HR & organizational behaviour books

Advances in Group Processes publishes theoretical analyses, reviews, and theory-based empirical chapters on group phenomena. The series adopts a broad conception of "group processes." This includes work on groups ranging from the very small to the very large, and on classic and contemporary topics such as status, power, trust, justice, social influence, identity, decision-making, intergroup relations and social networks. Previous contributors have included scholars from diverse fields including sociology, psychology, political science, economics, business, philosophy, computer science, mathematics and organizational behavior.   Volume 36 brings together papers related to a variety of topics in small groups and organizational research. The volume includes papers that address theoretical and empirical issues related to the ubiquitous nature of status, double standards of competence, and controlling the status effects of gender. Other contributions examine reverse identity processes, self-stigma, synchrony and cooperation and the effects of authority leniency. Overall, the volume includes papers that reflect a wide range of theoretical approaches from leading scholars who work in the general area of group processes.

Volume 24 of Advances in Industrial and Labor Relations (AILR) contains eight papers highlighting important aspects of the employment relationship. The papers deal with such themes as shifts in workplace voice, justice, negotiation and conflict resolution in contemporary workplaces. Consistent with previous AILR volumes, the papers in Volume 24 reflect a variety of quantitative and qualitative research methods, including case studies, survey, interviews, historiography, theory building, and longitudinal and cross-sectional research designs and analysis. These papers also reflect a global perspective on workplace issues. The specific topics of these papers include social construction of workarounds, workplace dispute resolution, employee involvement at Delta Air Lines, voice and empowerment practice in an Australian manufacturing company, democracy and union militancy and revitalization, adapting union administrative practices to new realities, pro-social and self-interest motivations for unionism and implications for unions as institutions, and high performance work systems and union impacts on employee turnover intention in China.

Advances in the Technology of Managing People: Contemporary Issues in Business presents a wide ranging examination of emerging technological trends in the workplace. Using a combination of research study results, case studies, literature reviews, and conceptual papers, the book examines contemporary issues and emerging trends within management technology.  Each chapter focuses on a different technological issue or trend within business management from a variety of perspectives, including management, HR, ethical, and organizational behavior viewpoints.   Issues explored in the book include: Workplace Productivity with Balanced Scorecard Actions  Managing Emerging Technology and Organization with Agility  Freelance Economy  E-Mentoring 2.0  Virtual Team Success with the Power of Technology Advancements  Advanced Analytics, Machine Learning and Artificial Intelligence in the Workplace  Ambient Intelligence Changes the Office Environment  Disruptive Innovations and Blockchain  Quantum Leadership.  Pamela Ann Gordon and Julie A Overbey curate an excellent reference for research scholars, practitioners, and organizational leaders seeking to understand the impact of technology on contemporary organizations.

The most successful business leaders always have their own compelling philosophies, but all too often the thoughts and ideologies of high-profile African American leaders are forgotten or passed over. The ideas and practices of these visionary leaders, sometimes heralded within their own communities, are often ignored by mainstream media and, over time, many of their contributions are forgotten.  Leadership experts Leon C. Prieto and Simone T.A. Phipps re-light these extinguished torches reflecting on some of the leading black business pioneers of the late 19th and early 20th century. Exploring views that embrace the traditional African philosophies of cooperation, this study of such influential figures brings to light how heavily the "golden age of black business" was impacted by the "cooperative advantage" possessed by leaders such as Charles Clinton Spaulding, John Merrick, Alonzo Herndon, Annie Turnbo-Malone, Madam C.J Walker, and Maggie Walker. Ultimately, what Prieto and Phipps bring to light is the common thread that pulls these leaders together--namely, the love they had for their communities--and what they show is that contemporary entrepreneurs of African descent would do well to regain a cooperative advantage in order to achieve the levels of success that existed in the past.   For its recovery of important strands within African American history, and for the practical advice it gleans from those strands, this refreshing study is a must-read for business students, managers, entrepreneurs and leaders of all backgrounds. The history here brought to light demonstrates to students that they too can succeed at managing any enterprise, no matter the challenges they may face.

Disorganization occurs in all areas of modern business; and yet, disorganization has traditionally been viewed as a negative factor in business and organization performance. However, in a dynamic 21st century environment our conventional structured, rigid responses in dealing with such messiness are not working.   Business Plasticity Through Disorganization presents a novel approach to both academics and practitioners on how to break the shackles of rigidity and eliminate our fear of disorganization. Through a chronological discussion of the birth of the concept of 'disorganization' and its gradual evolution into 'business plasticity', the book explores ways in which embracing and leveraging messiness can help improve the way we create, innovate and run our businesses.  Challenging existing theories and approaches to disorganization, as well as presenting new evidence from both research and practice, Herath promotes new conceptual thinking aimed at promoting flexible 'plasticity' in the modern organization to build greater functional capability globally.

The customer problem in the public sector appears when too many processes are in place and staff volumes are too large to adapt to sudden change. As situations evolve and solutions are required, public managers are faced with an overload of information for decision-making, as normal day-to-day policy is overlooked to accommodate management by crisis. Generally, emergency situations call for effective steps to be taken, constrained by short time frames and a dispersed public workforce.  Managing teams require structure in their response to an evolving crises, which is generally a difficult position to attain when information and resources are limited. Protocol and response plans are only activated in extreme crises, leaving a gap in response when overload has been reached but is not within the stipulated margins. Recognition at this stage is important if successful outcomes are to be achieved. This book proposes an 8-point model, which it labels the DALI Model, for responding to these situations, to simplify and synthesize decision-making processes.

What do leaders need to know? What must they do? During this moment of great change, complexity, and conflict facing formal and informal leaders across sectors, it has become increasingly important to understand the competencies associated with effective leadership, and to be able to apply the appropriate methods through which to develop, assess, analyze, and enact these competencies.  Competencies for Effective Leadership: A Framework for Assessment, Education, and Research explores the many ways in which a competency framework can be used within an organizational setting as a model for assessment, education, and research. The Leadership Competency Scorecard, originally developed by Brent Ruben, Ph.D., Distinguished Professor of Communication and Executive Director of the Rutgers University Center for Organizational Leadership, is examined in-depth throughout this book.  The expert contributors delve into the various ways in which this competency framework has been applied in the design and implementation of leadership development programs. They explore how it can be used as a self-assessment and improvement planning guide for individual coaching consultations, as well as a theoretical foundation for advancing leadership and organizational communication research.  The Leadership Competency Scorecard continues to be extremely useful for the formal and informal leaders of today-and tomorrow. This interdisciplinary study of the model and its conceptual and applied applications are made relevant and accessible for leadership scholars, practitioners, and educators across sectors.

Why do we make the decisions we do? And how can we understand what influences our decisions? Non-Corporeal Actant Theory explores decisions and outcomes through the perspective of values, beliefs, ideas, and concepts - all integral parts of our everyday lives and the actor-networks that we take part in as decision-makers.  Connecting Values to Action: Non-Corporeal Actants and Choice brings together a cast of expert contributors to delve into this theory and its ramifications for our lives. With chapters that analyze decisions made by death-defying free climbers, indigenous people facing the loss of their culture, and corporates responding to the #MeToo movement, editor Christopher M. Hartt examines how decisions are affected by the widening range of actor-networks that come with social media and technological development.  For anyone struggling to understand how a decision is made, Connecting Values to Action offers a pathway to finding the causes of that decision. Exploring the role of non-corporeal actants on the very real consequences of decisions, this is an unmissable book for students and researchers of management and decision-making.

In the age of digitalization, even the way we govern is adapting. Recently, with the successful implementation of e-governments, the way our systems are organized has changed.  Here, Israel Patiño Galvan suggests a specialized design structure as an alternative to the new, digital governments that are becoming increasingly more common. Through a thorough exploration of the history of these structures, and through field research in Mexico, serious deficiencies have been identified in the ways in which these e-governments have been implemented. Instead, Galvan offers a tri-phase solution to designing local governments, placing the direction and division of Information Technologies at the core to support the modernization and optimization process.   For researchers and practitioners in public administration, information technologies, or information systems, this is a vital text providing a detailed case study as support for a new organizational system.

Nowadays, managing and promoting diversity is of paramount importance to the future of sustainability and the political and business agenda. Despite a tremendous growth in diversity management scholarship in recent years, a strong tendency has emerged whereby existing theories focus on a single level of analysis, using a limited range of mostly Western research settings, and on a narrow range of diversity types. Diversity research has insofar focused on prioritizing visible forms of diversity, such as gender or disability, with less emphasis placed on diversity in culture and values internationally. This edited book provides new practical and strategic insights for practitioners, managers, students and policy makers; it delves into the strategic nature of policy intervention with thought-provoking contributions written by experts from around the world. Contributors aim to provide critical reflection of current debate areas on workplace equality and diversity in under-researched countries to inform and support evidence-based decision making for a wide variety of academic and practice-oriented stakeholders.