Published with the support of the Academy for Social Sciences, this volume provides an illuminating look at topics of concern to everyone at the beginning of the twenty-first century. Leading social scientists tackle complex questions such as immigration, unemployment, climate change, war, banks in trouble, and an ageing population.

Changing the workplace to help prevent stress is much more cost effective in the long term than treating employees for the effects of stress. But to date, there has been little guidance for employers who wish to implement such programmes. This text has gathered together examples of best practice in the workplace across a range of EU countries and organizations. It explores the costs and benefits of stress prevention for workers and organizations and includes case studies, evaluations and reviews. It should be of value to occupational psychologists, consultants and managers across a wide range of work settings.

Almost everything we do as humans is influenced by our personalities. The study of personalities has been a topic of great interest and debate from the earliest psychologists to present day researchers who specialize in applications of personality theory in the education and business worlds. This set of critical readings in personality theory brings together all the major contributions in the field. All the classical papers on the critical theories of personality are included, as well as more contemporary work on cross-cultural and social approaches. With an emphasis throughout on looking at the major issues in personality work, key topics covered include: how personality is defined; how personality can be measured; how different personalities interact; how personality work should be conducted; and how personality is applied in education, business and clinical settings. Central issues associated with personality, such as assessment, and topics allied to personality, such as motivation, nature versus nurture, expectancies and attributions, and the self are also addressed.

Is it really true that working longer hours makes you more successful? Are millennials self-obsessed and frightened of hard graft? Do you really need to hide your emotions in order to gain respect as a manager? Does higher pay really always lead to higher performance? The world of management is blighted by fads, fiction and falsehoods. In Myths of Management, Cary Cooper and Stefan Stern take you on an entertaining journey through the most famous myths surrounding the much-written about topic of management. They debunk false assumptions, inject truth into over-simplifications and tackle damaging habits head-on. Whether cheesy, naive or even destructive, management myths could be holding you back and stifling your team's potential. Myths of Management is the guide you need to become an enlightened manager. About the Business Myths series... The Business Myths series tackles the falsehoods that pervade the business world. From leadership and management to social media, strategy and the workplace, these accessible books overturn out-of-date assumptions, skewer stereotypes and put oft-repeated slogans to the test. Entertaining and rigorously researched, these books will equip you with the insight and no-nonsense wisdom you need to succeed.

The way we work has changed and a strong, supportive company culture is key for success. When employees work remotely, even occasionally, HR professionals and business leaders need to think differently. Practitioners now need to motivate their workforce, support talent development, ensure an inclusive environment and protect their employees' mental health, all without being in the same physical space. A strong and effective company culture that is built specifically with this purpose in mind is crucial. Remote Workplace Culture is a practical guide that shows how to achieve this and explains why simply replicating what used to happen in the office in a virtual environment doesn't work. This book shows how a strong culture for remote, hybrid and flexible working helps attract the best talent, whether this is nationally or globally and explains how to prioritize inclusion. There is also specific guidance on wellbeing initiatives, how to replace social learning in a hybrid or remote working culture and how to avoid common pitfalls such as an overreliance on technology, the blurring of work/life boundaries and a misunderstanding of remote working etiquette. Supported by case studies from BBC, Salesforce, leading financial services brands and law firms, Remote Workplace Culture is essential reading for all HR professionals and business leaders needing to develop strong company culture in the new world of work.

Over recent years, many companies have developed an awareness of the importance of an active, rather than passive, approach to wellbeing at work. Whilst the value of this approach is widely accepted, turning theory into effective practice is still a challenge for many companies. The Routledge Companion to Wellbeing at Work is a comprehensive reference volume addressing every aspect of the topic. Split into five parts, it explores different models of wellbeing; personal qualities contributing to wellbeing; job insecurity and organizational wellbeing; workplace supports for wellbeing; and initiatives to enhance wellbeing. The international team of contributors provide a solid foundation to research and practice, including contemporary topics such as architecture, coaching, and fitness in the workplace. Edited by two of the world's leading scholars on the subject, this text is a valuable tool for researchers, students, and practitioners in HRM and organizational psychology.

Stress is defined as a feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize. It can occur due to environmental issues, such as a looming work deadline, or psychological, for example, persistent worry about familial problems. While the acute response to life-threatening circumstances can be life-saving, research reveals that the body's stress response is largely similar when it reacts to less threatening but chronically present stressors such as work overload, deadline pressures and family conflicts. It is proffered that chronic activation of stress response in the body can lead to several pathological changes such as elevated blood pressure, clogging of blood vessels, anxiety, depression, and addiction. Organizational Stress Around the World: Research and Practice aims to present a sound theoretical and empirical basis for understanding the evolving and changing nature of stress in contemporary organizations. It presents research that expands theory and practice by addressing real-world issues, across cultures and by providing multiple perspectives on organizational stress and research relevant to different occupational settings and cultures. Personal, occupational, organizational, and societal issues relevant to stress identification along with management techniques/approach to confront stress and its associated problems at individual and organizational level are also explored. It will be of value to researchers, academics, practitioners, and students interested in stress management research.

During the Covid-19 pandemic, almost half of Americans reported that the crisis had a negative effect on their mental health. In the UK, the financial crisis of 2008 resulted in a rise in stress and anxiety and a decline in physical health. When dealing with a crisis, a business will consider the resilience of its structures and processes or the impact on forecasts and budgets but what about their people? Without a supported, engaged and motivated workforce, the business won't be able to achieve its crisis recovery plans. Managing Workplace Health and Wellbeing During a Crisis is a practical guide for all HR professionals and those responsible for talent management. It covers how to deal with employee stress and burnout as well as how to drive engagement, motivation and morale during unsettled times. There is expert guidance on how to deal with role and responsibility changes and explains how to improve productivity through effective employee communication. Supported by case studies from companies including Microsoft, Marks and Spencer, GlaxoSmithKline, Rolls-Royce and Twitter, this book equips readers to deal with a crisis as it is happening and implement longer term post-crisis strategies. Written by an expert author team including Professor Sir Cary Cooper, Chair of the National Board of Health and Wellbeing at Work, this is necessary reading for all professionals needing to deal with the health and wellbeing of their workforce in any crisis that may arise.

In this Cambridge Companion, global thought leaders in the fields of workplace stress and well-being highlight how theory and research can improve employee health and well-being. The volume explains how and why the topics of workplace stress and well-being have evolved and continue to be highly relevant, and why line managers have great influence over employees' quality of working life. It includes the latest research findings on stress and well-being and their impact on organizations, as well as up-to-date findings on the effectiveness of workplace interventions focused on these issues. It also explores important and emerging issues relating to organizational stress and well-being, including the ongoing effects of the global coronavirus pandemic. This is an ideal reference for students and researchers in the areas of human resources management, occupational health psychology and organisational behavior.

Stress is defined as a feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize. It can occur due to environmental issues, such as a looming work deadline, or psychological, for example, persistent worry about familial problems. While the acute response to life-threatening circumstances can be life-saving, research reveals that the body's stress response is largely similar when it reacts to less threatening but chronically present stressors such as work overload, deadline pressures and family conflicts. It is proffered that chronic activation of stress response in the body can lead to several pathological changes such as elevated blood pressure, clogging of blood vessels, anxiety, depression, and addiction. Organizational Stress Around the World: Research and Practice aims to present a sound theoretical and empirical basis for understanding the evolving and changing nature of stress in contemporary organizations. It presents research that expands theory and practice by addressing real-world issues, across cultures and by providing multiple perspectives on organizational stress and research relevant to different occupational settings and cultures. Personal, occupational, organizational, and societal issues relevant to stress identification along with management techniques/approach to confront stress and its associated problems at individual and organizational level are also explored. It will be of value to researchers, academics, practitioners, and students interested in stress management research.

With employee wellbeing at the forefront, Wellbeing at Work is the succinct and practical guide to designing and implementing an effective strategy that will help reduce workplace stress and improve overall performance. This book not only explains the reasons to consider employee mental health and wellbeing in the workplace but states why it is vital and draws from a people's approach on how to provide a clear framework to increase staff engagement. Updated by experts with the latest research, insightful approaches and key takeaways, this new edition illustrates how managers and leaders can introduce and maintain the right environment to reduce presenteeism and employee anxiety, as well as positively influence employees' overall wellbeing. Filled with advice and case studies pertaining to the effects of hybrid working, and how to effectively manage employees without jeopardizing their wellbeing, this second edition takes readers through the entire process of improving wellbeing at work.

Over recent years, many companies have developed an awareness of the importance of an active, rather than passive, approach to wellbeing at work. Whilst the value of this approach is widely accepted, turning theory into effective practice is still a challenge for many companies. The Routledge Companion to Wellbeing at Work is a comprehensive reference volume addressing every aspect of the topic. Split into five parts, it explores different models of wellbeing; personal qualities contributing to wellbeing; job insecurity and organizational wellbeing; workplace supports for wellbeing; and initiatives to enhance wellbeing. The international team of contributors provide a solid foundation to research and practice, including contemporary topics such as architecture, coaching, and fitness in the workplace. Edited by two of the world's leading scholars on the subject, this text is a valuable tool for researchers, students, and practitioners in HRM and organizational psychology.

Our education system has undergone a process of enormous and rapid change, and all too often teachers have found that insufficient support has been offered to help them cope with this. As a result, most teachers now find that they experience stress of one sort or another at some point during their careers. As a direct reaction to this, the National Association of Schoolmasters and Union of Women Teachers (NASUWT) have commissioned a comprehensive study of the issue of teacher stress. This book reports on the findings of that study, and the implications this has not only for teachers, but also for the pupils they teach. Cary Cooper and Cheryl Travers' book: * helps to identify which teachers are currently at risk of stress * explores how teacher's problems vary according to where they work, their grade, whether they are male or female and the age range they teach * suggests ways in which the problems of teachers can be helped * suggests preventative action to minimise stress and maximise educational experience

We exist in an era of great change and widespread uncertainty in which course-determining decisions lie with organizational leaders; in this continually shifting climate we require their courage to take action. Billions of dollars are spent annually on developing leaders, yet despite these efforts, most organizations report a shortage of leaders - a leadership gap - and estimates of leadership failures approach fifty per cent. Authored by some of the best names in the subject area, this book addresses this issue and provides readers with an innovative approach to learning leadership skills, merging theory with practice to enable a better understanding of this complex and significant subject. It emphasizes a balance of skills, the critical role of feedback in learning and development, and innovative thoughts on developing women leaders. Taking an international perspective, this outstanding text will be an invaluable resource for those studying leadership, organizational behaviour and human resource management as well as those on specialist masters and MBA courses, and will be especially useful for those undertaking the difficult task of leading within organizations.

We exist in an era of great change and widespread uncertainty in which course-determining decisions lie with organizational leaders; in this continually shifting climate we require their courage to take action. Billions of dollars are spent annually on developing leaders, yet despite these efforts, most organizations report a shortage of leaders - a leadership gap - and estimates of leadership failures approach fifty per cent. Authored by some of the best names in the subject area, this book addresses this issue and provides readers with an innovative approach to learning leadership skills, merging theory with practice to enable a better understanding of this complex and significant subject. It emphasizes a balance of skills, the critical role of feedback in learning and development, and innovative thoughts on developing women leaders. Taking an international perspective, this outstanding text will be an invaluable resource for those studying leadership, organizational behaviour and human resource management as well as those on specialist masters and MBA courses, and will be especially useful for those undertaking the difficult task of leading within organizations.

This book examines some of the key issues around violence at work which have emerged in the new millennium, including the events of September 11th 2001 and other terrorist-related incidents, identifying these as an extreme form of workplace violence. It builds upon the expanded typology of workplace violence in Violence at Work (Willan, 2001), and identifies four types of workplace violence: intrusive, external violence including terrorism; consumer/client-related violence; staff-related violence; organizational violence. This book also addresses some key emerging and controversial issues facing those concerned with workplace violence, including staff who abuse those in their care, domestic violence spilling over into the workplace, violence against aid and humanitarian workers, and organizations who are themselves abusive to their staff and service users as well as oppressive of their surrounding communities. Workplace Violence goes beyond the current emphasis on equipping 'primary responders' (e.g. police, fire ambulance, etc) to react to terrorist-related and other workplace violence incidents, paying attention to the 'secondary' responders such as human services workers, managers, human resources staff, unions, occupational health and safety professionals, humanitarian aid workers and median staff - and their training and support needs.

Contents:
1. Introduction: Costs associated with occupational stress: Risk Management of stress: The Structure of the book: 2. The Effects of Stress on Employee-Related Outcomes: Absenteeism, Turnover and Productivity: Work-Related Accidents: 3. Environmental Factors and Occupational Safety: Organisational Accidents: Organisation and Management: Safety Management Practices: Safety Culture: Safety Climate: Leadership: Supervision: Safety Subclimates: 4. Psychological Factors and Occupational Safety: Human Factors: Human Error: Violations: Accident Proneness: Personality Characteristics: Risk Propensity: 5. Job-Stress and Work-Related Accidents: Job Stress and Unsafe Acts: Job Stress and Safety Behavior: Individual Differences: 6. A Risk Management Approach to Occupational Stress: The Concept of Risk Assessment: Risk Assessment Methodologies: Risk Assessment of Occupational Stress: Risk Evaluation: Risk Reduction: Stress Interventions: 7. Assessment of Job Stress: Stress Audit Tools: Case Study - Stress Auditing at Somerset County Council: Stage One: Assessment of Job Stress: 8. Risk Evaluation: Risk Factors: Assessing Safety Risks: Case Study - Managing Stress and Accidents in the Offshore Oil and Gas Industry: Stage Two: Risk Evaluation: Risk Control: 9. Risk Reduction: Secondary / Tertiary Stress Prevention: Primary Stress Prevention: Reducing Safety Risks: Stage Three: Risk Reduction: Index

Working in a stressful environment not only increases the risk of physical illness or distress, but also increases the likelihood of workplace accidents. While legislation provides some guidelines for risk assessment of physical hazards, there remains limited guidance on the risks of psychosocial hazards, such as occupational stress.
This book takes the risk management approach to stress evaluation in the workplace, offering practical guidelines for the audit, assessment and mitigation of workplace stressors. Based on both research and case-studies, this book provides a comprehensive source of theoretical and practical information for students and practitioners alike.
This book includes chapters on:
*environmental stress factors
* psychological stress factors
*work-related accidents
*job stress evaluation methods
With its up-to-date approach to a fascinating area of study, Managing the Risk of Workplace Stress is key reading for all students of organizational psychology and those responsible for workplace safety.

Workplace bullying is an area that has attracted significant press attention through the past decade. A variety of well publicised surveys ave reveale that this is as issue endemic within working life in Britian; and at a conservative estimate, over half the working population can expect to experience bullying at work (either directly by being bullied, ir through witnessing it) at some stage in their careers. This is now seen as a disturbing event, with something like a fifth of witnesses and a quarter of direct targets leaving their organisations.
This serious damage to individuals has been accorded little direct research in Britian, although it has resulted in court cases brought under health and safety and equal opportunities legislation. The recognition of the problem and the emergence of the of court cases, have both served to focus the attention of the employers on the need to deal with the issue. The recent strike vote at Ford in Dagenham, asking the employer to enforce existing anti-harrasment policies, highlights the fact that having paper polices is not enough.
This book is derived from the largest study ever carried out on workplace bullying, supported by the CBI, TUC, Federation of Small Businesses, IPD and HSE among others. This study has covered 5,500 people, but the book goes beyond it to explore all the issues associated with what is becoming a majr issue in organisations.
Key Features:
presents a snapshot of the current problem
provides clear guidence
introduces case material, and illustrates general principles and procedures

The Enterprise Culture of the 1980s helped transform economies of Western Europe, but left behind a legacy of stress, both for managers and shop floor workers. The cost to business is seen in absenteeism, reduced productivity, compensation claims, health insurance and direct medical costs, which in the US cost approximately $150 billion a year. Stress related absences are about ten time more costly in the UK than all industrial relations disputes put together, and sickness absence, premature death and retirement due to alcoholism costs a staggering £2 billion a year.
The future is likely to get worse. As the pace of change increases and competition intensifies, organisations will restructure and the pressure on individual workers will increase. They can expect to feel less in control and more insecure in their work.
This major work includes a collection of good practice examples and has been drawn together in a structured way to allow clear comparisons of a number of companies in the USA and Europe, ranging from the US Air Force, to an international pharmaceutical company (Zeneca), and a high-powered international retailer (Marks and Spencer). Human resource and occupational health professionals should find this an enlightening work, full of good examples to help them create a healthy environment for their workforce.

eBook available with sample pages: 0203305647

Research now shows us that long-term activation of the stress cycle can have a hazardous, even lethal, effect on the body, increasing the risk of obesity, heart disease, depression, cancer, and other illnesses. This new edition of an award-winning book presents cutting-edge research on the effects of stress.

Edited by one of the world's authorities in stress management, occupational psychology, and occupational medicine, Handbook of Stress Medicine and Health, Second Edition offers a completely revised and updated look at the different types of stress, including their characteristics, symptoms, duration, and treatment approaches. The text proposes a generic theory on stress and health and explores the relationship of stress to a variety of health outcomes, including heart disease, cancer, mental health, burnout, and complications of the endocrine and immune systems. It addresses the link between stress and personality, and discusses the impact of social support on various health conditions. The final chapters deal with stress and its consequences, such as the emotional processing of traumatic events, dealing with stress in families and in chronic disease, and coping with stress in the workplace.

With contributions from the foremost leaders in the field, this authoritative book evaluates a wide range of psychosocial factors that contribute to many of today's major illnesses. It also proposes strategies for prevention and management, which will hopefully encourage future research into the reduction of stress.

During the Covid-19 pandemic, almost half of Americans reported that the crisis had a negative effect on their mental health. In the UK, the financial crisis of 2008 resulted in a rise in stress and anxiety and a decline in physical health. When dealing with a crisis, a business will consider the resilience of its structures and processes or the impact on forecasts and budgets but what about their people? Without a supported, engaged and motivated workforce, the business won't be able to achieve its crisis recovery plans. Managing Workplace Health and Wellbeing During a Crisis is a practical guide for all HR professionals and those responsible for talent management. It covers how to deal with employee stress and burnout as well as how to drive engagement, motivation and morale during unsettled times. There is expert guidance on how to deal with role and responsibility changes and explains how to improve productivity through effective employee communication. Supported by case studies from companies including Microsoft, Marks and Spencer, GlaxoSmithKline, Rolls-Royce and Twitter, this book equips readers to deal with a crisis as it is happening and implement longer term post-crisis strategies. Written by an expert author team including Professor Sir Cary Cooper, Chair of the National Board of Health and Wellbeing at Work, this is necessary reading for all professionals needing to deal with the health and wellbeing of their workforce in any crisis that may arise.

Is it really true that working longer hours makes you more successful? Are millennials self-obsessed and frightened of hard graft? Do you really need to hide your emotions in order to gain respect as a manager? Does higher pay really always lead to higher performance? The world of management is blighted by fads, fiction and falsehoods. In Myths of Management, Cary Cooper and Stefan Stern take you on an entertaining journey through the most famous myths surrounding the much-written about topic of management. They debunk false assumptions, inject truth into over-simplifications and tackle damaging habits head-on. Whether cheesy, naive or even destructive, management myths could be holding you back and stifling your team's potential. Myths of Management is the guide you need to become an enlightened manager. About the Business Myths series... The Business Myths series tackles the falsehoods that pervade the business world. From leadership and management to social media, strategy and the workplace, these accessible books overturn out-of-date assumptions, skewer stereotypes and put oft-repeated slogans to the test. Entertaining and rigorously researched, these books will equip you with the insight and no-nonsense wisdom you need to succeed.

The way we work has changed and a strong, supportive company culture is key for success. When employees work remotely, even occasionally, HR professionals and business leaders need to think differently. Practitioners now need to motivate their workforce, support talent development, ensure an inclusive environment and protect their employees' mental health, all without being in the same physical space. A strong and effective company culture that is built specifically with this purpose in mind is crucial. Remote Workplace Culture is a practical guide that shows how to achieve this and explains why simply replicating what used to happen in the office in a virtual environment doesn't work. This book shows how a strong culture for remote, hybrid and flexible working helps attract the best talent, whether this is nationally or globally and explains how to prioritize inclusion. There is also specific guidance on wellbeing initiatives, how to replace social learning in a hybrid or remote working culture and how to avoid common pitfalls such as an overreliance on technology, the blurring of work/life boundaries and a misunderstanding of remote working etiquette. Supported by case studies from BBC, Salesforce, leading financial services brands and law firms, Remote Workplace Culture is essential reading for all HR professionals and business leaders needing to develop strong company culture in the new world of work.

Straightforward, easy to read and practical, How to Deal with Stress, 3rd edition will put you back in charge of your life. Written by two internationally-recognized experts in the field of stress management, Cooper and Palmer provide a thorough understanding of the psychological causes of stress and the resulting physical effects, enabling you to build your own personal plan, improve well-being and enhance your performance at work. Full of insight and examples from real people, a brand new chapter provides a practical worksheet to help you develop your problem solving skills and reduce stress day-to-day. Crammed full of techniques on how to deal with stressed employees and colleagues, How to Deal with Stress will help you achieve the ultimate long term goal.