'The Editors have produced a tour de force on Middle Eastern human resource management (HRM). They brought together a vast array of regional and global experts to capture all that is worth knowing. The book has an innovative contextual-country-thematic structure. It sets the scene by laying out the cultural and societal issues that shape HRM in the Middle East. There is detailed and comparative coverage of eight of the major economies, followed by a superb set of discussions of thematic issues that range from localisation to expatriation, from public sector management to privatisation, and from employee relations to talent management.' - Paul Sparrow, Lancaster University Management School, UK The Handbook of Human Resource Management in the Middle-East provides evidence-based information regarding the dynamics of HRM in this important region. The book is organized into three parts: contextual and functional issues such as societal and cultural perspectives, performance management and talent management; country specific HRM covering the GCC, Levant and North African nations; and emerging themes such as HR issues related to domestic workers, labour localisation, expatriate management, corporate social responsibility, wasta, foreign and public sector firms. This systematic analysis highlights the main forces determining HRM systems in the region. Its 23 chapters move from a general overview of HRM in the Middle-East to a research-based presentation and discussion on the current status, role and strategic importance of the HR function in a wide-range of settings, before highlighting emerging themes in HRM models and discussing future challenges for research, policy and practice. The Handbook of Human Resource Management is invaluable reading for academics and students alike, especially those interested in international and comparative human resource management. Practitioners with interest in the Middle East will appreciate its up-to-date analysis and contextualisation of HRM issues. Contributors include: F. Afiouni, K. Al-Ajmi, R. Al Amri, F.B. AL-Husan, M. Al-Jahwari, R.E. Bateman, P.S. Budhwar, N. Cornelius, B. Covarrubias Venegas, A. El Dirani, G. El-Kot, A. Elamin, A. Giangreco, A.J. Glaister, C. Guermat, E.C. Harrison, W. Harry, A. Haslberger, A. Hassi, M. Hirekhan, D. Jamali, R. Mahmoudi, K. Mellahi, D.R. Murtada, S. Nakhle, P. Namazie, Y.A. Nasief, A.M. Pahlavnejad, E. Pezet, S. Raheem, B. Ramdani, S. Sayce, S. Singh, D.P. Spicer, M. Ta Amnha, H.A. Tlaiss, O. Tregaskis, J. Vakkayil, M.F. Waxin

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.

This book examines corporate reform in Japan by focusing on corporate governance and the employment system. Contrary to a prevailing assertion of radical change, it is revealed that actual change is gradual, and a new type of Japanese firm is generated by reform with gradual change. Throughout the book, Japanese firms are seen to be evolving through gradual institutional change. Chapter 1 discusses how Japanese corporate governance changed incrementally and cumulatively to rebuild management and restore corporate performance. Chapter 2 focuses on reform in work organization and discusses how performance-related pay was introduced in tandem with corporate governance reform. It is shown that the practice of long-term employment has been maintained despite the prolonged depression and mounting pressure to shift to shareholder-oriented corporate governance. Chapter 3 investigates how Japanese firms are diversified into four types, based on whether performance-related pay is introduced and whether long-term employment is maintained. The author demonstrates that major Japanese firms reconstruct their organization as hybrid structures based on a combination of long-term employment and performance-related pay. Chapter 4 investigates how performance-related pay actually operates. It is analyzed by distinguishing the three main objectives to be attained by performance pay: succeeding in individual performance, contributing to overall organization performance, and meeting the challenge of new tasks. Finally, Chapter 5 investigates how employees react to changes in corporate governance. Using survey data, the book shows that Japanese employees approve of increasing shareholder value, regarding it as corporate value. They not only approve the monitoring of management by shareholders, but also demand a part in the monitoring. Employees seek to be engaged in corporate governance-a true challenge for a Japanese corporation.

Leaders or Boards of Directors often believe the culture of their organization is in need of change. Sometimes the organizational culture is in need of change; other times it is not. In today's global marketplace, it is important for leadership to make the right decision. There are proven success steps leaders need to follow to bring about cultural changes in their organizations. This book provides the steps and questions for leaders to address relative to whether their organizations are in need of a change. It asks leaders to consider their leadership style, to look at what other organizations have done, to set goals and timeframes, the organization's vision and mission statements - all before making a final decision about whether there is a need for changing the culture. The importance of effective communications can make the difference in whether an organization succeeds in changing. Too often leaders believe providing information about how an organization is changing is the same as communicating how and why an organization is changing. Nothing is further from reality. Followers need to understand how organizational changes will affect them personally. Because many followers are not comfortable with change, conflicts often arise. This book discusses how organizational leaders can foresee and prevent some conflicts from happening and how to deal with the conflicts that do arise. Lastly, the book outlines the steps leaders need to follow to ensure a successful change in their organizations. Too often leaders do not outline a plan of action the leads to a successful change. Without a plan of action, leaders often don't stay the course, ensuring failure of the organization.

This book concretely defines the concept of learning agility and offers a business case for why organizations of all types should concentrate on building and sustaining this approach. It provides readers with a holistic approach towards the topic, and helps leaders leverage the learning agility of individual employees to sustain a learning-agile workplace culture. Synthesizing academic research and practical approaches, this book takes leaders through ways to interview and assess potential employees for learning agility, develop and foster an environment for learning agility, and measure the results of a learning agile workplace. The authors present an innovative learning agility assessment which has been developed, tested, and implemented by clients and outline metrics which can measure the results of a learning agile workforce. This little-understood but highly advantageous approach is crucial for leaders to understand if they wish to deliver results and impact their organizations' bottom line.

Whistleblowing has become a burning issue in contemporary society. When is whistleblowing appropriate? How is it best carried out? And how should managers and employers handle the issue? This book takes a look at whistleblowing at work taking a group of key occupation -- including the Health Service, Local Government, Accountancy and Education -- and from different points of view, including those of the employer, the trade unions and the employed. A whistleblower speaks for herself; advice is given on the whistleblower's best route; and the ethical issues are weighed and the legal situation set out. This book is invaluable to those concerned with employment, personnel, and human resource management; and to all those working in whistleblowing territory.

Understanding Organizational Leadership through Ubuntu offers a creative, innovative and holistic approach to understanding organizational leadership using the principles embodied in the African philosophy of personhood known as ubuntu - or the essence of being human. Using African proverbs, folktales and indigenous concepts, the book discusses the organizational principles of ubuntu and the leadership lessons that modern organizations can learn from these principles. The principles include sharing and collective ownership of opportunities, responsibilities and challenges, the importance of people and relationships over things, participatory leadership and decision making, loyalty, reconciliation, experiential learning and knowledge management By using humorous ways that touch people's heart to communicate organizational and personal management and improvement strategies, the book demystifies organizational language while at the same time enhancing its power. It also contributes to the much-needed cross-cultural dialogue among organizations and societies. _______________________ Chiku Malunga is a consultant and author with many years experience of organizational development work among African and European NGOs. He is currently the director of Capacity Development Consultants (CADECO), an organization that promotes African- centered organizational improvement models. His books include: Understanding Organizational Sustainability through African Proverbs, Organizational Wisdom in African Proverbs, and Making Strategic Plans Work: Insights from African Indigenous Wisdom (2009). He holds a doctorate degree in Development Studies from the University of South Africa and is married with two children and is based in Malawi. He can be contacted at: [email protected] Publication date: June 2009

This book provides support to academics as well as managers, who deal with policies and strategies related to work issues. Effective work practices and good employee relations are a real necessity of nowadays organizations, as they can help to reduce absenteeism, employee turnover, and organizational costs. Instead, they support high levels of commitment, effectiveness, performance as well as productivity. The book focusses on the implications of those changes in productivity and organizations management. It explores the models, tools and processes used by organizations in order to help managers become better prepared to face the challenges and changes in work and, consequently, in the way how to manage todays' organizations.

The costs of stress and ill health to society are enormous. In recent years, there has been an increasing focus on workplace initiatives to reduce stress and improve individual resilience. This volume brings chief medical officers, leading health professionals and academics to present their views on innovations in the field of stress and health.

Is your career progressing as fast as you want it to? Do you love your job, but think you could benefit from a business school education? The Mobile MBA delivers all the knowledge you need to fast track your career.

The Mobile MBA is your portable business coach. It explains MBA skills, models and applications and shows you how to put the grand theory and big talk in to practice.

The Mobile MBAcomes complete with 11 free video "Skill-Pills," which can be downloaded to your smart phone, tablet or computer. Get access to up-to-date advice on the move so you can apply your new skills where and when you need them.

Provides an understanding of how HRM policies and practices differ across countries and how the development of management practice may be affected by different institutional and cultural contexts. Containing contributions from a range of well-respected HRM scholars across the world, this collection is based upon data from a unique research project.

This book provides a comprehensive and state-of-the-art overview of simulation development, technologies, and implementation, including real-world examples and results followed by a preview of what's on the horizon that will further revolutionize the industry. More than a handful of books have been written on the use of simulations for training purposes, but this book focuses solely on simulations in employee selection contexts (e.g., hiring, promotion), making it a truly unique and valuable resource for both practitioners and academics. The science and practice of employee selection has advanced at a steady pace over the past two or three decades. However, recent advancements in both technology and assessment methods have been the catalyst for an evolutionary leap in the use of simulations in this area.

Contributing to the debate on work performance evaluation in a time of technological transformation, this book explores the impact of digitisation on production and organisation models, as well as on the rights and interests of the stakeholders involved. As organisations down-size, merge with other companies and become decentralised, the boundaries in employer-employee-customer relationships are blurred and new models for the organisation and assessment of work performance have emerged. With these new models, innovative regulatory approaches are sorely needed. Taking an interdisciplinary approach and drawing on theoretical concepts from organisation studies, human resource management, sociology and labour economics, this all-encompassing collection is not only essential reading for academics and students, but also for policy-makers and employers who are looking for innovative and practical solutions to the challenges of modern employment relations.

Just a few years ago, the concept of job-related privacy was barely recognized by the law and virtually unknown to most employers. Under the legal doctrine of employment-at-will, the conditions of most employment were dictated by employers, and workers held their jobs at the discretion of their superiors. In the past two decades, however, numerous laws and court rulings have established the doctrine of workplace privacy: the protection of employees and job applicants from attempts by employers to learn information about them and to regulate their activities on and off the job. This book examines the multi-faceted concept of workplace privacy, helping employers and workers to appreciate each other's legal rights, and offering practical suggestions for avoiding legal pitfalls.

A number of general privacy-related issues are addressed in the volume, including how to balance employee privacy interests with business needs, what adjustments should be made in regard to illicit drugs and drug testing, and the role of computers in monitoring employees. In language stripped of as much legal jargon as possible, Jon Bible and Darien McWhirter discuss some basic aspects of our legal system and consider why employee screening attracts so much attention today. They review factors that impinge on an employer's right to screen and trace the evolution of the privacy concept from its 1890 recognition as a legal article to its current applications in the field of employment law. Finally, they explore the privacy implications of specific employment screening devices, such as AIDS, drug, and polygraph testing, as well as on-the-job surveillance and lifestyle activity interference. Extensive references are supplied at the end of each chapter, and an appendix containing the entire text of the Americans with Disabilities Act of 1990 is also included. This study of an important legal issue will be a valuable reference source for the personnel and human resource professionals in most businesses, as well as for any employees who wish to further understand this complicated subject. Students of business and employee relations will also find it to be an important resource, as will both academic and public libraries.

"The Acceptance of Human Resource Innovation," based on a survey done by the author at the Valiant Insurance Corp., examines the adoption, implementation and acceptance of workplace innovations introduced by management. The purpose of the book is to provide an understanding of the gap that exists between the stated purpose of a new human resource program and its actual achievements. The study done at the insurance company was designed to measure employee reaction to and acceptance of the following human resource innovations: quality circles, job posting, flex-time, a fitness program, flexible benefits, case rewards, an employee newsletter and a peer award. The study found that executives and managers were more accepting of these innovations than were lower level employees. "Personnel Administrator"

A practical guide for personnel managers and human resource professionals, this book examines the adoption, implementation, and acceptance of work innovations introduced by management. The study is based on an extensive survey undertaken at a major insurance company to measure employee reactions to and acceptance of eight innovations: quality circles, job posting, flextime, a fitness program, flexible benefits, cash awards, an employee newsletter, and a peer award. The author analyzes why employees tend to accept certain innovations while rejecting others and offers suggestions for encouraging employee acceptance when it is lacking.

Kossek begins with an interdisciplinary review of theory from the innovation, personnel, and organizational development literature. The following chapters describe the research design, examine critical historical events in the adoption of the innovations studied, and set forth the measures used in the human resource innovation survey which forms the basis for the book. In analyzing her results, the author looks at differences in acceptance of innovations as a function of hierarchical level, race, sex, seniority, unit differences, and the properties of the innovations themselves. Based on her results, the author offers practical guidelines for the successful implementation of new programs and innovations. An indispensable tool for human resource managers and executives, this book will also be of significant value to students and researchers in the field.

Qualified people are scarce in global business. Company-assigned expatriates used to provide needed talent but this is no longer enough. Self-initiated expatriates, a new and diverse breed of internationally mobile talent, are filling the gap. "Talent Management of Self-initiated Expatriates" is a collection of research papers which explores who these self-initiated expatriates are and what experiences they have. It answers questions such as: how or when does one become a self-initiated expatriate (SIE)? What are SIEs' motivations and characteristics? What types or sub-types of SIEs are there? What challenges are they likely to face? How do their careers and social capital develop? What is the impact of international experience on their life overall? What are the specific experiences of sub-groups such as academics or female SIEs? As traditional talent management can no longer fulfil the needs of globally operating organisations, self-initiated expatriates have become an ever more important, albeit neglected, source of the global talent flow.

Unique in the multiple approaches that it encompasses, this book includes discussions of both older and younger workers, employer and employee perspectives, generational and age diversity and international comparisons. It includes both conceptual argument and empirical research in order to provide insights into this important area.

Demographic change is one of the most crucial issues of our time. This book sheds light on the demographic implications companies face. Based on an integrated framework, the book investigates three important perspectives: An economic and social perspective helps organisations and managers better understand the basic parameters of demographic change and its influences on the labour market. A human resources and leadership perspective reveals how age management can help retain employees of different age groups as motivated and productive workforce members. An innovation and marketing perspective examines how companies can exploit the potentials that senior customers offer. A combination of research-driven and practice-oriented chapters makes this book a profound and an interesting read. It primarily addresses executives from various organisational fields, including HR, marketing, and management. Professional trainers, scholars and students of economy and business will also gain valuable insights."Dr. Guenter Pfeiffer, Chief Personnel Officer and member of the Executive Board, Swisscom Group"

"New approaches are required to restructuring, redeployment and age management that go beyond the typical instruments of part-time models and flexible retirement schemes."

"Dr. Guenter Pfeiffer, Chief Personnel Officer and member of the Executive Board, Swisscom Group"

"Recognising the business consequences of the demographic developments and taking these into consideration are imperative for the competitiveness of not only companies, but also entire economies."""

"Bundespraesident a.D. Prof. Dr. Roman Herzog"

"Former President of the Federal Republic of Germany"""

In this groundbreaking book, the author advocates that many relational collapses are the result of ineptitude rather than ill will. That is, they are the result of a lack of skills rather than a lack of goodwill. As this book puts it, many of societys relational problems may be competency related. This might be good news since competencies can be learned. The purpose of this book is to take a careful look at how such competencies can be developed. Beginning with the view that if such competencies can be learned, they must first be defined and have standards set for them, it asks the question, Can competency standards be designed for soft skills? It is argued that the answer is yes. Locating itself in the workplace context (where adults often spend most of their lives), but relevant to life in general, this book shows how theoretically sound competency standards can be developed for selected soft skills. This is done by adapting a methodology used to specify workplace competency standards. The book also notes a number of practical and ideological issues that must be considered at implementation. This book shows how standards for three such skills have been developed and provided with a preliminary workplace validation. The skills selected are related to interpersonal skills and are derived from the framework of emotional intelligence competencies popularised by Goleman. This is an important book for those in business studies.

Improve your ability to understand, interact and communicate with others using the skills of coaching and NLP. This practical book contains easy to follow models, numerous real-life examples, a unique NLP based six-session coaching model and a unique section on the use of hypnosis - an important NLP tool.

"Presenting findings from research into Sweden's leading multinationals this book focuses on engineering companies operating in global industries such as pharmaceutical, aerospace, packing systems and automotive. It explores research and practice within the area of HRM focusing on project-based organizations"--