The changing dynamics of business worldwide have led organizations to look beyond traditional managerial practices while at the same time attempting to retain their core competitive advantages. This development has called upon academicians and practitioners alike to reassess the different aspects of business management such as macroeconomic variables, the nature of the market, the changing features of the workplace, the new work ethos, and/or employer-employee exchanges. In this context, the book provides essential insights on industry innovations, academic advances and policy movements with regard to recovering markets in India and around the globe. The individual papers highlight potential avenues that could allow industry to better understand and respond to the global crisis. The book collects research papers presented at the Global Conference on Managing in Recovering Markets (GCMRM), held in March 2014. Seven international and 120 national business schools and management universities were represented at the conference, the first in a series of 13 planned under the GCMRM agenda for 2014 17. The book includes more than 30 research papers chosen from a pool of 118 presented at the conference, all of which have undergone a rigorous blind review process."

A thorough examination of philosophical and legal issues, "Affirmative Action and Principles of Justice" systematically explores a vitally important yet complicated and confounding subject. Affirmative action is also an emotionally loaded area of experience and one that is difficult to assess because of the strong sentiments that arise among individuals confronting the issue.

The book is divided into five sections: the first defines the principles of justice involved and delineates the issues; the second presents a legislative history of Title VII from early civil rights efforts through Kennedy's proposals on the subject, the Reagan EEOC, and Title VII and the Supreme Court; a third chapter scrutinizes early Title VII employment discrimination case law, defining discrimination and considering goals and quotas; a fourth chapter reviews landmark affirmative action cases and provides an overview of the state of affirmative action case law. The concluding chapter addresses affirmative action, policymaking, and statutory interpretation by surveying the legislative history of Title VII of the Civil Rights Act of 1964, as well as early Title VII employment discrimination cases, and probing the philosophical basis of affirmative action. A must-read study for legal and legislative historians, students and scholars of the affirmative action process in the United States, policymakers, legislators, and practicing attorneys.

This edited volume explores the influence of role modelling as a process in the workplace; in particular, whether it can aid career development, offer psycho-social support, and provide the motivation and means to achieve goals. Chapters examine whether the dynamics of personal identification and self-belief can affect the way that role models are chosen, placing emphasis on geographical diversity and cultural aspects. By including studies of gender and followership in both American and Indian settings, the scholars and practitioners who contribute to this collection outline key aspects of role modelling, and its effect as a developmental tool in the workplace, from the perspective of the individual and organisations. This book is a valuable resource for academics interested in organisations, management, and diversity, as well as practitioners and policy-makers involved in leadership programmes, who will find its collection of both theoretical and empirical findings extremely useful.

Acknowledging its growth in the professional field, the author takes a look at how the basics of mentoring can be established, examining techniques used to encourage success and how corporations can utilise the process to promote improved performance and job satisfaction among employees.

In the midst of climate change, responsible business practices and ecological modernization become essential tools for the promotion of sustainability. Due to the current level of demand for eco-friendly products and services, there is a need for green training and green human resource development to support green creativity and eco-innovation for sustainability. By incorporating green initiatives into human resource practices, organizations can maintain a positive impact on the environment. With a full understanding of sustainable business practices, positive impacts on the environmental management field become easier to produce. Human Resource Management Practices for Promoting Sustainability is a pivotal reference source that explores the incorporation of green initiatives into all aspects of human resource management practices in a variety of industries. The book delivers a discussion on green human capital, collective green intelligence, and competencies that are essential to cope with the challenges in Industry 4.0. It also provides a basis for green recruitment and selection processes as a way of promoting pro-environmental behavior in the labor markets. While highlighting a broad range of topics including employee relations, knowledge management, and recruitment, this book is ideally designed for executives, entrepreneurs, human resource managers, academicians, researchers, and students. The book is also suitable for conventional and corporate universities looking to meet sustainable development goals as well as policymakers as it provides a guideline in designing and implementing green creativity and eco-innovation based on a wide range of global issues confronting sustainability in the Fourth Industrial Revolution.

This volume of Eurasian Studies in Business and Economics focuses on latest results from entrepreneurship and SME research, Human Resources, along with a focus on the Tourism industry. The first part deals with topics ranging from entrepreneurial intentions, social entrepreneurship and technological entrepreneurship to EU policies such as the 7th Framework program. Bridging the themes, the second part on Human Resources and General Management deals with human capital issues, labor force education, employer branding and aligning HR practices to knowledge management outcomes. The third part in particular concentrates on the tourism industry in exploring innovative marketing strategies, WEB 2.0 Challenges, tourism product innovation, and success in international markets.

Explores the transformations that have taken place in Japanese workplaces since the dawn of the new millennium in terms of management practices, particularly in the areas of Human Resource Management and organizational culture. The author empirically assesses the effectiveness of the new approaches introduced by Japanese companies.

The human resources department performs an indispensable function for companies large and small. It's not the battlefield viewed by some, but is an integral part of any business. In "The Dynamics of Human Resources," author Yasser Al Salman uses his own experiences as an HR executive to provide a focused look at human resource variables and the role of HR staff.

Human resource functions have changed considerably in the last twenty years; the functions of the department have evolved with the changing economic times. In "The Dynamics of Human Resources," Yasser identifies these changes and discusses the important facets of a human resource department. This guide provides a non-academic look at how to: Hire the best candidates Retain the best employees Build trust between management and employees Train and instruct employees Distinguish a great employee from a good employee Establish and protect the organization's values "The Dynamics of Human Resources" supplies the necessary details to manage a successful HR department which involves hiring the best employees and sustaining and retaining the high-performing employees. It demonstrates how a position in human resources can be a rewarding career.

This book presents many innovative approaches to reducing poverty through business commitment involvement, and leadership. Some of these approaches may look promising now at their current level of success but will turn out to be limited in their scalability or in their ability to sustain themselves and endure over time. However, all of them offer fruitful grounds for inquiry and learning. It is our intention that sharing the learning from these projects and initiatives from around the world will be useful to others committed to assisting the poor in escaping from poverty - especially by bringing the poor into productive business activities. It is also our intention that these experiences stimulate ideas for new directions that build upon and go beyond the rich variety of projects and successes described by the authors in this book. The book supports C K. Prahalad's work made available in a number of ways including his very influential book The Fortune at the Bottom ofthe Pyramid: Eradicating Poverty through Profits (Wharton, 2004). Prahalad's work has called attention to creative ways to think about the question ofpoverty and how it might be reduced and eventually eliminated.He suggests ways. ofthinking and acting that break many ofthe traditional rigidities that occur in how we think about markets and business practices. Although one theme ofPrahalad's work relates to the benefits of marketing to the poor by supplying products better fitting the needs of low income individuals and groups, his work also emphasizes ways in which the poor can produce innovatively conceived and designed products for themselves and for others. This emphasis on enabling the poor to become productive is also presented forcefhuly in Craig and Peter Wilson' s, Make Poverty Business: IncreaSe Profits and Reduce Risks by Engaging with the Poor Greenleaf 2OQ6. Like Drucker, they see the real challenge to be helping the poor find work that is productive and sustainable. One of their contributions is their emphasis on the importance of creating access to credit and insurance as an important part of enabling people to achieve productive livelihoods.

Ability and skill are important, but they are not everything. Equally important is how you communicate yourself--your competencies and achievements--to others. Teacher and consultant Richard Picardi takes a long, thoughtful look at the things we all need to understand in order to allow our ideas to be heard and understood in today's noisy, hotly competitive organizations. He covers not just the skills of putting your ideas, recommendations, and analyses in writing, but also the other way in which effective communication is accomplished: nonverbally. He shows you the internal and external roadblocks to effective communication and how to break through them.

In Part I, Picardi analyzes the nature of verbal and nonverbal communication. He shows how to recognize and remove internal and external barriers to effective communication and create messages that get the results you want. He then focuses on the specific goals of business communication, showing how the concept of change interacts with all forms of communication--in fact, how change is implicit in them. Picardi lays out the elements of organization that are essential in creating reader-based messages, then explains how to compose the clear, forceful sentences and paragraphs to express them. Later, in Part III, he presents his system of text boxes, showing how to write typical business memos and letters, using direct and indirect patterns of writing to demonstrate different types of messages you want to communicate, and ends with a systematic method to revise and improve upon first drafts. He goes on to apply the principles of reader-based communication, effective organization, and clear expression to proposal and report writing. He shows how proposals differ from reports and how to write both effectively. For training and development specialists, the book provides the material you need to teach these skills to others.

This book provides a fundamental and practical introduction to Enterprise Engineering, demonstrating how to employ this approach to map the essence of an organization at the core level of internal cooperation. It then explains how, based on these insights, organizations can benefit from opportunities for improvement that would have otherwise gone unnoticed. Further, the book explains how to adapt the structure of an organization to the needs of its management and offers valuable tools for improving and perfecting it, along with guidelines on implementing profound and sustainable organizational changes. The examples and cases it presents show an increase in efficiency of up to 70% and increases in productivity and sales performance of more than 40%, once the flaws in an organization's structure have been identified and resolved.

Human resources management (HRM) has evolved in the last few years as a result of such factors as outsourcing, work-life balance issues, globalization, increasing proportion of older workers, generational differences, etc. As such, it is imperative to revisit past views and perspectives on methods and practices in HRM in order to ensure that best procedures are being utilized. Cases on Critical Practices for Modern and Future Human Resources Management offers teaching cases from the corporate, public, and educational sectors that present critical reviews of different aspects of HRM, its origin, role and responsibilities, functions, and the future of HRM in the context of changing patterns of work, society, and the world. It functions as a resource that will spur future HR personnel to become more ethically conscious managers and citizens. Highlighting important topics that include employee wellbeing, recruitment, and retention, this book is ideal for human resources managers, organization development consultants, small and medium enterprises, non-profit organizations, professionals, academicians, researchers, and students

Talent has become the most important resource for organizations across a wide range of sectors throughout the world including business, non-profit, and government. These organizations are now engaged in an increasingly fierce competition to acquire the best talent as they seek to gain the upper hand in today's fast changing environment. By combining the body of knowledge on entrepreneurship and talent management from a global perspective, this book provides a synthesized understanding of entrepreneurial mobility and talent management in the entrepreneurship and innovation ecosystem.The expert contributors combine empirical evidence and case studies to provide a nuanced understanding of global talent management from an international comparative perspective. The topics discussed include China's return migration and its impact on Chinese development, local engagement and transformation of Chinese communities in England, and reverse migration from the US to China. Furthermore, from a comparative perspective, contributors examine global talent and entrepreneurial mobility in the contexts of Silicon Valley, European university spin-off practices and entrepreneurial ecosystems in France, Italy, and South Korea, respectively. Scholars and students in entrepreneurship and talent management will find the scope for future research useful in their work. Entrepreneurs, managers, and policymakers will benefit from the examination of global perspectives and different national contexts. Contributors include: D. Assimakopoulos, D. Baglieri, Z. Chen, M.C. Cinici, L. Daily, T. Duan, T. Fang, W. Hou, A. Isaak, R. Isaak, K.W. Jensen, K-.C. Kim, X. Liu, D. Mavridis, M.L. Miao, A. Moore, Y.M. Myint, T. Petrin, F. Qin, S. Rezaei, T. Schott, F. Sussan, M. Tsouri, H. Wang, B. Wu, W. Zhang, J. Zybura

This book focuses on crisis management in software development which includes forecasting, responding and adaptive engineering models, methods, patterns and practices. It helps the stakeholders in understanding and identifying the key technology, business and human factors that may result in a software production crisis. These factors are particularly important for the enterprise-scale applications, typically considered very complex in managerial and technological aspects and therefore, specifically addressed by the discipline of software engineering. Therefore, this book throws light on the crisis responsive, resilient methodologies and practices; therewith, it also focuses on their evolutionary changes and the resulting benefits.

Modern workplaces are following a strong trend of increasing flexible working practices and approaches, offering more flexibility in working times, working places, work organization, and work relations as the result of new information and communication technologies. This book brings together a group of internationally recognized experts in the field of flexible work to examine the psychological and social implications of these practices, describing the current state of research and empirically-based practices in this field. It focuses on organizational, job, and individual factors related to the quality of working life, and identifies potential risk groups where the benefits of flexible work are suppressed or not realized. Ideal for organizations implementing or considering implementing flexible work, for professionals and researchers in work and organizational psychology, and for HR professionals, this volume is an invaluable overview of rapidly changing work norms and their impact on working life.

This book adds to the discussion from Volume 1 by providing insights and stimulating new thinking about the changing nature of services and marketing, service work and workers, and service experiences during and after the COVID-19 pandemic in 2020, particularly focusing on services marketing. This book serves as a useful resource for business practitioners and academics in the areas of service management and marketing responses during a pandemic. Each chapter deals with specific current issues within these industries due to COVID-19 and issues that will come up post-pandemic. As COVID-19 is expected to change the service practice and promote the utilization of novel methods, such as untact marketing, untact service, telecommuting, alternative work arrangements, job crafting, and new work skills, a range of examples and cases are provided to elaborate on applying these emerging new concepts within the service sector.

This guide is designed for systems researchers - emerging and seasoned - searching for holistic approaches of inquiry into complexity, which the Systems Sciences provide. The authors share insight into the foundations of research that are not only systematic in terms of rigor, but systemic in perspective, analysis, design, development, implementation, reporting, and evaluation. This guide also explores researcher competencies necessary to conduct sound systems research. Researchers using this guide will gain understanding of what distinguishes systems research from other types of research and why it is important in research today.

A satisfactory and healthy integration of work with other life domains is one of the key challenges of modern society. Work-life balance and work-life integration have become focal points of today's human resource management practice and theory. Professionals who have been described as "extreme workers" regarding their work hours and engagement are under particular pressure to balance work and "the rest of life."

This collection maps the increasingly extensive discussion of work-life issues for professionals and discusses key aspects in depth. What is work-life integration? What are the specific challenges for professionals? How do they manage their blurred work-life boundaries? How can companies intervene? Internationally leading authors discuss antecedents and individual and organizational outcomes of work-life integration, gender-specific perspectives and challenges as well as the use and usefulness of corporate work-life balance initiatives. In five sections distinguished researchers from across the world present experiences and research findings to provide a compendium of academic and applied research on the work-life integration of professionals. Cutting-edge research and novel theoretical perspectives make this collection a source of knowledge and inspiration for academic and business audiences interested in work-life integration issues in general and in the case of professionals in particular.

This book identifies a major threat to the productivity, profitability, and competitiveness of American business. This threat is the deteriorating relationship between managers and employees in the face of repeated downsizing, cost-cutting, and demands to accomplish more with fewer resources. Stress brings out dysfunctional, abusive behavior in managers, and a form of generic harassment results. Emily S. Bassman creates a vision of the antithesis of an abusive environment: one that is enpowering, where fair treatment is lived out in daily practices, where employees choose to exert discretionary effort, creating a peak performance culture. In creating this vision, the author applies principles from Total Quality Management to human relationships in the workplace, especially to those between managers and subordinates. The unique contribution is putting W.E. Deming's quality principles into behavioral terms based on psychology and learning theory. The author effectively documents that a transformation of how employees are treated is necessary, and not primarily to increase employee satisfaction. Rather, the primary reason to use these principles is to create the conditions whereby every employee can reach their full potential, thereby maximizing their contribution to the business and achieving transformational, rather than incremental improvements in productivity.

Bassman begins by mapping out the problem-defining and describing the various forms of abuse that surface in organizations, and clarifying how employee victims of abuse behave very similarly to victims of other forms of abuse. The unique elements of employee abuse are explained in terms of the nature of power in organizations. Why we persist in self-defeating, punishing interactions is explained with reference to principles of learning, and strategies are outlined for breaking the cycle of punishment and methods of negative behavior control. The author then moves from a consideration of individual abusive relationships to institutional abuse. How employees are treated is positioned as an ethical issue, and related to aspects of corporate culture, policies, and management practices. This leads into a discussion of the impact of employee abuse on organizations. Bassman documents the costs incurred by organizations that tolerate abuse, and describes some of the corporate programs that can be used to assess the extent to which employee abuse exists in the organization. The last section of the book deals with solutions, offering guidance for senior management teams that choose to involve themselves in an assessment and cultural change effort. This book is designed to educate management and senior leadership about the issues, and provide a roadmap for change, both for leaders and managers, and for those change agents (consultants, human resource managers) who may work with them.

The use of new technologies, coupled with the fact that there is an increasing amount of work being done on-line, whether on the Internet, intranets, LANs or other networks, has made extensive employee monitoring by employers inexpensive and easy. Employers have legitimate concerns about the efficiency of their employees, of the quality of the goods or services produced, and in relation to security. Additionally, monitoring can assist in employee health and safety, help reduce or eliminate sexual, racial and other forms of harassment, reveal areas in which training is required, and reduce the potential for crime, corruption, and other illegal activities. There is rising concern about the rights of employees, especially with respect to their rights to privacy, but also, for example, with respect to questions of justice and employee autonomy and dignity, to the legitimacy of some informed consent, to respect for employees as persons, and to trust. Clearly there are conflicting rights and interests. Ways need to be found to resolve these conflicts in a manner that is fair to all. This book contributes to the debate and will point the way toward some solutions. The contributors come from a variety of disciplines, countries, and cultures, and so bring a wide range of perspectives to the issues.

It is difficult to argue with the notion that the world of work is changing. Rapidly changing technology, a fundamental sectoral shift away from manufacturing and the public sector all have major implications for the management of people and the systems of HR utilised. Working patterns have also changed during the last 30 years, so that the classic or 'old' image of work as principally male, full-time and permanent is no longer a useful guide. People are also changing. People are changing in their preferences for types of work, their involvement in unions and other collectives, and what they seek from their work and non-work experiences. However, one thing remains a constant through all this change is the requirement for the great majority of our population to work. In this book Wilkinson and Townsend bring together a team of specialists to reconsider some aspects of work, the employment relationship and organisations.

This book presents an analysis and a critical discussion on performance management systems. It seeks to advance the current state of knowledge in the subject by introducing a holistic performance management system - the loosely coupled performance management system. This new system presents a framework to leverage the systemic relationships among already established performance management mechanisms. The author contends that loosely coupled performance management systems fulfill two different objectives, namely - they assure control and foster innovation. Such a comprehensive approach to management control provides managers of economic organizations with an overarching architecture for the design, diagnosis and effective use of performance management systems.