The Optimizing Talent Workbook will guide you through a hands-on, practical application of what you learned from Optimizing Talent: What Every Leader Needs to Know to Sustain the Ultimate Workforce.
In this book, the chapters are designed to move us towards a complete understanding of what a great place to work is, how to develop such an organization, and how to measure whether your organization is a great place to work.
Across the United States and globally, school districts are regularly facing a shortage of both willing and highly qualified candidates to assume positions as school leaders.
Beyond Exchange: Revisiting Leadership as a Relationship emerged in response to scholarly calls to steer away from the 'exchange' rhetoric and 'give-and-take' conceptualizations in the study of leader-follower interactions and instead shift the focus to the fundamental element of 'relationship'.
The more complex and ambiguous this world becomes, the greater the uncertainty leaders will face in their day to day professional and personal lives, and the greater the need to recognize and develop their leadership skills to help be the voice of reason when there's nothing around them but chaos.
Democratizing Leadership: Counter-hegemonic Democracy in Organizations, Institutions, and Communities promotes leadership in the democratization of culture to counter the current hegemony of domination and cultivate an alternative hegemony of collaboration.
This book is designed to support individuals, particularly in higher education settings, gain knowledge and skills related to critical dialogues that support effective conflict management.
Savall's insights into the complexity of organizational life were groundbreaking, articulating the need to examine both economic and social factors as part of the same analysis, assessing technical and behavioral patterns through the lens of an integrated framework.
The reprint of Henri Savall's classic Work and People, originally published in French in 1974, is part of the Research in Management Consulting series effort to look backward as well as forward in examining trends, perspectives, and insights - especially from different countries and cultures - into the world of management consulting.
This book series on Research in Behavioral Strategy will cover the essential progress made thus far in this admittedly fragmented literature and elaborate upon fruitful streams of scholarship.
Managers are increasingly employing teams as a primary work unit in organizations, but they are struggling with how to effectively lead the emerging team structures.
The Leader-Member Exchange (LMX) model of leadership has shown that effective leader-follower relationships predict employee well-being and performance.
In a modern world in which one can observe managerial and investors' behaviors characterized by high risk, short term orientation, moral hazard and speculation, there is a need to form a new ethical paradigm to drive a more ethical oriented education and a substantial change to norms regulating markets and business behavior to sensitize investors and financial practitioners, so that humanity can evolve in a sustainable way.
The Pursuit of Sustainable Leadership: Sustainable Leadership (SL) encompasses the broad roles and responsibilities of leaders that cut across the whole organization and the entire extended enterprise from horizon to horizon.
As the inaugural issue in the Leadership for School Improvement (LSI) Special Interest Group (SIG) Book Series, this volume serves as a reflection on the foundations of the field of school improvement.
In a modern world in which one can observe managerial and investors' behaviors characterized by high risk, short term orientation, moral hazard and speculation, there is a need to form a new ethical paradigm to drive a more ethical oriented education and a substantial change to norms regulating markets and business behavior to sensitize investors and financial practitioners, so that humanity can evolve in a sustainable way.
In this issue of Research Human Resource Management we consider some of the challenges facing organizations today including changes in the population, the increased competition for talent, and the rise in the use of technology.
The faking of personality tests in a selection context has been perceived as somewhat of a nuisance variable, and largely ignored, or glossed over by the academic literature.
Women and Leadership around the World is the third volume in a new series of books (Women and Leadership: Research, Theory, and Practice) that will is now being published to inform leadership scholars and practitioners.
Strategic Alliances for Innovation and R&D is a volume in the book series Research in Strategic Alliances that focuses on providing a robust and comprehensive forum for new scholarship in the field of strategic alliances.
This book was written to bring together a summary of the current knowledge on merit pay and to further advance understanding of this type of incentive pay plan.
The first volume of the series, Maintaining Focus, Energy, and Options Over the Career, examines how individuals enact and keep their career vital over their work life.
Sections covered in this book include: defining virtual organizations and implications for human resource management; outsourcing human resources; job analysis and competency assessment; training and development; performance management; compensation; and negotiations.
This volume covers such topics as Developing Theories of Fairness Motivation; Development of Justice Integration Theory; and The Roles of Empathy, Self-esteem, and Moral Development in Interactional Fairness.
The rapidly transforming environment that we live in has made human resource development (HRD) all the more necessary for the success of today's organizations.
At the 1998 annual conference of the Society for Industrial and Organizational Psychology, we organized a roundtable discussion session titled "e;Innovating organizational justice: Cultural, value, and stakeholders' perspectives.
Sections covered in this book include: defining virtual organizations and implications for human resource management; outsourcing human resources; job analysis and competency assessment; training and development; performance management; compensation; and negotiations.
