At a time of shrinking budgets and increasing demands, libraries are facing problems in meeting their needs for new collection development specialists. This volume proposes creative solutions to the three significant problems experienced by library administrators: attracting new collection development librarians, educating them in appropriate library school programs, and training them to perform their jobs. The chapters in this book, written by leading collection development officers, practitioners, and educators, cover innovative ways of looking at the entire range of collection development activities, from goals and objectives in staff development for collection work to scenarios from the next millennium.

This book provides a cutting edge look at the experience of worker representation in the employment relations of workplace health and safety. Examining the extent to which existing arrangements deliver results, this book reflects on whether the effectiveness of worker representation is eroded or enhanced by current regulatory and organizational constructs.

Both as a field of academic enquiry and a central tenet of international business, the field of International HRM has witnessed significant development over the past decade. Inspired by the idea that this ever increasing internationalization of business brings into sharp focus the need to develop a more in-depth understanding of international HRM and its associated activities, this book brings together some of the leading authorities in this field. The chapters cover matters central to both our conceptualization of international HRM as an area of enquiry and the practice of people management in a cross-cultural and increasingly globalized context.

As most managers know, you need a vision to motivate employees to achieve goals. But people, and companies, lose focus, and the future appears hazy. People say, We're getting stale, or, I just don't know where we're headed. Leaders know they need a vision to bring people together. And they know a good vision will renew enthusiasm and commitment. But waiting for inspiration rarely works--sometimes you need a vision now. But how? "Recharge Your Team" not only shows managers how to create an effective vision--it shows how to do it in as little as four hours, using a time-tested, proven approach.

Traditionally, companies call in consultants to help create a vision. Experts can help--for $4,000 per day plus expenses. And then there's the time involved: Visioning efforts can take months. This book offers a less-expensive, faster method. Called Grounded Visioning, and based on a concept called appreciative inquiry, the process allows groups to come up with a revitalizing vision that everyone buys into in half a day or less. How? As this book shows, the key is to be sure everyone takes part, to base the vision on how the team acts when at its best, and to imagine a vision bold enough to inspire but practical enough to feel achievable. This book covers the six quick but essential steps that ensure such results--with small teams or large groups. And any manager, not just trainers or HR people, can lead a successful Grounded Visioning session. Grounded visioning is a breakthrough concept of breathtaking simplicity and power that any leader can put to use today. It works, because it frees employees to share their dreams, hopes, and aspirations. As they soar, a vision naturally arises that recharges the team.

Life is about how much we think. Thinking is about how much mental capacity we possess. Capacity, in addition to our abilities and conscientiousness, is about how much we can process combinations of verbal height, quantitative width, and spatial depth with decisiveness, direction, and speed.

No matter where we go or what we do as executives, we take our thinking with us. That may spoil everything, because, to a great extent, we do and accomplish what we think about. Our thoughts mold our aspirations, attitudes and accomplishments during our life. In other words, our careers and lives are influenced more by the power of our thoughts than anything else. The bad news is that most of us never fully use our mental capacities and never achieve our potential. The good news is that neural technologies are now available to transform our thinking into the higher realms of brilliance.

Developing the spatial capacity to think higher, wider, and deeper means breaking away from the effects of years of flat thinking or educational backgrounds that stifles creative/innovative potential. Expand your mental agility through a development of higher-order processes and discover a whole new world mentally in "Executive Thinking."

The modern way to improve productivity is by a process- oriented approach. This involves focusing on performance in a company rather than on efficiency. This new way of thinking, commonly referred to as business process re-engineering, is clearly discussed in this book. The book aims to provide readers with a detailed overview of performance measurement and productivity improvement techniques and practice.

Expatriate assignments are a key part of international managers' careers and a vital part of maintaining business competitiveness. This book draws on contributions in the expatriation field to open up new lines of enquiry, draw attention to the need for theory building and points to the methodological issues that can beset intercultural research.

One of the most widely accepted theories of motivation is a trichotomy of needs theory popularized by David C. McClelland of Harvard University. Many organizational behavior textbooks today discuss McClelland's need for achievement, need for affiliation, and need for power. The three needs have been found to possess predictive power in a wide variety of settings, particularly organizational ones. Impressed by the ability of the three needs to explain behavior, but aware of the measurement problems associated with the Thematic Apperception Test which is used to assess these needs, the author searched for an alternative measurement approach. This book reports on those design efforts, validation of the instrument, and use of the instrument in organizational settings.

In this book the authors create a statistically validated scale measuring the display of each of the nine fruit of the spirit in employees. The authors will discuss how biblical values are applicable to contemporary organizational leadership and management. These nine virtues span a wide breadth of important personal and organizational attributes including benevolence, affection, gladness, relational harmony, tranquility, perseverance, helpfulness, caring for the welfare of others, adherence to the beliefs and value of others, power used soberly, and mastering one's desires. While diverse in nature, the list also suggests a holistic development of personal and organizational character. Understanding the manner in which these traits can be measured will be a significant benefit to HRM and HRD scholars conducting research in Christian servant leadership.

Economic developments, social and political pressures for job maintenance, the characteristics of the labor market, and the costs of turnover have combined uniquely to compel employers, in their own interests and in the interests of society, to build and preserve a competent and stable workforce. This handbook, written by a seasoned expert in the field of corporate personnel and training management, offers employers tested methods for controlling both voluntary and involuntary turnover and discusses bases and procedures for a planned development of their workforce.

This management guide to labor productivity represents the author's experience of more than 40 years in the engineering field. Based on his work in over 100 plants and a dozen major corporations, John Martin presents his own personal approach to the specifics of labor productivity control, examining a variety of issues and operations that other books neglect. He fully details longstanding approaches to worker performance and the changes they have undergone, as well as management's responsibilities and industrial engineering functions, all of which are made applicable to manufacturing, processing, and service organizations.

Martin's approach is to examine control strategies that have proven ineffective or incomplete, and to describe alternate methods that he has observed to be workable. To do this, he first explores the basic principles of labor productivity, culled from a combination of historical and modern viewpoints, then follows with discussions of techniques used in general control processes and of various overall control functions. Among the specific topics addressed are work measurement considerations, performance rating and testing, developing and applying time study data, learning curve concepts and applications, wage incentive concepts and plans, and preparing and implementing a productivity control system. New concepts discussed include direct time study versus predetermined motion times, computer-aided application of MTM-1, and advanced applications of measured daywork. Designed as a hands-on reference work, "Labor Productivity Control" will be a valuable resource for manufacturing management personnel, practicing industrial engineers, management and line supervisors, and students in these fields.

This book offers a new approach for helping managers and organizations make better, more productive use of both men and women at work-an approach based on what they have in common, not on what some think divides them. Rather than focusing on how men and women differ, Playing to Strength: Leveraging Gender at Work describes how to build a more productive work environment based on what men and women have in common. Second, unlike other books on the subject, Playing to Strength is not an advice book for women employees, but a forward-thinking guide for managers and organizations who want to achieve the type of gender-balanced environment that brings out the best in both men and women. Playing to Strength first looks at how the exaggerated focus on gender differences affects the workplace. It then provides a critical look at a number of current attempts to resolve gender-based conflict, promote fairness, and address gender segregation in the workplace-which efforts work and why, and which are likely a waste of time and money. The rest of the book offers detailed plans for building better gender balance at work, addressing such topics as gender-inclusive teams, mentoring programs, the role of middle managers, and employee resource groups. Appendices include a case study of gender in the corporate world, a sample gender inclusion plan, and experiential accounts of gender dynamics in the workplace

This unique volume delivers practical and successful techniques used by some of the world's most competitive and innovative companies to the hands of the Human Resource Manager. Techniques described in the book can help any company enhance its ability to recruit, retain and improve its employee relations.

A synthesis of effective recruiting techniques is explained including a review of Merck's Interview Skills workshop, Hewlett-Packard's Behavioral Interviewing and Marriott's recruitment programs. Effective retention techniques are also explained, including Federal Express' Guaranteed Fair Treatment Procedure, General Electric's Work Out Program, Motorola's Six Sigma program, Merck's Flextime program and Cypress' Goal Setting process. Several successful techniques for improving communication and recognition are also examined including PepsiCo's SharePower. Additionally, a wide range of techniques are examined which should help companies better manage diversity within the workplace, reduce turnover, simplify work and build employee self esteem.

This volume is the second book based on comparative and comprehensive data from the 2003 representative European Union Company survey of Operating hours, Working times and Employment (EUCOWE) in France, Germany, the Netherlands, Portugal, Spain and the United Kingdom. The EUCOWE project is the first representative and standardised European company survey which covers all categories of firm sizes and all sectors of the economy. This volume complements and builds on the first book published in 2007, in which the methodology and the descriptive national findings as well as some first comparative analytical results were presented. In this second book the EUCOWE research team presents in-depth cross-country analyses of the relationship between operating hours, working times and employment in the European Union. Six empirical chapters of this volume provide detailed comparative analyses of the determinants and consequences of the duration and flexibility of opening hours and operating times.

"The Power of Two" presents the best way for your company to increase competitive advantage. By forming close collaborative relationships with a small set of customers and suppliers you can achieve a significant cost advantage over your competitors, increase your market share and achieve significant top line growth.

Equal employment opportunity (EEO) and affirmative action have been important--and often controversial--political issues for more than two decades. One of the most hotly debated aspects of the federal government's EEO efforts has been the use of numerical goals and timetables in the internal federal EEO program, an approach adopted by the Civil Service Commission in 1971. In this incisive new study, Kellough examines the utility of affirmative action in the form of numerical goals and timetables by focusing on EEO efforts in federal employment. Writing for students and scholars of ethnic and minority politics as well as for policymakers, Kellough identifies factors responsible for inter-agency variation in the achievement of EEO goals and illustrates the overall impact goals and timetables have had on minority and female employment trends throughout the government bureaucracy.

Kellough begins with a discussion of the nature and purposes of goals and timetables. After reviewing the history of EEO efforts prior to goals and timetables and to the events that precipitated the move toward this approach, Kellough turns to an assessment of the impact of goals and timetables at both the aggregate level and in individual agencies. At the aggregate level, Kellough examines whether significant changes in employment trends followed the authorization of goals and timetables. Turning to an examination of individual agencies, the author assesses the extent of inter-agency variation, develops an index that ranks agencies on the extent to which they reduced the time needed to achieve parity for blacks and women, and explores the independent variables that may explain inter-agency variation in EEO progress. The study finds support for arguments that goals and timetables, agency size, resources allocated to EEO, and the disposition of agency EEO implementers affect rank on the index while indicating that other variables, such as agency growth and the structure of agency EEO efforts, appear to be less important.

"Teamology: The Construction and Organization of Effective Teams" demonstrates how psychiatrist C. G. Jung's cognition theory, a cornerstone of modern personality typology, may be used to form and organize effective problem-solving teams through a novel quantitative transformation of numbers from the Myers-Briggs Type Indicator (MBTI) psychological instrument directly on to Jung's eight cognitive modes. The resulting quantitative mode scores make obvious what is needed to make a good team.

The product of sixteen years of studying student teams in engineering design project courses at Stanford University, "Teamology: The Construction and Organization of Effective Teams" is of value to educators in charge of engineering project courses, as well as to students and working professionals on project teams at all levels of engineering, architecture and business. The book is also useful for users of MBTI, and counselors interested in personal self-awareness and the development of interpersonal ability.

There are many complicated theories and ideas about the structure and style of organisations. Human Resource Management and Development looks at how they apply in practice and what they mean for the people who work with them. Divided into four sections and amply illustrated with case studies, topics such as Organisation Theory, Recruitment and Selection, Leadership and Counselling are explained, concluding with chapters on 'Organisation Change' and 'Empowerment'. Written in an accessible and lively manner, this book will be of interest to both students and professionals involved in Human Resource Management.

In this ground-breaking book, Duane argues that companies of the 1990s will derive their real competitive advantage from labor-management cooperation. To this end, he notes that labor-management relations, as defined by grievance activity at the shop level, determines to a large degree whether joint ventures between labor and management will be successful. Accordingly, Duane offers a comprehensive discussion of how the grievance process affects labor-management cooperation and firm performance. He also identifies those factors that contribute to effective grievance resolution.

Competitive threats have forced unionized firms to consider alternative industrial relations systems, including labor-management cooperation. In the first part of the book, Duane reviews the cooperative options that are available to labor and management. He begins by evaluating the effectiveness of various labor-management programs and presents practical examples of how to properly implement and maintain them. Cooperative contract negotiation is then offered as a possible labor-management strategy to enhance the competitiveness of the firm. Several suggestions are offered, aimed at ensuring that cooperation at the bargaining table will be successful. Throughout the book, a compelling case is made that the grievance process plays a critical role in promoting labor-management cooperation. Over 40 practical propositions concerning the determinants of forward-looking grievance resolution are identified and thoroughly discussed.

This book uses stigma theory to provide meaningful insight into the coping mechanisms of employees who experience critical and judgmental reactions to their religion in the workplace. Thomson's research synthesizes the various models of invisible diversity management and offers strategies for application at the organizational level.

A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification. Examining topics such as high-commitment work systems, work attitudes and motivation, the Handbook provides integration with related literatures. Internationally applicable, sections also discuss the implications of culture differences for commitment and present the latest developments in research methods and analytic techniques that can be used to advance our understanding of commitment. Comprehensive and engaging, the Handbook of Employee Commitment is essential reading for commitment scholars and researchers interested in the latest developments in the field as well as for international scholars who will benefit from its guidance on how to approach research in unique cultures. It will also prove of prime interest to managers and management consultants with its wealth of suggestions to guide evidence-based practice. Contributors: S.L. Albrecht, N.J. Allen, B.K. Anderson, L.M. Arciniega, J. Barling, T.E. Becker, K. Bentein, M.E. Bergman, D.R. Bobocel, N.L. Bremner, C.T. Brinsfield, G. Caesens, A.C. Chris, L. Clark, A. Cohen, S. Datta, V.L. Dhir, O.J. Dineen, R. Eisenberger, J.A. Espinoza, J. Felfe, M. Gagne, D.G. Gallagher, I.R. Gellatly, Y. Griep, S.D. Hansen, L.M. Hedberg, M.R.W. Hamstra, B.C. Holtom, P. Horsman, J. Howard, V.A. Jean, K. Jiang, Z. Junhong, E.K. Kelloway, H.J. Klein, J. Koen, E.R. Maltin, B. Marcus, J.P. Meyer, N.A. Morelli, A.J.S. Morin, F. Mu, A. Newman, H. Park, E. Read, R.A. Roe, O.N. Solinger, H. Spence Laschinger, D.J. Stanley, F. Stinglhamber, M. Trivisonno, R. Van Dick, W. Van Olffen, A.E.M. Van Vianen, R.J. Vandenberg, C. Vandenberghe, D. Wang, S.A. Wasti, J. Wombacher