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There are numerous trends taking place around the world and
especially in the U.S. with implications for organizations, the
workplace, leaders, and supporting organizations like Human
Resources. How organizations and their leadership react and
proactively address these changes will be difference between
positioning themselves for success in the future or for
disappearing as other organizations have disappeared. The
critically important issue of these trends is that they are
occurring simultaneously. The trends consists of constant and
consistent change driven by advancing technology, challenges with
education with implications for a future workforce, an aging
population and workforce, four generations in the workforce with a
growing millennial workforce, changing expectations from the
workforce with an emphasis on employee engagement, and leadership
development opportunities. This perfect human capital storm
addresses these very important and relevant issues in a succinct
fashion while also providing some systemic recommendations for
organizations and its leadership to consider as they work to
differentiate themselves from their competition, to look to
reinvent themselves, while also creating a great place to work in
the 21st century. In addition, the book provides an assessment to
use as a guide and to serve as a starting point for discussion and
planning among the organization's leadership team for the
organization.
There are numerous trends taking place around the world and
especially in the U.S. with implications for organizations, the
workplace, leaders, and supporting organizations like Human
Resources. How organizations and their leadership react and
proactively address these changes will be difference between
positioning themselves for success in the future or for
disappearing as other organizations have disappeared. The
critically important issue of these trends is that they are
occurring simultaneously. The trends consists of constant and
consistent change driven by advancing technology, challenges with
education with implications for a future workforce, an aging
population and workforce, four generations in the workforce with a
growing millennial workforce, changing expectations from the
workforce with an emphasis on employee engagement, and leadership
development opportunities. This perfect human capital storm
addresses these very important and relevant issues in a succinct
fashion while also providing some systemic recommendations for
organizations and its leadership to consider as they work to
differentiate themselves from their competition, to look to
reinvent themselves, while also creating a great place to work in
the 21st century. In addition, the book provides an assessment to
use as a guide and to serve as a starting point for discussion and
planning among the organization's leadership team for the
organization.
The Leader-Member Exchange (LMX) model of leadership has shown that
effective leader-follower relationships predict employee well-being
and performance. Less research, however, addressed how diversity
variables may affect the development of leader-member exchange and
outcomes. This book moves the field forward by addressing the 21st
century challenges of how diversity may impact the development of
effective working relationships. Key trends in the workforce
suggest that the impact of diverse employees will challenge a
leader's ability to develop effective working relationships with
all direct reports. New frameworks are needed to understand how
various groups such as women, Hispanics, African Americans,
Millennials, LGBTQ, and persons with Autism Spectrum Disorder
develop effective working relationships with their supervisors.
This edited volume will bring together the top scholars in the
field to address these segments of the workforce and offer
practical advice for managers. This book will be used in college
undergraduate and/or graduate level leadership classes. It might
also be adopted for courses in managing diversity. Scholars will
find the book a useful reference work. In addition, practicing
managers will be interested in the implications of developing
effective working relationships in diverse leader-member dyads.
The Leader-Member Exchange (LMX) model of leadership has shown that
effective leader-follower relationships predict employee well-being
and performance. Less research, however, addressed how diversity
variables may affect the development of leader-member exchange and
outcomes. This book moves the field forward by addressing the 21st
century challenges of how diversity may impact the development of
effective working relationships. Key trends in the workforce
suggest that the impact of diverse employees will challenge a
leader's ability to develop effective working relationships with
all direct reports. New frameworks are needed to understand how
various groups such as women, Hispanics, African Americans,
Millennials, LGBTQ, and persons with Autism Spectrum Disorder
develop effective working relationships with their supervisors.
This edited volume will bring together the top scholars in the
field to address these segments of the workforce and offer
practical advice for managers. This book will be used in college
undergraduate and/or graduate level leadership classes. It might
also be adopted for courses in managing diversity. Scholars will
find the book a useful reference work. In addition, practicing
managers will be interested in the implications of developing
effective working relationships in diverse leader-member dyads.
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