The COVID pandemic has swept through the world with significant consequences for our work and family lives. We have seen a huge upsurge in remote working, collaborating and leading and ways of working, giving rise to myriad challenges such as "Zoom fatigue," poor "digital demarcation," shifting workplace power balances, and declining mental health and safety. Its impact has rightly increased scholarly and practitioner attention towards better ways to support and understand employees, leaders, and organizations; and to help them to develop more effective responses to disruption of various forms. For volume 18 of the series Research on Emotion in Organizations we have fittingly chosen the theme, Emotions during Times of Disruption and contend that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully. Literature to date addressing this issue is surprisingly scant and so chapters in this volume provide impactful and important contributions to an underexplored area. Emotions during Times of Disruption progresses through 4 thematic sections which include, Emotions in disruptive contexts, Emotions and performance-related outcomes during disruption, the role of supervisors and leader emotions during disruption and lessons learnt which help point the way forward with further insights and recommendations.

The way we manage organizations seems increasingly out of date. Survey after survey shows that a majority of employees feel disengaged from their companies. The epidemic of organizational disillusionment goes way beyond Corporate America-teachers, doctors, and nurses are leaving their professions in record numbers because the way we run schools and hospitals kills their vocation. Government agencies and nonprofits have a noble purpose, but working for these entities often feels soulless and lifeless just the same. All these organizations suffer from power games played at the top and powerlessness at lower levels, from infighting and bureaucracy, from endless meetings and a seemingly never-ending succession of change and cost-cutting programs. Deep inside, we long for soulful workplaces, for authenticity, community, passion, and purpose. The solution, according to many progressive scholars, lies with more enlightened management. But reality shows that this is not enough. In most cases, the system beats the individual-when managers or leaders go through an inner transformation, they end up leaving their organizations because they no longer feel like putting up with a place that is inhospitable to the deeper longings of their soul. We need more enlightened leaders, but we need something more: enlightened organizational structures and practices. But is there even such a thing? Can we conceive of enlightened organizations? In this groundbreaking book, the author shows that every time humanity has shifted to a new stage of consciousness in the past, it has invented a whole new way to structure and run organizations, each time bringing extraordinary breakthroughs in collaboration. A new shift in consciousness is currently underway. Could it help us invent a radically more soulful and purposeful way to run our businesses and nonprofits, schools and hospitals? The pioneering organizations researched for this book have already "cracked the code." Their founders have fundamentally questioned every aspect of management and have come up with entirely new organizational methods. Even though they operate in very different industries and geographies and did not know of each other's experiments, the structures and practices they have developed are remarkably similar. It's hard not to get excited about this finding: a new organizational model seems to be emerging, and it promises a soulful revolution in the workplace. Reinventing Organizations describes in practical detail how organizations large and small can operate in this new paradigm. Leaders, founders, coaches, and consultants will find this work a joyful handbook, full of insights, examples, and inspiring stories.

Never before has the world witnessed the phenomenon of severe stress and burnout on such a large scale as in recent years. Globalization, technological advances and economic meltdown have brought about a plethora of unprecedented challenges for industry and organizations across the globe. Consequently, executives have been under growing stress due to economic uncertainties, mergers and acquisitions, role erosion and restructuring, resulting in increased workloads, longer hours and demands for greater productivity and efficiency. This changing environment has created job insecurity, anxiety, dissatisfaction and emotional exhaustion causing a rapid increase in executive burnout. This book provides the most comprehensive analysis of the construct of burnout, including its magnitude, a global research review, a typology of models, comparisons between professions and consequences of burnout for individuals and organizations. In addition, it provides the views of mental health professionals, empirically derived causes, symptoms and coping techniques, while throwing light on preventative measures and comparing Eastern and Western approaches to mitigate the effects of burnout.

Before 2019, coworking spaces were flourishing, however the COVID-19 pandemic put growth on hold. As organizations have begun to move towards more hybrid ways of working, they are becoming the preferred option and are particularly attractive for new business ventures. There are significant gaps in the research of coworking spaces: their forms, configurations, influences, challenges, and how to manage transformations of incumbents when establishing spaces. The trend is being noticed, but a better understanding of the phenomenon and a consideration of management innovations is needed to fully harness the true possibilities of coworking spaces. In Awakening the Management of Coworking Spaces, the chapter authors combine a scientific approach with managing implications, developing theoretic constructs, reporting qualitative and quantitative findings about challenges, potentials, effects, managerial solutions, and success stories. The contributors are academics and practitioners, bringing together their research and real-world experiences to help organizations shape best practices. An applicable and scholarly collection of chapters offers the latest research on coworking spaces - both the benefits and challenges - and provides a roadmap for corporations to get the best out of their employees whilst maximising their potential.

Organisations, as well as individuals and societies, continue to struggle with the complexity associated with unprecedented demographic changes. Workforce ageing and increasing age diversity are not transient phenomena, and their implications are compounded by the combination of several global trends like workers' increased mobility and migration, as well as increasing gender and ethnic differences. This demographic pressure compels organisations to question conventional ways of management thinking, doing and being in order to capitalize on the benefits of an age-diverse workforce. This volume bridges theoretical and empirical approaches in order to illuminate the challenges of valuing employees at any point in their professional lives, from youth to retirement. Embracing perspectives that span from the individual to the organisational levels of analysis, the book explores the two distinct but intertwined phenomena of workforce ageing and increasing workforce age diversity. The volume is divided into two parts. Contributions in the first section raise questions about the meanings of age and age diversity, as well as how and when age matters in organisations. The second part of the book examines the role and contribution of HR practices in forging an age-inclusive workplace.

How can I develop a team if they're not in the same place? How can I build a company culture that works for employees in an office, working at home and in co-work spaces? How can I maintain organizational oversight if I can't see my employees? Remote Work answers all these questions and more and provides guidance on how to build a successful remote working strategy that engages employees, allows them to perform to their full potential and improves business performance. The COVID-19 pandemic has put remote work into the business norm, but demand from employees to work remotely was already increasing, with a 2019 report stating that 34% of people surveyed would even take a pay cut if they could work remotely part of the time. HR professionals and business leaders need to address this demand to attract and retain the talent the business needs. Remote Work is written by two industry experts who have successfully transitioned their workforces to remote models. It provides essential guidance on how to implement policies, processes and strategies for remote working, including meeting types, measuring performance and creating virtual 'water cooler' environments. Featuring advice on technological solutions to adapting processes and driving engagement, this book also outlines the business benefits of a remote workforce including improved productivity and output and how it allows for faster expansion and execution. With insights from leading experts such as Marshall Goldsmith and case studies from Cornerstone OnDemand, Buffer and United States Marine Corps, Remote Work is essential reading now that increased home and flexible working is here to stay.

Diversity in Action: Managing Diverse Talent in a Global Economy examines one of the most important and topical issue related to diversity management, namely implementing effective strategies for managing diverse talent groups. Highlighting both theoretical issues regarding diversity management and their practical implications, Marina Latukha's wide ranging collection investigates how different management practices focusing on diverse talent groups are realised in order to provide systematic assessments on existing diversity challenges. Diversity in Action uniquely features diversity within diversity as the main topic within its analysis. Content covers different types of employees in its focus of diversity management practices in global economies. Groups explored in relation to human resource and talent management practices include but not limited to management of different generations and migrants and diaspora' representatives employed in modern organizations. There is also discussion of gender-focused initiatives to present the dialog about female talent management and the way it influences organizational results. Diversity in Action highlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectively managed.

This book contains an Open Access chapter Scholarship in management and strategy is paying increasing attention to the domain of aesthetics. Companies routinely make aesthetic choices and there is growing recognition that aesthetic considerations are fundamental for successful performance in competitive markets. Stylistically sophisticated products may appeal to demanding customers, yielding higher profit margins. Style and beauty can also be applied toward enriching organizational cultures, informing leadership visions or motivating employees to defy conventions in designing new products. Aesthetics and Style in Strategy constitutes the first systematic survey of the interface between the aesthetic and strategic domains. Motivated by the rise of aestheticism in contemporary culture, it lays the foundations for an "aesthetic" turn in strategy, which interrogates the use of aesthetic features as a source of competitive advantage and provides examples of connecting design and engineering, style and technology. The "aesthetic turn" is not simply about creating value, but about sharing value among employees and infusing organizational activities with a purpose that transcends principles of efficiency. Volume 42 of Advances in Strategic Management documents the variety of ways in which the useful and the beautiful can be brought together, making a valuable contribution to the sustainability of business in the 21st century.

Much of the research in the area of telework has been more enthusiastic and optimistic than dependable. This book presents objective descriptions and experiences of telework, instead of focusing on boosterism of proponents' theories or the unexamined skepticism of naysayers. Vega specifically questions the wholesale adoption of telework as recommended by its advocates. She examines the impact of telework on the worker, as well as benefits to the employer. Telework might not be the answer to all problems, but Vega's close examination concludes with an upbeat description of what can happen--and has happened--in the best of circumstances.

Arrogance plays a problematic role in organizations, and it is a unique and difficult challenge to address. Taking proper steps towards recognizing and measuring the effect of arrogance in job performance becomes an important step in improving workplace environments. Analyzing Workplace Arrogance and Organizational Effectiveness: Emerging Research and Opportunities provides emerging research on the effects entitlement and superiority have in the workplace, particularly from those in managerial and administrative positions. Highlighting a range of pertinent topics, such as contextual performance, strategic scope, and workplace arrogance scale, this book is an important resource for academics, researchers, students, and managers seeking current research on the relationship between performance and arrogance in the workplace.

Aimed at business students preparing to enter the workforce, Leadership and Mindful Behavior provides readers with guidelines for effective and perceptive leadership. Some of the aspects to be reviewed will be the importance of both soft and hard skills; the concepts of sleepwalking and wakefulness; mental models, respect, change, and compassion.

This book is a timely revival of the social and political importance of meaningful work, which explores a philosophy of work based upon the value of meaningfulness and argues for the institution of a new politics of meaningfulness.

Volume 19 of Research in Occupational Stress and Well-Being explores and enhances our understanding of how stress and well-being at work can change over time. Much of the prior literature in occupational stress and well-being is designed to look at antecedents of stress and well-being, treating them as dependent variables. Although these models implicitly acknowledge the dynamic nature of stress and well-being, they are often assessed at a single time point and treated as a static end-state. This volume moves beyond this approach by explicitly examining stress and well-being as a dynamic phenomenon by examining changes in stress and well-being that happen developmentally, because of intentional interventions on the part of organizations, in response to job role or job status transitions, or which examine the ways in which changes in stress and well-being is conceptualized and assessed.

A comprehensive collection by Professor Cary Cooper and his colleagues in the field of workplace stress and wellbeing, which draws on research in a number of areas including stress-strain relationships, sources of workplace stress and stressful occupations.
Split into two volumes, the chapters present a range of research and theories linked to the field of occupational stress and wellbeing. It charts the flow from concerns about specific occupations to the widening of the concept of stress into the more positive arena of wellbeing. By showing where we came from to where we are now, we hope it will help to develop the field of identifying and helping people who have to cope with the excessive pressures of work in a more insecure and less stable economic climate.
Volume 1
Theory and Reviews of Stress and Wellbeing
Stress-Strain Relationships
Sources of Workplace Stress
Stressful Occupations
Research Methods in Stress and Wellbeing
Volume 2
Stress Management
Stress and Wellbeing Issues
Work-life Balance
Wellbeing

A comprehensive collection by Professor Cary Cooper and his colleagues in the field of workplace stress and wellbeing, which draws on research in a number of areas including stress-strain relationships, sources of workplace stress and stressful occupations.
Split into two volumes, the chapters present a range of research and theories linked to the field of occupational stress and wellbeing. It charts the flow from concerns about specific occupations to the widening of the concept of stress into the more positive arena of wellbeing. By showing where we came from to where we are now, we hope it will help to develop the field of identifying and helping people who have to cope with the excessive pressures of work in a more insecure and less stable economic climate.
Volume 1:
Theory and Reviews of Stress and Wellbeing
Stress-Strain Relationships
Sources of Workplace Stress
Stressful Occupations
Research Methods in Stress and Wellbeing
Volume 2
Stress Management
Stress and Wellbeing Issues
Work-life Balance
Wellbeing

Female Ambition traces the development of women in the workplace, and focuses on a host of critical issues such as current governmental legislation and the family unit, family-responsible companies, personal leadership and the management of time in the workplace and at home. In a comprehensive manner, the book addresses the challenges that women face as they seek to combine careers with a balanced and fulfilling family life. This book also provides practical tips on achieving this goal, and includes numerous real-life examples.

"Contributing to feminist approaches to masculinities, this book examines men's contextual experiences of masculine identity. Drawing on new data which compares men as they move across and between public and domestic spaces, it explores the implications of this for the nature of contemporary masculinity"--

Bringing together contributions from international scholars, this book explores the changing nature of young people's transitions and challenges assumptions about pathways from education into employment in contemporary society.

Machines dominate our lives, from alarm clocks that wake us up in the morning to radios that lull us to sleep. Most of our interactions with automated machines and computers are problem-free, but more often than we would like, they can be irritating and confusing. This is frequently harmless, such as a VCR recording the wrong show, but when it involves a critical system like an autopilot or medical device it can be a matter of life or death. Taming HAL seeks to explain these miscommunications between humans and machines by exploring user interfaces. Degani examines twenty-five different systems for human use, including watches, Internet applications, automobiles, medical equipment, and autopilots onboard commercial airplanes. Readers will discover why interfaces between people and machines all too often do not work and what needs to be done to avoid potential tragedies.

This book investigates the extent of gender inequality in the division of labor in the modern household. Through comparisons of the time allocations of single couple families without children, couple families with children and lone parents, a comprehensive account of the evolution of gender inequality over a typical lifecourse is presented.

Work environments are paved with challenges and uncertainties that can result in the risk of setbacks and personal failure. Experiencing negative events such as these can be devastating for employees. This results in employees becoming distracted, detaching themselves from work and being unable to effectively engage in their work activities. Work Life after Failure?: How Employees Bounce Back, Learn, and Recover from Work-Related Setbacks brings together the knowledge from three distinct concepts that currently lack integration: resilience, learning, and recovery. The authors regard resilience as the positive adaptation after adversity and examine aspects of learning from failure as a process of improvement through enhanced knowledge and understanding after negative professional experiences. The exploration of recovery is situated in the context of a process of reducing strain symptoms that were caused by work-related events. Together, these three concepts advance our understanding of how to effectively use personal resources to overcome the experience of failure and what organizations can do to support employees during these difficult times. Encompassing both conceptual and empirical work from experts in the fields of resilience, learning from failure, and recovery, this book also sheds light on the classification of failures and setbacks and develops a measure of the setback severity.

This volume provides a Europe-wide comparative analysis of the role of civil society organizations active in the field of unemployment and precarity. It illustrates how crucial civil society organizations are for the inclusion of the young unemployed, mainly in two ways: by delivering services and by advocating policy.

Flexibility has become a key concept in discourses on developments in working life. However, it is an ambiguous concept in several ways, and theoretical clarity is lacking. Further, large parts of the literature are prescriptive and ideological rather than empirical and analytical. This book contributes both theoretically and empirically to expound the importance of clearer concepts in the national and international debates on economic systems, labour markets, work organisations, and experiences of work.