By looking over the shoulders of fourteen forward-thinking, proactive HR professionals, you will gain a lifetime's worth of experience. These experts reveal how you can demonstrate your value to your organization by offering human resource solutions to organizational problems. Find out how these practicing human resource professionals went beyond their traditional HR roles and actually helped shape the futures of companies such as: * Thermo King * Colgate-Palmolive * Swiss Bank Corporation-Warburg * Den Danske Bank * Oticon * Berlex Laboratories 'HR to the rescue' tells you in complete detail exactly how the fourteen practitioners helped their companies achieve their strategic business objectives. You will see how they diagnosed the situations, determined what HR could contribute, designed new programs and processes to drive and sustain behavior change, and worked with organization leaders to ensure the success of their change management efforts. These insightful cases provide you with a true-to-life perspective. They illustrate what really happens in this imperfect world of organizations, where things rarely go as planned. Learn the lessons these practitioners have to share - and then step in, both affirmed and refreshed, to rescue your business with effective, integrated HR solutions.

This volume's goal is to help readers understand how people react to career barriers and how people develop constructive ways of coping with them. Drawing on original cases and data from interviews with people who faced different types of career barriers, the author describes how people react to, and make sense of, unfortunate events in their lives--and career barriers when they occur. He considers how and why some people cope constructively while others don't, and explores how resilience and support from others help get us through tough times and emerge with a sense of renewal and career growth. He suggests how we can manage career barriers and prepare for--or even prevent--career barriers through foresight, planning, and education. These methods also suggest what managers and organizations should do to help their employees who are or may soon be facing career barriers.
People can learn while facing the stress and self-questioning that accompany career barriers, but this is not an easy process. Learning requires considerable self-understanding and environmental support. The organization can play a vital role in limiting people's pain and creating opportunities. However, despite generous severance packages and outplacement services, many organizations have been little help to people who lose their jobs, suffer job stress, face unreasonably demanding bosses, or suffer from physical handicaps or chronic illnesses. Most of the burden falls on individuals and their families. Assistance can and should come from employers, government agencies, educational institutions, and religious organizations.
While the book focuses on the perspectives of people who have been or may be affected by career barriers, the material should be of interest to a broad range of readers --in particular, academics who study careers, practitioners in the fields of training and development, and government officials who set public policy that affects displaced workers.

This book is a practical guide for managers to increase and support employee engagement through stronger performance management tools and techniques. In this second edition, Edward Mone and Manuel London incorporate new developments in the field, including discussion of issues about the value of challenging goals, annual formal appraisals, forced ranking, and ways to give constructive feedback. The authors expand the traditional notion of performance management to include building trust, creating conditions of empowerment, managing team learning, and maintaining ongoing straightforward communications about performance, all of which are critical to employee engagement. Case studies offer concrete examples, and checklists and surveys supply managers with ways to assess employee engagement as well as directions for increasing engagement. An up-to-date, straightforward guide, this book is appropriate for graduate students in Employee Engagement, Human Resources, and Management Studies, as well as scholars and practitioners in those fields.

This follow up to the 2003 edition of "Job Feedback" by Manuel London is updated to cover new research in the area of organizational management. This edition bridges a gap in research that now covers cultural responses to employer feedback, feedback through electronic communications, and how technology has changed the way teams work in organizations. "The Power of Feedback" includes examples of feedback from friends, family, colleagues, and volunteers in non-profit organizations. In this new book, both employers and employees will learn to view feedback as a positive tool for improving performance, motivation, and interpersonal relationships. Managers, human resource professionals, and students who will one day oversee teams will benefit from the research and advice found in "The Power of Feedback. "

"

What motivates someone to become a social entrepreneur? What are the competencies needed to be effective social advocates and agents for change? This book answers these questions in an accessible and practical way, providing comprehensive guidelines, numerous examples, and sources of information and training for anyone who wants to start a community-based social advocacy and change initiative or for employees who want to start a corporate social responsibility initiative.

Features include the following:

• examples of individuals and organizations who have learned from successes and failures in social entrepreneurship
• self-assessments to help readers evaluate their own talents and proclivity to be social entrepreneurs
• steps and strategies, competency-building activities, and assessments to evaluate and facilitate initiatives
• resources available from foundations, government agencies, and other sources for the budding social entrepreneur

This contributed book shapes the emerging field of group learning by drawing on research from leading theoreticians and researchers. Author contributions aggregate existing theory and research and go beyond this foundation to examine new insights about how groups learn and what they learn, factors that influence group learning, learning interventions, and group learning assessment methods.

This book will be of interest to all working in the area of group learning, including theoreticians, researchers or professional level practitioners who want a solid grounding in group learning theory and research. Students of organizational behavior will benefit from having the group learning literature brought together in a single volume with chapters from leading researchers.

This contributed book shapes the emerging field of group learning by drawing on research from leading theoreticians and researchers. Author contributions aggregate existing theory and research and go beyond this foundation to examine new insights about how groups learn and what they learn, factors that influence group learning, learning interventions, and group learning assessment methods.

This book will be of interest to all working in the area of group learning, including theoreticians, researchers or professional level practitioners who want a solid grounding in group learning theory and research. Students of organizational behavior will benefit from having the group learning literature brought together in a single volume with chapters from leading researchers.

There is already considerable literature on learning at the individual level and a growing body of literature on group and organizational learning. But to date, there has been little attempt to bring these literatures together and link learning at all three levels. "Continuous Learning in Organizations" targets learning at each of the three levels and demonstrates how processes at one level impacts learning at other levels. At the heart of the work is the idea that individuals, groups, and organizations are living systems with internal learning mechanisms that can be activated and supported or stymied and thwarted. Once activated, systems can learn adaptively by reacting to a change in the environment; they can learn by generating new knowledge and conditions; and/or they can transform by creating and applying frame-breaking ideas and bringing about radically new conditions. Individuals, groups, and organizations are nested within each other forming an increasingly complex hierarchy of intertwined systems. From this point of view, the book describes the interactions between the levels and how developmental processes at one level affect learning at other levels.

The text appeals to both the scientist and professionals alike in the fields of human resource development, training, management and executive education, coaching, and organization change and development. It is also for executives who establish directions for learning and need to convince others that continuous learning is the key to on-going success of their enterprise.

Principled leadership is the art of applying ethical business values, and business diplomacy is the means of doing it. London shows that principled leadership and business diplomacy not only provide direction for management, but they also enhance development of leadership in others. His book offers a solid, well-illustrated, immediately applicable way to design a management and leadership development program, select training managers and executives, and a way to change corporate cultures. Concise and practical, his book is as important for teachers and their college-level students as for HR executives, management and organizational development specialists, and consultants throughout the public and private sectors.

London shows how principled leadership and business diplomacy enhance employee and customer loyalty and commitment, essential to the survival of any organization in today's competitive, global economy. But, can this really be achieved? London defines principled leadership as the art of applying ethical business values, and business diplomacy as the means to do it. By using these techniques, executives and managers can implement change and gain commitment to their initiatives from inside and outside their organizations. Well illustrated with case studies and exercises, this book is essential for HR executives, management and organizational development specialists, and consultants throughout the public and private sectors.

London describes how principled, diplomatic leaders and managers put personal feelings aside, avoid anger, and by doing so are highly successful in resolving conflicts. He identifies and explains different styles of diplomacy, such as the trial balloon, shuttle diplomacy, coalitions, and co-optation, and shows how principled, diplomatic behaviors result when people really listen to each other--and by doing so, develop their own values as a foundation for decision making, conflict resolution, and negotiation. The result is a clear demonstration of how human resource managers, trainers, and organizational development consultants can create a truly productive work environment in their own organizations, and how principled leadership and business diplomacy will benefit them as well their relationships with others.

"Leadership Development" explores how leaders gain and use self-knowledge for continuous improvement and career development and describes how leaders help themselves and the people with whom they work, understand themselves, and become more self-determined, continuous learners, and make the most of resources, such as feedback and coaching. This book explains why leaders need support for self-insight and professional growth in today's business environment. It explores dimensions of effective leadership in light of business, technological, and economic trends. Focusing on the importance of leaders developing accurate self-understanding, the book defines self-insight, outlines the meaning of internal strength and resilience for self-regulation, and considers how leaders attain a meaningful and realistic sense of self-identity.
This volume illustrates ways organizations support these psychological processes. Leadership development is viewed as a comprehensive, continuous process that includes evaluating organizational needs and individual competencies, setting goals for career development and performance improvement, offering needed training and growth experiences, providing feedback, and tracking change in behavior and performance over time. It describes how leaders react to feedback and how 360-degree feedback survey methods and executive coaching help leaders attain and apply self-insight to enhance their performance. In addition, this book considers challenges and opportunities for leadership development, including how leaders overcome career barriers and become continuous learners.

"Leadership Development" explores how leaders gain and use self-knowledge for continuous improvement and career development and describes how leaders help themselves and the people with whom they work, understand themselves, and become more self-determined, continuous learners, and make the most of resources, such as feedback and coaching. This book explains why leaders need support for self-insight and professional growth in today's business environment. It explores dimensions of effective leadership in light of business, technological, and economic trends. Focusing on the importance of leaders developing accurate self-understanding, the book defines self-insight, outlines the meaning of internal strength and resilience for self-regulation, and considers how leaders attain a meaningful and realistic sense of self-identity.
This volume illustrates ways organizations support these psychological processes. Leadership development is viewed as a comprehensive, continuous process that includes evaluating organizational needs and individual competencies, setting goals for career development and performance improvement, offering needed training and growth experiences, providing feedback, and tracking change in behavior and performance over time. It describes how leaders react to feedback and how 360-degree feedback survey methods and executive coaching help leaders attain and apply self-insight to enhance their performance. In addition, this book considers challenges and opportunities for leadership development, including how leaders overcome career barriers and become continuous learners.

Evaluating and making decisions about other people are key aspects of doing business, especially for managers and human resource professionals. Industrial and organizational psychologists devise systematic methods to remove human errors in judgment, such as biases and stereotypes. However many decisions about people are not made by experts using standard procedures. Even when they are, human judgment is unavoidable.
This book examines the social psychological dynamics of person perception that underlie how people evaluate others in organizations. It contains original articles from leading experts in social, industrial, and organizational psychology. The book begins by examining basic principles and processes of social cognition and person perception, such as schemas, stereotypes, automatic/mindless information processing, the perceiver's motivation and affect, and situational conditions. It then applies these ideas to key areas of business operations.
Helping readers understand and develop ways to improve the way people assess and make decisions about others, this book:
* covers the interview, executive promotion decisions, and assessment centers;
* examines performance appraisals and multisource (360 degree) feedback ratings;
* addresses leadership cognitions, identifying training needs, coaching, and managing problem employees; and
* includes chapters on cultural sensitivity, negotiations, group dynamics, and virtual teams.

This volume's goal is to help readers understand how people react to career barriers and how people develop constructive ways of coping with them. Drawing on original cases and data from interviews with people who faced different types of career barriers, the author describes how people react to, and make sense of, unfortunate events in their lives--and career barriers when they occur. He considers how and why some people cope constructively while others don't, and explores how resilience and support from others help get us through tough times and emerge with a sense of renewal and career growth. He suggests how we can manage career barriers and prepare for--or even prevent--career barriers through foresight, planning, and education. These methods also suggest what managers and organizations should do to help their employees who are or may soon be facing career barriers.
People can learn while facing the stress and self-questioning that accompany career barriers, but this is not an easy process. Learning requires considerable self-understanding and environmental support. The organization can play a vital role in limiting people's pain and creating opportunities. However, despite generous severance packages and outplacement services, many organizations have been little help to people who lose their jobs, suffer job stress, face unreasonably demanding bosses, or suffer from physical handicaps or chronic illnesses. Most of the burden falls on individuals and their families. Assistance can and should come from employers, government agencies, educational institutions, and religious organizations.
While the book focuses on the perspectives of people who have been or may be affected by career barriers, the material should be of interest to a broad range of readers --in particular, academics who study careers, practitioners in the fields of training and development, and government officials who set public policy that affects displaced workers.

Human resource strategies for organization development include team-building methods to improve communication and reduce interpersonal conflict among university administrators. London describes the formation of a team of top administrators who focus on how to resolve conflict, develop employees, and involve them in decision making. The book considers performance problems such as marginal performance and abusive managers. It describes methods for enhancing attention to employee development through appraisal and feedback. New techniques such as the ratingless appraisal and 360 degree feedback are covered. Overall, it shows how to maintain and enhance organizational vitality in an environment of tight resources and external pressures.

This book recognizes that organizations do all they can to increase their chances for survival and growth, especially in changing and often tough economic times. The book shows how human resource development can help by being action-oriented and tailored to the organization's changing requirements. Close working relationships are needed between human resource professionals and corporate executives to ensure that employee development policies support the organization and that organizational initiatives take human resource considerations into account. The authors, who have considerable management and administrative experience in dynamic organizations, show how to establish and refine human resource policies and programs to meet the needs of changing organizations.

The book begins by examining directions for organizational change, including mergers, downsizing, restructuring, expansion to new markets, and using new technologies. Individual motivation is described as a way of understanding employees' career goals in relation to changing organizational opportunities. New roles for managers are outlined, including the roles of educator, developer, experimenter, and facilitator. The book then outlines human resource programs that facilitate organizational transformation. These include ways to create a comprehensive human performance system that ties together personnel selection, training, goal-setting, appraisal, feedback, and compensation. Recognizing the changing demographics of the workforce, programs for managing diversity are reviewed. The book concludes with ways to diagnose organizational needs and establish new human resource and training strategies that create a continuous learning environment. The book will be useful to human resource and training departments. Overall, the book offers guidelines for developing people--oneself and one's subordinates--in changing organizational environments.

A collection of original articles by leading practitioners and researchers, this volume examines methods for human resource forecasting and planning to meet the strategic needs of the organization. As the editors note at the outset, changing characteristics of the workforce and new skill demands mean that human resource planning must become an integral part of corporate strategy development and implementation. In order to compete successfully in an era of rapid technological change, organizations must be able to adequately forecast their needs for different types of employees, consider the extent to which current employees have the needed skills, and examine labor force availability. This book describes ways to collect the necessary environmental data and formulate human resource strategies that recognize current and anticipated changes both in the organization and in the environment in which it operates.

The volume begins with a discussion of environmental scanning techniques. The contributors demonstrate how to identify environmental trends, including labor force demographics, and how to apply this information to the development of human resource strategies. The second section considers ways to analyze the organization's future human resource needs by examining employee demographics and job attitudes. In Part Three, the contributors describe how organizations formulate human resource strategies in response to environmental trends and organizational goals. The next group of chapters offers examples of the human resource implications of organizational change. This section includes separate chapters on job loss and employee assistance programs and the effects of a corporate merger, as well as two case studies of the relationship between human resource planning and corporate strategic goals. The contributors conclude by describing organizational reactions to changing environments brought about by an aging workforce, work-at-home jobs, new computer and telecommunications technologies, and the increasing cultural diversity of the workforce. Indispensable for human resource managers and corporate planning executives, this book will also be of significant value to researchers and students in human resource and strategic planning programs.

This collection of original essays, written by experienced human resource professionals, is a major contribution to the maturing field of organizational career planning and development. Collectively, the contributors stress the need to integrate employee career interests with the current and anticipated personnel requirements of their employers, and they describe a variety of strategies and programs for accomplishing this objective. . . . Career development specialists, personnel managers, human resource planners, and students of the career development field will find this book to be of considerable interest. "Choice"

Since its rise to prominence nearly twenty years ago, the field of career planning and development has undergone significant change. From an emphasis on the individual's personal needs, the focus in recent years has shifted to a concern for the individual's needs in relation to an organization's current and future position. This collection of original essays reflects this new trend. Written by experienced human resources specialists, the essays present current issues and problems, together with effective programs and strategies for dealing with them. Divided into five parts, this book begins with a focus on career processes in early, middle, and late stages--such as newcomer commitment, exploring career alternatives, and career plateaus. The chapters go on to describe organizational strategies for career enhancement and corporate philosophies of employee development, as well as tools, techniques, and programs for individual employee self-assessment. Examples of work experiences are examined, highlighting opportunities and barriers for minorities and women, executive development, and the impact of job loss. A final chapter is devoted to the role of human resource professionals in career development for the future.

This book is a practical guide for managers to increase and support employee engagement through stronger performance management tools and techniques. In this second edition, Edward Mone and Manuel London incorporate new developments in the field, including discussion of issues about the value of challenging goals, annual formal appraisals, forced ranking, and ways to give constructive feedback. The authors expand the traditional notion of performance management to include building trust, creating conditions of empowerment, managing team learning, and maintaining ongoing straightforward communications about performance, all of which are critical to employee engagement. Case studies offer concrete examples, and checklists and surveys supply managers with ways to assess employee engagement as well as directions for increasing engagement. An up-to-date, straightforward guide, this book is appropriate for graduate students in Employee Engagement, Human Resources, and Management Studies, as well as scholars and practitioners in those fields.

What motivates someone to become a social entrepreneur? What are the competencies needed to be effective social advocates and agents for change? This book answers these questions in an accessible and practical way, providing comprehensive guidelines, numerous examples, and sources of information and training for anyone who wants to start a community-based social advocacy and change initiative or for employees who want to start a corporate social responsibility initiative.

Features include the following:

• examples of individuals and organizations who have learned from successes and failures in social entrepreneurship
• self-assessments to help readers evaluate their own talents and proclivity to be social entrepreneurs
• steps and strategies, competency-building activities, and assessments to evaluate and facilitate initiatives
• resources available from foundations, government agencies, and other sources for the budding social entrepreneur

This follow up to the 2003 edition of "Job Feedback" by Manuel London is updated to cover new research in the area of organizational management. This edition bridges a gap in research that now covers cultural responses to employer feedback, feedback through electronic communications, and how technology has changed the way teams work in organizations. "The Power of Feedback" includes examples of feedback from friends, family, colleagues, and volunteers in non-profit organizations. In this new book, both employers and employees will learn to view feedback as a positive tool for improving performance, motivation, and interpersonal relationships. Managers, human resource professionals, and students who will one day oversee teams will benefit from the research and advice found in "The Power of Feedback. "

"

This book is about how people learn about themselves and others in organizations. It explores the meaning of insight as a way to enhance not only individual effectiveness, but also interpersonal relationships. The book addresses boss-subordinate relationships, group development, negotiation processes, and offers methods for training and development.

This is a reproduction of a book published before 1923. This book may have occasional imperfections such as missing or blurred pages, poor pictures, errant marks, etc. that were either part of the original artifact, or were introduced by the scanning process. We believe this work is culturally important, and despite the imperfections, have elected to bring it back into print as part of our continuing commitment to the preservation of printed works worldwide. We appreciate your understanding of the imperfections in the preservation process, and hope you enjoy this valuable book. ++++ The below data was compiled from various identification fields in the bibliographic record of this title. This data is provided as an additional tool in helping to ensure edition identification: ++++ Observations On The Case Of The Protestant Dissenters With Reference To The Corporation And Test Acts.. George Horne, G. G. and J. Robinson (Paternoster Row, London, England)., J., F., and C. Rivington (Firm). at the Clarendon Press: printed for D. Prince and J. Cooke. Sold by G. G. and J. Robinson, Pater-noster Row; J. F. and C. Rivington, St. Paul's Church-Yard; and T. Cadell, Strand, London., 1790 Religion; Reference; Dissenters, Religious; Religion / Reference

This is a reproduction of a book published before 1923. This book may have occasional imperfections such as missing or blurred pages, poor pictures, errant marks, etc. that were either part of the original artifact, or were introduced by the scanning process. We believe this work is culturally important, and despite the imperfections, have elected to bring it back into print as part of our continuing commitment to the preservation of printed works worldwide. We appreciate your understanding of the imperfections in the preservation process, and hope you enjoy this valuable book. ++++ The below data was compiled from various identification fields in the bibliographic record of this title. This data is provided as an additional tool in helping to ensure edition identification: ++++ Labour Co-partnership, Volume 5 Labour Co-partnership Association, London, Co-partnership Tenants Housing Council Business & Economics; Economics; General; Business & Economics / Economics / General; Business & Economics / Human Resources & Personnel Management

This is a reproduction of a book published before 1923. This book may have occasional imperfections such as missing or blurred pages, poor pictures, errant marks, etc. that were either part of the original artifact, or were introduced by the scanning process. We believe this work is culturally important, and despite the imperfections, have elected to bring it back into print as part of our continuing commitment to the preservation of printed works worldwide. We appreciate your understanding of the imperfections in the preservation process, and hope you enjoy this valuable book. ++++ The below data was compiled from various identification fields in the bibliographic record of this title. This data is provided as an additional tool in helping to ensure edition identification: ++++ Miscellanies, Volume 2 Philobiblon Society (Great Britain), Philobiblon Society, London Bibliography

This is a reproduction of a book published before 1923. This book may have occasional imperfections such as missing or blurred pages, poor pictures, errant marks, etc. that were either part of the original artifact, or were introduced by the scanning process. We believe this work is culturally important, and despite the imperfections, have elected to bring it back into print as part of our continuing commitment to the preservation of printed works worldwide. We appreciate your understanding of the imperfections in the preservation process, and hope you enjoy this valuable book. ++++ The below data was compiled from various identification fields in the bibliographic record of this title. This data is provided as an additional tool in helping to ensure edition identification: ++++ Miscellanies, Volume 9 Philobiblon Society (Great Britain), Philobiblon Society, London Antiques & Collectibles; Books; Antiques & Collectibles / Books; Bibliography; Reference / Bibliographies & Indexes