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.
Studying Learning and Development is the essential textbook for anyone studying the field in order to further their professional development, and HR practitioners wishing to extend their understanding of its background and practical application. With a clear layout that is easy to navigate, it takes
you step by step through developing the knowledge and skills required for professional practice, understanding the broader context of learning and development - including the influential factors on achieving strategic objectives and developing policies that suit your organisational needs - and fully
utilising learning and development data in order to build a business case for its value within your organisation.Written and edited by experts in the field with a wealth of experience in teaching, writing and examining, Studying Learning and Development is the first and only text to map the unit
learning outcomes of the three core modules for the CIPD Level 5 Intermediate level qualification. Its broad coverage means that it is also ideal for any students studying Learning and Development as part of a wider HR or business degree and wanting to gain a deeper appreciation for the knowledge,
skills and planning required for the success of its policies and activities in practice. The additional resources available online, including multiple choice questions for self-assessment, web links to further resources, extra case studies and a glossary of key terms, as well as lecturer slides,
guides and text banks, will enhance learning of the text and ensure thorough grounding in the theory. There are also six ebooks available to support the CIPD Level 5 Studying Learning and Development optional modules.
Talent is in short supply and global competition for it is fierce. This has made Talent Management necessary for organizational sustainability and for countries’ well-being and wealth.
Talent Management in Small Advanced Economies offers important and timely insights into talent management challenges and solutions, as well as strategies, practices, and activities of small advanced economies and their companies. These countries have been, and continue to be, very well represented
among the most competitive countries in the Global Talent Competitiveness Index.
Combining academic research with practitioner perspectives, the book uses a range of examples from countries, including Switzerland, Singapore, Norway and New Zealand, to explore the importance of talent and its management, and analyze the concerns faced by small advanced economies in their talent
management processes. Key themes explored include: exclusive and inclusive talent management approaches, internal development and external acquisition of talent, and whether to tell employees that they are (not) considered talent.
The use of practitioner insights alongside company case studies makes this book a unique and illuminating guide for scholars and professionals working within the areas of both Talent Management and Human Resource Management.
This book provides new and innovative insights into the field of management and organization inquiry through theory, method, and research. It provides extensive coverage of the 7S structure that has been so transformational for the field: Storytelling, System, Sustainability, Science, Spirit,
Spirals, and Sociomateriality, showing how they evolved, how they interact, and possible futures for this discipline.
These themes emerged during the 25 years of the Standing Conference for Management and Organizational Inquiry (Sc’Moi). We realized that we have to make space and time to get off the path of ‘business-as-usual’ ways of working. We know how to make organizations more efficient,
but we cannot steer them away from a short-term, quarterly return mindset. It takes a long temporal horizon to understand how we are depleting the resources that future generations will need to survive. The Emerald Handbook of Management and Organization Inquiry shines a light on a
brighter way of working for the future: one that accommodates living and working within the limits of the world's resources.
The career sponsorship relationship is a reciprocal and mutually
beneficial relationship from which both the sponsor and sponsee can benefit.
Jovina Ang presents new and comprehensive insights into career sponsorship,
combining both the perspectives of the sponsee and sponsor to develop a model
of career sponsorship and a framework for career success. She also explores how
career sponsorship is different from mentorship and coaching, how the
sponsorship relationship initiates and evolves over time, and the positive and
negative outcomes that can arise from career sponsorship.
This
book provides theoretical and practical insights from across the world on the
construct of career sponsorship. It lays out strategic game plans for how the
aspiring manager, the senior leader and the wider organisation can leverage
sponsorship, enabling individuals to achieve career success while contributing
to organisational objectives. It also illustrates the broader implications of
sponsorship as an investment in social relations and a form of modern social
capital.
Every person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person’s disability can have a negative impact on their ability to develop healthy work
relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals.
Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers’ efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is
The Inclusive Management™ Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences
associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with
differences that need to be accommodated.
For the practical, implementable plans of action it offers, The Inclusive Management Strategy is a must-read for managers and supervisors involved with policy, decision-making, strategy, and daily accommodations for PwDs.
Heroes permeate our culture. From superheroes on screen to the everyday heroics of our public services, the word 'hero' is a familiar descriptor in every form of media. But what makes a hero? And what makes heroes 'heroic'?Leadership experts George R. Goethals and Scott T. Allison explore how the
romantic conceptions of heroes and heroic leaders are constructed, both in real life and in our heads. Looking at the dichotomy of heroism and villainy, they offer insights into Donald Trump's ascension to the US presidency, particularly detailing the correspondence between the needs of the US
public and the promises the former reality TV star made in reply. They also consider how three highly charismatic men dramatically and fundamentally changed American society in the mid-twentieth century - Martin Luther King (1929-1968), Elvis Presley (1935-1977), and Muhammad Ali (1942-2016), called
here the "Three Kings" of the US.
This exciting and innovative study explores how charisma and human needs create images of individuals as heroes and villains. For researchers and students of psychology and leadership, this is a fundamental text on the creation of both genuine heroes, and false idols.