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This comprehensive Handbook presents an extensive overview of
empirical and conceptual developments in the study of high-tech
entrepreneurs from an interdisciplinary and multinational
perspective. The expert contributors explore various conceptual
frameworks and definitions of high-tech entrepreneurs and of the
entrepreneurial process based on studies in different settings and
contexts. They examine issues of equality, diversity and inclusion
in terms of gender and class. The Handbook investigates strategies
for empowering high-tech entrepreneurs, ranging from structural
conditions and support mechanisms afforded by state and
institutional actors, to individual mechanisms used by serial
entrepreneurs to avoid burnout. Including unique perspectives on
theory and research, this Handbook will make a rigorous and
innovative contribution to academics, students and researchers?
understanding of high-tech entrepreneurs.
A valuable guide to combine so far separate strands of thinking on
CSR, DM and HRM. With its global focus, this book cuts through the
claims and assumptions of existing understanding and provides data
from a large set of countries. It will certainly stimulate
insightful thoughts and practices of CSR in HRM.' - Sibel Yamak,
Galatasaray University, Turkey'Bringing together a range of
international authors and providing both conceptual and empirical
contributions to the study of the intersection of Corporate Social
Responsibility (CSR) and Human Resource Management (HRM), this book
is essential reading for scholars and practitioners in both fields.
The chapters demonstrate that although the two areas have not
previously been strongly linked in research or practice, there is
indeed significant overlap. The chapters show how to build more
effective links, giving both practical recommendations and
developing new theoretical insights.' - Fiona Lettice, University
of East Anglia, UK This innovative book analyzes the intersection
between the fields of Corporate Social Responsibility (CSR) and
Human Resource Management (HRM), with a focus on diversity
management. The book presents the scope of institutional
engagements with CSR and diversity policies in a range of
organizations and organizational networks. The editors explore the
macro, meso and micro aspects of CSR, answering questions such as:
what are the socio-economic, political, legal and cultural
influences shaping CSR and diversity management? What are the
institutional practices for linking CSR and HRM, and what are the
implications of this for employee and organizational well-being?
And, how can the differing needs and expectations of a diverse
workforce be fulfilled through CSR? Including both theoretical and
empirical chapters, the contributors explore how global
organizations and organizational networks can collaborate with
stakeholders within their community to leverage their HRM
strategies. They share their knowledge of the management process
involved in mainstreaming diversity through effective design and
implementation of CSR programes in organizations. This book will be
a valuable resource for students at postgraduate and research
level. It will also appeal to international audiences, including
academic researchers, policy makers and organizational
practitioners interested in the concept of corporate social
responsibility and its links to human resource management in the
context of globalization. Contributors: M. Al-Reyaysa, K. Amaeshi,
A. Atewologun, M. Atiq, A. Beauregard, V. Braga, M.G. Bruna, A.
Chand, C. Chauzal-Larguier, Z. Chiba, R. Dang, H. Desivilya Syna,
A. Dirani, K. El Menzhi, W. Harvey, J. Howells, S. Ibrahim, D.
Jamali, K. Jonsen, M. Karatas-OEzkan, C. Marques, A.
Murer-Duboisset, S. Naidu, K. Nicolopoulou, M. OEzbilgin, R.D.
Pathak, A.H. Pinnington, R. Pompeu, M. Raz, A. Rottman, A.M.
Suliman, A. Tatli, B. Thomas, S. Thomas, H. Vermaut, L.-C. Vo, C.
Yavuz, P. Zanoni
Although a large and steadily growing research literature attests
to an interest in management and entrepreneurship, little research
has focused on comparative assessment of the career choices and
trajectories of managers and entrepreneurs. This timely book fills
the gap by presenting an assessment of early influences on the
career choice of managers and entrepreneurs, their attitudes at the
start of their careers as students, and in their later employment
experiences. The distinguished group of contributors also examine
the influence of an MBA education on the later work and life
experiences of managers and entrepreneurs. The extent to which this
sought after degree aids achievement of intended careers is
investigated, as is the debate on linkages between career choices,
cross cultural issues, and international and interdisciplinary
perspectives. This book extends the focus on a significant human
experience - the world of work - beyond that offered by traditional
vocational choices, highlighting the plurality of perspectives now
offered by different cultures globally. As such, it will be of
great interest to students, academics and practitioners with an
interest in career trajectories within the realms of management and
entrepreneurship.
This book explores how global organisations and institutions manage
Equality, Diversity and Inclusion (EDI) across their operations and
within different cultural and value settings. It blends empirical
evidence from collaborative research with original practical
insights. In addition, the book demonstrates how the idea of
narratives can be used as an approach to achieving EDI goals,
presenting powerful stories on EDI implementation and challenges
stemming from EDI-related abuses. Taken together, the book's
respective chapters depict the complexity of EDI in a nuanced way,
reflecting the disparate realities of those involved in its
implementation. The combination of academic research and insights
from practitioners in the field give the book a unique position in
the global management literature on EDI, while also yielding a
wealth of valuable lessons and conclusions.
This timely Companion examines the unique codes and processes of
managing gender diversity, equality and inclusion in Asia. Managing
Gender Diversity in Asia covers the whole geography of Asia through
chapters authored by eminent scholars in the field and thus
provides an authoritative tool for a critical and evidence based
understanding of gender diversity management in Asia. The
distinctive nature of Asian institutional structures, approaches
and processes are examined in order to account for variations in
representation and inclusion at work for women and men. This
comprehensive Companion will make ideal reading for researchers,
postgraduate students and practitioners who wish to understand the
methodological and thematic idiosyncrasies of researching gender
diversity management in organisational settings.
This Companion provides an authoritative overview of how cultural
diversity is managed in Asia. Although the Asian context appears at
first sight to be irreconcilably divergent in terms of diversity
management approaches, the contributing authors seek to explore
thematic and geographical demarcations of the notions of cultural
diversity and equality at work.Managing Cultural Diversity in Asia
not only examines cultural diversity management in a particular
geography but also makes a distinct contribution to the wider
theory of managing diversity and equality by revealing the
significance of context, time and place in framing policies and
practices of management. With empirical and conceptual
contributions from eminent scholars from across the Asian continent
as well as the Asian diaspora, this volume highlights practices of
equality and diversity management in settings across Asia and
reveals the key drivers and implications of such practices. This
important and path-breaking Companion will be an invaluable
resource for both undergraduate and research-based postgraduate
students on international and comparative human resource
management, employment relations and industrial relations courses.
Although a large and steadily growing research literature attests
to an interest in management and entrepreneurship, little research
has focused on comparative assessment of the career choices and
trajectories of managers and entrepreneurs. This timely book fills
the gap by presenting an assessment of early influences on the
career choice of managers and entrepreneurs, their attitudes at the
start of their careers as students, and in their later employment
experiences. The distinguished group of contributors also examine
the influence of an MBA education on the later work and life
experiences of managers and entrepreneurs. The extent to which this
sought after degree aids achievement of intended careers is
investigated, as is the debate on linkages between career choices,
cross cultural issues, and international and interdisciplinary
perspectives. This book extends the focus on a significant human
experience - the world of work - beyond that offered by traditional
vocational choices, highlighting the plurality of perspectives now
offered by different cultures globally. As such, it will be of
great interest to students, academics and practitioners with an
interest in career trajectories within the realms of management and
entrepreneurship.
This book explores how global organisations and institutions manage
Equality, Diversity and Inclusion (EDI) across their operations and
within different cultural and value settings. It blends empirical
evidence from collaborative research with original practical
insights. In addition, the book demonstrates how the idea of
narratives can be used as an approach to achieving EDI goals,
presenting powerful stories on EDI implementation and challenges
stemming from EDI-related abuses. Taken together, the book's
respective chapters depict the complexity of EDI in a nuanced way,
reflecting the disparate realities of those involved in its
implementation. The combination of academic research and insights
from practitioners in the field give the book a unique position in
the global management literature on EDI, while also yielding a
wealth of valuable lessons and conclusions.
The contributors to this highly innovative and authoritative
research companion, leading experts in their field, apply
relational analyses to different areas of organization studies and
provide a comprehensive review of the relational perspectives. The
book features empirical, theoretical, philosophical and
methodological contributions from a wide spectrum of disciplinary
perspectives on relationality in and around organizations. They
explore areas such as: * relational self and dynamic organizing *
social relational contexts and self-organizing inequality *
learning and knowledge creation * stress and burnout * identities
in organizations * trust and commitment in the market * venturing
as a relational process * coordinating work through relationships
of shared knowledge, shared goals and mutual respect * relational
approaches and social constructionism * relational methods in
organization studies * relational cohesion model of organizational
commitment * interorganizational cooperation between non-profit
organizations. Filling a gap in the organizational studies
literature, the truly relational approach to the study of
organizational behaviours and processes in this highly original
research companion will be invaluable to academics, students and
researchers with an interest in organizational studies.
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