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.

The relationship between the so called boundaryless careers and the occupational wellbeing is a fascinating issue. The themes of boundaryless and protean careers are noteworthy if we consider the challenges posed by a transition to more temporary employment arrangements from an industrial to a knowledge-based economy we are facing today. The book is enriched by empirical data analysis and case studies, which on one hand allow an in-depth view of the relation between new careers and wellbeing for specialists and, on the other one, become a fertile benchmark for professionals to look at. The novelty is represented by the effort of giving such construct an interdisciplinary approach, moving from law to organizational psychology, to economy, and to occupational health.

As increasing numbers of women enter the workforce, it has become more and more common to find husbands and wives who are both committed to careers in the public sector. This book offers the first detailed analysis of this important new segment of the workforce. Based on extensive surveys, it presents a comprehensive profile of public sector career couples and explores solutions to common problems faced by human resource managers in this field.

The authors first examine dual-career couples as a segment of the workforce, the lifestyles of these couples, and the challenges they face in work and family life. Current management practices in the public sector are carefully considered, with special attention to the recruitment and retention of dual-career couples in the face of prevailing anti-nepotism policies. In addition to providing guidance on legislative issues and judicial policies that affect the employment of dual-career couples, the authors develop a model of interpersonal and management skills for integrating dual-career couples into the workplace. Finally, strategies for resolving policy obstacles are suggested. A valuable tool for human resources professionals, this book will also be of interest in the areas of labor relations, public administration, and policy studies.

This book deals with the concepts of leadership and communication in business organizations, initially on a general level and then in detail through an analysis of specific cases. First the book provides a contextual framework to explain the role and importance of the topic. The foundation is provided by selected behavioural and situational theories. Then 15 different leadership models and their respective communication strategies are specified. The interaction of leadership and communication is examined explaining organizational communication and its tools. In the third part the book looks in detail at the glass, textile and confection industries. It examines the relationship between socio-demographic variables of employees, leadership types and communication styles and systems of managers in these sectors. The results of this study provide researchers and professionals with a number of suggestions for more effective organizational communication and better leadership practice.

We live in times of great change-a time when our personal strengths are stretched, sometimes even to the breaking point. The results are disheartening. Many of us fail at our jobs and our relationships; others become addicted to substances or activities that offer only temporary respite. In "Understanding Change," Dr. Albert de Goias offers a formula to manage people and situations that can help you gain a greater drive to accomplish goals, relate to others and lead effectively during times of great stress and crisis.

Dr. de Goias, a psychotherapist and founder of an addictions management facility, shares his innovative process that illustrates how to regain personal strength and belief in self, offers ways to identify inconsistencies and events before they become problems, encourages self-accountability and provides the guidance to help create a unique life path. While explaining his formula step by step, Dr. de Goias also examines the power of thought, identifies resources to deal with change and teaches how to use criticism to our advantage.

"Understanding Change" shares a powerful strategy that can help you secure personal strength and achieve inner peace in an ever-evolving, unpredictable world.

This volume is divided into three major parts, each of which symbolizes a new virtuous circle that is added to the previous one in order to foster the dissemination of humanistic management (HM) among corporations and social institutions. After an introductory chapter explaining the concept of humanistic management and the plan behind this research project, the first part of the book is devoted to education. The authors address pedagogical strategies that can be used in higher education to introduce students to HM. In turn, the second part of the book focuses on the implementation of HM in corporations, while the third presents an approach for measuring and monetizing the social value generated by corporations through their economic activities. In the closing chapter, the editors illustrate how the three parts of the book can be combined to generate virtuous cycles in corporations.

"Improvisational Negotiation" presents an original approach for mediators, negotiators, and other dispute resolution professionals. Drawing on his own experience plus those of his colleagues, Jeffrey Krivis offers the reader dramatic, well-crafted, and highly instructive stories about people in conflict - families, organizations, corporations - and shows how mediated negotiations help them to reach a successful resolution.

Unlike most books on the topic, "Improvisational Negotiation" does not focus on theory, philosophy, or formulaic procedures. The book highlights entertaining true stories that illuminate the skills and tools a good mediator uses to direct a successful negotiation and then asks the questions: What happened? and What strategies can we learn?

This book discusses inner peace from an Islamic theological and spiritual perspective, the writings of Said Nursi, a twentieth century Muslim scholar. Inner peace is a topic of great interest in the world at present. While happiness and mental health have been extensively discussed from a psychological and sociological perspective, and while inner peace has been written about from various religious viewpoints, there is very little scholarly work on inner peace from an Islamic theological and spiritual perspective. This book addresses this significant gap. With Islam being the second largest religion in the world, this book provides an important contribution to the literature on a faith tradition which is followed by so many. In addressing the intersection between Islam, spirituality and psychology, this book makes an original contribution to the literature on modern Islamic thinkers like Nursi, and to the broader fields of Islamic studies, and theology, philosophy and well-being studies.

Twenty-six scholars present findings from a wide range of national experiences, including those of Australia, Canada, Finland, Germany, Italy, The Netherlands, Sweden, the United Kingdom, and the United States. Although the bulk of the study is empirical, the conceptual approach with which the book opens pervades the entire analysis, so that important questions such as the following are raised frequently in differing contexts:
- Do organizations send mixed signals about flextime to their professional employees?
- What if anything compensates for the virtual elimination of "slack time" in the skilled labour market?
- Are flexible staffing arrangements inherently discriminatory?
- Do local managers tend to implement organizational strategic visions of good working life in a way that merely creates new compromises for their subordinates?
- How do non-permanent workers balance anxiety and freedom?
- Have flexible work arrangements affected traditional patterns of gender discrimination?
- Does "nonstandard" often mean "substandard"?

For undergraduate courses in human resource management. Real-world examples, supported by theory For students to succeed in a rapidly changing HR job market, knowledge of career options and skill development is key. Human Resource Management provides students with examples of how HR management is practiced in the real world and the relationships between various HR topics are interwoven throughout the text, giving a thorough introduction to the field based on sound theoretical concepts and practice.

This book offers strategic leaders with essential information for their most important role: the change management function of positioning the organization for success into the future. To do so, leaders need to sort through a myriad of forecasts, predictions and weak indicators of change to make timely decisions. This volume addresses the most critical factor for future success: people and, specifically, harnessing the potential the current youth cohort will bring when they join the full-time workforce. Drawing on multi-disciplinary analyses by 37 researchers, the book presents an integrative assessment of the characteristics that those in the current youth cohort are likely to bring to the workplace. The focus is on those born after 2005 with an examination of the implications of this cohort being raised from birth immersed in an increasingly omnipresent digital environment which extends far beyond social media. The authors see the coming 'digital tsunami' as creating disruptive effects across major elements of our economy and even society however optimistically conclude that the digital environment and the development of 21st Century skills in schools will equip the next generation with essential competencies, attitudes, social skills and work goals. The key to harnessing the potential of this generation will be to modify current human resources and workplace practices which will mean sweeping away much of the 'boomer' legacy that this cohort has imprinted on organizations. To assist leaders, the book goes beyond presenting a rich portrait of who these youth may become by providing practical recommendations for the changes that need to start now in order to position the organization to benefit from what they will bring. As the astute strategic leader knows: objects in the future can be closer than they appear.

Why do international policing missions often fail to achieve their mandate? Why do United Nations Police officers struggle when serving in foreign peacekeeping missions? United Nations International Police Officers in Peacekeeping Missions: A Phenomenological Exploration of Complex Acculturation unravels these problems to find a causal thread: When working in hyper-diverse organizations such as the United Nations Police, United Nations police officers must grapple with adjusting to a kaleidoscope of different and competing cultures simultaneously-an issue the author identifies as complex acculturation. In this introduction to the novel concept of complex acculturation, Michael Sanchez explores the reasons behind the chronic performance troubles of the United Nations Police, and explains how the very fabric of the organization contributes to its ineffectiveness. While previous research has focused on private sector expatriate workers' challenges when adapting to a single new culture, this timely book describes a previously unstudied phenomenon and applies this knowledge to help businesses, governments, organizations, and citizens navigate the increasingly diverse workplace of the future. This book lays the foundation for a new area of study and provides a forward-thinking perspective that will interest multinational companies, police agencies, international relations organizations, prospective expatriate workers, and academics alike.

This highly useful reference outlines best practices in key areas of human resources that are not only fair and equitable, but that can withstand legal scrutiny. Industrial/organizational experts apply their empirical knowledge and practical experience to aspects of HR that are commonly litigated, including broad and specific topics in testing of potential employees, disability issues, compensation and pay equity, and work hours. The book is written to be accessible to readers currently in HR-related graduate-level training as well as HR practitioners with or without background in industrial/organizational psychology. And to add to its utility, chapters feature practical strategies for addressing each of the legal issues presented. Among the topics covered: Measuring adverse impact in employee selection decisions. Using background checks in the employee selection process. Disabilities: best practices for vulnerabilities associated with the ADA. Physical abilities testing. Wage and hour litigation. Clinical psychological testing for employee selection. Conducting compensation equity analyses. Practitioner's Guide to Legal Issues in Organizations brings clear, up-to-date information to graduate students studying human resources, management, industrial/organizational psychology who are interested in legal issues, as well as applied HR practitioners such as industrial/organizational psychologists, human resources generalists, management and labor economists.

A timely work that reviews the phenomenon of gender and its many manifestations of equality. Well-suited for increasing awareness and justice in academic and professional environments, this collective work addresses long-standing and ongoing social problems such as discrimination, stereotyping, prejudice, as well as a plethora of societal and industry influences that sustain the trend of gender imbalance. Aiming to span a broad scope in time, backgrounds and implementation, this book presents a wide variety of topics, including a historical overview, contemporary gender-based Issues, gender approaches across the disciplines, and cultural influences. The reader is guaranteed to confront existing biases when digesting topics related to gender communication differences, stereotypes, tensions and resistances, assigned social roles, transgenderism, non-binary identities, tension fields between equality and equity, relational aggression, and more. A critical underlying aim of this book is to contribute constructively and progressively to the dialogue on the definition of gender, thus addressing an ongoing challenge for policy makers, organizational leaders, and scholars.

Teaching Faculty How to Use Technology covers the critical developments in the use of technology for college teaching in North America and worldwide. Despite the huge investments in campus network infrastructures, the most daunting challenge in implementing technology in college teaching is the training of faculty in the use of these new technologies. Key challenges for this critical task are discussed, including such issues as funding, technical and pedagogical training/support, organizational structures, reward systems, workload issues, multi-institutional collaboration, collective bargaining, and intellectual property.

This book brings together world-class experts in HR Management to work with top HR directors to overcome the most pressing issues facing senior HR specialists today. The book captures the dual edged challenge facing HR Directors; the need to lead their functions towards effective performance, but also to assess leading practice.

Business Partners, Internal Consultants or Client Relationship Managers, the job titles vary but the fundamental requirements are the same. Business focused, value-driven HR is the future for the profession. Yet many, even within HR, doubt that many HR teams will be able to perform as business partners without acquiring new skills. In a recent survey, 80 per cent of HR directors said that they believed that their team needed to develop new skills to meet the needs of their organisation. The top five skills gaps they identified were: influencing and political skills; strategic thinking; the ability to deliver results to achieve a target; leadership ability; and business knowledge. But having the skills is not enough - applying them in the chaotic and frantic world of work while still delivering the transactional duties of HR is the real challenge. This toolkit helps you to first identify those skills gaps and develop your team's capability and then to apply those skills to become genuine business partners. The detailed diagnostic self assessments and development activities in "The HR Business Partnering Toolkit" help you and your team develop and improve the skills you need. The implementation models, process maps and case studies show you how to apply those skills to the real challenges facing your organisation. This toolkit shows you how to enable your HR team to deliver demonstrable value to your organisation.

This volume looks at how multinational companies manage their workforces across borders. Its focus is on the shaping of multinationals' employment practices through the interplay of structural forces: divergent national business systems, evolving supranational institutions, and the dynamics of global competition. But it also scrutinises the multinational as an arena in which contending actors pursue their own active interests and strategies within the constraints of these broader forces. Its combination of innovative empirical and theoretical material will appeal to postgraduate students and researchers in the fields of international business and comparative employment relations.

"Research in Personnel and Human Resources Management" published monograph length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management and acts as a primary resource to both individuals and libraries.

Title VII of the 1963 Civil Rights Act specifically prohibits gender-based discrimination, and over the past 40 years women have made astounding progress in breaking down barriers in the workplace. Nevertheless, discrimination is still widely practiced in both overt and subtle ways, denying women access and opportunity, particularly in blue-collar occupations that have long been dominated by men. In Blue-Collar Women at Work with Men, Jeanie Ahearn Greene brings the experiences of blue-collar women vividly to life through interviews and analysis that expose the challenges they face on a daily basis. From Peg the police officer to Angela the trade union president, these women describe the negative situations they encounter in every facet of their work lives-from the hiring process to socializing with co-workers to relationships with supervisors-and discuss the coping mechanisms they have developed for navigating in an often-hostile environment. Greene then takes the discussion to the next level, exploring the social, political, and economic implications of enduring gender discrimation. She concludes with a series of recommendations for employers, policymakers, social workers, lawyers and other advocates, human resource professionals, and women themselves, designed to promote workplace equality in both spirit and practice. Title VII of the 1964 Civil Rights Act specifically prohibits gender-based discrimination, and over the past 40 years women have made astounding progress in breaking down barriers in the workplace-from the shop floor to the corner office. Nevertheless, discrimination is still widely practiced, in both overt and subtle ways, denying women access and opportunity, particularly in blue-collar occupations that have long been dominated by men. In Blue-Collar Women at Work with Men, Jeanie Ahearn Greene brings the experiences of blue-collar women vividly to life through interviews and analysis that expose the challenges they face on a daily basis. From Peg the police officer to Gretchen the carpenter, Mary the auto assembly line worker and Angela the trade union president, these women describe the negative situations they encounter in every facet of their work lives-from the hiring process to socializing with co-workers to relationships with supervisors-and discuss the coping mechanisms they have developed for navigating in an often hostile environment. Surprisingly, they do not see themselves as pioneers, mavericks, or martyrs, but more simply as people with bills to pay, families to raise, and modest career aspirations to fulfil. After telling these women's stories, Greene takes the discussion to the next level, exploring the social, political, and economic implications of enduring gender discrimination. She argues that despite formal protections under the law, women are still routinely harassed and discriminated against, to the detriment not only of individual growth and development, but of workplace productivity and social welfare. She concludes with a series of recommendations for employers, policymakers, social workers, lawyers and other advocates, human resource professionals, and women themselves. Ultimately, she contends that in order to have equal employment opportunity, employment policies and practices must exceed the standing protections provided by equal rights legislation and policy.

This book addresses the gap between the espoused importance of organizational human capital and how it is actually reported and assessed. It also discusses the current and potential uses of human capital measurement and a way for HR to position itself among other business functions such as finance, accounting, and operations. Readers will finish with an understanding of approaches for the valuation of a firm's human capital, practical applications for the economic analysis of human capital, and gaps that are ripe for research and practice to address.

This non-conventional book provides a human resource perspective to sales force management. It describes sales forces as complex systems of human interactions and shows how a decision in one area is likely to have direct, but also more or less desirable and lasting effects, on other aspects of the sales force. Managing human resources is no simple task, and in a sales force context, the difficulty is compounded by the fact that managers often have limited control and knowledge of what salespeople do once in the field.

The book addresses most sales force human resource decisions by contrasting prevalent industry practices with relevant research findings that could bear on sales force management and by showing how a simple managerially oriented tool can capture much of the sales force systeM's complexity. Special attention is devoted to such questions as how to identify top sales producers; how to generate candidates from the best sources of salespeople; how to select and hire the best sales producers; how to enhance and maintain sales effectiveness over time; how to set up effective compensation and sales quota plans; and how to manage sales force turnover. This book will help sales managers and supervisors to take a more integrated view to sales management. It can also help salespeople to be more effective in their tasks and to prepare them for a career in management.

An unpleasant side effect of a robust economy is the struggle to find, hire, and retain entry-level employees. Companies must reevaluate and dramatically upgrade their entry-level recruiting and hiring pracices, and develop retention strategies. McTague and his consulting partner, Batrus Hollweg Inc., draw upon their long experience with top drawer clients to give corporate decision and policy makers and their staffs the tools they need to find and keep the right people. Their book is an innovative, complete resource for organizations of any size in all industries.

Among the topics that McTague discusses are the best practices in staffing entry-level employees, such as the proper methodology for creating and conducting interviews, how to research and implement employment tests, and what the legal requirements are for recruiting and hiring. McTague shows how the book's advice is good for a wide spectrum of industries--financial, food service, hospitality, manufacturing, technology, telecommunications, and transportation. Of special importance is its guidance on legal matters; how staffing impacts productivity, customer service, and teamwork; and how a successful hiring policy will affects the organization's bottom line, or on other ways it may be evaluated. The book is an innovative, complete resource for organizations of any size in all industries. In it you'll find the cutting-edge methods and systems essential to getting good entry-level people and keeping them.