This book provides information on the generation and the effects of hazardous substances that are produced during welding and allied processes. These processes are thermal cutting, thermal spraying, soldering and brazing. The book offers guidance on the determination of hazardous substances and it simplifies assessment of the hazard due to hazardous substances. In addition, the book explains tests in order to understand the concentration and intensity of key hazardous substances. Last but not least, the book suggests several possibilities of avoiding the risk to worker's health as a result of exposing them to these substances.

The unconscious dynamics that surface in groups when authority is exercised are of paramount importance in Group Relations Conferences; this volume addresses these considerations through research findings and speculation on the future of Group Relations both within conferences and outside of them. This is the sixth instalment in a series of books based on Tavistock Group Relations Conferences and contains a collection of papers presented at the sixth Belgirate conference. Combining chapters on theory and practice, this volume delivers a meditation on the relationships between the physical spaces we inhabit or co-create, the psychic, inner or spiritual space and the liminal space in-between. Group Relations provides a window of understanding into why inequity and intergroup hostilities pervade the modern world alongside a method that illuminates how people consciously and unconsciously contribute to these tensions, whether personally, in groups or in organisations. This will be an invaluable resource for practitioners, academics, and scholars of Group Relations, as well as managers and organisational members wanting to learn more about how Group Relations methods can contribute to their organisational success.

This work presents an innovative look at research on the intersection of spirituality and business. Part one of the book covers spiritual practice and organizations, part two covers spirituality and leadership, and part three covers critical theory and ethics.

Employee absenteeism is a chronic organizational problem that costs U.S. corporations an estimated $30 billion annually. In this pioneering volume, Colette Frayne reports the results of the first study to examine empirically the use of a simple straightforward self-management training program to increase employee attendance. The author presents a complete description of the self-management training process used in the study, shows how self-management can be of significant value in reducing employee absenteeism, and offers precise information for the human resources professional who wishes to organize and implement self-management training within his or her own organization. Frayne also addresses other applications of self-management in the workplace, demonstrating that the approach works because it accommodates both the employees' needs for freedom and the organization's need for control.

Following an introductory chapter which discusses the research focus for the study, presenting the rationale for examining the topic, and explores the basic principles of social learning theory, Frayne provides a detailed overview of existing theories that were precursors to social learning theory. She then outlines the methodology that was used for sample generation, data collection, and training implementation. Two chapters examine the research results and discuss their implications for reducing employee absenteeism. In the next chapter, Frayne discusses the results and interpretations derived from conducting a follow-up study and replication of the initial research. Training in self-management, she shows, offered many benefits to the individuals involved in the training program and to the organization that supported the program. Specifically, many of the trainees improved their attendance, their relationships with supervisors, their job performance, and their career promotion opportunities--improvements that held up well over time. Care is taken throughout to present both practical guidelines for implementing effective self-management training programs and empirical research to support the various applications of the training. Numerous tables and figures enhance the text.

This book describes and analyses the impact of the 2007-2008 financial crisis upon the working conditions of employees in the financial services sector in Britain. It tells the story of workers being made to pay the price for a crisis that was not of their own making, but nevertheless caused a deleterious impact on their employment security, remuneration and working conditions. Evidence of fighting back against this has been sparse so that the response of employees is best characterised as 'fright' (grudgingly working harder and longer), 'flight' (leaving the sector through redundancy), and 'falling in line' (accepting the diktat of performance managements systems). Through this book we learn the reasons behind this acquiescence, with its detailed attention to topics such as the stunted development of labour unionism, the prevalence of union-management partnerships, and the occurrence of employment insecurity and labour shedding. Providing a valuable insight into the effects of the financial crash, Employment Relations in Financial Services will be useful to academics, students and also trade unionists.

This book explores the differences between Western and non-Western cultures to provide a more comprehensive understanding of psychological contract and its consequences on employees' behavioral, attitudinal, and cognitive outcomes. Further, it discusses the culturally-relevant elements of HR practices that affect employee expectations, job satisfaction, commitment, and motivation based on their perceptions of the level of fulfilment of their psychological contract. Integrating both qualitative and quantitative methods, it is the first book to examine the current state of the South Asian workforce and will advance research on industrial relations, employee relationship management, and corporate management of South Asian employees around the world.

One of the most important skills of successful managers is dealing with change. 'Managing Change Effectively' combines philosophical insights with practical applications to help managers effectively incorporate change with the least disruption. 'Managing Change Effectively' details specific approaches and methods for making change decisions and getting changes accepted. From communication to participation, Kirkpatrick shows managers and executives how to make change their ally. Packed with examples that illustrate the principles and procedures for implementing new ideas, policies and strategies for almost any type of organization, this text is a valuable resource for managers at all levels, especially those in training and human resources.

This book focuses on the interface of work and personal life of international professionals. The globalization of business has led to an increasing number of people who work in international roles either through working abroad on different kinds of assignments or through international travelling. This book provides novel knowledge on the topic from different perspectives, highlighting not only the inherent challenges but also the positive side of working in a modern globalized world. Moreover, the book contributes by bringing together international professionals' own experiences, family members' experiences, organizational aspects and new theoretical discussions and models. The book covers several different perspectives on the work and personal life interface offering insights on the areas like adjustment, social support, dual-career issues and organizational practices. The book examines the situations of several different types of international employee such as organizational expatriates, self-initiated expatriates and international business travellers. The new interesting research evidence is provided from various country contexts from North America, Europe and Asia by researchers around the world.

What drives workers to periodically contest their surrounding reality and how do they structure their protests? Maurizio Atzeni provides an in-depth analysis of the dynamics of workers' collective action using the cases of two car manufacturing plants located in Argentina. Criticizing the use of injustice as the basis of mobilization, it argues that workers' collective resistance should be seen as a function of the development of solidarity, which is alternatively created and destroyed by the contradictions between exploitation and cooperation continuously reproduced by the capitalist labor process.

Learning does not stop when you leave school or tertiary studies, but continues throughout life. The workplace is now seen as an important learning environment, and businesses and government units are encouraged to become "learning organizations". This is all very well in theory, but how does learning actually occur in the workplace? Drawing on research of a wide variety of workplaces in different countries, Stephen Billett analyzes the strengths and limitations of "on-the-job" learning.;Billett outlines what knowledge individuals need and how they can best acquire this knowledge in workplace settings. He shows how to develop a workplace curriculum, and how it can be implemented in organizations of different sizes. The book is intended to offer a comprehensive pedagogy for the workplace and should be a useful reference for human resource practitioners and students in courses on professional development and adult and vocational learning.

Collaborating in virtual teams is a new reality in modern project management and work environments. Its emergence calls for an extensive analysis and re-alignment on the part of organizations, so as to help virtual teams maintain 'strategic momentum' - a concept that this book introduces. Strategic momentum represents perseverance with regard to pursuing a virtual team's strategy; a 'flywheel' concept that drives the team members to concentrate on the project tasks until they have reached their shared goal. The authors present a design science based model, together with an in-depth qualitative study involving eight virtual R&D project teams. In this model, strategic momentum is assessed in terms of empowerment, team task insight, and collective commitment. These three determinants can be promoted and sustained by various contextual factors and interventions on the part of the management. The authors also provide a wealth of practical tips to help practitioners and consultants generate and sustain strategic momentum in their own contexts when working with virtual teams.

CONTENTS: Preface. Kees van den Bos, Stephen W. Gilliland, Dirk D. Steiner, and Daniel P. Skarlicki. Part I: Developing Theories of Fairness Motivation. Wanting is Believing: Understanding Psychological Processes in Organizational Justice by Examining Perceptions of Fairness. Steven L. Blader and D. Ramona Bobocel. The Battle Between Self-Interest and Fairness: Evidence from Ultimatum, Dictator, and Delta Games. Eric van Dijk and Ann Tenbrunsel. Images of Justice: Development of Justice Integration Theory. Stephen W. Gilliland and Layne Paddock. Interpersonal and Informational Justice: Identifying the Differential Antecedents of Interactional Justice Behaviors. Suzanne S. Masterson, Zinta S. Byrne, and Hua Mao. Part II: Applying Theories to Managerial Decisions. An Accessible Identity Approach to Understanding Fairness in Organizational Settings. Linda J. Skitka and Jesus Bravo. Self-Regulatory Identity Theory and Reactions Toward Fairness Enhancing Organizational Policies. Karl Aquino, Americus Reed II, Marcus M. Stewart, and Debra L. Shapiro. Why Managers Don't Always do the Right Thing When Delivering Bad News: The Roles of Empathy, Self-esteem, and Moral Development in Interactional Fairness. David L. Patient and Daniel P. Skarlicki. Corporate Champions: Coming to the Defense of Organizations. Carol T. Kulik. Part III: Commentary. Some Observations and Critical Thoughts About the Present State of Justice Theory and Research. Gerold Mikula. Information on Contributing Authors.

This highly readable career development book reveals dynamic aspects of the workplace that are hidden to many, ignored by others-factors that can make or break careers. There are many key questions about work that most individuals never consider. How can workplace norms affect our careers in powerful ways? How do sex-role stereotypes impact our behaviors? When are "teams" not teams? How does organizational culture profoundly affect your workplace? What questions should you ask yourself about your boss? What factors most affect job satisfaction and success? Decoding the Workplace: 50 Keys to Understanding People in Organizations is a must-read for anyone wanting to better understand the workplace and become more effective and successful. Written by a former management consultant to the U.S. Air Force and a professor and organizational behavior scholar, this definitive work explains many of the dynamics at play in our organizations. Beyond being informative, insightful, and beneficial to any employee, regardless of job status or experience, it is highly readable, entertaining, and thought-provoking. Provides easy-to-read information that allows readers to better understand the workplace around them, the behavior of others, and even themselves Discusses 50 keys for unlocking the workplace and illustrates key concepts through dozens of stories and practical examples Presents insights grounded in what management scholars know about human behavior, management, and the workplace Offers proven advice that can help readers be more effective, regardless of what stage they are in their careers

Managing strategies for professional service firms is an important and complex activity. The main issues in this book cover the core management principles for service firms in a comprehensive way. Based on current research findings it includes the management of service quality, knowledge and marketing as well as people, organizational and strategic issues. In understanding critical resources managers and partners will be able to effectively develop and exploit them. The book contains practical advice and offers a profound insight into the managerial excellence of service companies. "

A volume in Research in Management ConsultingSeries Editor Anthony F. Buono, Bentley UniversityThe reprint of Henri Savall's classic Work and People, originally published in French in 1974, ispart of the Research in Management Consulting series effort to look backward as well as forward inexamining trends, perspectives, and insights - especially from different countries and cultures - into theworld of management consulting. Savall's insights into the complexity of organizational life weregroundbreaking, articulating the need to examine both economic and social factors as part of the sameanalysis, assessing technical and behavioral patterns through the lens of an integrated framework. As he hasargued, there is a double-loop interaction between "the quality of functioning and economic performance," andunderestimating this socio-economic "tension" leads inevitably to reduced performance and losses, which herefers to as "hidden costs."This approach, referred to as the socio-economic approach to management (SEAM), has significant potential for our thinking aboutorganizational diagnosis and intervention. As Savall emphasizes, the North American tendency to cast people as human "resources" misses theessential point that human beings cannot be considered as simply another resource at the organization's disposal. People are free to give or withholdtheir energy as they desire, depending on the quality of formal and informal contracts and interactions they have with their organizations. As such, theSEAM approach focuses on human "potential," underscoring the need for managers and their organizations to create the conditions under whichpeople will want to maximize their talents on behalf of the organization.Work and People focuses on the ramifications of this reality, as dysfunctions - the difference between planned and emergent activities andfunctions - can quickly lead to a series of costs that are "hidden" from an organization's formalinformation systems (e.g., income statements, balance sheets, budgets). As his insightful workunderscores, as organizations begin to accumulate dysfunction upon dysfunction, they inadvertentlyundermine their performance and create excessive operating costs, with lower productivity and lessefficiency than they could achieve. As readers will discover, the frameworks, tools and ways ofthinking about organizations, people and management in this volume - in essence the background to thesocio-economic approach to organizational diagnosis and intervention - continue to hold great promisefor our attempts to create truly integrative approaches to management and organizational improvementefforts.

This book, written by an interdisciplinary team of authors, explores the transformation of organizations in today's volatile, uncertain, and ambiguous (VUCA) world. It demonstrates the need to manage organizations in a dynamic way, and to revisit and in some cases reinvent working and leadership styles that seemed appropriate during past decades and centuries. In turn, the book puts forward a model based on three distinct pillars of organization and leadership to suit disruptive times: the concepts of 'Sustainable Purpose', 'Travelling Organization', and 'Connecting Resources'. These pillars challenge many of our traditional organizational patterns and meet the need for effective transformative approaches.

This book explores the concept of citizenship, and the role that organizations can or do play in its creation, stimulation and control. Offering multiple organizational perspectives (private and public organisations) and their relation to several types of output (citizenship, poverty, profit, employability), this work presents a rich collection of philosophical thoughts and practices on the subject of citizenship within and without the organizational context. Particular attention is given to this human aspect, an element of unpredictability, a gut feeling, the unknown... something immeasurable that plays a part in human relations and how they organize themselves. Citizenship in Organizations casts new light on the impact of organizations to the notion of citizenship.

The Handbook of Organizational Politics offers a broad perspective on the intriguing phenomena of power, influence and politics in the modern workplace; their meaning for individuals, groups and other organizational stakeholders; and their effect on organizational outcomes and performances. Comprising entirely of new chapters and insights, this second edition revisits the theory on organizational politics (OP) and examines its progress and changes in emphasis in recent years. This timely and informative book provides a comprehensive set of state-of-the-art studies on workplace politics based on experiences from around the world. The contributors highlight topics such as political skills, political will, politics and leadership, compensations, politics and performance, and politics and the learning climate. Students and scholars will benefit from the up-to-date collection of studies in the field of OP. This Handbook will also be of interest to practitioners and managers from public and private sectors looking for better explanations of internal processes in business. Contributors: S.L. Albrecht, G. Blickle, S.L. Bohle, D.A. Buchanan, M.R. Buckley, A. Capezio, A.M. Carnes, A. Drory, A.J. DuBrin, L. Eldor, B.P. Ellen III, G.R. Ferris, R. Frieder, J.N. Harris, S.E. Hill, J.D. Jacobs, I. Kapoutsis, E.M. Landells, L.P. Maher, G. Meisler, J.P. Meriac, M. Mizrahi, T.P. Munyon, K. Oerder, G.B. Schmidt, N. Schutte, H. Sibunruang, A.L.E. Thomas, D.R. Vashdi, E. Vigoda-Gadot, A. Wihler, D. Windsor

Production workers continue to be an important group in the economy. "Two Centuries of Compensation for U.S. Production Workers in Manufacturing "is the first long-run annual series of average hourly compensation for U.S. production workers in manufacturing. Officer reviews both data sources and existing literature on related historical series as well as using current official statistics. The new series provides original insights into the standard of living of these workers.

This book compiles state-of-the-art commentary on teamwork, team training, and team performance. It provides both practical and down-to-earth information on what we currently know about these topics from a research-based perspective, and foward-looking, theoretical views on where the field is going. The book focuses on three major topics: how teams are organized and function, the empirical research base, and applications of teamwork skills. This volume also discusses team taxonomic issues, the performance of individual team members, team performance evaluation, mathematical models, Petri nets, teamwork guidelines, and both military and civilian teamwork applications.

This book provides the first comprehensive literature review on the acquisition and retention of complex skills in High Reliability Organizations. Based on this review, it introduces a theoretical model of how skill and knowledge acquisition for complex tasks is accomplished and shows how this model can be used to derive training methods and instructional techniques. Successful acquisition and retention of complex technical skills within High Reliability Organizations requires a full understanding of the learning process, knowledge structure, and skill requirements associated with the effective operation and management of technology. For researchers and for organizations, the understanding of these processes is vital for designing training programs as well as for reducing errors with severe consequences for human lives and the environment. Until now, only theoretical fragments exist on this topic, and only a very limited number of publications actually address complex tasks in vocational/occupational settings. "The Acquisition of Knowledge and Skills for Task Work and Teamwork to Control Complex Technical Systems " uses its literature overview and theoretical model to formulate training principles, that can be used to develop training experiments for further empirical investigations as well as training methods for applied organizational contexts.

Micromanagement is a killer. Surveys indicate that 79% of workers believe that they have been micromanaged, with 71% reporting that it has interfered with their ability to perform their job. The impact: micromanagement keeps most organizations from attaining optimal success, or sometimes from achieving any success at all. Fortunately, you have the solution. Flip the Pyramid shows you how to supercharge the efficiency of your organization, creating a powerful tribal culture that not only engages, aligns and empowers the talents of every last employee, but ultimately transcends the company itself to fully engage your customers. Flip the Pyramid turns the traditional org chart on its head, showing how to fully engage the innovation and power in each individual to take your company to the top.