The Elgar Companion to Managing People Across the Asia-Pacific provides a crucial exploration of current business and management research, touching upon topics such as leadership, employee motivation and politics, and innovation to provide a timely examination of management in the Asia-Pacific. It addresses how unique cultural, societal and governance factors in the Asia-Pacific affect business practices. Bringing together the work of a diverse collective of international authors, chapters explore often challenging topics such as the position of ageing workers in the Asia-Pacific and the dynamics of a multigenerational workforce. They carefully examine organizational psychology processes among Asia-Pacific workers in order to paint an accurate picture of differing work environments. Ultimately, this accessible Companion directly focuses on ongoing research efforts to conceptualize the culture, engagement and potential shifts within Asia-Pacific work environments. This discerning Elgar Companion will be beneficial for researchers and academics of multiple disciplines, such as business and management, international business, finance and organizational psychology. It will additionally be of use to practitioners in management positions seeking to understand contemporary issues within the field.

Spanning five continents, this cutting-edge book provides a thorough international overview of equality, diversity and inclusion at work. Analysing the demographics of the workplace and the economic outcomes achieved by different segments of the population, it offers readers a better understanding of diverse work environments and how they are influenced by legislation and populations. Grounded in theoretical and legal frameworks and supported by primary and secondary research, the Research Handbook highlights which dimensions of diversity and equality at work should be addressed. Chapters cover topics such as gender inequality and the underrepresentation of women in managerial positions, non-discrimination employment legislation, the labour participation of persons with disabilities and more. Focusing on previously under-researched countries across the world, from Bosnia and Herzegovina and Chile to Lebanon, Morocco, Singapore and several others from the Global South, this Research Handbook offers a fresh perspective on key issues within the workplace. This Research Handbook will be key reading for academics and graduate students in management, industrial relations, public policy and sociology looking to develop their knowledge of equality, diversity and inclusion in an organisational context and in under-researched countries. It will also be of great benefit to policy makers and employers in government, civil society and the private sector who wish to increase diversity and improve their equality and inclusion policies and practices in the workplace.

This Handbook on Diversity and Inclusion Indices critically examines many of the popular and frequently cited indices related to diversity, equity and inclusion (DEI) benchmarking and progress tracking. The goal is to provide a better understanding of the indices' construction, strengths and weaknesses, intended applications, contribution to research and progress towards diversity and equity goals. The editors include detailed reviews of 23 DEI indices including broader, more general measures as well as those that focus on a particular aspect of diversity (e.g., gender, religion). Included are indices that measure diversity, equity, and/or inclusion at organizational, national, and regional levels. The Handbook unpacks this wide range of indices to meet the needs of researchers, public policy makers, and general consumers of information.

This Research Handbook offers, for the first time, a comparative approach to current diversity management concerns facing nations. Spanning across 19 countries and pan Africa, it covers age, gender, ethnicity, disability, sexual orientation, national origin, and the intersection of various dimensions of diversity. The multicultural and multi-country teams of contributors, leading scholars in their own countries, examine how the various actors react, adopt, and manage the different dimensions of diversity, from a multitude of approaches, from national to sectoral and from tribes to trade unions, but always with a comparative, multi-country perspective. This book represents the efforts of multicultural and multi-country teams of contributors who are prominent diversity scholars in their respective countries. Offering comparative approaches to diversity management and comparative public policy on multiculturalism, it explores comparisons at both the macro-environmental and meso-organisational levels. Topics covered include Pan African tribal diversity management, diversity in the South Pacific, youth labour market exclusion and LGBTQ rights in selective countries. This comprehensive review of diversity management will appeal to both academics and graduate students, as well as public policy makers, industry practitioners, top leadership, middle managers and HR managers. Contributors include: P. Apascaritei, E. Aydin, S. Bacouel-Jentjens, L. Booysen, J. Burgess, K. Callison, S.I. Carlier, L. Castro Christiansen, G. Combs, N. Cornelius, E. French, I. Gutierrez-Martinez, J.M. Hoobler, S. Le Queux, W. Lillevik, T. Merriweather Woodson, I. Metz, T.A. Nelson, E. Ng, S. Nkomo, A. Ollier-Malaterre, E. Ozeren, J. Ramon Pin Arboledas, K. Ravenswood, G. Strachan, E. Stringfellow, E. Suarez Ruz, L. Susaeta, A. Thomas, H. Wishik, D.B. Zoogah

Millennials, the latest generation to enter the global workforce, are changing the face of employment. This volume represents the most up-to-date research on the changes and issues from an international cast of generational researchers. Shifting demographics around the world have created a unique historical phenomenon in which a large cohort of employees (i.e., post-war Baby Boomers) are nearing retirement, and a new cadre of younger workers are being recruited to replace them. These twenty-something year-olds, often referred to as 'Gen Y' or Millennials, represent the workforce of the future and come with their own set of expectations, demands, and work habits. The contributors to this volume, drawn from countries around the world, document the cultural, historical, and social context surrounding this phenomenon. The international perspective makes it possible to examine cross-cultural similarities and differences in HRM practices. This timely book provides an understanding of the new workforce in multiple countries and settings and a valuable reference as scholars and employers seek to understand the values, beliefs, and expectations of the next generation of workers. While scholars and instructors will find this book indispensable, the book will also have implications for domestic and multinational employers, managers, HR practitioners, and career counselors. Contributors:J. Alves, S.L. Arnold, H. Breitsohl, J.P. Briscoe, P. Caligiuri, S.M. Campbell, K. Chudzikowski, S. Colakoglu, R. De Cooman, J.J. Deal, N. Dries, W.A. Gentry, L.M. Graves, C. Guo, L.M. Hite, K. Inelmen, B. Kowske, S.T. Lyons, E. Martins, N. Martins, K.S. McDonald, E.S. Ng, E. Parry, E.T. Porschitz, R. Rasch, M. Ruderman, S. Ruhle, L. Schweitzer, Y. Shen, S. Stawiski, J. Taylor, J.M. Twenge, J. Unite, D. Uygur, T.J. Weber, S. Yue, I.U. Zeytinoglu

This second edition contains 14 countries as opposed to 16 in the first edition, but is essentially different as it not only includes updates for the countries in common, but also six new ones including Australia, Finland, Japan, New Zealand, Nigeria and Russia. It is, therefore, essentially a complement to the first edition. The editors suggest that one of the most significant effects of globalization has been to widen the scope of diversity management as workforces are becoming more diverse, with migrants posing a particular challenge in some countries. Examination at national level is crucial as anti-discrimination legislation and its implementation vary from country to country, especially with respect to whether or not positive discrimination is a feature. Above all the picture is changing over time. Hence the need for this new edition.' - Peter J. Sloane, Swansea University, UK and Flinders University, Australia'By covering the diversity practices in 14 different countries this Handbook makes evident the need to consider diversity management from a global and local standpoint. What is legal and standard practice towards equality in one country can be viewed as discriminative and unlawful just across the border. With such complex reality, the authors of this book make an incredible job of providing the reader with detailed and useful information on how to approach diversity 'glocally' (that is, in multiple geographies). The book, in a way, is a global travel guide for diversity management that benefits both business managers and HR practitioners operating in the international arena.' - Simon L. Dolan, ESADE Business School, Spain and Editor-in-Chief, Cross Cultural Management: An International Journal Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries' national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural. The second edition of this important reference work provides important updates and new perspectives on the cases constituting the first edition as well as including contributions from a number of new countries: Australia, Finland, Japan, New Zealand, Nigeria and Russia. Countries that have been updated and expanded are Austria, Canada, France, India, Italy, the Netherlands, South Africa and the United Kingdom. This Handbook will be greatly appreciated by scholars who wish to better contextualize their research and will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries. Contributors: I. Adeleye, D. Atewologun, A.-F. Bender, R. Bendl, I. Bleijenbergh, E. Bokovikova, L.A.E. Booysen, J. Burgess, F. Colgan, E. French, R. Haq, R. Hofmann, A. Klarsfeld, S. Kosheleva, J. Laufer, J. Louvrier, V. Mackie, O. Matanmi, A. McKearney, A. Murgia, E. Ng, S.M. Nkomo, K. Okano, B. Poggio, J.K. Pringle, K. Ravenswood, K.Rawston, I. Roper, I. Ryan, R. Schalk, G. Strachan, A. Tatli, A. Terlouw, D.-G. Tremblay, A. Tuori, M. van Engen, E. Zavyalova

Millennials, the latest generation to enter the global workforce, are changing the face of employment. This volume represents the most up-to-date research on the changes and issues from an international cast of generational researchers. Shifting demographics around the world have created a unique historical phenomenon in which a large cohort of employees (i.e., post-war Baby Boomers) are nearing retirement, and a new cadre of younger workers are being recruited to replace them. These twenty-something year-olds, often referred to as 'Gen Y' or Millennials, represent the workforce of the future and come with their own set of expectations, demands, and work habits. The contributors to this volume, drawn from countries around the world, document the cultural, historical, and social context surrounding this phenomenon. The international perspective makes it possible to examine cross-cultural similarities and differences in HRM practices. This timely book provides an understanding of the new workforce in multiple countries and settings and a valuable reference as scholars and employers seek to understand the values, beliefs, and expectations of the next generation of workers. While scholars and instructors will find this book indispensable, the book will also have implications for domestic and multinational employers, managers, HR practitioners, and career counselors. Contributors:J. Alves, S.L. Arnold, H. Breitsohl, J.P. Briscoe, P. Caligiuri, S.M. Campbell, K. Chudzikowski, S. Colakoglu, R. De Cooman, J.J. Deal, N. Dries, W.A. Gentry, L.M. Graves, C. Guo, L.M. Hite, K. Inelmen, B. Kowske, S.T. Lyons, E. Martins, N. Martins, K.S. McDonald, E.S. Ng, E. Parry, E.T. Porschitz, R. Rasch, M. Ruderman, S. Ruhle, L. Schweitzer, Y. Shen, S. Stawiski, J. Taylor, J.M. Twenge, J. Unite, D. Uygur, T.J. Weber, S. Yue, I.U. Zeytinoglu

Organizations and employers are currently managing an inter-generational workforce, and the most prudent of these are seeking to enhance the careers of new entrants. HRM, careers, and work researchers have begun to explore career-related differences among the four generations of workers currently in employment, but to date there has been very little in the way of full-length comparative studies. In Generational Career Shifts: How Veterans, Boomers, Xers, and Millennials View Work, Eddy S. Ng, Sean T. Lyons, and Linda Schweitzer develop a timely, wide-ranging examination of inter-generational differences in work priorities, career attitudes, career experiences, and career outcomes. Offering a comprehensive overview of existing research, and drawing upon the authors' own large scale study of students and knowledge workers, this book documents how careers have fundamentally shifted over the past five decades. Along the way, it offers crucial insights into what these shifts mean for employers and their management strategies. Generational Career Shifts is essential reading for career researchers, generational researchers, practitioners within executive education, as well as for career counsellors, human resource departments, corporate libraries, and people managers.

This second edition contains 14 countries as opposed to 16 in the first edition, but is essentially different as it not only includes updates for the countries in common, but also six new ones including Australia, Finland, Japan, New Zealand, Nigeria and Russia. It is, therefore, essentially a complement to the first edition. The editors suggest that one of the most significant effects of globalization has been to widen the scope of diversity management as workforces are becoming more diverse, with migrants posing a particular challenge in some countries. Examination at national level is crucial as anti-discrimination legislation and its implementation vary from country to country, especially with respect to whether or not positive discrimination is a feature. Above all the picture is changing over time. Hence the need for this new edition.' - Peter J. Sloane, Swansea University, UK and Flinders University, Australia'By covering the diversity practices in 14 different countries this Handbook makes evident the need to consider diversity management from a global and local standpoint. What is legal and standard practice towards equality in one country can be viewed as discriminative and unlawful just across the border. With such complex reality, the authors of this book make an incredible job of providing the reader with detailed and useful information on how to approach diversity 'glocally' (that is, in multiple geographies). The book, in a way, is a global travel guide for diversity management that benefits both business managers and HR practitioners operating in the international arena.' - Simon L. Dolan, ESADE Business School, Spain and Editor-in-Chief, Cross Cultural Management: An International Journal Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries' national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural. The second edition of this important reference work provides important updates and new perspectives on the cases constituting the first edition as well as including contributions from a number of new countries: Australia, Finland, Japan, New Zealand, Nigeria and Russia. Countries that have been updated and expanded are Austria, Canada, France, India, Italy, the Netherlands, South Africa and the United Kingdom. This Handbook will be greatly appreciated by scholars who wish to better contextualize their research and will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries. Contributors: I. Adeleye, D. Atewologun, A.-F. Bender, R. Bendl, I. Bleijenbergh, E. Bokovikova, L.A.E. Booysen, J. Burgess, F. Colgan, E. French, R. Haq, R. Hofmann, A. Klarsfeld, S. Kosheleva, J. Laufer, J. Louvrier, V. Mackie, O. Matanmi, A. McKearney, A. Murgia, E. Ng, S.M. Nkomo, K. Okano, B. Poggio, J.K. Pringle, K. Ravenswood, K.Rawston, I. Roper, I. Ryan, R. Schalk, G. Strachan, A. Tatli, A. Terlouw, D.-G. Tremblay, A. Tuori, M. van Engen, E. Zavyalova