Organisations across the private, public, and not-for-profit sectors require active Diversity, Equality and Inclusion (DEI) policies and programs, and are increasingly subject to meeting legislative standards around the DEI principles of equal opportunity, anti-discrimination, and human rights. Bringing together more than 20 insightful contributions from a diverse range of researchers, this dynamic Field Guide examines the theories, practices, and policies of diversity management. Reflective of its purpose to illustrate the breadth of DEI research, the Field Guide features a diversity of perspectives from early career and postgraduate researchers through to established scholars. Chapters cover a broad spectrum of personal demographics linked to DEI, exploring age, gender, disability, sexuality, and migrant status throughout both advanced and emerging economies, as well as analysing how the intersectionality of individual factors may reinforce advantage and disadvantage. Expansive and innovative, the book expertly integrates empirical case studies with cutting-edge research processes. The broad scope of research field approaches, methods, and tips featured in this Field Guide will be of significant interest to undergraduate and postgraduate students of human resources management and development. Researchers from business, NGOs, and the public sector will also receive critical insights on diversity management in a range of national and micro-organisational contexts.

This Handbook of Research Methods in Careers serves as a comprehensive guide to the methodologies that researchers use in career scholarship. Presenting detailed overviews of methodologies, contributors offer numerous actionable best practices, realistic previews, and cautionary tales based on their vast collective experience of research in the discipline. Chapters showcase diverse and interdisciplinary approaches to studying careers across the spectrum of quantitative, qualitative, and mixed methods. Providing an in-depth illustration of established methods and current trends in careers research, this Handbook brings together top international authors to discuss the opportunities and limitations of both design and analysis choices. Offering cutting-edge methods from established and emerging experts, this Handbook is crucial reading for scholars at all levels who are currently studying, or wish to study, careers. It will also be useful for institutions coordinating large research projects on careers, as well as consultants and organizational psychologists providing research support for employee development.

Why do professionals keep attending face-to-face industry gatherings when digitization offers cheap, fast and time-saving technological solutions for professional interactions? This book sets out to explain such a phenomenon by analysing the reasons why professionals go to professional events, the role of events on individual careers and the way events can be instrumental in structuring emerging professions and (re)affirming stable, shared professional identities. Showcasing original research on the role of events in the structuration of careers and professions, this book focuses on professional events as a lens to analyse the transformations of professional worlds. It highlights the explanatory effect of career stage on event participation and use and the way events craft sociability to strengthen professions and careers. Different economic sectors are explored including new business lines, such as transmedia, Fab Labs and TV show and globalizing sectors, such as, business representation, fine dining and international trade exhibitions. Mature economic sectors such as craft fairs, film festivals and the events sector itself are also analysed. Providing an empirical and multidisciplinary approach to professional events and a diversity of case studies, this book will be an ideal read for sociologists interested in business, human resources and organization.

This title offers insights and specific practical advice on how to restore equilibrium to a system continually rocked by the forces of change, effectively manage the many HR functions in the school, recruit, select and manage the best people for both state and non-subsidised school posts and prevent conflict in the school from escalating, or manage it positively and creatively.

The new world of work is characterised by increased globalisation, digitalisation and virtualisation, as well as the continuous emergence of Fourth Industrial Revolution (4IR or Industry 4.0) technologies. These aspects have irrevocably transformed the world of work, placing increased emphasis on HR professionals to be effective change agents. The role of HR professionals is likely to become more pronounced in the future. Given the numerous challenges South Africa faces within the context of the Fourth Industrial Revolution, the aim of this book is to provide a South Africa perspective on human resource management (HRM) within the new world of work.

Human Resource Management 11e is a comprehensive introductory textbook for undergraduate students. The textbook focuses on the core responsibilities of human resource management and how this function is central to the success of an organisation. The content reflects the main theories and processes and how these can be applied in an organisation to give it a competitive advantage.

This book considers what work and retirement mean for older women, how each is experienced, and how working fits with other facets of their lives. The authors draw on data collected from women themselves, employers, industry stakeholders and older workers' advocates, to explore older women's experiences of work and retirement against a backdrop of current policy efforts to extend working lives in response to ageing societies. Contrary to common representations of the situation of older workers, the data reveal how workplaces can be seen as relatively benign, and retirement viewed positively. It contributes to academic debate regarding identity, purpose and meaning in later life, identifying challenges for work-focused public policy. Students and scholars of human resource management, sociology, gerontology and social policy will appreciate the extension of understanding older women's life course trajectories that the book offers. Public policy-makers will benefit from the different representations of older women in the book, and the identification of where they would benefit from policy changes.

Bullying, harassment and other unacceptable workplace behaviors pose significant problems for organizations. This exploration of the issue notes that factors from within the organization may help determine who and why some individuals become targets and others become bullies. The authors explore different types of behaviors where managers and management, as well as employees, are the problem. Each chapter has anecdotes scattered throughout and contains a 'mini-case,' review questions, 'action' items, and two longer cases, all based on actual events. The authors present a unique framework (V-REEL (R)) to assist individuals and organizations in analyzing the organization's environment in an effort to eradicate the negative behavior forces that contribute to bad behavior. In addition, they have included a glossary of important terms, a bibliography of useful references, a survey that may be used to assess conditions in the organization, and a listing of organizations that provide information or assistance. These various pedagogical tools enable the book to be used by human resource professionals, managers, employees, and academics as individuals or in groups to both avoid and eradicate bullying and harassment at work.

Icebreakers and Energisers for Effective Training contains over 60 highly practical activities for anyone wanting to enlivening their training, engage training delegates and make their training as effective as possible. It is packed full of ideas, hints and tips to ensure that training doesn't become repetitive and stale, and each tool is directly linked to learning. Activities cover a whole range of topics including ice breakers, motivators and remotivators, reinforcements, introductions, group bonding exercises and testing learning and support each stage of a training course, from opening to testing and reinforcing learning at the end. They can be adapted to any type of training course and are guaranteed to reinvigorate any trainer's repertoire, ensuring that training is always fresh and effective.

Managing expatriates and other 'traditional' internationally mobile workers is a significant part of many academic programmes and the focus of some specialist ones. But we cannot answer the big questions about working internationally if we exclude from our teaching people who do not fit into our usual conceptions and assumptions about who it is that organisations employ. Written by two of the most frequently published authors in the field, this is the only textbook to specialise in all the widely-accepted types of international work such as high-status expatriation, international business travel, short-term project work, and international commuting, while also covering the management of low-status expatriates, qualified immigrants, economic and low-skilled migrants, and refugees. Topics include cost effective global HRM, value and return on investment, localisation, home- and host-based compensation, talent management, human rights, safety and security, and duty of care - all examined from the differing perspectives of organisational practitioners and international workers and their families. In nine clear chapters, this book covers everything that a teacher or student of expatriation and global mobility needs to know, with each chapter written specifically as a primer for teaching sessions. Chapters are research-led and data driven, outlining current research on the topic. Included for each chapter are learning objectives, chapter summaries, key theories, detailed reference lists, additional reading lists, high-quality diagrams and tables, class activities, and reflective questions suitable for exam preparation. Supplemented with consulting reports and surveys that are highly applicable to (working) MBA students, this is the ideal textbook for any contemporary course in expatriate management or international HRM needing to take it to the next level.

Thoroughly revised and updated to include contemporary terms that have gained importance such as furlough, unconscious bias, platform work, and Great Resignation, this second edition of the Encyclopedia of Human Resource Management is an authoritative and comprehensive reference resource comprising almost 400 entries on core HR areas and concepts. Bringing together more than 200 international authorities on HRM and HR, the Encyclopedia presents an accessible and condensed overview of key HR topics, spanning from absenteeism and big data to whistleblowing and zero-hour contracts. Entries vary from singular concepts such as homeworking, equality, and digitalisation; to organisational behaviour terms such as organisational culture and job satisfaction; and broader management terms such as strategy and management development. Each entry provides a selected list of references and suggestions for further reading to enable the reader to gain a deeper awareness of the topic. An authoritative reference text, this dynamic Encyclopedia will be of immense value to undergraduate and postgraduate students, academic researchers, and HR practitioners and policy specialists looking for a succinct and expert summary of key HR concepts. Key Features: Almost 400 entries Organised alphabetically for ease of reference Cross-referenced to facilitate further reading Extensively updated to include new and popular terms

In today's increasingly complex global workplace, it is vital for organisations to have a sound HR function that can implement strategy internationally. The International Human Resource Management toolkit is an essential one stop resource, which provides all HR practitioners and those HR professionals and consultants with international responsibilities with the skills and understanding needed to meet their business's global demands. International Human Resource Management takes the reader step by step through everything they need to know and the skills they need to have. You will obtain a sound understanding of the link between global strategy and an international HRM framework, analyse your organisation's current international HR structure, develop models to manage talent globally, and learn how to harmonise your strategy across borders. Fully customizable to the needs of your business, this toolkit is packed full of print and online tools, exercises and resources on the core aspects of Human Resource Management essentials for all international practitioners. About the Series: The HR Toolkits provide complete sets of customizable, printable resources to facilitate in-house training and development workshops and strategy design. Supplied as both ring binders and electronic files, and consisting of modules which can be used individually or combined for more extended programmes, the toolkits include ready-made practical exercises, handouts, discussion questions and more to upskill employees.

A comprehensive, up-to-date and relevant communication text which engages readers through both a theoretical and an applied lens. Blends technological awareness and ability with basic communication skills and practices. Provides numerous examples as well as video clips. Aimed at students and employees, including those at executive management level.

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This thoroughly revised second edition presents up-to-date analysis from various academic streams and disciplines that illuminate our understanding of employee voice from a range of different perspectives. This wide-ranging Handbook demonstrates that research on employee voice has gone beyond union and non-union voices to build a wider and deeper knowledge base. Exploring the previously under-represented paradigm of the organizational behaviour approach, new chapters take account of a broader conceptualization of employee voice. Written by expert contributors, this Handbook explores the meaning and impact of employee voice for various stakeholders and considers the ways in which these actors engage with voice processes such as collective bargaining, individual processes, mutual gains, task-based voice and grievance procedures. This comprehensive Handbook will enable the reader to engage with the debates surrounding employee voice and help to extend our overall understanding of what goes on in workplaces at the heart of modern economies. This second edition of the Handbook of Research on Employee Voice will be a vital resource for academics and students researching human resource management, organizational behaviour and employment relations, while its forward-thinking approach will also appeal to policy makers, employers and union officials. Contributors include: M.M.C. Allen, A.C. Avgar, A. Barnes, M. Barry, C. Benassi, J. Benders, C.T. Brinsfield, A. Bryson, J.W. Budd, C. Casey, J. Chan, S. Chillas, N. Cullinane, T. Dobbins, V. Doellgast, J. Donaghey, T. Dundon, M. Edwards, R. Freeman, R. Gomez, J.A. Gruman, B. Harley, J. Harmer, E. Heery, P. Holland, J.A. Ingvaldsen, M. Irfan, S. Johnstone, S. Kaine, S. Kalfa, B.E. Kaufman, K. Kenny, B. Klaas, T. Kretschmer, D. Lewin, A.A. Luchak, M.M. Lucio, C. MacMillan, A. Marks, M.G. Menendez, P. Mowbray, K.R. Murphy, W. Nienhuser, D. O Shea, G. Patmore, D.M. Pohler, S. Procter, A. Pyman, A.M. Saks, S. Sekwao, P. Strom, J. Syed, L. Thornthwaite, K. Townsend, W. Vandekerckhov, A. Wilkinson, S. Williams, P. Willman

Spanning five continents, this cutting-edge book provides a thorough international overview of equality, diversity and inclusion at work. Analysing the demographics of the workplace and the economic outcomes achieved by different segments of the population, it offers readers a better understanding of diverse work environments and how they are influenced by legislation and populations. Grounded in theoretical and legal frameworks and supported by primary and secondary research, the Research Handbook highlights which dimensions of diversity and equality at work should be addressed. Chapters cover topics such as gender inequality and the underrepresentation of women in managerial positions, non-discrimination employment legislation, the labour participation of persons with disabilities and more. Focusing on previously under-researched countries across the world, from Bosnia and Herzegovina and Chile to Lebanon, Morocco, Singapore and several others from the Global South, this Research Handbook offers a fresh perspective on key issues within the workplace. This Research Handbook will be key reading for academics and graduate students in management, industrial relations, public policy and sociology looking to develop their knowledge of equality, diversity and inclusion in an organisational context and in under-researched countries. It will also be of great benefit to policy makers and employers in government, civil society and the private sector who wish to increase diversity and improve their equality and inclusion policies and practices in the workplace.

In this extensively revised fourth edition textbook, authors Vladimir Pucik, Ingmar Bjoerkman, Paul Evans and Gunter Stahl take a people management and organizational perspective on the complex issues involved in successfully managing today's multinational firms. Taking account of contemporary business challenges of digitalization, inclusion, and sustainability, The Global Challenge explores how international strategies are executed through people management. Key Features: Practical examples from leading and emerging multinational firms from around the world Connected yet self-contained chapters to be used as teaching material in courses and programs Critical insights provided by a team of scholars with extensive teaching, research, and consulting experience worldwide Focus on topical issues such as mechanisms of cross-border control and coordination, virtual work and collaboration, diversity and inclusion, management of knowledge and innovation, and the role of people management in tackling societal problems and global sustainability challenges Balancing thoroughly updated case studies with the latest academic research, this cutting-edge fourth edition textbook will be an invaluable resource for students enrolled in MBA, EMBA, and Master's programs worldwide. Executives, managers, and HR professionals in multinational companies will also benefit from its examination of challenges and contradictions that firms confront when operating across borders.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This insightful Research Agenda considers the current state of research into workplace stress and wellbeing and maps an innovative programme for future investigation that can advance understanding of the interrelationships between work and wellbeing. Bringing together international contributors to outline the field, the book examines the various costs and impacts of workplace stress on employers and employees. Chapters address key features of the workplace that influence employee wellbeing, including technology use, leadership, work-family relationships and aggression, as well as the unique contemporary effects of Covid-19 on wellbeing. Identifying both substantive and methodological questions that remain unanswered, the book considers the benefits of intervention strategies that are designed to enhance individual wellbeing in the workplace. Offering a unique picture of the field, this timely book is crucial reading for researchers and graduate students focused on work and wellbeing who are looking for new and innovative avenues for research. Managers and other practitioners will also benefit from its practical insights into the challenges posed by workplace stress and the potential strategies for managing stress.

In this timely book, Barbara Czarniawska and Bernward Joerges examine the hopes and fears around work and job security inspired by automation, from the original coining of the term 'robot' to the present day media fascination. Have these hopes and fears changed or do they remain the same? This discerning book investigates whether these changes in perception correlate to actual changes taking place in the field of robotics. Exploring several streams of popular culture, including ground-breaking science fiction novels and films, the impact of these globally renowned works on public opinion regarding robotics is assessed. Detailed media analysis identifies the frequency and complexity of common views that stem from the ideas found in both fiction and scientific research results disseminated by the news. Recent social science works dedicated to the study of robotziation are then reviewed, illustrating current and future debates surrounding the phenomenon of the 'robot revolution'. Robotization of Work? will be a key resource for students and scholars studying the organization of work, IT and digitalization, and cultural studies. It will also be of interest to anyone engaged with the concepts of artificial intelligence (AI) and robotization.

This Handbook on Diversity and Inclusion Indices critically examines many of the popular and frequently cited indices related to diversity, equity and inclusion (DEI) benchmarking and progress tracking. The goal is to provide a better understanding of the indices' construction, strengths and weaknesses, intended applications, contribution to research and progress towards diversity and equity goals. The editors include detailed reviews of 23 DEI indices including broader, more general measures as well as those that focus on a particular aspect of diversity (e.g., gender, religion). Included are indices that measure diversity, equity, and/or inclusion at organizational, national, and regional levels. The Handbook unpacks this wide range of indices to meet the needs of researchers, public policy makers, and general consumers of information.

Based on 20 years of research, this book lays out a proven and tested method for reaching the goal of employee happiness, analyzing individuals' communication patterns, and making them self-aware by mirroring their behaviour back to them in a privacy-respecting way. In doing so, Peter A. Gloor introduces artificial intelligence-based methods to identify personality, moral values, and ethics of individuals based on their body language and interaction with others. In this book readers will: understand the basic concepts of groupflow - when teams collaborate at their best through intrinsic motivation and positive stress learn how to use artificial intelligence (AI), machine learning (ML) and social network analysis (SNA) to analyze communication by tracking emotions, social networks, morals, and tribes successfully use virtual mirroring to create entangled teams that work together in collaborative innovation networks (COINs) synchronized and in harmony for superior performance understand how to implement virtual mirroring using these technologies. Groundbreaking and innovative, Happimetrics will be an invaluable resource for scholars and students in the fields of business analytics, information systems and organizational innovation. It will also be useful for HR professionals and AI developers who are looking to use predictive analytics to measure workforce performance.