Disputes between peers as well as between supervisors-subordinates happen numerous times a week in the corporate environment. Although the win-win concept is the ideal orientation, the notion that there can only be one winner is constantly being reinforced in some cultures. This kind of mentality can be destructive when communicating with different cultural groups by creating barriers in negotiation, resolution, and compromise; it can also lead the "loser" to feel mediocre. When the win-win orientation is absent in negotiation, different responses to conflict may be observed. Strategic Approaches for Conflict Resolution in Organizations: Emerging Research and Opportunities provides emerging research on approaches for conflict resolution in organizations whereby it is possible to establish congenial ambiences in different organizations, leading to better outcomes and performance. Featuring coverage on a broad range of topics such as organizational change, leaderships roles, and organizational change, this book is ideally designed for managers, human resources officials, executives, researchers, scholars, professors, industry professionals, and students interested in the current research behind the reduction, elimination, and termination of all forms of organizational conflict.

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.

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.

Offering a critical assessment of the main conceptual debates concerning labour management partnership and cooperation at the workplace, this book evaluates the search for positive employment relations in five countries. The provision of collective employee representation, normally through trade unions, is central to most definitions of labour management partnership, and the aim is to develop collaborative relationships between unions, employers and employee representatives for the benefit all parties. While traditionally associated with employment relations in the coordinated market economies of the continental European nations, partnership approaches have attracted increasing attention in recent decades in the liberal market economies of the UK, Ireland, USA, Australia and New Zealand. Developing Positive Employment Relations assesses the conceptual debates, reviews the employment relations context in each of these countries, and provides workplace case studies of the dynamics of partnership at the enterprise level.

Conversation: the heartbeat of our organisations. Right now, we're at risk of losing the art of doing it well. We need to radically change how we talk to each other, to create workplaces where people feel they belong and can thrive. This book will help you understand how to grow your conversational wisdom to create more inclusive and collaborative environments and to make work more meaningful. Conversations carry the greatest potential to impact culture, performance, brand, and engagement. Yet conversation is an under-rated and under-developed skill. Emily Cosgrove and Sara Hope have spent the last 25 years helping people and organisations strengthen human connection through the power of conversation. Drawing on their experience of working with organisations from global jewellers to charities, professional services to B-Corporations, they share a wealth of tips, tools, stories, and case studies. Written in a style that is easy to understand, they offer advice on how to get the best out of conversations and get underneath some of the challenges we all face. This is essential reading for learning and development experts, people leaders, coaches and mentors, and HR managers.

This book provides an overview and analysis of the key publications and authors in the study of supply chain management since its inauguration in the 1980s. Reviewing 1699 published research works and case studies, it is the first to combine and analyse publication data and citations in order to assess the most popular topics and authors, and their effect on the discipline's development. Identifying key scholars and articles throughout supply chain management, the author explores research themes such as the emphasis on sustainability and the environment post-financial crisis, as well as a growing interest in food supply chain case studies. New approaches are identified to increase the number of cases which can be put towards building future research projects.

The main objective of this book is to provide students, scholars, and practitioners a detailed background on the human resource management (HRM) practices in Mexico. This book provides ten distinguishing chapters that focuses on the core functions of HRM in Mexico. The book took almost a year (Oct 2013 to Aug 2014) to complete. Scholarly and institutional databases were diligently searched for relevant articles for each chapter. This book has 27 tables that provide important information on key current concepts. There are two appendices providing valuable information on Mexican staffing practices. This edition has a new chapter that has live interviews with four professionals who have relevant experience in Mexico. There is paucity in obtaining consolidated information on Mexican HRM practices. This book addresses this dearth in the international management literature by providing individual chapters on the different HRM practices adopted in Mexico. This book will be beneficial for practitioners also as each chapter provides an implication section for business leaders.

This title aims to increase awareness about the specific circumstances of LGBT (lesbian, gay, bisexual, and transgender) diversity. Based on a wide array of literature, it provides a global vision of this reality, explaining the evolution of homosexuality during history and reasons why it has been considered a sin, an illness and a crime.

The broad field of employment relations is diverse and complex and is under constant development and reinvention. This Research Handbook discusses fundamental theories and approaches to work and employment relations, and their connection to broader political and societal changes occurring throughout the world. It provides comprehensive coverage of work and employment relations theory and practice. This up-to-date research compendium has drawn together a range of international authors from diverse disciplinary backgrounds. There are chapters from labor historians, theoreticians, more mainstream industrial relations scholars, sociologists, organizational psychologists, geographers, policy advisors, economists and lawyers. At the heart of each chapter is the notion that the world of work and employment relations has changed substantially since the halcyon days of IR, throughout the Dunlop Era of the 1950s. However many areas of enquiry remain, and more questions have developed with society and technology. This Handbook reflects this view. As the field of study and practice continues to evolve throughout the twenty-first century - what lessons have we learned from the past and what can we expect in the future? Academics and postgraduate students researching industrial relations, human resource management, employment relations, industrial sociology and sociology of work will find this important resource invaluable.

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.

The United States labor force is examined in detail in this comprehensive study. The history and current makeup of the workforce is revealed and issues and trends are investigated. Theory and analysis are blended with demographics to provide the reader with a solid overview of the current state of the American worker and his or her environment. Competing views are offered on diverse issues such as unions, welfare, and health care. Where helpful, economic and labor theory is explained and applied to give the book scholarly rigor along with readability and practical information. The viewpoint remains focused on a broad view of manpower. As such, emphasis is not on theoretical analysis but on description, historical trends, statistics on present conditions, and explanations.

The book begins with a discussion of the development of the workforce, the impact of immigration, the rise of nontraditional work arrangements, the underground economy, and demographics. Basic vocabulary and concepts are presented and explained to give the reader the tools necessary to analyze the topics presented in the latter parts of the book. Education is examined in part two. Competing views on the U.S. educational system and the value of education in an economic sense are discussed as are the choices open to non-college graduates. Career choices, unions, wage determination, and women and minority issues are considered in later chapters. Aspects of unemployment are explored in part seven. The book concludes with a look at the government's role in the workforce, including welfare, social insurance, and health care and shows how these programs impact both employer and worker behavior. This book is a great resource for executives, human resource professionals, researchers, policy makers, and students.

A practical book that takes the reader through the stages of reflective learning for them to apply the method themselves. Increasingly academic programmes are offering experiential learning (as opposed to weighty academic theory) and developing a mature approach to reflection is a fundamental part of the learning process, which this book provides. Takes the reader through the different reflective preferences in a clear and practical way, using templates to aid implementation.

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.

From recognition to treatment to prevention, this outstanding guide offers techniques and programs specifically tailored to assist the alcoholic, the gambler, the emotionally disturbed, and the maritally, legally, or financially distressed, among others. In addition, experts also show how to establish programs in retirement planning, leisure counseling, wellness, career planning, dual career counseling, and outplacement counseling. Providing realistic and practical assistance, they show precisely how to incorporate employee counseling and assistance into strategic management planning and identify potential legal and risk problems created by employees in need.

Despite recent high GDP growth rates, Vietnam remains a developing country in need of developing human resources (HR) of both genders. This can be done through education, workplace training, corporate social responsibility, policies for gender equality, support for entrepreneurship, and other practices and policies. Yet, national human resource development (NHRD) is a relatively new concept in Vietnam. This edited volume highlights the importance of HR, HRD, and NHRD, enabling Vietnam to experience sustainable growth and become a modern industrial country. It examines the positive changes effected by HRD considering Vietnam's unique historical, political, economic, and cultural contexts. This book offers scholars and practitioners an indigenous HRD approach and discusses implications for future research and practices. Winner of the 2021 R. Wayne Pace Book Award

Managers are repeatedly confronted by the need to decide whether a proposed non-technical program purporting to improve their operations should be accepted or not. This book will put involved personnel on surer footing in reaching decisions on proposed programs. It updates major information concerning pre-appraisal procedure, brings it together, and focuses on the purpose of preappraisal programs. In its review of research and experiential indications, the volume can provide a better understanding of what influences employee productivity and satisfaction.

THE NEW AND UPDATED EDITION OF THE CLASSIC WORK ON DISRUPTIVE HR. THE WAY WE WORK IS CHANGING FAST, AND TRADITIONAL HR IS NO LONGER FIT FOR PURPOSE. Equipping our organizations to meet today's demands requires something very different. This book provides HR professionals with: a compelling case for changing HR practical people solutions for a disrupted world strategies to make the changes they need ways to equip HR with the right capabilities and mindset Lucy Adams is a 'recovering HR Director'. Having held Board-level HR roles in major organizations, she is now on a mission to change outdated HR practices for good.

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.

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."

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

How can managers effectively deal with difficult and troublesome employee behaviors in order to enhance productivity and employee morale? The authors answer this question by discussing an array of common disruptive behaviors. These include insubordination, theft, substance abuse, absenteeism, interpersonal conduct, horseplay, assault, fighting, smoking, gambling, sleeping, and appearance problems. The authors present the major principles managers need to follow when taking disciplinary action, describe several broad areas of empolyment law, and lay out the steps a manager should follow when using a progressive penalty system.

When discussing each topic, the authors provide managers with essential background information as well as relevant court cases and arbitrator decisions. They give examples of actual company policies and spell out specific recommendations and steps to follow when confronted with disruptive behavior. This blend of information will allow managers in a variety of work settings to solve behavior problems and avoid the pitfalls often associated with taking disciplinary actions.

This book breaks new ground in human resource management through focusing on specific themes written by a range of European experts drawing on a common survey. As such it is a major progression from previous texts that lack a coherent, cross-national database. Representing a truly collaborative European project, it includes themes such as flexibility, training and development, industrial relations, regional aspects and the problems of organising and undertaking comparative human resource management research.