The key to a good business is good employees. The key to good employees? A great supervisor. The Essential Supervisor's Handbook provides a guide for both new and experienced supervisors featuring expert explanations, advice and motivation. It is a quick reference guide that covers a wide range of topics, from employee relations, team leadership, and motivation to the legal aspects of hiring, firing, and disciplining employees.

1. The first book to explicitly cover day-to-day line management owned methodologies that cover, holistically, both safety and health drawing on proven excellence from the former. 2. In tune with how the world of SHE has dramatically re-orientated to become SHW in recent years. Post-Covid challenges will add to this focus on wellbeing and many organizations are desperate for user-friendly material to guide their activities. 3. A unique crossover book that developed a strong following within safety circles with the previous editions and has now evolved to encompass health and wellbeing.

- The book shows you what 'data science' actually is and focuses uniquely on how to minimize the negatives of (bad) data science - It discusses the actual place of data science in a variety of companies, and what that means for the process of data science - It provides 'how to' advice to both individuals and managers - It takes a critical approach to data science and provides widely-relatable examples

The only book to look specifically at the key issue of communication of projects, which often makes or breaks a project. This second edition is updated with the key information for today's communication managers working on projects, including 'agile', the use of storytelling, and crisis management. A highly practical book, written by a seasoned communications professional and trainer.

- The book shows you what 'data science' actually is and focuses uniquely on how to minimize the negatives of (bad) data science - It discusses the actual place of data science in a variety of companies, and what that means for the process of data science - It provides 'how to' advice to both individuals and managers - It takes a critical approach to data science and provides widely-relatable examples

Named the Best Management Book of 2021 by strategy+business Named one of "this month's top titles" in the Financial Times in September 2021 Named to the shortlist for the 2021 Outstanding Works of Literature (OWL) Award in the Management & Culture Category A plan for conquering collaborative overload to drive performance and innovation, reduce burnout, and enhance well-being. Most organizations have created always-on work contexts that are burning people out and hurting performance rather than delivering productivity, innovation and engagement. Collaborative work consumes 85% of employees' time and is drifting earlier into the morning, later into the night, and deeper into the weekend. The dilemma is that we all need to collaborate more to create effective organizations and vibrant careers for ourselves. But conventional wisdom on teamwork and collaboration has created too much of the wrong kind of collaboration, which hurts our performance, health and overall well-being. In Beyond Collaboration Overload, Babson professor Rob Cross solves this paradox by showing how top performers who thrive at work collaborate in a more purposeful way that makes them 18-24% more efficient than their peers. Good collaborators are distinguished by the efficiency and intentionality of their collaboration-not the size of their network or the length of their workday. Through landmark research with more than 300 organizations, in-depth stories, and tools, Beyond Collaboration Overload will coach you to reclaim close to a day a week when you: Identify and challenge beliefs that lead you to collaborate too quickly Impose structure in your work to prevent unproductive collaboration Alter behaviors to create more efficient collaboration It then outlines how successful people invest this reclaimed time to: Cultivate a broad network-not a big one-for innovation and scale Energize others-a strong predictor of high performance Connect with others to reduce micro-stressors and enhance physical and mental well-being Cross' framework provides relief from the definitive problem of our age-dysfunctional collaboration at the expense of our performance, health and overall well-being.

Written by an internationally renowned team of experts and underpinned by cutting-edge research, International Human Resource Management tackles a broad range of controversial and often marginalised issues associated with globalisation and its impact on multinational companies and employees. Updated throughout with brand-new case studies, reflective questions and recommended reading, the second edition includes coverage of: * International assignments and worker mobility * The development of new technology and its impact on work * International HRM and the platform economy * The nature of organisational change * The role of sustainability and social responsibility within the firm This innovative and thought-provoking textbook is suitable for students of International Human Resource Management and Employment Relations. Lecturers can visit study.sagepub.com/martinezluciomackenzie to access PowerPoint slides and additional case study material. Miguel Martinez Lucio is a Professor at the University of Manchester (Alliance Manchester Business School), UK. Robert MacKenzie is Professor of Working Life Science at Karlstad Business School, Karlstad University, Sweden.

Through a 'dialogue' between two experts with different backgrounds, this book offers a new way to consider executive coaching via psychodynamic counselling.

Originally published in 1997 Working for Women? examines the ways in which women's patterns of paid and unpaid work have been mediated by the policies of governments throughout the 20th century. It looks at the state in defining what is women's work and men's work, and at equal pay and opportunities policies. This book will appeal to academics of sociology, gender and women's studies.

The field of employee engagement has experienced unprecedented growth over the last three decades. Despite remarkable progress in both practice and scholarship, there remains tremendous confusion about what employee engagement is, what it means, and how organizations can take proactive steps to harness the full power of an engaged workforce. This short-form book provides readers a unique and research-based road map through the rapidly evolving research around employee engagement, including the identification of key literature and theory along with expert, timesaving connections to how theory has informed practice. The author covers the various disciplinary approaches and schools of thought, thematically bridging scholarly literature - including and identifying the historically significant and most current - to better understand how the research is evolving and what new opportunities for scholarship are emerging. Essential reading for scholars of human resource management, leadership and management more broadly, the book is also a valuable read for reflective practitioners globally.

This book focuses on human resource management (HRM) in the country context of Brunei Darussalam, analysing, comparing and contrasting domestic enterprises (DEs) with multinational enterprises (MNEs), and oil and gas with non-oil and -gas sectors, and draws out the comparative lessons for understanding the potential and performance consequences of HR interventions in resource-centred national economies. Work carried out more recently drawing a contrast between Asian capitalisms has established a number of important defining aspects inherent in economies in Asia; this helps to present approaches to establishing the way in which Brunei may be seen to be aligned with, and depart from, other business systems and frameworks in Asia. The existing literature highlights a trend towards focusing on the Asian context; however, most studies have focused on specific Asian countries, and research conducted in other contexts remains scarce. As the region gains economic prosperity, it is increasingly important to conduct some work that will be able to highlight the relevant HRM system(s) for other Asian contexts. Although some emerging Asian economies are still quite far from achieving developed nation status, it is however essential to understand the HRM systems prevalent in such economies as they can contribute greatly to the economic development there. Hence, this book highlights the importance of viewing the development and nature of HR in Brunei and locates the practice of HRM within the wider economic and political context, and draws out the theoretical and practical implications for understanding continuity in change in HR practice, and similarities with and differences from other emerging markets. It will be of interest to researchers, academics, and students in international and comparative human resource management.

Change can take place in various forms, gradual or abrupt, incremental or transformational. It is a requirement in modern day society that everyone, whether at individual or organisational level, understands the softer nuances of this concept and prepares for it. During scenarios of change interventions, the role of human resources (HR) becomes highly crucial, even as the perception towards it becomes ambivalent. This volume delivers a holistic view on the role of HR in organisational change. It is built on the various theoretical models of change and provides a dramatic sequence of issues in change management to gain a big picture thinking for HR managers and weaves through why, how and what perspectives to change management. Human Resources Management for Organisational Change offers a comprehensive coverage of the changing role of HR as it relates to organisational change theories and models, strategy, changing business environment and implications, organisational culture, leadership, resistance management, and high performance work practices (HPWP) to support change management and cost of no-changers. It is unique in that it covers the entire gamut of organisational change as well as HR. It will be of value to researchers, academics, professionals, and students interested in learning more about how organisational change can improve productivity and human satisfaction as well as the systematic approach to managing organisational change.

Managing people is difficult wherever you work. But in the tech industry, where management is also a technical discipline, the learning curve can be brutal-especially when there are few tools, texts, and frameworks to help you. In this practical guide, author Camille Fournier (tech lead turned CTO) takes you through each stage in the journey from engineer to technical manager. From mentoring interns to working with senior staff, you'll get actionable advice for approaching various obstacles in your path. This book is ideal whether you're a new manager, a mentor, or a more experienced leader looking for fresh advice. Pick up this book and learn how to become a better manager and leader in your organization. Begin by exploring what you expect from a manager Understand what it takes to be a good mentor, and a good tech lead Learn how to manage individual members while remaining focused on the entire team Understand how to manage yourself and avoid common pitfalls that challenge many leaders Manage multiple teams and learn how to manage managers Learn how to build and bootstrap a unifying culture in teams

Age Friendly: Ending Ageism in America is a rallying call to make the United States a more equitable and just nation in terms of age. "Age friendliness" means being inclusive towards older people as workers, consumers, and citizens, something that can't be said to exist today. The United States and, especially, Big Business, are notoriously age-unfriendly places, a result of our obsession with youth. Virtually all aspects of everyday life in America will be impacted by the doubling or tripling of the number of older people over the next two decades, more reason to adopt age friendliness as a cause. Age Friendly shows how large companies are in an ideal position to address the aging of America and, in the process, benefit from making their organizations more age friendly. Because of its economic power and commitment to diversity in the workplace, Big Business-specifically the Fortune 1000-has the opportunity and responsibility to take a leadership role in changing the narrative of aging in America. The book shows that age friendliness offers the possibility of bridging gaps not just between younger and older people, but those based on income, class, race, gender, politics, and geography. More than anything else, Age Friendly presents a bold and counterintuitive idea-aging is a positive thing for businesses, individuals, and society as a whole-and we should embrace it rather than fear it. While ageism is a pervasive force in America that, like racism and gender discrimination, runs contrary to our democratic ideals, there is some good news. An age friendly movement is spreading in America and around the world as a growing number of cities and towns strive to better meet the needs of their older residents. Aa well, a concerted effort is being made to convince Big Business that an intergenerational workforce is in the best interests of not just older employees but the companies themselves. Age brings experience, perspective, and wisdom-just the right skill set for both short- and long-term decision-making. The aging of America also presents major implications for businesses in terms of marketing to older consumers. Baby boomers are still the key to the economy despite marketers' focus on youth, much in part to their collective wealth and propensity to consume. Age friendly marketing thus makes much sense due to "the longevity economy," i.e., the billions of dollars that older consumers spend each year and the goldmine that looms in the future as they become an even bigger percentage of the population. Finally, Age Friendly discusses how more corporations are pursuing social responsibility in addition to maximizing profits-an ideal opportunity for corporations to demonstrate good citizenship by supporting age friendliness on a local, state, or national level.

The models and frameworks described in this book have been applied successfully in practice at organizations such as Johnson & Johnson, AT&T, IBM, Facebook, Charles Schwab & Company, and Accenture. Integrating Change creates a new ontological language for understanding and transforming the three primary organizational functions of managing, leading, and integrating. The book can be used by senior leaders and students of leadership.

For consultants, facilitators or OD specialists, a house's familiar image will help their clients see, think and feel their ways solving their business issues. No need for dry and hard-to-remember management schemas. The striking visual and active methods shown here deeply engage clients - they get it right away. The House and its 'Rooms' make sense to them, and they willingly start working with you. The Our House model has many of these 'Rooms' where complex business issues are sorted into one area at a time. The focus, the mood and the process vary with each Room, and the author reveals an entirely original consulting process each time. Disciplined creativity begins: loosening the grip of the past in the Attic; testing business foundations in the Cellar; preparing a meal the customer would love in the Kitchen; suppliers, maintenance and low-hanging fruit in the Garden; the team's dirty washing in the Laundry; elimination and waste goes into the Toilet; frank talk and vision alignment take place at the Dining Table; big systems perspectives can be seen from the Balcony; analysis in the Study; conversation and connection in the Living Room. The simplicity of the images of a House and its Rooms belies their frugality and their strength. In each Room, your clients are put through something demanding yet liberating. They see things differently and they see different things. Our House shows you how to succeed with simple action methods that are enlightening and strong.

There is growing interest in flexible working, not only as a means to manage labour more efficiently and for greater agility, but also as a response to increasing concerns over well-being, work-life balance, and participation in the labour force of those with significant non-work commitments (e.g. parents, carers, older workers). As a result, a comprehensive stream of literature on the benefits and challenges of flexible working has developed and led to a body of evidence on the implementation and outcomes of different forms of flexible working arrangements. This book assesses the current state of this literature as follows: Background: the authors review the different definitions that have been proposed, policy developments, availability and uptake. Outcomes from flexible working: the main chapters focus on the outcomes for employers (e.g. performance, employee retention, organisational commitment etc.), as well as for individual employees (e.g. well-being, job satisfaction etc.). Evaluation of extant knowledge: the authors comment on the existing literature and consider the methodological approaches adopted in the literature. Conclusion: suggestions for future research are proposed. Of interest to students, academics and policy-makers, this book provides an expert overview of the empirical evidence and offers critical commentary on the state of knowledge in the field of flexible working and new forms of work.

Global virtual teams (GVTs) have evolved as a common work structure in multinational corporations due to their efficiency and cost-effectiveness. The cultural differences can produce great benefits in terms of perspective, creativity, and innovation, but can also exacerbate interpersonal tensions, miscommunications, and clashing decision-making behaviors. This book outlines cultural competencies specific to GVTs and sheds light on management strategies for creating an optimal inter-cultural GVT environment. It covers theory, decision making strategies, and activities for cultural competence and problem resolution, all told through vignettes and lessons-learned.

Provides clear steps for readers to attain resilience and a sense of wellness in a digital age. The book is told through the voices of entrepreneurs and practising leaders, which gives the book authenticity and sets it apart from other books on the market. Adopts an engaging story-telling approach, which makes the book accessible to both managers and students.

Effectively draws together timely and important issues-diversity, inclusion, and equity in our workgroups, teams, and organizations-in a unique way focused on individual benefit and collective social and performance outcomes. It provides clear actionable steps for creating inclusive interactions. Is based on rigorously-produced, research-based evidence from multiple fields of study. Provides clear examples from across the for-profit, nonprofit and governmental sectors and social and educational contexts. Encourages critical thinking by providing a set of questions at the end of each chapter. These questions are for both educational and managerial use as the questions will apply the readers' own experiences and situations.

Effectively draws together timely and important issues-diversity, inclusion, and equity in our workgroups, teams, and organizations-in a unique way focused on individual benefit and collective social and performance outcomes. It provides clear actionable steps for creating inclusive interactions. Is based on rigorously-produced, research-based evidence from multiple fields of study. Provides clear examples from across the for-profit, nonprofit and governmental sectors and social and educational contexts. Encourages critical thinking by providing a set of questions at the end of each chapter. These questions are for both educational and managerial use as the questions will apply the readers' own experiences and situations.

Through a 'dialogue' between two experts with different backgrounds, this book offers a new way to consider executive coaching via psychodynamic counselling.

Using wit and an engaging narrative style, this easy-to-digest book is ideal for managers and the general reader interested in moral decision making at work. This is the first book that attempts to link being ethical, doing the right thing in business, with personal and organizational thriving. Real-life scenarios bring the book to life. This book will be a useful required or supplemental reading for academic coursework in business ethics, human resources, business and society, organizational or professional development, or other management or senior capstone type class.

* The book deals frankly about the underbelly of career dynamics-the barriers people confront and how to face them as constructively as possible. * It especially addresses underrepresented individuals. The perspective is mostly from the point of view of people discriminated against with some attention to what supervisors and organizations should do about it. * Based on real life examples that many people face, covering the gamut of tough employment situations. * Combines career coaching, with insights from executive coaching, an insider's HR perspective and insights about equity, diversity, inclusion, and anti-racism.