the tendency for African women to opt for entrepreneurship. The first section presents literature on the concept of entrepreneurship and introduces traditional African women entrepreneurs-the first-generation, culture-driven entrepreneurs, driven by the need to alleviate poverty within the family. The second section covers the modern, second-generation entrepreneurs driven by such forces as education, globalization, and technology. Further, the author assesses the regional perspectives on entrepreneurship and explores the entrepreneurial ecosystems to determine their relevance to the development of entrepreneurial spirit in Africa and among women in particular. This book expands on knowledge about the role that women play in the socio-economic development of the African continent.

The phrase "greening of the workplace" refers to the range of resources used by an organization to ensure its management and industrial processes are conducive to the adoption of workplace pro-environmental behaviors by its employees, irrespective of their position, the nature of their work or their rank within the organization. This book provides greater visibility to research into how organizations encourage their employees to take environmental considerations into account in their daily work. It examines the connections between organizational practices, individual behaviors, and environmental performance. This book will appeal to HRM scholars interested in the psychological, managerial and organizational dimensions governing the relationship between individuals and ecology.

This work critically examines diversity, discrimination, and inclusion in the English-speaking Caribbean nations, with a specific emphasis on persons with disabilities. The chapters include an evaluative analysis on the extant theoretical and empirical literature on persons with disabilities in employment, exploring the nature of their disability, the role of information technology in gaining and retaining employment, and an analysis of the laws and relevant policies which prohibit the discrimination against persons with disabilities in the Caribbean region. Though the enactment of legislation outlawing the discrimination of persons with disabilities is not widespread in the Caribbean, a few select territories have taken positive steps towards recognition of the need to achieve inclusion of persons with disabilities and accept the diversity of the Caribbean populace. After exploring the general state of disability and discrimination in the Caribbean region, the authors analyze workplace accommodations provided to persons with disability, particularly as relations to IT and assistive devices, before focusing on workplace stigmas related to mental health disability and employment law. In addition to literature-based analyses, the book includes qualitative case studies, with the goal of providing benchmarks in organizational responses to employees with disabilities. Further, the authors highlight lessons to be learned from other countries in addressing inequality in the workplace for disabled persons. With its analysis of employment as well as socio-economic and legal issues, this interdisciplinary text will serve as a useful resource in not only understanding the organizational challenges faced by persons with disabilities in the region but also the necessary legislation needed to address discriminatory practices on a wider scale.

This book investigates the preferences of young job seekers for different aspects of corporate social responsibility (CSR) in comparison to other non-CSR related employer attributes. It takes into account the potential influence of cultural and socio-economic variables and provides a differentiated global perspective. In its first part the book gives an overview about the impact of CSR on employer attractiveness and explains the factors that potentially influence CSR preferences of young job seekers all over the world. In a second part the research design is outlined and employer related preferences of 4783 graduates and students coming from 22 countries across the globe are discussed. In the third part, research results are presented for different cultural clusters. The most important criteria for employer choice of respondents are reflected against the socio-economic background and against the characteristics of CSR of the countries in question. Finally, the results are summarized and implications for global employer branding are derived.

This timely professional development guide reveals what it takes to recruit-and retain-quality talent by providing smart hiring techniques for interviewing, assessing, and screening applicants. One of the most important jobs of any manager is hiring the right people. Even in organizations with a human resources department, the final hiring decision often falls on a manager who has never been trained in effectively assessing a candidate's character or skill set. Additionally, the interview process itself is fraught with legal pitfalls, making this seemingly simple task one that could become costly and problematic if mishandled. This book teaches the critical techniques for selecting the right person for the job and the strategies that eliminate expensive hiring mistakes. Hire Smart and Keep 'Em: How to Interview Strategically Using POINT lays out a proven method-the POINT process-for recruiting and retaining high quality employees. A renowned business coach, Joan C. Curtis illustrates how interviews can be strategically conducted, demonstrates how illegal interview situations can be avoided, and explains how the latest technology can be implemented to make the whole process go smoothly. Examples of real interviews, with analysis using the POINT selection process End-of-chapter exercises and assessments for practice Techniques for conducting strategic interviews that are in compliance with legal restrictions Methods for recruiting in online communities

The current volume, the fourth in the series, provides a broad look at the meaning and understanding of diversity and inclusion in organizations. The contributors to this book look toward the future of D&I in organizations and the scholarship of these phenomena. This future focus references not only the content of the chapters-- which we hoped would offer new ideas, emphases, theories, and predictions-- but also to the contributors, emerging scholars who are the future of the field. Indeed, the chapters in this volume offer new perspectives on diversity in organizations, problematize existing perceptions and practices, and offer potential directions for change. Together, the questions and ideas offered these chapters generate a path forward for a thoughtful and nuanced view of D&I in future organizational science. In spite and because of their critiques of the status quo, the scholars and scholarship highlighted here provide hope for positive change.

Workplace mistreatment is a burgeoning topic of interest, with the majority of workers having experienced it in some form. This book explores workplace ostracism and its negative effects on employee and organizational outcomes, such as employee attitudes, behaviors, and well-being. This edited volume defines workplace ostracism and examines how to differentiate ostracism from other type of workplace mistreatment, such as workplace incivility and interpersonal conflict. Among the questions it seeks to answer are: 1) what are the individual, relational, and contextual factors that influence employees' workplace ostracism experiences; and 2) what constitutes ostracism in stigmatized populations, such as international students, immigrant workers, and older workers. Researchers in organizational behavior, I/O psychology, and the sociology of work will find this book to be a valuable resource.

This book provides an understanding and imaging of how a stress-free workplace might be designed and implemented in the context of the 'new normal.' Statistics show that more and more people are experiencing an increase in work-related stress, and its impact on individual psychology and well-being as well as organizational performance can be devastating. Globally, the most recent data on work-related illnesses account for 2.4 million deaths. Against this backdrop, and taking stock of how the pandemic is affecting the workplace and employee well-being, this book proposes transformations in work spaces, from implementing effective "greening" features, to more efficient technology-supported spaces. It establishes links between workplace design and creativity, happiness and productivity, confronting related issues such as generation gaps, digital interruptions, collaborative work environments and sustainability, and their respective connections with workspace environment and well-being. The book situates this discussion within a broader discussion on work and quality of life. Furthermore, the book demonstrates how several sustainable development goals might be achieved through transformed work spaces. Through an intersection between organizational psychology, well-being and quality of life studies, sociology, human resources, and ergonomics, this book is a timely examination of work-related stress in relation to work spaces that require rethinking and transformation in the throes, and wake, of the pandemic.