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A Primer on Critical Thinking and Business Ethics: Recent
Conceptualizations of Critical Thinking (Volume 1) encapsulates new
developments in Critical Thinking skills for MBA students, in the
form of a broad-based cross disciplinary primer in business
management, with a special focus on business ethics. Each volume
encourages critical thinking as a higher order type of thinking
that can be taught, leading to a life of rationality, ethics and
empathy, which is urgently required of leaders in a global
environment where fraud and corruption are rife. Volume 1 explores
a working definition of Critical Thinking for this Book; gives the
domain, scope and paradigms of Critical Thinking; presents key
theories, traditions, schools, models and strategies of Critical
Thinking; outlines systems thinking through the lens of Critical
Thinking; and, details Critical Thinking for Understanding Basic
Fallibility & Falsifiability of Human Thinking. It is essential
reading for all MBA students, as well as for researchers and
practitioners.
Research on gender and leadership has historically been dominated
by the Global North, where there tend to be more woman leaders than
in the Global South. However, scholars are increasingly questioning
the generalizability of the results of such research, while at the
same time highlighting the importance of contextualizing leadership
studies within distinct socio-cultural frameworks. Understanding
the contextual differences at play, Gender Equity in Hospitality:
The Case of India showcases the barriers, both systemic and
individual, to woman leadership in the hospitality sector in India,
including cultural discouragement, training, and development gaps
as well as commonly held prejudices. On the other hand, Dr Payal
Kumar also details HR policies, such as flexi-timing, that have
successfully benefitted women in hospitality, and which have the
potential to serve as future models for implementing systemic
change. Providing important insights for critical management
scholars and educators around the world, Gender Equity in
Hospitality: The Case of India offers an ideal case study for
examining the barriers to woman leadership in India. For leaders
across the sector, this monograph provides private industry and
public policy recommendations for transforming the country into a
top global hospitality destination.
Addressing the topic of emotions in the classroom is largely done
by education and psychology scholars, not those in management
fields. Occupying this gap, the chapter authors emphasize
self-awareness and management of emotions to strengthen student
engagement, well-being and performance in complex and ambiguous
societal and economic VUCA environments. Honing Self-Awareness of
Faculty and Future Business Leaders prepares 21st century managers
and teachers in business schools and other higher education
institutions – not only be able to deal with emotions that arise
in the classroom, but to emanate heightened emotional intelligence
themselves – aiding personal and interpersonal development and
forming the foundation of leader self-awareness.
Covid 19 was a black swan event which led to working from home
emerging as the new normal at a global level. As HRM scholars we
aim to understand this phenomenon from both an employee and
employer perspective, while drawing on the UN's sustainable
development goals (SDGs) which aspire for a fairer and more
inclusive world for people and the planet. At the individual level
of analysis there are chapters on conflicts between work and home
life, differing levels of motivation, workplace loneliness and the
work preferences of introverts and extraverts. At the
organizational level questions are raised about the effects on
profitability, organizational resilience, and the ability of
organizations to remain innovative. How can employees be managed in
terms of mentoring, role modelling and how can they be monitored
for purposes of appraisal reviews? Chapters include the
romanticization of WFH, a case study of shared leadership in Vienna
and WFH amongst start-ups in India. In this edited book,
researchers from the Global North and the Global south answer these
questions, while making a seminal contribution to the field of HRM
from a work from home perspective. This is an essential read not
just for scholars and students of management, but also for those
from the domains of psychology and sociology, and also for policy
makers. This book has long-term relevance given that recent polls
indicate that as a fallout of Covid-19, many employees the world
over are showing a preference for a hybrid model of work -
partially at the brick-and-mortar office and partially from home.
Addressing the need for further theorisation and operationalisation
of social entrepreneurship in India, this edited collection
provides a critical and deeper understanding of the social
entrepreneurial ecosystem. Covering topics such as entrepreneurial
intentions, empathy, impact investment and standardised social
measures, the contributors explore the potential of social
entrepreneurship and sustainable business models in an Indian
context. Offering empirical cases and presenting a realistic
perspective of the social entrepreneurship landscape in India, this
collection will undoubtedly be of value to those interested in
creating a social and sustainable impact in business and society.
This edited collection explores the variations of mentoring in
India in comparison to western models, providing rich contextual
interpretation and paving the way for a greater understanding of
mentoring as a phenomenon. With India having the world's largest
youth population, its longstanding mentoring tradition is
increasingly being replaced by emerging mentoring models in which
younger generations are constantly exposed to both Indian and
western influences. Paying particular attention to formal and
informal mentoring models, the contributions cover the corporate
sector, higher education, the developmental sector and venture
capitalist-enabled entrepreneurial mentoring. Offering a uniquely
non-western perspective, this innovative study also showcases both
mentor and protege perceptions of mentoring, and will be of great
appeal to both practitioners and scholars of leadership.
Addressing the need for further theorisation and operationalisation
of social entrepreneurship in India, this edited collection
provides a critical and deeper understanding of the social
entrepreneurial ecosystem. Covering topics such as entrepreneurial
intentions, empathy, impact investment and standardised social
measures, the contributors explore the potential of social
entrepreneurship and sustainable business models in an Indian
context. Offering empirical cases and presenting a realistic
perspective of the social entrepreneurship landscape in India, this
collection will undoubtedly be of value to those interested in
creating a social and sustainable impact in business and society.
This edited collection explores the variations of mentoring in
India in comparison to western models, providing rich contextual
interpretation and paving the way for a greater understanding of
mentoring as a phenomenon. With India having the world's largest
youth population, its longstanding mentoring tradition is
increasingly being replaced by emerging mentoring models in which
younger generations are constantly exposed to both Indian and
western influences. Paying particular attention to formal and
informal mentoring models, the contributions cover the corporate
sector, higher education, the developmental sector and venture
capitalist-enabled entrepreneurial mentoring. Offering a uniquely
non-western perspective, this innovative study also showcases both
mentor and protege perceptions of mentoring, and will be of great
appeal to both practitioners and scholars of leadership.
This unique edited collection explores the ways in which
entrepreneurship acts to shape self-identity for Indian women and
validate their identities in a patriarchal society. Differing from
existing literature which focuses on the antecedents of
entrepreneurship for women and their performing outcomes, Indian
Women as Entrepreneurs questions whether entrepreneurship is simply
about exploiting a business opportunity for profitability.
Asserting that both work and societal environments have an impact
on an entrepreneur's self-identity, this book demonstrates ways in
which self-concept influences the entrepreneur's relationship with
their work in terms of motivation, effort and performance. Building
on Unveiling Women's Leadership, this book provides an original and
important contribution to the literature on entrepreneurial Indian
women.
Unveiling Women's Leadership provides a penetrating insight into
the world of Indian woman leaders. The book unravels the unique
challenges facing the Indian woman leader who has to juggle several
challenges including patriarchy, the caste system, harassment, and
society's expectation that she ought to fit snugly into
stereotypical roles.
The Global North and Global South are in different stages of the
journeys towards a sustainable future. The Global North is focusing
on cutting carbon emissions and discussing “de-growth”, whilst
large parts of the Global South are still struggling to move out of
poverty, increasing their carbon emissions in many places. This
division must be addressed through education, understanding the
division and providing possible solutions. Higher Education
Institutions (HEI) should take on a leadership role in shaping
young minds through education and research to foster an enhanced
perception of the variances in sustainability approaches of the
Global North and Global South. Presenting chapters from an
international set of contributors, this collection provides
practical insights that inform practice, focusing on two themes:
the design of HEI curricula; and a specific focus on Global North
and Global South divide in addressing social and political
differences, and the role that HEIs can play in addressing the
divide. Higher Education for the Sustainable Development Goals is a
must read for policymakers and researchers, learners, and
management teams at HEIs.
Industrial Revolution 4.0 is upon us, with disruptive technology
rapidly changing our personal and professional lives. In this
climate it is not clear how organization reorganization will take
place and there is haziness over the strategic HRM required to
attract, develop, and retain talent. This book shines a light on
the rapidly changing work landscape by bringing together
international expert contributors, who address issues such as the
long-term effects of artificial intelligence and block chain
technologies on the firm and on human resources, and deliberate on
the effects Industrial Revolution 4.0 is likely to have on both
emerging economies and developed countries. A number of fundamental
questions are asked: Will HR managers perceive IT as a supporting
adjunct or a core operational department? Will man and machine
co-exist, or will artificial intelligence have more ominous
implications for humanity, as predicted by Stephen Hawking? In
other words, is HRM 4.0 an opportunity, a transient phase, or an
impending threat? Human and Technological Resource Management is a
must read for students and scholars of HRM, as well as anyone
interested in the future of technology in the workplace
Since 2013, company boards in India have been legally required to
have at least one female director. However, gender diversity in
boardrooms across India remains below the global average, and a
number of the women who do serve on boards were appointed largely
because they are related to a founder or owner of a company. Since
India is recognised as one of the world's fastest growing emerging
economies, it is important to study in detail why gender diversity
at board level remains so low. Is this a result of workplace bias,
a pipeline issue, or due to other reasons? Gender Equity in the
Boardroom: The Case of India offers just this sorely needed study.
Drawing upon interviews with board members and executives of both
public and private companies, as well as with aspiring female
leaders who are currently at mid-management level, and
supplementing this with the authors' own survey of the make-up of
305 Fortune India 500 companies, this book offers incisive insights
into questions about board-level gender representation across
industries. Offering both rigorous research and analysis as well as
suggestions for practical policy changes, this book is essential
reading for HRM and leadership scholars, and is also of keen
interest to policymakers throughout the world.
This book examines synchronous and asynchronous teaching in light
of the COVID-19 pandemic. Within a few weeks, millions of teachers
found themselves forced to teach online, often with little
systematic preparation and in their own homes. While this mode of
teaching was earlier seen to be supplementary to brick-and-mortar
classes, online teaching has become pivotal to the classroom
experience. The chapter authors write of shared experiences that
encapsulate the challenges faced by faculty, students and also
higher education institutions. The book covers what worked, what
did not work and what had to be changed during the rapid shift to
online synchronous and asynchronous teaching during the lockdowns.
Comprising both theoretical and practical perspectives, this book
provides one of the first authoritative analyses of the field,
while gathering lessons to be learned from the pandemic.
Evidence suggests that research on mentorship has been dominated by
the West, and little is known about the cultural variations of the
mentoring phenomenon. While some research has begun in emerging
economies such as China and India, there is obviously a need for
more research in different country contexts on the practice of
mentoring, as well as its antecedents, intervening variables and
expected outcomes in order to move the field forward. There is a
need to identify the core theories and methodologies of mentorship
which can be utilized to examine the Asian cultural context and the
nuances of its management practices. This book aims to provide a
deeper understanding of the contextual interpretation of mentoring
by focusing on the Asian experience in countries such as China,
India, Korea, Taiwan, Japan and Bangladesh. Shining a light on the
importance of cross-cultural awareness and demographic dynamics
when applied to talent management, it questions the positivist
trend of decontextualizing HRM from the social-historical context
of the workplace. It will provide business leaders and scholars
with a critical understanding of what makes development, training
and competency initiatives thrive in particular cultural contexts
under the influence of larger historical and social structures.
Heeding the call for mentoring relationships to be studied across
cultures, this book on mentoring experiences in Asia is the need of
the hour.
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