This contributed volume explores and reveals the new developments, dynamics and recommendations for entrepreneurship education in the Middle East and North Africa (MENA) region. Presenting papers by respected experts in the field, it shares essential insights on the status quo of entrepreneurial education and training programs, the characteristics and motivations of early stage entrepreneurs, and the regional framework conditions in MENA. The book closes with a bibliometric perspective on the trends in the entrepreneurship research and education being developed in MENA.

Empathy, diversity, inclusion, and soft skills are key building blocks of an innovative workforce challenged to respond to the ever growing needs of the COVID-19 -era. Organizations that value Diversity & Inclusion are looking for ways to manage the shift of workers and skills from the traditional based manufacturing concept to the 21st century vision incorporating new technology and tools. Creativity and innovation grows from the skills that differentiate humans, emphasizing a diverse workforce. This project looks at next steps, using diversity and inclusion in an efficient manner, discovering and training new skill sets, and building sustainability into the creative process. This book offers both academic and practitioner the highlights of best practices of successful companies in the 'New Normal' conditions caused by the worldwide pandemic. The focus is practical, applied and interdisciplinary. This book provides professionals who want to improve their understanding of innovation relevant research to help organizations navigate the changing competitive global environment. It also is ideal for professors, librarians, researchers, scholars, practitioners, senior executives, leaders and managers, and HR professionals.

This book studies the motivation of crowdworkers to find out how to attract more people and reach a higher quality of outcomes. The book first proposes a taxonomy for studying the motivation of crowdworkers including the potential influencing factors, different types of motivation, and possible consequences and outcomes related to the motivation. Next, the CWMS questionnaire, an instrument for measuring the underlying motivation of crowdworkers is developed. It considers different dimensions of motivation suggested by the Self-Determination Theory of motivation which is a well-established and empirically validated psychological theory used in various domains. This instrument can be used to study the effect of platform and user characteristics on the general motivation of crowdworkers. Later, the task-specific motivation of crowdworkers is studied in detail: Influencing factors are investigated, subjective methods for measuring them are evaluated, a model for predicting worker's decision on taking a task is proposed, the relative importance of different factors for two populations of crowdworkers is studied, and finally, a model for predicting the expected workload (as one of the major influencing factors) given the task design is proposed.

What are the secrets of all great leaders-the individuals who effortlessly persuade and gain the confidence of others? This book offers actionable, practical advice, explaining ten pivotal ways for leaders to foster and engender trust. Trust in the leaders of organizations-whether large or small, for-profit or non-profit, government or private-is of critical importance. Highlighting the centrality of trust to leadership, Inspiring Trust: Strategies for Effective Leadership presents ten proven methods that will enable readers to quickly gain the trust of those they lead. Written by a management consultant who has studied a wide variety of organizations, the book presents the author's findings from observing and working with some of America's best enterprises. The author explains how effective leadership involves enrolling and enfranchising others, which only occurs as a result of trusting the leader's competence and character; and offers specific practical advice on what to do to enhance trust-as well as what not to do. The chapters outline in detail specific techniques that have proved effective for getting others "on board" with a leader's vision, mission, goals, strategies, and tactics. The text also explains the five key drivers of high performance and the five core dimensions of interpersonal effectiveness. Aimed at aspiring managers of any age, this book explains how to move potential followers from superficial compliance to genuine alignment, resulting in internalization of the executive, manager, or supervisor's vision, mission, and goals. Identifies exactly what good leaders do in order to persuade and gain the confidence of their followers Explains why effective leadership requires much more than brains and drive alone Covers which decision-making mode to use under what circumstances as well as when to rely on analysis and when to rely on intuition Supplies leadership advice for specific situations, such as how to ask for feedback that provides actionable information rather than flattery or reassurance, and ways to persuade others to make sacrifices they might not otherwise make Provides ten illuminating profiles of the characteristics of good and bad leaders

Renowned professors Frank Horwitz and Pawan Budhwar have assembled a group of distinguished scholars from all over the world to contribute to the Handbook of Human Resource Management in Emerging Markets. The Handbook provides a comprehensive and well-researched overview of a topic area of increasing importance. Regardless of whether you are a student or a practicing manager, this volume will provide you with insights into a broad range of human resource management issues in emerging markets.' - Ingmar Bjoerkman, Aalto University School of Business, Finland'In light of the growing economic power of emerging markets, Horwitz and Budhwar's edited book of readings on human resource management in these countries is both timely and topical. A must read for all practitioners and researchers who seek to gain a better understanding of a comprehensive range of topics/issues pertaining to human resource management in these markets.' - Rosalie L. Tung, The Ming & Stella Wong Professor of International Business, Simon Fraser University, Canada 'The editors and contributors are leading authorities; they offer us fundamental insights into HRM in an increasingly important range of countries. This Handbook is essential for all of those interested in emerging markets.- Professor Greg Bamber, Monash University, Australia; co-editor, International & Comparative Employment Relations The economic growth of emerging markets has been unparalleled in recent history, accounting for 50 per cent of global economic output. Despite this reality, this much-needed Handbook is the first contemporary book on human resource management (HRM) research and practice in emerging markets. World-leading emerging markets scholars, Frank Horwitz and Pawan Budhwar, bring together a diverse set of key HRM themes, including talent management, global careers and employee engagement, in contributions from 40 leading experts from across the world. Wide-ranging and path-breaking, this Handbook addresses thematic issues of rapid growth, diversity, complexity and volatility in emerging market environments at a global level. Based on leading-edge research and practice in more than 20 emerging markets, this book explores the remarkable intricacy of emerging markets, their differing socio-economic and political trajectories as well as the exciting and challenging critical policy and human resource practice choices that these create. The editors' strategic aim is to identify future HRM challenges and how these are addressed, particularly by rapidly growing multinational companies (MNCs) from emerging markets as well as by MNCs investing directly in these markets. Horwitz and Budhwar's unique collection will appeal to students, scholars and policymakers interested in international and comparative HRM, employment relations and business. Contributors include: A. Ardichvili, B. Arora, S.E. Beijer, J. Bonache, C. Brewster, D.R. Briscoe, J. Briscoe, P. Budhwar, F.L. Cooke, M. Cseh, A. Davila, Y.A. Debrah, M. Dickmann, K.M. Dirani, F. du Plessis, Y. du Plessis, F.Y.A. Ellis, M.M. Elvira, E. Farndale, J. Gammelgaard, R. Haq, F. Horwitz, T. Jackson, C. Kelliher, S.E. Khilji, R. Kumar, W. Mayrhofer, A. McDonnell, M.J. Morley, S.M. Nkomo, N. Nyathi, R.B. Nyuur, E. Parry, C. Paz-Aparicio, H. Ruel, R.S. Schuler, H. Scullion, Y. Shen, S. Singh, A. Skuza, V. Srinivasan, J. Storey, M. Thite, J. Unite, A. Varma, G. Wood, E. Zavyalova

With nearly 48 percent of all U.S. undergraduates attending community and technical colleges, the two-year sector is an integral part of our nation's higher education system and a vital part of our nation's future. The need for effective faculty evaluation and professional development within two-year colleges stems partly from the size of this sector and also from the diversity of its program offerings and its student body. Miller and his co-authors bring timely, authoritative, and practical material to two audiences in this rapidly growing field of education: first, teachers who have permanent appointments but could use professional development and improvement; and, second, the already large and still growing number of part-time instructors who could use more evaluating and improving. This book is intended to be a direct assistance for these groups as well as to administrators who must make personal decisions.

This professional book is for human resource managers and staff development officers of two-year colleges. A greater emphasis needs to be placed on human resource management, according to Miller and his co-authors, that will result in better personnel decision making.

A team of interdisciplinary experts provides an up-to-date review of current theories, empirical research, and management strategies that will help organizations address workplace bullying through both prevention and intervention. Workplace bullying is a serious issue that can lead to anxiety, depression, substance abuse, absenteeism, sleep disturbances, and post-traumatic stress syndrome. This book has a simple goal: to help employers see bullying-and stop it. It does that by providing organizations with best practices, management strategies for bullying prevention, and protocols for investigating bullying complaints. Part I of the book overviews workplace bullying, discussing incidence, psychological dimensions, and explanatory models. It looks at reasons bullies do what they do, at the difference between a tough boss and a bully, and at the cost of bullying for organizations. Equally important are the book's insights into the impact of bullying on employees. Everyday problems of employees targeted by bullies at work are illustrated, including the resulting psychological distress that can lead to suicide. Part II of the work focuses on prevention and coping and on legislation that protects employees, including Title VII of the 1964 Civil Rights Act. Finally, to help both employers and employees, the book offers sample anti-bully policies and bully awareness training programs, and also lists organizations concerned with workplace bullying. Takes a lifespan developmental approach to understanding workplace bullying Offers specific recommendations for preventing workplace bullying Shares and addresses real-life stories Provides sample policies and investigation formats Features chapters written by noted scholars, human resource professionals, psychologists, and attorneys

This volume presents current research on gender studies in the specific context of the knowledge economy. Featuring contributions from the 2017 Annual Ipazia, the Scientific Observatory for Gender Studies Workshop on Gender, this book investigates gender issues and female entrepreneurship from social, economic, corporate, organizational, and management perspectives, with particular emphasis on advancing the understanding of gender in business and economic research. The post-industrial knowledge economy is characterized by an emphasis on human capital as the real engine of sustainable growth and development. With women comprising an increasing share of the global workforce, gender studies play a central role in exploring and understanding the attitudes and skills of women in business and their impact on economic and social development. Gender inequality in public and private contexts is decreasing due to an increase of women in leadership roles in business, the expansion and diversity of females in education, and a larger presence of women in policymaking roles. Ipazia, the Scientific Observatory for Gender Studies, aims to define an updated framework of research, service and projects on women and gender relations to highlight the evolution of gender in business and economics. This volume features contributions on female-owned family business, gender diversity in organizations, gender capital, and immigration from the 2017 Ipazia workshop.

A new set of major changes is reshaping the economy and creating challenges that are testing the mettle and talents of organizations and their employees. Unless organizations and their employees develop the requisite skills they need to cope with these challenges, many will become casualties of their own deficiencies. "Keys to Employee Success in Coming Decades" seeks to prepare employees for future success in an increasingly demanding and competitive global environment. Sims, Veres, and their contributors are careful to focus on what employees at different levels in the organization will need to do to be successful in the twenty-first century.

Mastery of the knowledge, skills, attitudes, and behaviors discussed by the contributors in this book will lead to enhanced employee performance as the new decade approaches. The requirements for new employees or the redesigned employees is quickly changing. The organizations of tomorrow will expect employees who understand the importance of success; who welcome change and accept it, master it, and deliberately cause it. They are also employees who are proactive innovators, who confront constraints and the limitations on actions that they impose, who take risks and who continue to develop themselves professionally, technically, and personally. Written clearly, concisely, and with a minimum of academic jargon, the book will be important reading for specialists in human resource management, training and development, and others with critical responsibilities throughout the organization.

A practical guide to balancing current and future staffing needs in a volatile economy. When the economy was booming, it was hard to find good people. Winning the talent war was a popular phrase, and those individuals with the right stuff could command hefty salaries and perks. When the economy crumbled, the headhunters were sent packing. Today, companies are starting to hire again, but instead of recruiting a group of fifty, they're hiring five. They're outsourcing and hiring temps. They're replacing lost staff rather than expanding. They're relying on reduced HR department sand in-house managers and staff to make critical staffing decisions. In this environment, good people are hard to find; the top performers are staying where they are, and it's the weak and marginal performers that make up most of the available talent pool. Talent Balancing draws from the author's 35 years in the field to present a fresh and practical approach to recruiting in today's volatile and uncertain environment. training, this book will help you navigate organisational politics, analyse current and future staffing needs, and execute a successful plan. Whether you are ramping up a new team or department or filling a temporary spot. Talent Balancing provides a wealth of insights and tools to ensure that your organisation meets both immediate and long-term goals. It introduces the concept of talent balancing - recruiting and hiring that balances both current and future needs; taps into timely trends, such as the impact of technology and outsourcing; and can be applied by entrepreneurs and managers in established companies, as well as by recruiters.

If sound policy is to be made on the issue of marijuana in the workplace, all available empirical evidence about its impact on job performance should be utilized in the decision process. Although a substantial amount of relevant research has been done, the results published in journals in widely divergent fields, are not easily summarized and present no single, simple message for decision makers. Schwenk and Rhodes offer a unique review of this complex body of work and challenge the many highly publicized but scientifically unsound mythical numbers touted as supporting various policy options. The authors provide a clear and objective presentation to managers on how to evaluate the evidence for themselves and make sound decisions for their own organizations. Scrupulously unbiased in its choice of material, the book will be an essential resource for organizational and public policy makers, and for university students and their teachers.

The effect of marijuana on job performance has been widely accepted as harmful--but is it? Congress thought so, and in 1988, used productivity losses which it attributed to marijuana and other drugs to justify passage of legislation initiating a mandate for a drug-free workplace. Additional legislation expanding this mandate followed and a high percentage of large corporations and an increasing number of small businesses now expend scarce resources on anti-drug programs. Schwenk and Rhodes remain neutral in the debate over workplace drug policies, but argue that policy should be informed by empirical research on the impact of marijuana on job performance. Their book is both a challenge to the mythical numbers so often publicized as supporting a particular advocate's vested position, and a guide to both practitioners and scholars to help them evaluate the diverse body of existing evidence and the claims made by those committed to given policy positions.

Schwenk and Rhodes reprint examples of high quality research previously published in major journals in the fields of psychology, anthropology, economics and medicine. Reviewing and summarizing existing findings, the authors relate these findings to the decision situations faced by policy-makers in the private and public sectors. While the book refuses to endorse any decision outcome with regard to marijuana and the workplace, it makes strong recommendations about the DEGREESIprocesses DEGREESR that should be used in selecting those outcomes. It provides guidelines for evaluating policy-relevant social scientific evidence and discusses the role such evidence can and should play in policy-making. The book shows that contrary to widely held beliefs, very little evidence that the substance has a consistent negative effect on worker productivity. Though social science does not show that resources devoted to creating a drug-free workplace are likely to pay off economically, the authors stress that the implications of this fact for corporate and government decisions are not cut and dried, but depend on the decision rules and the policy goals selected by policy-makers. This book will be an essential tool for managers, scholars, and anyone trying to make sense of the complicated and confusing maze of data and arguments surrounding this divisive issue.

The purpose of this book project is to analyze why the workplace is changing so rapidly, identify the enabling factors and understand what we can do to best prepare for the future. The analysis led to four significant factors which are all fundamental to the formation of the future world of work. They are the incredible enabling technologies, changing attitudes, workforce demographics and globalization. The rapid and irreversible coalescing of these factors is creating what is referred to in the book as, ""The Virtual World of Work or VWOW."" The book covers the changing workplace from the 1960s through to the present, and then looks to see what is emerging next and provides predictions for the future workplace. To assist the readers in tracking their progress, the book provides a segmentation of this time frame into four distinct stages. Each stage is identified by the capabilities specific to the majority of the worker force in each stage. As the work force transitions from one stage to the next, the accumulated enhancements or changes to who, how, where and when tasks are completed is explored.The book project introduces some original thinking and combines this with the knowledge and expertise from the leaders in this new field. The book is organized around five basic questions concerning the virtual world of work. The questions are: What is the Virtual World of Work? What Factors have Enabled the Virtual World of Work? Will the Virtual World of Work Continue? How will the Virtual World Work? How to Architect the Virtual World of Work? The book covers why the change is happening and how we can better plan for the future virtual world of work. Over 25 million workers in the U.S. work from home at least a few days per month. More and more workers are joining these virtual workers daily and the amount of time worked out of the traditional office is growing even more rapidly. There are literally millions of people who need the information in this book.

Each new generation of upcoming professionals requires different strategies for effective management within the workforce. In order to promote a cohesive and productive environment, managers must take steps to better understand their employees. The Handbook of Research on Human Resources Strategies for the New Millennial Workforce is an authoritative reference source for the latest scholarly research on theoretical frameworks and applications for the management of millennials entering the professional realm. Focusing on methods and practices to enhance organizational performance and culture, this book is ideally designed for managers, professionals, upper-level students, and researchers in the fields of human resource and strategic management.

Improving the performance of your employees involves one of the hardest challenges in the known universe: changing the way they think. In constant demand as a coach, speaker, and consultant to companies around the world, David Rock has proven that the secret to leading people (and living and working with them) is found in the space between their ears. "If people are being paid to think," he writes, "isn't it time the business world found out what the thing doing the work, the brain, is all about?" Supported by the latest groundbreaking research, "Quiet Leadership" provides a brain-based approach that will help busy leaders, executives, and managers improve their own and their colleagues' performance. Rock offers a practical, six-step guide to making permanent workplace performance change by unleashing higher productivity, new levels of morale, and greater job satisfaction.

A simple yet comprehensive framework for hiring exceptional people and tying the hiring decision into the purpose and work of the organization. In clear-cut terms, the authors guide the reader through the procedures and sequences for applying the right hiring tools in the right ways for the right tasks.

Rising life expectancy has led to the growth of the 'Sandwich Generation' - men and women who are caregivers to their children of varying ages as well as for one or both parents whilst still managing their own household and work responsibilities. This book considers both the strains and benefits of this position. Tackling a myriad of issues such as gender, parents and parents-in-law, ethnic differences, residential status, and developing changes in the caregiving relationship such as Alzheimer's or dementia, this book highlights the complexities of the caregiving relationship. Key chapters also address potential benefits including improved relationships, skill set development and generously giving to another. Expert contributors use examples to illustrate the need for organizations to address increases in caregiving among their employees and develop supportive policies and initiatives. They further show that there is a need at the country level to integrate employees, communities, employers, businesses and levels of government to deal with this increasing trend. This timely book will prove an indispensible reference for academics and students interested in the sandwich generation, caregiving and health. Its practical approach will also benefit human resource management professionals, managers dealing with sandwiched employees and health administrators at various levels of government. Contributors include: R. Attieh, S. Austen, R. Burke, L. Calvano, C.E. Greaves, T. Jefferson, N.L. Jimmieson, A.H. Kim, S. LoboPrabhu, N. Mandell, A. Mitra, V. Molinari, A. Ollier-Malterre, R. Ong, S.L. Parker, A.H. Prokos, J. Reid Keene, C. Reinicke, C.W. Rudolph, R. Sharp, P. Ulmanen, S.I. White Means, T. Yamashita, H. Zacher

"As the Division President for a major homebuilder that had his division close unexpectedly, it was a real shock to be back interviewing. Reading Secrets from a Body Broker was perfect timing for me. I cannot express how much the advice, and insight has helped me master my interviewing techniques, as a hiring manager and a job seeker. The book was a true reality check and changed my whole approach to interviewing. I utilized Suzanne's suggestions on my very next interviews. I now have multiple offers and I owe it all to her."

Gary Chronister

President

New Homes Development

"Great information A quick read, solid, frank and to the point. This is a great tool for any manager and also very useful information for anyone seeking new employment."

Dan Armstrong

Director of Purchasing

DR Horton

"No matter whether you are hiring or looking to get hired, Suzanne shares the kind of insight we all need to get it right "

Michael Gerald

Land Development Manager

Centex Homes A one stop education and an absolute must for all those who hire employees or seek employment themselves. Good solid information, easy to understand and implement. I would recommend this book for all professionals who find themselves involved in either side of the hiring process.

Gary C. Williams

Vice President, Project Management

SunCal Companies

Can you imagine how rewarding it would be, each day, to truly enjoy going to work? Most people spend the better part of their waking hours in jobs they do not enjoy. The happiest, most productive employees are those who have either found a job they truly enjoy, or found ways to make their current jobs more enjoyable. If we can get more pleasure and satisfaction from our work time, it would immeasurably improve the quality ofour lives. For more than 30 years, authors Joan Goldsmith and Kenneth Cloke have worked with teams and employers to create positive work environments in which communication between all levels is respectful, creativity is encouraged and people are acknowledged and supported. Thank God It's Monday provides real-world examples and exercises to stimulate employees and employers into creating better work lives. Thank God It's Monday identifies 14 core values that will make any work more stimulating and satisfying, including: Inclusion of everyone; Celebration of diversity; Open and honest communication; Risk taking; Opportunities for personal growth; Thank God It's Monday will be valuable to employees seeking to increase satisfaction in their current jobs, displaced employees searching for the work situations that are best for them, and employers and organizational leaders looking to keep their best employees by creating energetic and vibrant workplaces. Thank God It's Monday provides scores of ready-to-use activities, worksheets and exercises that will help transform the workplace into a second home that everyone wants to return to each day.

In our increasingly competitive, uncertain, complex world marketplace, multinational companies, unions, and governments must rethink and adjust their human resource strategies and legislative policies again and again. Cooke and the contributors to this wide ranging volume provide case studies and original analyses of present and coming human resource issues and problems. Offering a balanced, objective understanding of what they are, they thus succeed in giving HR executives and public policymakers a way to devise more creative and workable coping strategies. Among the book's major points: MNCs usually underestimate the influence that differences in industrial relations systems, workplace cultures, and local resistance to certain HR policies can all have on their operations. Unions too often fail to develop effective transnational and inter-union strategies to better serve their memberships in other countries and cultures. And public policy makers are torn between policies meant to respond to a need for workplace efficiency, against other policies meant to promote worker equity. The book addresses these and other issues hitherto explored minimally or not at all and provides analytical, practical insights that have long-term generalizability and applicability. Unique in its depth of ideas representing a vast range of expertise, the book is a compelling addition to the literature on human resource management, and a necessary resource for executives at all levals in all types of global organizations.

The contributors examine, first, the foreign direct investment configuration strategies of multinationals, then the transnational diffusion of human resource and labor relations strategies. Among the topics they cover are, how MNCs choose to diffuse the policies of the domestic parent company into their foreign subsidiaries, or how they decide to adopt policies and practices that originate in the host countries. They take up the issues of organized labor's generally diminishing relative power in a rapidly changing global workplace, then focus on transnational collective bargaining strategies and sociopolitical action. Finally, by recognizing recent multilateral agreements governing workplaces across borders, the contributors are able to assess the European Union Directive on transnational works councils and the labor aspects and agreements of NAFTA.