Take a look at our HR & organizational behaviour books. Shulph carries a great selection of HR & organizational behaviour books, and we are always adding more.
Charmine E. J. Härtel, Neal M. Ashkanasy, Wilfred J. Zerbe
£96.24
Book + eBook
This volume of Research on Emotion in Organizations contributes to the ongoing research on emotions in the workplace, focusing on organizational leadership and interpersonal relationships within organizational structures. The chapters in this book represent a range of different methodologies that
reveal the pervasive role of emotions in leadership and emphasize the need for scholars to address emotions if they are to obtain a more complete understanding of organizational leadership.
Emotions and Leadership is divided into three parts which explore and analyse developments in the following areas: leadership and individual team members, leadership and its effects on the team construct, and leadership in the overall context of organizations and culture. This three-level analysis
provides a foundation for future research into emotion in organizations, organizational psychology and leadership.
Ewa Stanczyk-Hugiet, Janusz Struzyna, Katarzyna Piórkowska, Sylwia Stanczyk
£53.74
Book + eBook
Natural evolution logic has been attracting the attention of researchers for years. More recently, it is being increasingly utilised in business and economics research where it provides the benefit of analysing a variety of organizational phenomena.
This book provides new insights into the endogenous mechanism and the factors that influence it. It links the evolutionary approach, the process perspective, and the practice perspective in the area of strategy process, expanding the current research in multi-level logic within and beyond the
organizations, and shows how the entire selection mechanisms behave at each level and how these mechanisms are connected across levels. This book:
• Takes an evolutionary perspective and focus on the selection suggesting that it can be explained not only by the interaction with the external environment, but also by internal – endogenous – factors.
• Proposes a multilevel selection mechanism that integrates the endogenous and exogenous pressures.
• Explains a managerial intervention and its effect on the adaptation mode concerning behavioral and cultural settings.
• Covers inter-organizational selection to build a complex picture of the selection.
Evolutionary Selection Processes: Towards Intra-Organizational Facets will appeal to scholars and doctoral students in business and management, organization theory, organization behaviour, organizational change, and the strategic management field.
Volume 17 of Research in Occupational Stress and Well Being is focused on the stress and well-being related to the marketing discipline. This volume is focused on the connections between employee stress, health, and well-being as it relates to marketing, sales, and customers. We have 7 chapters
devoted to critical topics such as internal selling, stress at the consumer-employee interface, how leaders can affect the customer experience, and the unique stressors associated with being a persuasion agent. Further, we have two comprehensive empirical reviews of topics in this domain. The
first examines the degree to which positive psychology constructs relate to sales performance. The second examines customer mistreatment towards employees and how it impacts their well-being. The final chapter takes a more practitioner perspective and examines the importance of taking into account
stress tolerance when selecting and training sales personnel.
The objective of this series is to promote theory and research in the increasingly growing area of occupational stress, health and well-being, and in the process, to bring together and showcase the work of the best researchers and theorists who contribute to this area. Questions of work stress and
well-being span many disciplines and many specialized journals. One of the virtues of this series has been to provide a multidisciplinary and international platform that gives a thorough and critical assessment of knowledge, and major gaps in knowledge, on occupational stress and well-being.
The future of the Human Resource Management profession is inextricably linked to understanding data analytics. This book provides practical, hands-on approaches to connect data to HR policies and practices to help influence overall business performance.
Building on traditional HR skillsets, the book makes understanding and engaging with data analytics possible for professionals at all levels. Leveraging key statistical and financial concepts, including ROI and people productivity, and commonly available tools such as Workday and Tableau, the
authors explore key skills and tasks in an accessible and illuminating way, including:
data-analytic thinking
data management
data collection
clean-up and warehousing
building descriptive and predictive models
applying HR analytics skills and tools to workforce planning, recruitment, training, and turnover analysis.
Fundamentals of HR Analytics is an essential resource for aspiring, new and experienced HR professionals across a wide range of industrial contexts, as well as data analysts working on business workforce focused projects and upper level students of HR encountering data analytics in this context for
the first time.
HR functions within both internal and external contexts. The understanding of both contexts is crucial for comprehending how and why they drive HR strategies and practices in organizations, as well as the rules and structures within which they work. Built around five major themes which impact upon
the HR function, and mapping to the CIPD Level 7 Advanced module of the same name, Human Resource Management in Context enables students to understand the complex and changing organizational context in which HR operates today by providing a comprehensive breakdown of the concepts, theories and
issues from globalization and government policy to demographic, social and technological trends.This fully updated 4th edition of Human Resource Management in Context includes a range of pedagogical features, balancing theory with practical analysis to form an engaging insight into the strategic
side of HR. It includes enhanced emphasis on the impact of the external environment on the HR profession, a discussion of the impact of technology and social media, increased coverage of ethics and CSR and links to the HR Profession Map. Online supporting resources for lecturers include an
instructor's manual, lecture slides, annotated web links and guidance for the chapter activities.
Human Resource Practice is a practical and accessible guide for students and anyone looking to gain a thorough understanding of HR and is the definitive text for the CIPD's Level 3 Foundation Certificate in HR Practice and covers all the core areas of HR including recruitment and selection,
performance management, reward and learning and development (L&D). It also provides students with the broader coverage of the business environment that they need to succeed including topics such as change management, organisational context and the legal background to employment.This fully updated
8th edition of Human Resource Practice now includes new coverage of the changing nature and demographic of the workforce, the continuing impact of technology and new developments that may be used. There is also coverage of the importance of data and people analytics to HR as well as an enhanced
final chapter which includes additional material on working in a team, influencing skills and the importance of empathy, resilience and emotional intelligence. Reflective activities, case studies and explore further boxes throughout encourage students to think critically about the content and
understand how it applies in practice in the workplace. Online resources include an instructor's manual, lecture slides and annotated web links.
SHORTLISTED: CMI Management Book of the Year 2017 - Practical Manager CategoryOrganizations traditionally have had a clear distinction between their policies on diversity and inclusion and their talent management. The main driving force behind diversity and inclusion has been being seen to be a good
employer, to be able to make claims in the annual report and to feel as though a positive contribution is being made to society. On the other hand, talent management activities have been driven by a real business need to ensure that the organization has the right people with the right skills in the
right place to drive operational success. Inclusive Talent Management aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear.Featuring case studies from internationally recognised brands such as Goldman Sachs,
Unilever, KPMG, Hitachi, Oxfam and the NHS, Inclusive Talent Management shows that to achieve business objectives and gain the competitive advantage, it is imperative that organizations take an inclusive approach to talent management. It puts forward a compelling and innovative case, raising
questions not only for the HR community but also to those in senior management positions, providing the practical steps, global examples and models for incorporating diversity and inclusion activities into talent management strategy.
Difference in the levels of progress between developed and developing countries poses significant challenges for firms from the developing world to operate successfully in markets in the developed world. However, as globalization deepens, firms in the developing world, like their counterparts in
the developed world, are forced to look for markets outside of their domestic environment. Increasingly, firms in developing countries will have no choice but to look for markets in large and wealthy developed countries in addition to other similar developing countries.
International Business Blunders will provide direct evidence from CEOs and international business managers within firms that have moved from their domestic market in the developing world to do business in the developed world. The insights from these cases will serve as invaluable lessons for
other firms that are seeking to enter these physically and psychically distant markets. By highlighting the blunders that are made by firms that have braved entering markets in developed countries, this book will provide pedagogical examples of how to minimize the blunders that future managers
might make.
The book will serve as a valuable tool for international business managers, students in MBA programmes, and also scholars who are researching and writing in the area of business and management.
International Human Resource Development provides thought-provoking questions and stimulating answers to key issues in human resource development today, putting HRD in its strategic organizational context and examining in depth the process of learning from different perspectives. This third edition
provides a thorough exploration of international human resource development, and has been completely updated and revised with a variety of case studies and contributions from a range of HR development experts, making it the most topical book in this field. It also addresses the increasingly
important area of knowledge management, incorporating learning and development. Clearly structured and mapped against the current Chartered Institute of Personnel and Development (CIPD) standards, this comprehensive handbook covers each aspect of the training cycle, including the role and
identification of learning, training and development needs in organizations, working in multicultural and multilingual settings, learning and competitive strategy, planning and design, delivering effective training programmes, assessment and evaluation, international development and managing the
human resource function.
International Human Resource Management is an essential book for all students and HR professionals looking to really understand international HRM. Covering the context of International HRM, HRM and National Culture, HRM in different regions and international HRM policies, this book provides thorough
discussion and comprehensive consideration of all elements of international HRM, Full of contributions from experts in specific regions including North America, the Middle East and North Africa, India, Russia and China, this book will provide readers with a thorough understanding of HRM around the
world. With crucial coverage of international HRM issues including cross-cultural leadership, business ethics, global talent supply and management as well as performance management of international staff, International Human Resource Management is essential reading for all those working or looking
to work in HR around the world, particularly those looking to work in multinational companies. Fully supported by online resources including powerpoint slides, a lecturer guide, additional case studies and a bonus chapter on issues and new directions in International Human Resource Management as
well as annotated web links and self-test questions for students.