This book compares the unique features of workplace mediation to other contexts of mediation, as well as the specific competences each situation requires of the mediator. It covers many important issues related to workplace mediation and discusses interventions by managers, such as conflict coaching and informal mediation. It proposes a new model to assess the effectiveness of mediation, and discusses the impact of legal systems, HRM policies, as well as power structures, and cultural differences. The book takes into account perspectives from multiple disciplines, such as management, business, psychology, law and sociology. It also discusses mediation aspects from a variety of cultural and regional contexts. The book advances knowledge about the application, process and effects of workplace mediation and includes practical tips for scholars, practitioners, mediators and managers to enhance their mediation practice or to foster constructive conflict management in organizations.

Economic and political reforms and globalization in the developing world have led to the emergence of companies that are expanding beyond their national borders into the international arena. The transformation into multinational corporations is generally not accompanied by a change in the way they manage their talent. There is a disconnect between globalization and talent management. Yet the most effective and sustainable source of competitive advantage is talent. Talent Management in the Developing World explores how the policies, systems and procedures that have been successful within national boundaries are inadequate to meet the value propositions of completely different and diverse people working in different countries, cultures, legal and socio-economic environments. In fact they may be dysfunctional to talent management. Using the perspective of the developing world, Dr Elegbe outlines the shift in paradigm and practice that is required if organizations are to develop a sustainable talent management strategy in these countries. A global approach to talent management assures competitiveness and sustainability of success in the international environment but change will not happen until line and HR managers see its urgency and criticality. That is the endeavour of this book.

This edited volume highlights relevant issues and solutions for diversity groups within the workplace. It explores issues of identity as they relate to attributes of gender, age, migrant labor, disability, and power in social spaces. Identity is rarely well-defined in many social spaces, and understandings that define belonging are often developed through the normative expectations of others. Having an evidence-based approach in addressing these relevant issues, this book will appeal to academics and practitioners alike looking for practical and theoretical solutions to improving the situations of these groups in paid employment.

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.

This book tackles the ethical problems of the "Fourth Industrial Revolution" (4IR) and offers readers an overview of the ethical challenges connected to Artificial Intelligence (AI), encryption and the finance industry. It specifically focuses on the situation of females in these industries, from women lawyers, judges, attorneys-at-law, investors and bankers, to portfolio managers, solicitors and civil servants. As the 4IR is more than "just" a technology-driven transformation, this book is a call to policymakers and business leaders to harness new technologies in order to create a more inclusive, human-centered future. It offers many practical cases of proactive change agents, and offers solutions to the ethical challenges in connection with implementing revolutionary disruptive products that often eliminate the intermediary. In addition, the book addresses sustainable finance in startups. In this context, education, training, agility and life-long learning in financial literacy are some of the key solutions highlighted here. The respective contributors supply a diverse range of perspectives, so as to promote a multi-stakeholder approach.

Principled leadership is the art of applying ethical business values, and business diplomacy is the means of doing it. London shows that principled leadership and business diplomacy not only provide direction for management, but they also enhance development of leadership in others. His book offers a solid, well-illustrated, immediately applicable way to design a management and leadership development program, select training managers and executives, and a way to change corporate cultures. Concise and practical, his book is as important for teachers and their college-level students as for HR executives, management and organizational development specialists, and consultants throughout the public and private sectors.

London shows how principled leadership and business diplomacy enhance employee and customer loyalty and commitment, essential to the survival of any organization in today's competitive, global economy. But, can this really be achieved? London defines principled leadership as the art of applying ethical business values, and business diplomacy as the means to do it. By using these techniques, executives and managers can implement change and gain commitment to their initiatives from inside and outside their organizations. Well illustrated with case studies and exercises, this book is essential for HR executives, management and organizational development specialists, and consultants throughout the public and private sectors.

London describes how principled, diplomatic leaders and managers put personal feelings aside, avoid anger, and by doing so are highly successful in resolving conflicts. He identifies and explains different styles of diplomacy, such as the trial balloon, shuttle diplomacy, coalitions, and co-optation, and shows how principled, diplomatic behaviors result when people really listen to each other--and by doing so, develop their own values as a foundation for decision making, conflict resolution, and negotiation. The result is a clear demonstration of how human resource managers, trainers, and organizational development consultants can create a truly productive work environment in their own organizations, and how principled leadership and business diplomacy will benefit them as well their relationships with others.

Compiling extensive research findings with real insights from the business world, this must-read book on performance appraisal explores its evolution from the classic appraisal to its current form, and the methodology behind its progression. Looking forward, Aharon Tziner and Edna Rabenu emphasize that well-conducted appraisals combine a mixture of classic and current, and are here to stay. The book first presents a primer to performance appraisals, covering the role of management, the appraisers, and external and political influences. The authors then present ways to improve the appraisal system through training, methodology and diversification. Consequently, they outline the key questions and opportunities facing the research and business communities, including the rapidly developing technological and democratic workforce. In particular, the authors highlight the need for the creation of a ''climate of performance'' and innovation in research, for the betterment of both the individual employee and society as a whole. Improving Performance Appraisal at Work is a comprehensive guide for researchers in business and management, human resource management and organizational behavior. The authors cover an extensive array of issues relating to the role of employee performance appraisal, making this book an excellent advisory text for those in professional human resource roles.

Companies and organisations are increasingly more aware of the importance of people and their knowledge for dealing with economic scenarios as well as their relationships developed both inside and outside of the company. Strategic Approaches for Human Capital Management and Development in a Turbulent Economy examines the useful information developed by individuals presented within organisational structures, routines, and company policies. This book is an international platform for academics, researchers, lecturers, decision makers, and policy makers in order to enhance their understanding and collaboration in issues of knowledge management and human resource management.

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.

Technology, people, e-workplaces: these are the elements that fast moving organizations use to meet changing business requirements by using technology to invent new business processes, to re-align organizational structures, and to implement new management practices. Moreover, it has become apparent in today's global information economy, the most critical-indeed the primary-resource that distinguishes market leaders from everyone else is human talent! Countries, communities, and organizations are suddenly very interested in developing the human capacities that will allow them to compete in a networked world. Successful growing organizations have placed the combined development of information technology and human resources as their top priority. With the help of human resource professionals, organizations must grasp the pertinent aspects of both people and technology issues to create an effective e-workplace. These issues occur at the intersection of the disciplines of computer science, operation research, and human resource development. Because these issues are complex, they can best be understood through cross-disciplinary collaboration among experts who approach them from a range of perspectives. Human Resource Development and Information Technology: Making Global Connections presents just such a collaborative effort from leaders in the field. This book describes the changes that are occurring as technology plays a more central role in human resource development. It compares methods and tools that organizations can use to create their own practices for developing their most critical resource-people! In addition, the authors pose a set of interesting research questions that will help us further explore how countries, local communities, and organizations build dynamic systems for developing a sustained competitive advantage with human talent.

Based on extensive research and consulting experience, the authors of this book affirm that an organization's managerial performance as well as an individual's own personal effectiveness can be greatly enhanced through the Use of mental imagery or visualization techniques. Mental imagery allows its practitioners to learn about management through mental as well as actual practice. It effectively generates a performance orientation in which the individual is required to rehearse specific behaviors for optimum results. The practice of mental imagery techniques are not altogether new. Their application in the field of management, however, represents a valuable innovation that will be of special interest to a wide variety of managerial professionals and the people who train them.

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.

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.

Often lost in the study of people management is the crucial skill of relationships management. It is not simply the study of how to help people get along, nor is it the same as managing compensation, for example, but it is infinitely more volatile, complex, and difficult to do. Snider sees it as the key to success in new and growing organizations of almost any kind (he refers to these relationships as partnerships) and in his challenging new book proves that in any high-growth company, people really are partners. He explores the dynamics of such groups, their social and psychological aspects, and shows how to use the concepts that emerge from these understandings to manage a real world enterprise. What happens if it fails? Snider, a clinical psychologist with experience in couples therapy, shows that the dissolution of a business can be likened to the breakup of a marriage and managed the same way. This book is engrossing, essential reading for entrepreneur executives in all types of companies--new, growing, even mature ones--but also for venture capitalists and others on the way up, with financial or personal career stakes in them.

Snider defines the types of partnerships found in almost all kinds of businesses, and identifies the variables that are crucial to managing them successfully. He examines concepts familiar to social psychologists, then relates them to the specifics of business culture and probes their influences upon it. He discusses hands-on topics like team management, the use of power, the place of values and beliefs, the very real cost/benefit implications of any human relationship in a work setting, and the critical role played by interpersonal communications. Of special interest to entrepreneur-executives is his discussion of the dynamics of managing transitions, as organizations move from one stage of development to the next, and also the use of delegation. Dr. Snider then tackles the all-important problem of how to keep a business healthy, and how to notice and identify early signs of trouble. But if everything fails and a break-up becomes inevitable, it may actually prove the best thing. Far from being a confidence-shattering crisis, Dr. Snider shows how it can be a learning experience, and how it can benefit everyone the next time around.

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.

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.

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.

The SHRM Essential Guide to Employment Law is your One-Stop Legal Reference to Employment Law. It simple, straightforward language on everything HR professionals, employers, and small business owners need to know about their relationship with their employees in order to comply with the law and protect themselves and their business from legal action. Covering more than 200 workplace law topics, the Guide provides an overview of U.S. workplace laws, regulations, and court decisions that employers, large or small, are likely to face, as well as what pitfalls to anticipate and when to seek professional advice. Each chapter offers general principles, highlights key issues, and provides specific examples and suggestions to help make the employer-employee relationship run more smoothly. The Second Edition features scores of updates and new content, including:* New NLRB rules* New state law limitations on inquiring about salary history* Compliance for telework* Lawfulness of provisions in severance and release agreements* Department of Labor's change of position on volunteer workers* New state laws limiting or prohibiting non-compete agreements* and much more!

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.

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.

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.