Your cart is empty
A highly practical and insightful book; it will help you to perform more effectively in a workplace which requires you to function effectively in predominantly adversarial relationships. Whether you work for a small, medium or large organization this book will enable you to get things done effectively in prevailingly oppositional relationships.
Federal agencies' ability to address poor performance has been a long-standing issue. Employees and agency leaders share a perception that more needs to be done to address poor performance, as even a small number of poor performers can affect agencies' capacity to meet their missions. This book describes and compares avenues for addressing poor performance; describes issues that can affect an agency's response to poor performance; determines trends in how agencies have resolved cases of poor performance since 2004; and assesses the extent to which OPM provides guidance that agencies need to address poor performance.
The FET College series is designed to meet the needs of students and lecturers of the National Certificate Vocational.
Five days a week. Or six. Thirty, forty, sixty hours. 90,000 in a lifetime. An abundance of creative possibility. So much more than a means to a mortgage, our work is a gift from God. And he wants to see us flourish in it all, doing what we were made to do: creating value, building homes or businesses, teaching primary schoolers or training pilots, stitching up minor injuries or serving macchiatos. Being everyday servants and witnesses in the world he entrusted to each of us, giving glory to the One who made us and gave us work to do. And yet, how many of us feel equipped, spiritually? Prayed for? Prepared for the opportunities and the challenges, the joys and the trials? In this innovative, compelling, often funny, story-filled book, ex-adman Mark Greene explores what the Bible has to say about contemporary work. From dealing with the boss, to being the boss; from working with competitive co-workers, to the challenges of working alone, here's an empowering, tried and tested guide towards a more fulfilling and fruitful working life. A special 25th anniversary edition of a contemporary classic that's stood the test of time and has been joyfully revised and updated for the times we're in.
At a time when companies face increasing cost pressures, offshoring
IT work to India not only offers the opportunity to reap factor
cost savings, but also to industrialize the IT delivery process.
"Intelligent IT-Offshoring to India" is a roadmap approach which
enables organizations to discuss and organize the 'India option' in
a learned manner.
This book provides the first systematic assessment of trends in inequality in job quality in Britain in recent decades. It assesses the pattern of change drawing on the nationally representative Skills and Employment Surveys (SES) carried out at regular intervals from 1986 to 2012. These surveys collect data from workers themselves thereby providing a unique picture of trends in job quality. The book is concerned both with wage and non-wage inequalities (focusing, in particular on skills, training, task discretion, work intensity, organizational participation, and job security), and how these inequalities relate to class, gender, contract status, unionisation, and type of employer. Amid rising wage inequality there has nevertheless been some improvement in the relative job quality experienced by women, part-time employees, and temporary workers. Yet the book reveals the remarkable persistence of major inequalities in the working conditions of other categories of employee across periods of both economic boom and crisis. Beginning with a theoretical overview, before describing the main data series, this book examines how job quality differs between groups and across time.
Employers are increasingly recruiting their workers into politics to change elections and public policy - sometimes in coercive ways. Using a diverse array of evidence, including national surveys of workers and employers, as well as in-depth interviews with top corporate managers, Politics at Work explains why mobilization of workers has become an appealing corporate political strategy in recent decades. The book also assesses the effect of employer mobilization on the political process more broadly, including its consequences for electoral contests, policy debates, and political representation. In Politics at Work, Alexander Hertel-Fernandez shows that while employer political recruitment has some benefits for American democracy - for instance, getting more workers to the polls - it also has troubling implications for other aspects of political participation. Workers face considerable pressure to respond to their managers' political requests because of the economic power employers possess over workers. In spite of these worrisome patterns, corporate managers report that mobilization of workers is an important strategy for influencing politics. Politics at Work documents how companies consider mobilization of their workers to be even more effective at changing public policy than making campaign contributions or buying electoral ads. Hertel-Fernandez concludes by discussing when and why employer recruitment efforts represent problematic violations of workers' political rights. He then reviews policy proposals that could protect workers from employer political coercion and could also win the support of majorities of Americans. By carefully examining a growing yet underappreciated political practice, Politics at Work contributes to our understanding of the changing workplace, as well as the ways that businesses influence politics in the United States. The book offers fresh perspectives on debates over money in politics and will be valuable to anyone interested in the connections between inequality, public policy, and American democracy.
China has broadcast its message. Calling on Africa, Australia and
South America for resources, on the West for support, and on the
world for understanding, its role in the global hierarchy is
established yet pivotal. But that communist blink in the Imperial
eye should not deceive you. China has a well shod foot in the
global door of capitalism.
Want to make your workplace more sustainable, get ahead in your
career and improve your reputation?
Step by step, "Climb The Green Ladder" identifies the key themes
that underpin successful sustainability strategies, including
real-life case studies from people who've done it, to create a
comprehensive tool-kit for action.
"Writing at Work" is for people who do or will write while on the job whether the writing be an interoffice memo, e-mail, a status report, a lab report, marketing materials, or a letter to a customer. The philosophy behind "Writing at Work" is that such writing needn't be stale and unoriginal but can instead be a sophisticated piece of work that positively reflects the competence of its composer to all who read it. Rather than dwell on picky, little "rules" that you must adhere to when writing, "Writing at Work" focuses on the real rules of grammar and aspects of style that you really need to know in order to write with confidence. Using examples realistically drawn from work settings, "Writing at Work" presents each topic in a manner that is at once accessible and inviting. Spread throughout the text are exercises that provide you with ample opportunity to write, revise, and correct the kinds of written tasks typically encountered at work. You can immediately gauge your progress by checking your work against the answers listed at the end of each chapter.
Workplaces can often be sources of stress, interfering with both job satisfaction and performance. This book explores ways to combat the factors contributing to an unhealthy workplace by building on the advances in positive psychology and organizational scholarship over the last 15 years. Focusing on ground-breaking concepts such as psychological capital, `happiness compassion', virtuousness, support and gratitude, this book offers ways to target and reshape the unhealthy workplace environment. Each chapter provides real-life organizational situations in which companies of all sizes implement strategies that either hinder or successfully create a healthy workplace environment. The world-leading authors identify key causes that reduce employee satisfaction and job performance, offering a range of interventions that can prevent negative experiences to ultimately produce happier workforces and boost productivity. This book will be a vital reference for doctoral students studying the links between work and health as well as faculty studying ways to improve employee well-being. Those on advanced courses in human resource management, organization effectiveness and organizational change will also benefit from the vast array of international insights into a healthy workplace environment.
Bestselling author, professional speaker, and former editor-in-chief of Cosmopolitan, Kate White shares the nine core principles gutsy women need to go bigger, bolder, and achieve the full level of success they desire.
Twenty-two years ago Kate White wrote the bestselling career bible Why Good Girls Don't Get Ahead but Gutsy Girls Do, and helped thousands of women push their success to the next level. Now a new generation of women, still eyeing the pay gap and glass ceiling, needs its own set of rules for today's modern workplace.
In THE GUTSY GIRL HANDBOOK White presents the nine core principles that have guided her career, offering dozens of straightforward, doable strategies for women in any field and at any stage in their professional lives. Drawing on original research, and sharing new success stories and never-before told examples from her time as the editor-in-chief of Cosmo, White inspires women to own their excellence, break the rules (or make their own), ask for the money and opportunities they deserve, and refuse to apologize for who they are and what they want.
THE GUTSY GIRL HANDBOOK is a resource for women who want to build confidence, negotiate a great salary and perks, manage meetings, mansplaining, and interruptions, and create game-changing "notice me" ideas. This all-new, accessible handbook is a great gift for graduates, and a must-read for professional women of all levels.
The sixth volume of International Perspectives on Equality, Diversity and Inclusion addresses the increasing awareness of Diversity Management within companies and organisations throughout Europe. Race Discrimination and Management of Ethnic Diversity and Migration at Work analyses perspectives from nine countries: France, Germany, the United Kingdom, Ireland, the Netherlands, Norway, Italy, Cyprus and Greece. Each country-focused chapter examines the historical context surrounding diversity, equality, racism and discrimination, along with facts and statistics about ethnicity in society and at work. Chapters then investigate the discourse and measures deployed at the national and organisational levels to combat race discrimination and their effects, and each provides a country-specific case study. The book concludes with a reflection on the development of equality legislation in the EU and its impact on racial equality at the workplace. This volume constitutes a cooperative effort to shed light on the management of ethnicity, diversity and migration within the workplace, emphasising the opportunity for improvement within this area. It is an illuminating book for researchers of equality and diversity within organisations, along with stakeholders involved in finding solutions to race and ethnic discrimination at work.
Buying a table tennis table will make your staff happier. Working eight hours a day, five days a week, will result in the most productivity. Paying higher salaries will always result in higher motivation. But will it really? There are a staggering number of myths, stereotypes and out-of-date rules that abound in the workplace. This can make it feel impossible to truly know how to get the most out of your career, your team and your organization. In Myths of Work, Adrian Furnham and Ian Macrae take an entertaining and evidence-based look at the most pervasive myths about our working lives, from the serious to the ridiculous, to give you the insight you need to become a better manager in the modern workplace. Fascinating real life case studies from organizations around the world display the myths (and how to overcome them) in practice. Myths of Work takes the most up-to-date academic research in business and psychology and combines it with practical insights, a lively writing style and a handy dip-in-and-out structure to form your ultimate guide to becoming a better enlightened manager.
The Exceptional Leaders Playbook will be an important resource for managers and leaders who want to improve their skills and results. The book is full of immediately actionable tactics and strategies designed to help progressive leaders develop themselves and their teams.These ideas and strategies have worked for hundreds of top-performing leaders.
We are living in the age of imagination and communication. This book, about the new ways time is experienced and organised in post-industrial workplaces, argues that the key feature of working time within knowledge, and other workplaces, is unpredictability, creating a culture that seeks to insert acceptance of unpredictability as a new 'standard'.
Today, a large proportion of the world's states are under authoritarian governments. These countries limit participation rights, both in the political sphere and in the workplace. At the same time, they have to generate consent in the workplace in order to ensure social stability and prevent the escalation of conflicts. But how do companies generate consent given that employee voice and interest representation may be limited or entirely absent? Based on a review of research literature from sociology, organizational psychology, and behavioural economics, this book develops a theory of consent generation and distinguishes three groups of consent-producing mechanisms: socialization, incentive mechanisms, and participation and interest representation. It presents an empirical analysis of how these mechanisms work in Russian and Chinese automotive factories and shows how socio-cultural factors and labour regulation explain the differences between both countries regarding consent and control in the workplace. The book contributes to two research debates. First, it examines the generation of consent in the workplace-a core topic of the sociology of work and organization. Its particular focus is on consent generation in authoritarian societies. Secondly, the book contributes to the debate about the reasons for the completely different trajectories of post-communist Russia and China. The book provides an empirical analysis that explains the different work behaviours of employees in both countries and links the micro-level of the workplace and the macro-level of institutions and organizational cultures.
Become a Talent Talker!
Great people developers take an interest in others, they recognize that they didn’t get to where they are on their own, and they want to “pay forward” the time that others have invested in them. Helping others unlock their talent and potential is an enormously rewarding activity, and it doesn’t take very much time, just the right attitude. If you look back on your own career and recognize a talent talker in your past, you owe it to them to become one yourself. If you don’t see a talent talker in your past, you need to look harder, because no one can make it on their own.
Getting managers to have development conversations is one of the most important drivers of unlocking talent and potential in your organisation. This book, and the TalentTalker.com application, makes it easy for any manager to sit down and have a development conversation.
Those conversations can be about improving performance, managing a career, developing leadership skills or formulating and executing new business strategies. Talking connects people, people who feel connected are more engaged, engaged people deliver exceptional results.
Yolanda Lacoma, holds a Master’s degrees in Psychology and European Studies and a postgraduate course in Education. Prior to starting her consulting practice Yolanda was a professor at the University of Aberdeen, Scotland where she developed and delivered a variety of executive development programs. After moving to the United States in 1997, she founded PeopleTree Group and is currently the CEO.
Martin Sutherland is the Global Director of PeopleTree Talent Analytics International. He is a founder member of the company, launched in 1998. He has 23 years of professional consulting experience in the ICT, Energy and Power, Financial Services & Banking, Transport, Retail and Manufacturing sectors.
Emotional Intelligence is a complete guidebook to help you leverage your EQ for greater professional and personal success.
Research now shows that people with higher levels of emotional intelligence generally have:
Written especially for the South African workplace, this newly updated edition will show you to improve and develop your emotional intelligence by focusing on these aspects of EQ:
Throughout the book, you will find practical tips, exercises, and case studies to help you develop your emotional intelligence. Now is your chance to open the door to a better life!
Annette Prins a senior counselling psychologist, involves herself with developing human capital. As CEO and co-owner of the company Talent and Wellness Management, she developed and presented an array of workshops in the people skills arena, for the corporate and tertiary sectors. She specialises in stress management, anxiety and mood disorders and trauma counselling.
Eugene van Niekerk has taught psychology at both under-graduate and post-graduate level. His academic background is also complimented by work as psychotherapist and corporate consultant. Eugene’s interests include, amongst others: emotional intelligence; mind-body medicine; mental health in an information society; how affective neuroscience is able to improve individual and organisational performance.
As consultant Annette Weyers has been part of the wellness industry for fifteen years. She was co-founder of the Centre for Talent and Wellness Management an organisation that offered professional services to develop human talent and promote wellness. Services to employees included support and interventions through counseling, coaching, inspirational talks and workshops. "
A sound succession plan will minimise the risk of disruption (or even disaster!) during times of change within an organisation. However, implementing a well-designed succession management system, is easier said than done. It calls for a comprehensive understanding of the practice of succession planning, particularly within the context of South Africa’s BEEE and employment equity policies.
Succession Management was written especially for the South Africa workplace and is the most comprehensive resource on succession planning available locally.
In it, readers will find step-by-step guides, checklists and case studies on how to:
This is an indispensable book for every CEO, board member, HR executive and talent manager!
Ashnie Muthusamy is presently the Group Talent Manager for Sun International. She has an educational background in Psychology, HR and Leadership. For the last 20 years she has worked in various Group roles working with Talent Management. Her present portfolio includes Strategic Resourcing, Psychometric Assessment, Job Architecture; Performance Management, Succession Management, EVP among other HR responsibilities.
While Employee Assistance Programmess (EAPs) have grown tremendously in organisations across the world, many EAP practitioners are not prepared for the changing challenges of the role.
With employees experiencing more stress than ever before, they increasingly need assistance in the following areas:
To rise to the challenges of the changing needs of the employee, EAP practitioners need to grow their skills in essential areas such: Counseling, coaching, therapy, trauma briefings, crises management and life skills development. This is the first South African book to focus specifically on the development of EAP practitioners. It provides practical guidelines to develop and implement EAP programmes, including how to conduct a needs analyses, data collection and analyses, and impact assessments. It also offers EAP practitioners an ethical framework against which to practice their profession.
Prof Nico Martins is presently with the Department of Industrial Psychology at the University of South Africa (Unisa, since 1995) and specialises in the field of organisational psychology. His fields of expertise are organisational development and change. Prof Ophillia Ledimo is full professor and chair with the Department of IOP at the University of South Africa (UNISA). She holds a Doctorate in Industrial and Organisational Psychology.
You may like...
No Hard Feelings - Emotions at Work and…
Liz Fosslien, Mollie West Duffy Paperback (1)
John Grogan Paperback
Transformational Coaching To Lead…
Sunny Stout-Rostron Paperback
Managing safety in the workplace
Lizbie Fourie, Francois van Loggerenberg Paperback
Human Resource Information Systems…
Michael J Kavanagh, Richard D. Johnson Paperback R1,612 Discovery Miles 16 120
Quality in the office for IT…
A.W. Erasmus, D.E. Boucher, … Paperback
Navigating Information Literacy
Theo Bothma, Erica Cosijn, … Paperback
Be Your Own Mentor
Anne Bruce Paperback
The Business And Office Environment
A.A. de Beer, A.W. Erasmus Paperback