Explore the history and practice of social work around the world This fascinating book presents a broad international survey of the development and current practices of occupational social work. Covering seven countries around the world, Global Perspectives of Occupational Social Work offers a unique cross-cultural perspective on issues of interest to social workers everywhere. From India to Ireland, issues of training, sexual harassment, and workplace health and safety are remarkably similar and intriguingly varied. Global Perspectives of Occupational Social Work describes the evolution of social work in factories and, later, in offices. When industrialization brought women into factories, owners hired nurses or governesses to guard, chaperone, and advise the young women in their employ. Since then occupational social work has sought to keep a balance between the interests of management and workers. In addition to discussing history and professional development, Global Perspectives of Occupational Social Work reveals the way professionals like you handle the same situations you face every day, including: the shift toward privatization corporate restructuring and downsizing developing alcohol and substance abuse interventions creating employee assistance programs racism and sexism in the workplace HIV/AIDS and other health problems workplace violenceCovering Australia, India, Germany, Ireland, South Africa, Israel, and the US, Global Perspectives of Occupational Social Work is a major contribution to the professional literature. Not only will this book increase international awareness, it may supply you with unique perspectives and fresh strategies for solving the problems your colleagues in Jerusalem and Pretoria also face.

Contents:
1. Introduction
2. S. Tjepkema, H. ter Horst and M. Mulder Learning Organizations and HRD
2.1 Lifelong Learning, Organizational Learning and Learning-Oriented Organizations
2.2 Human Resource Development in Learning-Oriented Organizations
2.3 A European Outlook on HRD? Comparison with US and Japan
3. S. Tjepkema Methodology
3.1Case Study Design and Realization
3.2 Survey Design and Realization
4. D. Buyens and S. van Schelstraete Cases from Belgium
4.1 DVV - Insurance Company
4.2 Siemens Atea - Telecommunications Company
4.3 Alcatel Bell - Telecommunications Company
4.4 ISS - Cleaning Service Provider
4.5 Factors Influencing HRD's Role and how HRD Deals with Them
4.6 Summary and Conclusions
5. T. Vaherva and H. Woods Cases from Finland
5.1 Vaisala - Electronic Measurements Systems Manufacturing
5.2 Valmet - Paper Machinery Manufacturing
5.3 Okobank Group (Central Unit) - Financial Services
5.4 Outokumpu Zinc - Steel Production
5.5 Factors Influencing HRD's Role and how HRD Deals with Them
5.6 Summary and Conclusions
6. D. Belet Cases from France
6.1 Motorola - Semiconductors Plant
6.2 Auchan - Retail Organization
6.3 Accor Group - Hotel and Travel Service Provider
6.4 GT Group - Road Transport Firm
6.5 Factors Influencing HRD's Role and how HRD Deals with Them
6.6 Summary and Conclusions
7. K. Meinicke, R. Reinhardt, A. Buschmann and P. Pawlowsky Cases from Germany
7.1 Bosch Siemens Hausgeräte - Domestic Appliance Manufacturer
7.2 AgrEvo - Chemicals Manufacturer
7.3 Deutsche Gesellschaft für Technische Zusammenarbeit (GTZ) - Engineering Consultancy Firm
7.4 Sony Germany - Marketing, Sales and Service Organization
7.5 Factors Influencing HRD's Role and how HRD Deals with Them
7.6 Summary and Conclusions
8. M.Tomassini and A. Cavrini Cases from Italy
8.1 Barilla - Food Producer
8.2 Bayer - Chemicals Manufacturer
8.3 Lever - Cosmetics Manufacturer
8.4 Datalogic - Bar code Manufacturer
8.5 Factors Influencing HRD's Role and how HRD Deals with Them
8.6 Summary and Conclusions
9. H. ter Horst and S. Tjepkema Cases from The Netherlands
9.1 Akzo Nobel Chemicals - Chemicals Manufacturer (Salt)
9.2 Ericsson - Telecommunications Company
9.3 BAC - IT Centre of Dutch Inland Revenue Service
9.4 KIBC - Construction Company
9.5 Factors Influencing HRD's Role and how HRD Deals with Them
9.6 Summary and Conclusions
10. S. Sambrook and J. Stewart Cases from the United Kingdom
10.1 Royal Mail - Postal Services
10.2 Rolls Royce Aerospace Group - Aero Engine Manufacturing
10.3 Royal Scottish Assurance - Financial Services
10.4 Wolverhampton & Dudley Breweries - Beer Production
10.5 Factors Influencing HRD's Role and how HRD Deals with Them
10.6 Summary and Conclusions
11. S. Tjepkema Conclusions from Case Studies and Survey
11.1 Organizational Context
11.2 HRD's Envisioned Role
11.3 HRD Strategies
11.4 Influencing Factors
11.5 Summary
12. S. Sambrook and J. Stewart Reflections and Discussion
12.1 Implications
12.2 A Critical Examination of the Concepts of HRD, Learning Orientated Organizations and Lifelong Learning
12.3 Implications for Comparative and Collaborative Research
12.4 Final Thoughts

Talent Management in Small and Medium Enterprises contributes to the body of knowledge concerning talent management in small and medium enterprises. Despite the growing number of publications on talent management in recent years, research has focused mainly on large companies. As a consequence of this research bias towards large companies, the presented theoretical concepts and practices have limited applicability for talent management in small and medium enterprises (SMEs). Because SMEs constitute a significant part of the national economy in a large number of countries, many authors report the necessity to investigate talent management in such enterprises. This book will be a source of useful data for managers of SMEs and owners and provide them with information about the practices and methods concerning the acquisition, development and retention of talented employees who may contribute to the success of SMEs and the execution of business strategies. The book offers academic researchers, postgraduate students and reflective practitioners a state-of-the-art overview of Talent Management in Small and Medium Enterprises.

The purpose of this book is to awaken leaders to the unique opportunities now present in the areas typically delegated to Health & Safety. It is a strategy to utilize existing resources to fully develop and engage human potential to catapult business achievement. The confluence of COVID-19, the resulting burnout, the attention on diversity, equity and inclusion generated by the Black Lives Matter movement and the 'great resignation' which continues to create openings to fundamentally change how we address personal development, sustainable growth and social responsibility. The argument within is that the better we manage the social aspects of the organization, the better our business results. Elucidating to the reader the societal shifts of workplace culture in recent years, this text expertly analyses the importance of mental health in the workplace, whilst also explaining how management and HR departments can improve. It examines who is responsible for generating psychological safety and provides relationship strategies that will improve performance. The critiques in this text establish why it is imperative for business leaders to concentrate on how their company culture affects their employees, and whether their employees feel safe, seen and supported. The concepts and practices in this book are the ones that leaders have used across the ages to create commitment, accountability, and excellence. Managers will benefit from a deeper understanding of how these issues impact every aspect of organizational performance. This book is essential reading for executives, leaders and those interested in leadership. They could be in the C-suite, operations, health & safety and HR. It is also directly relevant to organization development and change management specialists interested in including safety within their practice.

Over the past few years the application of mentoring in business has risen steeply and more organizations than ever are seeking to utilize its power. 'Implementing Mentoring Schemes' constitutes the most comprehensive and up-to-date coverage of the design, implementation, evaluation and revitalization of mentoring schemes. Although it can be used as a practical "how-to" guide on implementing mentoring schemes, it is ultimately a book that promotes best practice, combining academic research and case studies with many years of practical experience to produce expert advice. It enables readers to fully understand mentoring and to create state-of-the-art programs. In addition, it establishes a tenable case for mentoring that will greatly assist readers in promoting programs within their organization.

A learning culture is essential to outperform the competition but how can Learning and Development (L&D) professionals achieve this? What habits do they need to develop in their workforce? Learning Habits is written by an author with over 20 years' experience using learning science to improve both business and employee outcomes. It explains to what habits are necessary for an effective learning culture and how to develop them at individual, team and organizational level. This book outlines each habit, explains what it is, why it makes a difference and how to measure it as well as providing a framework that can be used to make these habits become routine to ensure the learning sticks. Each habit is underpinned by behavioural science research and supported by practical advice, real world examples and case studies from global organizations. Learning Habits also includes checklists to track progress, a 'cue, routine, reward, reflect' model to make learning habits core to how the business operates and templates for measurement. This book is essential reading for all L&D practitioners who know that building a learning culture is crucial for individual and business success but don't know where to start.

Collaborative Learning explains how to leverage the knowledge and experience of existing employees to upskill the entire workforce. This practical guide explains what collaborative learning is, what the benefits are and why it is needed in a nimble, fast-moving business world. It also explains the science behind shared expertise and how to foster this, how collaborative learning can be used to combat low learner engagement and employee burnout as well as how collaborative learning can be used on the full employee journey from pre-boarding and onboarding through to promotion and progression. This book also explains why collaborative learning is not a top-down cascade of information from the most senior employee to the most junior. Instead it is an inclusive approach to learning across functions and teams, across hierarchies and across job titles or tenure. This book is full of expert discussion about why collaborative learning is a culture enhancer and contains advice for overcoming common obstacles when making collaborative learning part of a company's learning strategy. Packed with case studies and examples from global firms who have implemented and benefitted from collaborative learning including Google, Tesla, McDonald's, Lego, Haribo, LVMH and Mercedes, this book is for all L&D professionals who are looking to embed collaborative learning in the workplace but aren't sure where to start.

First published in 2001. Routledge is an imprint of Taylor & Francis, an informa company.

* Presents immediately applicable, easy-to-use formula created for every leader and group member to evaluate team unity - and increase team performance * Goes beyond addressing the symptoms of disunity, to provide the tools to correct the problem of a poorly performing team at its base * Introduces a methodology that has been applied to well over 100 teams with tremendous results

First published in 2001. Routledge is an imprint of Taylor & Francis, an informa company.

First published in 2001. Routledge is an imprint of Taylor & Francis, an informa company.

First published in 2001. Routledge is an imprint of Taylor & Francis, an informa company.

This design for future-ready human resources is a futurist guide to the challenges and changes lying ahead in the world of work and offers a way forward. The world of work is evolving at an exponential rate, and significant shifts are expected. COVID-19 was a warm-up lap and an accelerator of changes, but many still lie ahead. Those changes are rarely addressed in current general HR thinking. At the same time, the growing complexity is making employees and employers alike anxious about the future of work. This is an academic-grade book backed up by evidence-based trends and signals and offers pragmatic upskilling pathways. It is priceless in such an environment for forward-looking scholars and present-oriented, pragmatic industry captains and HR leaders compelled to find answers for their inevitably obsolescing, inorganically morphing workforce. The book was written by the former Director of HEC Lausanne's Executive MBA and founder of Executive Education of HEC Lausanne, with 12 years' experience in leading and designing educational programs, together with a NATO- and U.S.-awarded futurist with experience in academic teaching and executives training. This volume offers metaphors to help convey the messages, a clear structure to plan for the decade to come, and several guidelines to follow.

Business experts, business economists, and organizational psychologists agree that a specific business strategy must be chosen for a corporation to excel. Beyond the strategy, companies must have a performance measurement system that ties every aspect of the organization - from the boardroom to the factory floor - to the strategy. In their book 'Corporate Performance Management', noted authors David Wade and Ron Recardo show companies how to craft a strategic focus and create sound business strategy by using a unique and pragmatic performance-measurement system. Concepts in the book are illustrated by 'real world' case studies. It provides tools and techniques to show how to apply the concepts within an organization. David Wade is the director of performance measurement for Aetna, Inc., and the author of several business-related books and articles. Ron Recardo is the founder and managing partner of The Catalyst Consulting Group, L.L.C. The author of several articles and books, he is a frequent speaker at meetings of professional associations, trade groups, and senior executives.

'Empowerment: HR strategies for service excellence' shows managers and students the importance of empowerment as part of human resource strategy. It provides a critical perspective of this established vital management technique, identifying factors that will lead to a win: win situation for all concerned.
When successfully incorporated as part of HR strategy, empowerment can:
* enable organizations to gain commercial and competitive advantage
* become more flexible
* improve employee commitment
* use the skills of individual employees to best advantage and enhance personal capabilities.
'Empowerment: HR strategies for service excellence' uses case studies from companies such as McDonalds, TGI Fridays and Harvester Restaurants to build a picture of empowerment of service employees in context, illustrating how different forms of empowerment are employed and different working arrangements are practiced.
A well-established and proven management technique
Empowerment as a vital part of HR Strategy
International industry case studies

The book provides a fresh and distinctive perspective on one of the most important topics for CEOs and senior executives in corporations. The book provides easily accessible insights that gives voice to leaders of household-named companies from across the globe. The book is based on in-depth research that combines a highly practical approach, in-depth interviews with CEOs, executives, and headhunters in leading corporations.

Employment: A Key Idea for Business and Society introduces a topic that many of us take for granted yet is central to how we understand business and management. Most people work for the majority of their lives and in recent years, employment has become a topic of popular debate, particularly asking what the future of work could be. Much of this has focused on the role of technology and automation, as well as the growth of the gig economy and new forms of work. This book provides new ways to think about our own experiences of work and debates on employment. The book covers the history of employment, key changes to work, and a global perspective. The major debates in employment are introduced, providing theories for readers to develop their own perspectives. In particular, the book reappraises management theory, the role of workers' agency in changing work, surveys the state of current research and methods, and sketches out the key changes on the horizon for employment. This book will provide students with a critical introduction to employment, equipping them with the resources to research, understand, and rethink the topic.

Managing People Effectively in a Hybrid Workplace is designed to ensure that both aspiring and experienced people professionals are equipped with in-depth knowledge of how workplace structures are being disrupted by new technology and working models. It explores analytics and capability to provide evidence-based insights that can shape employee experiences, support adaptation to changing business conditions, navigate risk, drive workplace performance, harness collaboration and open up new possibilities for HR and the organisation. The book has been designed both as a text to support students studying HRM on university programmes and as a handbook for professionals wishing to update their knowledge in contemporary HRM. The book also supports the core and specialist knowledge and core behaviours in the CIPD Profession Map.

This set is the last of three sets of reprinted books charting the emergence, evolution and recent hegemony of international business. Each set of reprints has a separate introduction by the series editor. The first set, The Emergence of International Business 1200-1800, describes the changing patterns of international trade and technology transfer that underpinned the growth of international business over the millennium. The second set, The Evolution of International Business 1800-1945, analyses the role of information flows in the growth of international business. As the final set in the series, The Hegemony of International Business will examine the changing social and political environment in which international business has operated.

The latest volume in this influential series brings together topical and authoritative contributions from leading international professionals involved in the use of games and simulations. With contributors offering examples drawn from a wide variety of countries including the US, the UK, the Netherlands, Australia and Russia, the book provides a global perspective on a key topic.

Leaders and supervisors do not grow on trees; they must be developed. 'Developing Supervisors and Team Leaders' is a practical, how-to guide for creating leaders and supervisors.
Spanning topics from determining needs to evaluating performance, it covers all aspects of how to develop the skills, insights, and attitude to lead others.
Kirkpatrick demonstrates how to get others to share the same focus, purpose, and efforts toward improving an organization's quality of product or service. From determining needs, planning programs and training to the final evaluation, this book provides knowledge and practical tools for developing successful leaders.
Donald Kirkpatrick, Ph.D., Emeritus Professor of the University of Wisconsin, is the author of numerous books and articles on the subject of management and performance.

Explore new international economic and business trends and how your firm can benefit from them Internationalization of Companies from Developing Countries provides marketing and economic researchers and students with both theoretical and empirical insights into the motives, methods, and processes of internationalization of firms in the developing countries of Africa. Full of current facts and data, this informative book explores how government policies shape a country's strategies for global competitiveness. The book also discusses motives of internationalization, approaches to market analysis and market knowledge acquisition, and domestic and foreign interfirm relations. Informative and intelligent, Internationalization of Companies from Developing Countries offers you a unique conceptual framework for analyzing and understanding the internationalization process of successful Ghanaian firms and how these principles can be applied to other businesses in developing countries. This unique book will assist you in keeping current with the dynamics of the international market by supplying you with important guidelines and suggestions. It covers: the limitations of contemporary theories that explain the process of internationalization and export development how companies from a developing country become integrated in the global economy how governments can support the internationalization process three prototype orientations of management decisionmaking: planning orientation, action orientation, and network orientation various ways of entering and developing a foreign market the concepts of relationship and interaction as they pertain to international business, especially the relationships between government institutions and corporations Comprehensive and concise, this valuable book fills a void in the current literature about internationalization in developing countries, especially in Africa. Internationalization of Companies from Developing Countries will help you establish productive business relationships and improve the position of your company and its partners in today's global arena.

This is a book for all who are interested in organizational management philosophy or control practices as the book offers new ways of understanding the dynamics of management. By employing multiple theoretical and methodological perspectives the book provides refreshing and engaging analyses of beyond budgeting and different forms of control. This book will be a source of inspiration for researchers and practitioners by given reasoning and ideas for better understanding of the dynamics, mysteries and paradoxes of control in contemporary organizations.' - Frode Mellemvik, University of Nordland, NorwayThis timely and innovative book focuses on budgeting control and ongoing beyond budgeting trends and its consequences for the organization. Ensuring an optimal balance between individual autonomy and management control is a critical challenge for organizations operating in dynamic business environments. Too much of the former leads to chaos, and too much of the latter guarantees rigidity. This book explores the tensions that arise in seeking the best possible balance between these two dimensions. Resolving these tensions is a critical challenge for achieving competitiveness. In order to examine budgeting control and ongoing 'beyond budgeting', the book's starting point is the Beyond Budgeting movement and what it implies for a new approach to autonomy and management control. This discussion is further supplemented with a broader approach to the issue of control that spans issues such as self-control, time control, transparency as control, ethical control and cultural control. This book's innovative and explorative approach will be of interest to students at master level, scholars and senior and middle-level managers. HR departments will find it instrumental to their work and practice. Contributors: S.D. Becker, T. Bjornenak, B. Bogsnes, A. Bourmistrov, B. Catasus, B. Espedal, P.N. Gooderham, D. Johanson, K. Kaarboe, T. Malmi, M. Messner, O. Nordhaug, H. Norreklit, L.J.T. Pedersen, N. Sandalgaard, A.M. Sandvik, I. Stensaker, S. Terjesen

"Justice in the Workplace" acts as a central reference point for application of organizational justice and helps human resource managers relate the importance of justice to their work environments.
Forming much of this book's content, outcomes, processes, and interpersonal treatment are three powerful tools for building and maintaining workplace justice. In Part I these books are discussed at a theoretical level. Part II applies these theories to several issues important to both human resource management and society. And Part III looks at organizational justice in the years ahead.
Compared to the first volume, this book will appeal to practitioners and researchers in such applied areas as human resource management, industrial organizational psychology, and management.

New rules require a new game plan. More than 80% of today's workforce comprises knowledge-and service-based workers, rendering obsolete the conventional understanding of organizational performance. New work roles require new managerial skills and methods. This innovative book shows how 'new human performance specialists' can mold and construct work situations that enhance performance, productivity, and profits. The methods go beyond individual improvement and show how to create and sustain work situations that foster high levels of performance. 'Human Performance Consulting' presents a comprehensive framework for designing and implementing highly effective, results-orientated programs that improve employee performance. It gives managers and human-performance professionals proven methods for boosting any organization's workforce productivity and operational performance - and without huge capital expenditures, high-profile programs, and major upheavals. James Pepitone describes the role of the internal performance consultant and explains how these individuals can add financial value to any organization by guiding human performance improvement. Case studies and examples give you a solid foundation for identifying and diagnosing performance problems. Step-by-step instructions supply guidelines for working with existing management to make skillful changes that will improve performance and add measurable value.