David Clutterbuck, David Megginson, Agnieszka Bajer
Building and Sustaining a Coaching Culture is the ideal book for everyone who is passionate about coaching and who has an interest in creating an environment that supports learning and growth. Easy to navigate and logically structured, topics include the current understanding of coaching culture in
organisations, coaching and mentoring culture strategy, making effective use of external coaches, formal and informal mentoring, developing and supporting internal coaches and mentors, team coaching, cross-cultural marketing coaching and cross-cultural issues. This edition of Building and
Sustaining a Coaching Culture is a fully revised version of the seminal book Making Coaching Work: Creating a Coaching Culture. It analyses what has changed in the field of coaching culture and provides update on new knowledge and experience. A wide variety of international case studies and engaging
tools such as chapter overviews, templates, and reflective questions will take you clearly through the development and implementation of a successful and integrated training culture. Whether you are an HR Manager looking to maximise the positive impact of coaching in your organisation, a business
leader wanting to facilitate growth, or a consultant or coach seeking to place your work in the relevant organisational context, you will be shown how to implement an effective coaching and mentoring strategy that meets your needs.
Using an interdisciplinary lens, this book innovatively explores the conflicts and shifting boundaries in organisational, professional, legal and economic structures, caused by the rise of the gig economy. The dynamic structural model of the gig economy is introduced to interrogate the inner
workings of the amorphous gig economy at the Macro, Meso and Micro levels of analysis.
Conflict and Shifting Boundaries in the Gig Economy examines a range of tensions and issues, including;
The future of trade unions in the gig economy
Employment status and contractual arrangements
Talent management in the gig economy
Employee voice and whistleblowing
Career choices and organisational attractiveness
Trajectory and impact at macro economic levels.
Organisational examples and a focus on the perspective of those engaged in gig work introduce new insights and research questions on the current and future challenges posed by the gig economy, alongside using the structural dynamic model as a tool to understand actors and organisational experiences
and build appropriate interventions.
Organizations are increasingly investing in consulting capabilities to understand what changes they need to make to keep up the pace with the competition and future-proof their business. Consultancy, Organizational Development and Change is a guide for students and internal and external consultants
needing to develop the necessary skills to consult in organizational settings where there is a great deal of complexity. It tackles the issues posing the greatest threat to the success of the change programme, including how to adapt to rapidly shifting needs, deal with the emotional and ethical
issues that arise and ensure that the managers take full ownership for the change so that 'business as usual' is established.Complete with case studies from the 'Big Four' consultancy groups as well as boutique firms, Consultancy, Organizational Development and Change shows how to identify and
execute interventions in a variety of organizational settings to deliver value. It provides guidance on how to develop a value proposition; define, write and present the business case for the proposed interventions; establish credibility and report on the results.
Globalization, digitalization and social changes are rapidly impacting the world of business and in-turn, Human Resource Management practices. The book examines issues that employees encounter in the workplace: ethics, diversity, discrimination, generational differences, conflicts, participation,
digitalization and work-life balance.
Practitioners and researchers will gain enhanced understanding and awareness of these issues and more as they are investigated through an interdisciplinary, international and critical point of view.
Contemporary Issues in Human Resource Management is uniquely holistic in its approach to advanced HRM and takes the reader logically through a wide variety of practical issues and functions that affect HR practitioners. Topics addressed include competition and choice, people and skills, regulation
and public policy, social trends, engaging people, managing an international workforce, and developing and implementing HR strategies. It is an essential one-stop resource that clearly evaluates the issues surrounding the way people are managed, offers insight into the future development of HRM, and
provides the theoretical framework that will enable success in practice.Contemporary Issues in Human Resource Management is packed full of engaging features, such as chapter-by-chapter learning outcomes, case studies, critical reflections, questions and activities designed to actively engage you
with the material addressed and summaries of key points to aid learning. Taking you step-by-step through the aspects of HR management so vital for the practice of HR within an organisation, Stephen Taylor's innovative textbook is ideal for students taking an HRM module at undergraduate or Master's
level, as well as students taking other modules that explore people management in relation to the wider business context. Online resources are offered to complement the material and include annotated web links, for a wealth of useful sources and information to develop your understanding, multiple
choice questionnaires, PowerPoint slides for tutors to design their programmes, along with Lecturer's guides.
Kathryn Goldman Schuyler, John Eric Baugher, Karin Jironet
What is our role in creating healthy organizations and a healthy world? Creative Social Change fosters a unique dialogue on the interconnections between leadership, sustainability, the long-term viability of the planet, and organizational development. Brought together, these arenas of research and
action can influence events globally and contribute to creating a healthy society. The book builds on interviews with five eminent social scientists, thought leaders for many decades on the nature of organizational and societal development: Robert Quinn, Otto Scharmer, Edgar Schein, Peter Senge, and
Margaret Wheatley. It includes contributions on what is needed for change from longstanding creative scholar-practitioners such as Riane Eisler and Karl-Henrik Robert, as well as new voices, and concludes with a variety of concrete case studies from around the world about efforts in this direction.
Embracing all levels of thinking, from the conceptual to the concrete, the book generates a foundation for scholarly research and proposes practical questions that can be used for dialogue and action among leaders, policy makers, and organizational consultants.
Ian Roper, Rea Prouska, Uracha Chatrakul Na Ayudhya
Critical Issues in Human Resource Management will enable all HR students to take a critical approach to HR issues. Outlining the influences and shapers of HR strategy including ethics, managing in different national contexts, employment relations, politics, governance and finance, this book provides
students with a full understanding of the complexities of HRM strategy and what the implications of these are. There is also crucial discussion of critical issues in the processes and practice of HRM including the dilemmas of onshoring and offshoring, gender equality, challenging institutional
racism and disability discrimination in the modern workplace to enable readers to think deeply and critically about these issues. Critical Issues in Human Resource Management also includes discussion of the application of HRM in different sectors such as manufacturing, the public sector, the private
sector and not-for-profit organizations. This will enable HR students to examine HR practices in specific industries and to think about how issues might be dealt with differently in different sectors, rather than assuming that best practice is universal. Online resources include a lecturer guide
with additional seminar activities and discussion topics, powerpoint slides and annotated weblinks for students to enable them to develop an astute, nuanced and critical approach to human resource management
Developing People and Organisations introduces and explores concepts relevant to the learning outcomes for the optional units in CIPD's Level 5 Intermediate qualifications in human resource development (HRD) and organisational design and development. It provides a practical and accessible exposition
of key theories informing the professional practice of HRD so students can explain and analyse the organisational context of HRD practice and describe, compare and critically evaluate a range of theories and approaches. Written and edited by CIPD-accredited experts in the field and mapped to CIPD's
HR Profession Map, Developing People and Organisations covers key topics such as organisation design and development, developing coaching and mentoring in organisations, meeting OD needs and developments in HRD. It includes reflective activities, annotated further reading, a glossary and case
studies to encourage the application of theory to a practical working environment. Online supporting resources include an instructor's manual, additional case studies, multiple-choice questions and annotated web links.
Technology holds vast potential for learning and development (L&D) practitioners. It can improve performance, productivity, engagement and knowledge retention. But if employees aren't able to leverage the potential of these technologies, any investment in them may be wasted. Digital Learning in
Organizations shows L&D professionals how to make sure that their workforce is 'digitally ready' and has the skills, capabilities and understanding needed to capitalize on the opportunities created by learning technologies and to feel confident in their ability to get the most out of them. It
includes guidance on how technologies can be used to improve both social and personal learning, how the increased flexibility created by technology enables a multi-located workforce to develop simultaneously, and discussion of how to ensure that technology really does facilitate employee development
and doesn't become a distraction. Digital Learning in Organizations also includes comprehensive coverage of the ways in which L&D practitioners can engage with learning technologies and digital capabilities such as mobile learning, wearable technology, learning analytics, digital game-based learning
as well as augmented, mixed and virtual reality. Packed with insights from leading L&D practitioners and case studies from organizations including Royal Mail, DTE Energy, and the UK National Health Service (NHS), this is an essential read for all L&D practitioners needing to improve employee and
company performance in a digital world.
Motivated staff are the lifeblood of every business. With the right talent and an engaged team, your company will be empowered to beat the competition and grow its market share. Effective People Management covers all the crucial aspects of people management and maintaining high performance. Its
insightful guidance covers leadership, motivating people, team building, delegating, interviewing, reward, managing change, handling conflict, dealing with poor performance and organizational culture. Case studies from global leaders and organizations demonstrate best practice and key lessons learnt
from people management. From inspirational leadership techniques, energizing management styles and a proactive approach to problem solving, Effective People Management is your ultimate practical resource to getting the best out of yourself and your team.