Take a look at our Personnel & Human Resources Management books. Shulph carries a great selection of Personnel & Human Resources Management books, and we are always adding more.
The single most significant cause of motivation problems can be a lack of basic day-to-day recognition. Taking recognition seriously can soon have a major impact on the effectiveness of your business. A Guide to Non-Cash Reward takes the reader through the different types of recognition and teaches
you how to implement recognition programmes. With key learning points from public and private sector organizations, it gives valuable advice on: the value of recognition, how and when you should recognize people, use of non-cash rewards, prizes and gifts to incentivize, costs and budgeting, how to
implement strategies, pitfalls to avoid.With case studies from powerful international companies, A Guide to Non-Cash Reward is an essential read at a time when salaries are under pressure and staff are more important than ever.
Edward J. Lawler, Barry Markovsky, Michael J. Lovaglia, Robin Simon
£104.99
Book + eBook
This is the 13th volume in a series of theoretical, review and empirically-based papers on group phenomena. The series adopts a broad conception of 'group processes' consistent with prevailing ones in the social psychological literature.
Edward J. Lawler, Barry Markovsky, Michael J. Lovaglia, Lisa Troyer
£117.49
Book + eBook
"Advances in Group Processes" publishes theoretical, review, and empirically-based papers on group phenomena. The series adopts a broad conception of 'group processes' consistent with prevailing ones in the social psychological literature. In addition to topics such as status processes, group
structure, and decision making, the series considers work on interpersonal behaviour in dyads (i.e. the smallest group). Contributors to the series include not only sociologists but also scholars from other disciplines, such as psychology and organizational behaviour.
"Advances in Group Processes" publishes theoretical, review, and empirically-based papers on group phenomena. The series adopts a broad conception of 'group processes' consistent with prevailing ones in the social psychological literature. In addition to topics such as status processes, group
structure, and decision making, the series considers work on interpersonal behaviour in dyads (i.e. the smallest group). Contributors to the series include not only sociologists but also scholars from other disciplines, such as psychology and organizational behaviour.
Edward J. Lawler, Edward J. Lawler, Michael W. Macy
£117.49
Book + eBook
This volume offers a diverse array of chapters. Areas covered consist of an extension and clarification of theoretical research on social networks; the emergence of trust and cooperative norms under conditions of uncertainty; social identity processes; and the emergent processes in discussion groups
and teams.
Bruce E. Kaufman, David Lewin, David Lewin, Donna Sockell
£107.49
Book + eBook
This volume discusses such topics as where we stand in industrial relations and human resources, critical junctures in the transformation of industrial relations systems, and successor unions and the evolution of industrial relations in former Communist countries.
Ann E. Tenbrunsel, R. Wageman, Elizabeth A. Mannix, Margaret Ann Neale
£117.49
Book + eBook
The eighth volume on "Managing Groups in Teams" focuses on the forces that perpetuate or mitigate unethical behavior in groups. Group-based interactions, in comparison to individual interactions, pose unique challenges: the salient dimensions in the external environment can be different,
within-group processes must be considered, and decision-making needs to be analyzed within a group-based context. The authors in this volume reflect on these forces and their role in unethical behavior. In the external environment, legal and ethical standards, sanctioning systems, the strategic
fracturing of knowledge within organizations, and the communication medium used in virtual teams are identified as important influences on unethical behavior in group settings. Within the group, it is argued that certain processes such as social cohesion, group-level envy, and the intersection of
self-interest and social identity are influential in ethical dilemmas. And, at the decision-making level, an examination of ethical decision-making within groups suggests that perspective taking by individual members, the felt pressure to avoid in-group favoritism by minorities, and
intergenerational decisions must be taken into account. Together, these articles underscore the importance of considering the role that groups play in unethical behavior and are an essential source of information for those who wish to understand how unethical decisions are perpetuated within groups
and organizations.
HR has lost its way and needs to find a
new direction.
The central question this book sets out
to answer is: if we are to survive and thrive in this new, volatile business
world, how do we lead, manage, engage and support our employees in a
radically different way?
HR departments, and companies, need to
transform their approach. This entails not simply tinkering with the process
or the mechanics, but taking a completely fresh look at the entire scenario.
It’s the difference between spending hours deciding how many grades there
should be in an employee grading system, and asking if grading people
actually increases their ability to perform better in the first place.
To achieve this change, Disruptive HR has
three pillars:
1.
Treating employees as adults not children
2.
Treating employees as consumers or customers
(not a one-size-fits-all approach)
3.
Treating employees as human beings
EACH: Employees as Adults, Consumers and Human beings. (Each of us is
different, each of us deserves better.)
So what happens when you read this book? First, there’s the lightbulb
moment: ‘I do that and I hadn’t even realised it’. Then you’ll see what this
means for you and your organisation, with practical tools, ideas and
techniques so you can start making changes immediately.
And finally, the hard bit: this book will help you introduce this new
thinking to others in your business.
Designed as a forum for the presentation of conceptual and methodological issues in the field of personnel and human resources management, this title covers such topics as the role of domain specific measures, and emotionality and job performance.
M. Ronald Buckley, Anthony R. Wheeler, John E. Baur, Jonathon R. B. Halbesleben
£102.49
Book + eBook
Volume 37 of Research in Personnel and Human Resources Management contains six original scholarly monographs written by thought leaders in the field of human resources management. This volume focuses on human resources branding, innovation and creativity in human resources management, high
involvement work systems, work home boundary permeability, the emerging concept of grit in human resources management, and data visualization issues in human resources management.