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.
Although most jobs are initially designed by managers, employees also play an important role in this phase through a proactive behavior called ‘job crafting’. It describes a bottom-up approach that consists of customizing and modifying structural, relational, and cognitive aspects of
one’s job to match personal skills, attitudes, and inclinations. The literature on this subject has been developing for over 20 years but requires a recapitulation to bring together different and often disconnected contributions and provide a concise research agenda for scholars wishing to
approach the study of these issues.
This book provides a conceptual framework on job crafting by demonstrating how its practice results in a more meaningful and satisfying work experience. This book is the first to investigate this area of study in such a complete and exhaustive way: it takes a managerial perspective to identify the
antecedent and outcome variables of job crafting and suggests behaviors which managers should steer clear from to avoid facing negative and unexpected consequences.
Leadership: The Current State of Play defines contemporary thinking in leadership from both academic and practitioner perspectives. It presents an easy-to-read overview of historical and contemporary thought on the roles and functions of leaders and applies these perspectives to problems in the
present day.
This book offers insights for professionals in organisational leadership positions in a variety of sectors in the UK and beyond. It is also of great interest to researchers and students in the fields of business and management.
Across the study’s four chapters, there are nine vignettes written by leading practitioners of organisational leadership in various fields, including clinical dentistry, the Ministry of Defence, charities and football management. These vignettes offer a unique opportunity to hear the voices of
individuals who are rarely considered in such leadership literature. Their reflections illustrate the benefit of approaching leadership through the eyes of those practicing it.
Since the 1980s, society has undergone enormous change. From an industrialized society, focused on efficiency and productivity, there has been a transformation to a globalized knowledge society that focuses on creativity and innovation. And yet, management styles have stayed the same, not adapting
to this crucial change. Here, leading innovation expert Jon-Arild Johannessen offers a replacement to traditional goal-driven management and New Public Management (NPM). These old styles of management promote efficiency and productivity, but hamper creativity and innovation. To counteract
this, Johannessen suggests and outlines a new concept: strategic innovation management. Through a thorough analysis and debate of the demands of the new leadership role, and the demands of both employees and organizations, Johannessen explores the place of this new management style in the 21st
century.
For students and researchers of knowledge management, leadership, or innovation, this is an unmissable book exploring a fascinating new proposal.
Written for the CIPD Level 7 Advanced module of the same name, Learning and Talent Development combines a clear and concise structure and writing style with an academic and critical approach to the subject. It analyses and evaluates a range of learning and talent development theories and strategies
so students can learn how to take the lead and confidently initiate, develop and implement these strategies, interventions and activities in the workplace. Covering key topics such as the national and organizational context of learning and talent development, concepts related to individual and
organizational learning and the functions associated with managing learning and talent development in the context of professional practice, Learning and Talent Development equips individuals to meet the expectations placed upon those performing specialist roles in developing others and is therefore
also ideal for undergraduate and postgraduate students of human resource management or business students taking a module in human resource development or learning and development. Online supporting resources include web links for each chapter, lecture slides and an instructor's manual complete with
lecture handouts and additional case studies per chapter.
Scientific progress - from creating better medicines to
building better bridges or designing improved technology networks - can lead to
intriguing business opportunities, but business expertise is not always a
natural companion to scientific excellence. Scientists require a nuanced
understanding of the modern business environment to successfully navigate the
commercial world and maximise the economic potential of their ideas.
Management for
Scientists explores the core theories and practices in management studies
today in a context applicable to those working in the scientific industries.
Essential business concepts covered include corporate strategy and business
planning, organisation structure, management and operations, and labour and
human resources, and these are all viewed through the prism of building,
maintaining and developing a scientific business in the pharmaceutical,
biotechnology, engineering, maths, and computing sectors.
Chapters feature a range of real-world examples from modern
science-driven businesses, presented by experienced scientists with
demonstrated strategic and economic business expertise.
Christian Harpelund, Kasper U. Nielsen, Morten T. Højberg
£24.99
Book + eBook
The way people move from job to job is undergoing a massive change, as are their expectations on their future workplaces and their employers. From clear and almost limitless development opportunities to a strong sense of purpose, the demands on the new hire menu card are increasing. Onboarding is a
powerful vehicle that can help companies deliver on these expectations. Successfully deployed, it can ensure higher engagement, organisational readiness, better time-to-performance, better retention, lower stress-levels, and better bottom lines. However very few companies adopt a considered
onboarding approach and instead rely on a checklist methodology that harnesses but a fraction of the full potential of onboarding.
Onboarding: Getting New Hires off to a Flying Start provides a clear and structured framework for professionalising the discipline of onboarding new hires. It explains how to work with elements such as culture and rules, how to ensure connection for your new hires, and how to work with pushing
performance and development forward in a balanced way. Filled with facilitation tools, real life cases, best-practice recommendations, ways to train your leaders, and ways of tracking and measuring the onboarding efforts in your company, it is a complete manual on how to design a structured
onboarding process and how to get your new hires off to a flying start.
Written for managers and human resource teams, this book will provide clear guidance on how to design a complete onboarding process from the preboarding stage up to 6 month programmes, how to organise central and local designs, and how to involve the leadership of your organisation in the onboarding
efforts.
Performance Coaching is a complete resource for improving organizational and employee performance through coaching. Full of tips, tools and checklists, it covers all the fundamental elements of the coaching process, from developing the skills needed to coach effectively, to coaching in leadership,
manager-as-coach training, cross-cultural coaching and measuring return on investment. It explores the key techniques and models in the field to allow readers to identify which approach is most suited to specific situations. Featuring case studies from organizations including Virgin, IKEA, the NHS
and England Rugby showing how effective coaching approaches have been applied in practice, this book is for coaches of all levels of experience, as well as HR managers and leaders looking to embed a coaching culture in their organizations.This revised third edition of Performance Coaching has been
updated to include the latest insights and developments and contains new chapters on creating a global coaching culture, the coaching-mentoring-managing continuum and how to lead a generative thinking meeting. New material also covers distance coach training, neuroscience in coaching, coaching the
bully at work and coaching in education.
Reward Management is a comprehensive guide to all elements of reward in the workplace. From the theoretical frameworks and legal context of reward through to practical application in the workplace, this book provides all the essential information for both students of reward management and
practitioners involved in reward management in organizations. Covering all the key areas of reward management including pay structures and pay setting, job evaluation and employee benefits, Reward Management is a key book for anyone studying the Level 7 CIPD reward management module or a
postgraduate qualification in HR. This book also includes guidance on non-financial reward and new coverage of the gender pay gap, executive reward and pay ratio reporting. There is also extensive discussion of international reward including the impact of different cultures on reward, benefits for
multi-local talent, rewarding expatriates and why one size of reward doesn't fit all. Accompanying online resources include lecturer guides, lecture slides and multiple choice questions for students.
Leadership is a slippery concept. Researchers disagree on its essence, describing it variously as behaviours, character traits or styles. Effective leaders understand that we make meaning of our experiences by creating stories we believe to be true, but which are largely based on fragmentary
evidence filtered through our biases, beliefs and dispositions.
Rewriting Leadership with Narrative Intelligence draws on a range of disciplines and scholarly traditions to build a compelling case for a new perspective on leadership, seeing it as a deeply embodied, intuitive skill of curating shared narratives, in influence relationships.
Defining narrative intelligence as 'our ability to evaluate the efficacy of the stories we create to serve our needs, our capacity to rewrite them, and the practical skill to take effective action', this book methodically outlines how leaders cultivate their own narrative intelligence to:
Become the person they seek to be by aligning narratives and core values with actions
Navigate through the challenging leadership space of populism and the erosion of traditional values
Ethically curate the narrative others hold of them
Strengthen self-efficacy, take more effective actions, and avoid stories which inadvertently undermine goals
Communicate with trust and influence
Build energy and alignment within teams by generating shared narratives
Cultivate a culture of narrative intelligence
This book will prepare leaders to reshape their own and others' stories to be more aligned with achieving goals and wellbeing. It will prove a useful resource to undergraduates and post-graduates in courses on leadership and management, as well as organizational development consultants and senior
executives.
STEM-Professional Women’s Exclusion in the Canadian Space Industry: Anchor Points and Intersectionality at the Margins of Space showcases the ‘how’ of exclusion of STEM-professional women from management and executive positions. It examines the discourses and power-relations
surrounding these STEM-professional women’s identities, drawing on and reworking the concept of anchor points to investigate their relationship to structural, discursive, and socio-psychological processes. By utilizing the critical sensemaking (CSM) framework, the book provides an avenue to
surface the ephemeral identities of STEM-professional women, and investigate their relationship with the meta-rules, rules, and social values of the Canadian space industry. It also considers the potential for social change across this industry by considering the responsibilities of cisgender men
with respect to addressing and resisting the systemic discrimination of STEM-professional women in the industry. Specific sites for micro-political resistances that these STEM-professional women could enact are considered and suggested.
This book will appeal to researchers and scholars focused on gender and diversity, intersectionality scholarship, and poststructuralist intersectional feminism.