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.

Cultural proximity consists in shared language, codes ,and norms of communication and exchange between actors. It is generally considered important for organizations, enhancing communication and facilitation interaction between actors. In such situation, diversity is often seen as a source of richness and originality. However, high levels of proximity might create some risk, leading to lock-in and inertia, with a negative impact on the innovativeness of the organization. While the role of cultural proximity is subject to much debate within organizations studies, a comprehensive understanding of cultural proximity remains elusive. This book explores the organizational implications of the concept of cultural proximity, delving into the managerial challenges posed by diversities and similarities in culture within a business environment using different levels of analysis. The key messages of the present book, grounded on original empirical evidence, can be summarized as follows: cultural proximity is a key factor for managing innovation in present times; innovation requires a deliberate orchestration of the dichotomy between cultural proximity/cultural diversity; there are specific circumstances where proximity can be beneficial for managers and entrepreneurs. The book will be of value to researchers, academics, managers, and students in the fields of management science, human resource management, innovation studies, and organizational studies.

This impactful volume demonstrates the application and power of psychology and behavioural economics in the pursuit of quality and continuous improvement. It focusses on how the works of stalwarts such as Daniel Kahneman, Richard Thaler, Mihaly Csikszentmihalyi and many others can be used to build an organization that is known for quality products and flawless service delivery. The application of psychology and behavioural economics is still new to quality improvement, and in this book, Debashis Sarkar shares 25 lessons, featuring specific examples based on real life, that show how their application can increase the effectiveness of outcomes. Behavioural Science for Quality and Continuous Improvement: 25 Lessons from Psychology and Behavioural Economics is ideal for business improvement professionals of all hierarchies and across different functional areas and industries seeking to understand the potential of psychology and behavioural economics and their applications, as well as in training and executive development programmes and for scholars of operations management, quality management, and engineering.

The rates of medical bullying, absences by LGBT+ professionals due to lack of safety in the workplace, and subsequent suicidality for LGBT+ youth and adults are exponentially higher than for non-LGBT+ youth and adults. As a result, many LGBT+ patients and professionals are suffering needlessly, and many business leaders are unsure of what to do. This book solves that problem. Featuring real-life situations and scenarios, a glossary, and further resources, this book enables professionals in a variety of business roles to integrate foundational concepts into their everyday interactions with potential and current employees to create an overall medical workplace culture that nurtures a welcoming, inclusive, and affirming environment for all. This book can be utilized by independent readers, department teams, and entire medical corporations reading experiences. Setting out best practices and professional guidance for creating an LGBT+ inclusive medical workplace, this approachable and easy-to-follow book guides medical leaders and anyone working in a medical facility toward appropriate and proven ways to create safer working environments, update workplace policies, enhance hiring and staff retention protocols, and better support LGBT+ employees in the workplace as well as for LGBT+ patient experiences. The real-life scenarios are a unique feature of this book. While many offer information, this book is practical and requires active engagement with the material for the reader. The scenarios offer the reader the opportunity to try out the foundational knowledge they obtained in earlier chapters by giving real business place experiences that others have been challenged by. After reading the scenario, there are intentional pointed thought questions, which can be used for discussion if the book is read in groups or teams. This encourages teamwork and shared learning. Then, readers will receive guidance from America’s leading LGBT+ expert, who uses her 25+ years of experience to guide the reader as if they were receiving individualized guidance right from her to them!

The Enterprise Culture of the 1980s helped transform economies of Western Europe, but left behind a legacy of stress, both for managers and shop floor workers. The cost to business is seen in absenteeism, reduced productivity, compensation claims, health insurance and direct medical costs, which in the US cost approximately $150 billion a year. Stress related absences are about ten time more costly in the UK than all industrial relations disputes put together, and sickness absence, premature death and retirement due to alcoholism costs a staggering £2 billion a year.
The future is likely to get worse. As the pace of change increases and competition intensifies, organisations will restructure and the pressure on individual workers will increase. They can expect to feel less in control and more insecure in their work.
This major work includes a collection of good practice examples and has been drawn together in a structured way to allow clear comparisons of a number of companies in the USA and Europe, ranging from the US Air Force, to an international pharmaceutical company (Zeneca), and a high-powered international retailer (Marks and Spencer). Human resource and occupational health professionals should find this an enlightening work, full of good examples to help them create a healthy environment for their workforce.

eBook available with sample pages: 0203305647

This text addresses issues concerning the organization as a whole rather than simply focusing on the perspective of the individual manager. It reflects the modern move towards performance management as an organizational business strategy A system model of how the different parts of human resources (HR) fit together is included, with the acknowledgemnt that different contexts require different approaches. The role of the individual manager is also looked at within these contexts The text looks at the stakeholder persepective as it affects the management of people, and links human resource management policy and practice to financial results. Comparisons between different countries introduces material that recognizes that the law in this area now originates in Europe, and it is acknowledged that many managers now work for multinational companies New material on the management of stress and insecurity, and on decision making and how to involve people has been included, and information on what authority and leadership means in relation to the workforce has been added.

This unique collection sets out many of the landmark contributions to the theoretical, conceptual and critical advance of the academic subject of human resource management.

This volume explores the management concept whereby companies integrate social and environmental concerns in their business operations and in their interactions with their stakeholders. This practice also benefits the company and helps it to reach its strategic goals. This volume takes interdisciplinary and multidisciplinary perspectives to exploring a multitude of themes in CSR, including corporate social responsibility in conjunction with employee quality of life, globalization, industry sustainability, environmental accountability, academic spin-off, education, empowerment of women, corporate reputation, expenditures for CSR purposes, and more. The chapter authors consider the impacts and outcomes along with the emerging challenges of incorporating CSR in an organization's business strategy. This volume is an important academic journey into some of the most relevant yet understudied issues of today. This volume will be a valuable resource for faculty and students in business as well as for industry professionals, researchers, and others.

A discussion of the management of learning on short courses and in workshops, which may take place in a wide range of "educational" or training situations. It is particularly important that short courses have a good impact, that is, that they result in an improvement or change in some form of previous practice. Without impact, the value of short courses must be questioned.;This book cuts across the cultures of academic teaching and training and draws on Jenny Moon's experience in both fields. It offers a guide to the theory and practice of improving short courses in a wide range of situations.

During this era of continuous improvement, healthcare organizations need to be staffed by engaged, motivated, and hard-working frontline employees. As these clinical and non-clinical personnel handle most of the important tasks in any organization and are often the people who directly interact with patients and customers, it's the job of managers to oversee and motivate their staff members. Using Lean management strategies, this easy-to-read book for leaders and managers provides useful, insightful, and innovative information to help managers engage, motivate, and retain their employees during any Lean or other continuous improvement initiative.

The world is continually changing. As organizations become more diverse, the need to recognize and develop talent within others becomes more critical and more complex. Herein lies the fundamental dilemma that parties to these important relationships face. Based on a recent gathering in Amherst, the contributors of this volume attempted to help each other better understand the issues that they were facing in their own diversified mentoring relationships as mentors, proteges, or both. This volume is the result of their efforts.
Organized into three sections, the book focuses on the different types of mentoring perspectives--theoretical, empirical, and experiential. It addresses the following issues:
*"Developmental relationships"--the emerging themes and theoretical models that discuss the experiences of various ethnic populations,
*"Empirical evidence"--qualitative and quantitative research that examines the impact of diverse mentoring relationships,
*"First-hand accounts"--experiences that recount key lessons learned in various situations, including breaking the glass ceiling, among others.

Skill Wars shows how to increase productivity and profits by making investments in human capital development. It addresses the disparity between the available jobs and available workers. By education and training only 20% of all American workers can fit well into our demanding high-tech workplace. How do we train the 80%? Skill Wars defines the race between advanced technology investment and human resources investment and shows managers how to measure that investment. It introduces a Human Capital Scoreboard of seven new business management/measurement tools including a more accurate calculation of ROI (Return on Investment) for employee performance improvement programs. It also provides case studies of how quality training can deliver on more problem-solving/thinking skills. It has a foreword by Joseph Boyett, author of The Guru Guide and Workplace 2000. Skill Wars is a "basic workplace performance primer" that presents complex issues in a simple language and format that will move both business leaders and the American public to give their popular support. There are few viable alternatives. Gordon believes that, "Only at great peril can Americans continue to largely ignore the workplace as an important arena that helps structure learning for life."

Value creation is the bedrock of business. It's what sets you apart from your competition, secures long-term customers, and brings distinct meaning to your brand and your solution. Without creating a value for your business, your unique offering will be seen as just another commodity in the eyes of your target market. It's in every business leaders' vocabulary and uppermost in their overall strategy. In fact, it is considered to be the purpose o a company according to the Business Roundtable and the World Economic Forum. Many companies and leaders seek to create value but do not know how. As a result, they continuously create value and but the result is they unconsciously destroy what they've build. To create long-term value, organizations need to put in place the infrastructure, capability and relationships (tangible and intangible assets) that enable them to meet the needs of their customers and stakeholders. This book is intended to make value creation understood and used by executives and managers. The book describes value creation in its various nuances, how it arises, how it is used, and the width of value creation, from how it impacts a company and how that company can become more successful by creating value for customers. The author also provides tips for CEOs, managers, HR and other professionals on how to succeed in value creation as a long-term strategy. The author also uses numerous examples and case studies to illustrate points being made.

This book explores the enactment of technologically mediated Human Resource Management (HRM) in the gig economy from various perspectives. The gig economy offers a new form of work which is in line with the ongoing consumer desire for convenience. Also known as the online platform, on-demand or digital platform economy, the gig economy is perhaps one of the most distinctive and extreme sides of the increasingly digitalised and fragmented nature of work. This volume examines various challenges that exist between online labor platforms and human resource management in the realm of the gig economy. The chapters in this book explore issues like institutional complexity, technological supervision of gig workers, recruitment in the gig economy, quality of work and work fairness. They further illustrate the importance of gig work being incorporated within the parameters of HRM research given the existence of many activities and practices that are typically associated with HR functions within traditional organisational forms. This book will be a beneficial read for advanced students and researchers of Management, Economics, Business and Marketing. It was originally published as a special issue of The International Journal of Human Resource Management.

This compelling book explores the dimensions of social equity by asking the leading equity scholars to reflect on the responsibility for social equity and how equity can be achieved. Social equity is concerned with fairness in the development and administration of public policies. Despite its importance, there has always been an uneasiness in how equity is discussed and obtained. While we acknowledge that social equity is important, we have struggled in our efforts to achieve it. The inequities in our society and the lack of a concerted effort to address the problems have only become prominent due to the COVID-19 Pandemic and the Black Lives Matter Movement. Each of the chapters in this volume pay particular attention to how social equity can be effectively incorporated into the classroom. This book is a rare opportunity to shape the conversation about social equity and provide a venue for dialogue around the questions of what, why, and how we teach about equity. This book is an insightful resource for researchers and scholars of Politics and Public Administration. The chapters in this book were originally published in the Journal of Public Affairs Education.

Personnel Psychology (or Human Resource Management) examines individual differences and their consequences for the organization. Attention is paid to choice processes, abilities and capabilities, needs and need fulfilment, commitment, selection methods, career development, appraisal and training. The focus of personnel psychology is the satisfactory relationship between the employee and the organization, and takes in all the elements influencing this relationship ranging from the traditional area of personnel selection to recent considerations, such as conflict between client demands and government regulations, restriction of output, job evaluation practices, and industrial unrest.

Related link: Free Email Alerting
Related link: Available for Inspection

If you're one of the billions of people in the world who work for someone else, you'll definitely want to see what's inside Defective Bosses: Working for the "Dysfunctional Dozen." This how-to, how-not-to, why, and why-not tour guide is packed to the hilt with a bevy of tested and proven survival skills and coping techniques for those of you who are trapped in that daily labyrinth of mind games and self-defeating work rituals--and all because of that slightly off-center superior you have to answer to every day. You'll find twelve of the most common defects presented to you in clear and understandable terms so you can detect the defect, protect state of mind, and correct the problem before your life at the office becomes a complete wreck.Firmly grounded in psychiatric literature, Defective Bosses takes you to levels of workplace happiness that other similar publications fail to reach. In contrast to other books that lack a solid theoretical base, this comprehensive, systematic look at dysfunctional bosses takes an in-depth look at twelve of the most prevalent disorders managers and superiors inflict on their employees in the workplace, giving equal treatment to each category and providing you with equal strategies for each situation you might encounter. These and other areas will help you turn your dead-end job into a dream occupation: an overview of why we have defective bosses dealing with self-centered bosses (narcissistic, sociopathic, paranoid, and histrionic) handling controlling bosses (authoritarian, obsessive-compulsive, explosive, and passive-aggressive) living with neurotic bosses (masochistic, dependent, depressive, anxious) end-of-the-chapter quizzes to help you diagnose your own boss "I need it yesterday!" "Can you handle this for me? I've got the company lunch." "If you don't get this in, it's your job!" If these are all-too-common phrases in your workplace, then you need to make a memo to yourself to order Defective Bosses. Its thorough psychological base and examples gleaned from real-life scenarios will give you so much guidance, advice, and direction for positive change, you'll find that you're the boss when it comes to good departmental relationships and a more mutually enjoyable work environment.

Meet the demands of a competitive worldwide competitive economy. Discover the relevance of these 16 global HRD trends to your organization: * Strategy and training * Needs assessment and analysis * Performance improvement * Corporate universities * Training and delivery * Shared responsibilities * Systematic evaluation * Measuring the return on investment (ROI) * Training costs * Profit centers * Budgeting * Learning objectives * Management partnerships * Technology * Global training programs * Outsourcing Jack Phillips noticed something while consulting for organizations all over the world. He discovered that training and development departments - even though they are in different countries - experience many of the same issues and challenges. He recognized and then researched, sixteen critical global HRD trends. These sixteen noteworthy trends were formulated by surveying thirty-five organizations in various industrialized countries, as well as actually working with training and development departments across the globe. This firsthand global HRD experience verified and brought to life the trends. As a result of the author's investigation, 'HRD Trends Worldwide' outlines each HRD trend and helps you thoroughly understand them all and, more importantly, put them to good use. This text presents the survey results and explains each trend through examples and evidence. To help you work with the trends, the text provides an examination of each trend's potential impact on your training and performance improvement functions. Every HRD and training and development professional interested in meeting the demands of a competitive worldwide economy should make reading this book a priority.

Powerful self-awareness activities and real-life case studies make this new information fascinating, practical, and easy to apply to the workplace.
Seeing the world through the eyes of a person from another group is a potent process for shifting perspective and gaining multicultural people skills.

" . . . an informative, comprehensive, and practical book. It is easy to read and is a must for everyone who is seriously interested in learning about and working more effectively with diverse people. I highly recommend it."
James P. Grey, Centre for Organization Effectiveness, Inc.

Norma Carr-Ruffino is Professor of Management at San Francisco State University. Author of the bestselling book, The Promotable Woman, and a well-known lecturer, she has made presentations throughout the U.S., Europe, and Asia. She has facilitated seminars and courses in managing cultural and gender diversity since the 1970s. As an entrepreneur, she helped to found and expand a chain of food stores. Her research has focused on helping organizations successfully compete in local and global markets by utilizing the talents of a diverse range of people.
Shows how to move beyond stereotypes in order
to forge powerful relationships with all types of people
Highlights people skills that bridge differences and
build successful alliances with people from diverse backgrounds

THE RIGHT PHRASE FOR EVERY SITUATION . . . EVERY TIME

Real success is about the future, not the past. As a supervisor, you'll be most effective if you concentrate on setting goals for your employees, rather than assessing past events and behaviors.

This completely revised and updated second edition of "Perfect Phrases for Setting Performance Goals" provides hundreds of precisely worded performance goals you can put to use in virtually any situation. This handy, quick-reference guide provides effective language for: Focusing your people on the most important parts of their jobs Communicating your expectations Aligning employee goals with organizational priorities Improving productivity and morale in the workplace Reducing disagreements during performance reviews