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This book compares the unique features of workplace mediation to
other contexts of mediation, as well as the specific competences
each situation requires of the mediator. It covers many important
issues related to workplace mediation and discusses interventions
by managers, such as conflict coaching and informal mediation. It
proposes a new model to assess the effectiveness of mediation, and
discusses the impact of legal systems, HRM policies, as well as
power structures, and cultural differences. The book takes into
account perspectives from multiple disciplines, such as management,
business, psychology, law and sociology. It also discusses
mediation aspects from a variety of cultural and regional contexts.
The book advances knowledge about the application, process and
effects of workplace mediation and includes practical tips for
scholars, practitioners, mediators and managers to enhance their
mediation practice or to foster constructive conflict management in
organizations.
This book presents the most recent theoretical insights and
practical intervention methods to (re)build trust between
management and organized employees in organizations. Offering a
multidisciplinary perspective on trust and conflict management in
organizations, the book draws from diverse fields such as
organizational psychology, business, law, industrial relations and
sociology. It examines the often encountered breaches of trust
between management and organized workers, and the resulting
destructive social conflicts, social actions, strikes or dramatic
business decisions. Its focus is on trust and conflict management
at the organizational level in an industrial relations context:
that of employee representatives and management. The book
introduces a new theoretical approach: the Tree of Trust, designed
to analyse and mediate the interconnected levels of trust and
distrust in industrial relations. It presents case studies and
practical recommendations to build trust and constructive conflict
management in the organizations, and illustrates these by means of
experiences from different countries around the globe.
This book compares the unique features of workplace mediation to
other contexts of mediation, as well as the specific competences
each situation requires of the mediator. It covers many important
issues related to workplace mediation and discusses interventions
by managers, such as conflict coaching and informal mediation. It
proposes a new model to assess the effectiveness of mediation, and
discusses the impact of legal systems, HRM policies, as well as
power structures, and cultural differences. The book takes into
account perspectives from multiple disciplines, such as management,
business, psychology, law and sociology. It also discusses
mediation aspects from a variety of cultural and regional contexts.
The book advances knowledge about the application, process and
effects of workplace mediation and includes practical tips for
scholars, practitioners, mediators and managers to enhance their
mediation practice or to foster constructive conflict management in
organizations.
This volume focuses on describing the social dialogue system in
organizations from an Human Resources Management perspective. Based
on the NEIRE model for industrial relations, key factors are
determined contributing to creative social dialogue in European
organizations. Actual data from surveys and interviews from more
than 700 CEO and HR managers in eleven European countries give
insights in the experiences with and expectations of employers of
social dialogue. The volume offers a comprehensive introduction to
the historical context and current situation in social dialogue in
these countries. This context helps to understand the current major
challenges in each country when it comes to a vital social
dialogue. Using good practices from many organizations, this book
offers an agenda for innovative and cooperative social dialogue in
organizations.
This book presents the most recent theoretical insights and
practical intervention methods to (re)build trust between
management and organized employees in organizations. Offering a
multidisciplinary perspective on trust and conflict management in
organizations, the book draws from diverse fields such as
organizational psychology, business, law, industrial relations and
sociology. It examines the often encountered breaches of trust
between management and organized workers, and the resulting
destructive social conflicts, social actions, strikes or dramatic
business decisions. Its focus is on trust and conflict management
at the organizational level in an industrial relations context:
that of employee representatives and management. The book
introduces a new theoretical approach: the Tree of Trust, designed
to analyse and mediate the interconnected levels of trust and
distrust in industrial relations. It presents case studies and
practical recommendations to build trust and constructive conflict
management in the organizations, and illustrates these by means of
experiences from different countries around the globe.
This volume focuses on describing the social dialogue system in
organizations from an Human Resources Management perspective. Based
on the NEIRE model for industrial relations, key factors are
determined contributing to creative social dialogue in European
organizations. Actual data from surveys and interviews from more
than 700 CEO and HR managers in eleven European countries give
insights in the experiences with and expectations of employers of
social dialogue. The volume offers a comprehensive introduction to
the historical context and current situation in social dialogue in
these countries. This context helps to understand the current major
challenges in each country when it comes to a vital social
dialogue. Using good practices from many organizations, this book
offers an agenda for innovative and cooperative social dialogue in
organizations.
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