This volume continues to advance both global
leadership research and practice by bridging and integrating conceptual,
empirical and practitioner perspectives to provide a deeper understanding of
this rapidly growing field of study. Part I presents innovative foundational
research on global leadership processes, systematic bibliometric literature
reviews, and a holistic approach to talent selection. Part II, the
Practitioner’s Corner, contains papers submitted in response to our call for
global leadership development in university settings. The editors conclude with directions for
future research as well as benchmarks for university global leadership programs
and study abroad initiatives.This volume is a wonderful primer for
anyone tasked with designing and assessing global leadership development programs
for students. The
Advances in Global Leadership series,
with its finger
firmly on the pulse of this exciting field, is a must-read book for scholars
and practitioners alike.
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
Advances in Group Processes publishes theoretical analyses, reviews and theory based empirical chapters on group phenomena. This includes work on groups ranging from the very small to the very large, and on classic and contemporary topics such as status, power, exchange, justice, influence,
decision-making, intergroup relations and social networks.
Appreciative Inquiry (AI) is a widely recognised process for engaging people in organizational development and change management. Based on conversational practice, it is a particular way of asking questions, fostering relationships and increasing an organization's capacity for collaboration and
change. It focuses on building organizations around what works, rather than trying to fix what doesn't, and acknowledges the contribution of individuals in increasing trust and organizational alignment and effectiveness. Appreciative Inquiry for Change Management studies AI in depth, identifying
what makes it work and how to implement it to improve performance within the business. Appreciative Inquiry for Change Management explains the skills, perspectives and approaches needed for successful AI, and demonstrates how a practical conversational approach can be applied to organizational
challenges in times of change. Case studies from organizations that have already integrated AI into their change management practice, including Nokia and BP, reveal why the processes are valuable and how to promote, create and generate such conversations in other organizations. Written in
jargon-free language, this second edition now includes chapters on how positive psychology can enhance appreciative practice and appreciative coaching, making it an essential resource for anyone looking to implement AI in their organization.
Coaching in Times of Crisis and Transformation takes an in-depth look at crisis and change in the world we live in today and discusses its impact on both individuals and organizations. Covering not just coaching in the current crisis but any time of crisis and change, it offers a complete, practical
resource for managers and coaches to tackle the challenges effectively. This book can help turn a crisis, whether personal or systemic into an opportunity for transformation. Coaching in Times of Crisis and Transformation covers definitions of crisis from both the individual and organizational
perspective, including insights on: adapting to change and finding opportunities in crisis, what neuroscience tells us about our reactions to change, transformative coaching, change models, supporting organizations in crisis and how coaching and mentoring can act as preventative measures against
After each major corporate scandal, new suggestions for combatting fraud emerge from regulators and industry professionals. Despite changes to guidelines for firms’ corporate governance, augmented protection for whistle blowers, and enhanced cybersecurity measures, evidence documents an
alarming increase in the prevalence and severity of corporate fraud. The rapidly changing laws aimed at curbing corporate fraud sometimes lag behind the changing sophistication of fraud schemes.
Corporate Fraud Exposed discusses the motivations and drivers of fraud including agency theory, executive compensation, and organizational culture. It examines fraud’s consequences for various firm stakeholders and its spillover effects to other corporations, the political environment, and
financial market participants, including those who participate via crowdfunding platforms.
This book provides a fresh look at this intriguing but often complex subject. It skillfully blends the contributions of a global array of scholars and practitioners into a single review of some of the most important topics in this area. Given its broad scope, this practical and comprehensive title
should be of interest to anyone curious about corporate fraud.
Globalization, competition and recession have created an overwhelming pressure on organizations to deliver growth. This has often resulted in tough performance targets being pushed down the line. Hard-hitting management may deliver short-term results but in the longer term key people burn out or
leave, and business performance falls back. Designing the Purposeful Organization explains how to implement a more enlightened and authentic leadership style that aligns people's strengths to the delivery of a compelling future.
Designing the Purposeful Organization draws on a unique framework that helps leaders manage the eight elements essential for high performance: purpose, vision, engagement, structure, character, results, success and talent. It moves beyond the boundaries of transactional performance (pay me X and
I'll deliver Y) to a purpose-centred performance that releases talent, creativity and engagement.
It features case studies from Google, Whole Foods Market, the NHS and the London 2012 Olympics and is ideal for practitioners in organization development, senior HR managers and business leaders.
This book demonstrates how business performance can be inspired beyond boundaries by aligning people to a compelling purpose.
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.
Pamela L. Perrew, Peter D. Harms, ChuHsiang Daisy Chang
Volume 18 of Research in Occupational Stress and Well-Being is focused on the stress and well-being related to Entrepreneurship and Small Businesses. This volume focuses on entrepreneurial and small business owners; stress, health, and well-being as it relates to personal, work, and success
outcomes. The literature linking stress with entrepreneurship and small business has been somewhat scattered to date in that stress has been treated as an antecedent of decisions to create new ventures, a frequent outcome experienced by entrepreneurs and small business owners (or self-employed
businesses), and a moderator of the entrepreneurial process. We attempt to resolve some of the inconsistences theoretically and to better frame future research in this important area of study. We have seven chapters that cover topics from theory-building to context in small businesses to utilizing
resources. We have divided our seven chapters into three sections. In the first section, we include three chapters that examine new theories, frameworks and future research agendas in entrepreneurship. In the second section, we have two chapters that examine contexts, specifically, heterogeneity
and non-family membership in small businesses. In the final section, we have chapters that examine the important role of resources in entrepreneurship. We believe this volume offers critical analyses of research on stress and entrepreneurship as well new frameworks for future research.
Creativity in organizations is traditionally considered to be the domain of design, marketing, and research and development. In practical terms, this means that innovation and its implementation tend to become the sole responsibility of a few people rather than becoming part of the everyday pulse of
life that runs throughout an organization. As we transition from an industrial society to a global knowledge and innovation economy, we need new breed of leaders and a new understanding of leadership.
Jon-Arild Johannessen and Hanne Stokvik delve into the necessary conditions for this new type of leadership, which they call “innovation leadership,” and develop a holistic model that includes entrepreneurial action, innovative leadership, creative energy fields within organizations,
high-tech wealth creation, and innovation as a business process. Their step-by-step explanations include 50 reader reflection tasks, case letters, and business cases. All of these are predicated upon the principles process-pedagogy, a mode of teaching and learning that encourages readers to
collaborate with their peers in order to develop their innovative thinking and communication skills. What this means is that readers of this book not only come to understand innovation leadership but train to become innovation leaders, themselves.
For its cutting-edge ideas, its clearly structured chapters, and its proactive approach to encouraging readers to implement their learning, Evidence-Based Innovation Leadership is essential reading for researchers, students, practitioners, and anyone else eager to become a better innovation leader
in today’s knowledge economy.