The eclectic paradigm has arguably become the dominant theoretical basis in the study of FDI, multinational corporations and internationalisation over the last two decades.
When evaluating the success of an organization, the value of employees' organizational commitment and the process of knowledge sharing among staff must be considered.
We've come a long way since the classic book The Organization Man first introduced the "e;ideal"e; 2-person career--a full-time male breadwinner and a stay-at-home wife.
This core textbook, edited by five leading scholars of the subject, provides a comprehensive overview of the key topics, debates and themes in this increasingly important field.
Redefining Competency-Based Education provides an expanded definition of career competence, based on actual employer hiring and promotion requirements, which enhances university curricula to better prepare students for work and life.
A complete, professional resource for writing an effective paper in all subfields of political science, Diane Schmidt's 25th anniversary edition provides students with a practical, easy-to-follow guide for writing about political ideas, events, policies, passions, agendas, and processes.
Being in the business of generation and dissemination of knowledge, R&D organizations have to attain a balance between revenue generation and creation of knowledge advantage for clients.
Three different types of 'crime' are examined in this comprehensive study of criminal behaviour and law enforcement in two small Newfoundland fishing villages.
Several thousand new trade union recognition agreements have been signed since 1997, representing a major development within industrial relations in Britain.
Bringing together a collection of interdisciplinary chapters on China's Belt and Road Initiative (BRI), this book offers a comprehensive overview of the topic from a business and management perspective.
In diesem Buch werden Auswirkungen von Mindestlohneinführungen vor dem Hintergrund von ökonomische Diskriminierungstheorien in einer komparativen Literaturanalyse betrachtet.
Rapid changes in technology, the nature of organisations, non-traditional career progression, globalisation and 'virtual worlds' mean that we need to become ever more effective learners in order to keep pace with the demands placed upon us.
I ll Take Learning for 500 shows you how to leverage the excitement and entertainment inherent in game shows by using them to increase participant involvement as well as information retention and comprehension.
As the public sector in Germany will likely increasingly face staffing problems in the coming years, this book approaches the topic of employer attractiveness within the German public sector from an internal perspective, focusing on current employees' turnover intentions.
This book offers an integrated and contextualised framework for learning and development (L&D) effectiveness that addresses both the nature of L&D and its antecedents and outcomes in organisations.
Fundamentals of Human Resource Management: People, Data, and Analytics provides a current, succinct, and interesting introduction to the world of HRM with a special emphasis on how data can help managers make better decisions about the people in their organizations.
This book reveals the myriad aspects of Big Data collection and analysis, by defining and clarifying the meaning of Big Data and its unique characteristics in a non-technical and easy-to-follow way.
This fully updated second edition of Cognitive Behavioural Coaching in Practice explores various aspects of coaching from within a cognitive behavioural framework.
This book explores the ways governments manage public employees in developing countries, and how this in turn impacts on the success of national development and governance strategies.
International Human Resource Development provides thought-provoking questions and stimulating answers to key issues in human resource development today, putting HRD in its strategic organizational context and examining in depth the process of learning from different perspectives.
While communicating is a vital skill for managers at all organizational levels and in all functional areas, human resource managers are expected to be especially adept communicators, given the important interpersonal component of their roles.
Healthcare organizations with sound human resources (HR) infrastructures are better able to hire, develop, promote, and retain employees who match up well with their specific needs.
The sustained remarkable economic growth in the East Asian countries - Japan, South Korea, Taiwan, Hong Kong and Singapore - has brought about a great deal of debate over the role of the state in the market and society.
While the concept of social value is not new, recent interest in social value in construction has grown because of new social procurement legislation around the world and an increasing acceptance of the need to ensure construction projects provide social value, rather than simply economic value.
With talent shortages looming over the next decade, what can companies do to attract and retain the large number of professional women who are forced off the career highway?
This book offers a comprehensive guide to reading and understanding the development of Mills's sociological ideas, placing them in the context of his life and his position in American sociology.
The Handbook of Mediation gathers leading experts across fields related to peace, justice, human rights, and conflict resolution to explore ways that mediation can be applied to a range of spectrums, including new age settings, relationships, organizations, institutions, communities, environmental conflicts, and intercultural and international conflicts.
As technological change and digital disruption becomes normalized in the fourth industrial revolution, workplace leaders are seeking new solutions to evolving problems.
The Sage Handbook of Human Resource Development offers a comprehensive exploration of the evolving landscape of HRD, serving as both an orientation to the profession and an analytical examination of HRD as a field of study and research.
Traditional performance management processes are often ineffective in increasing workforce engagement and fostering a positive employer-employee relationship.
