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This book examines the impact of digital innovation on organizations. It reveals how the digital revolution is redefining traditional levels of analysis while at the same time blurring the internal and external boundaries of the organizational environment. It presents a collection of research papers that examine the interaction between Information and Communication Technology (ICT) and behavior from a threefold perspective: First, they analyze individual behavior in terms of specific organizational practices like learning, collaboration and knowledge transfer, as well as the use of ICT within the organization. Second, they explore the dynamics at work on the border between the internal and the external environments by analyzing the organizational impact of ICT usage outside the company, as can be seen in employer branding, consumer behavior and organizational image. Third, they investigate how ICT is being adopted to help face societal challenges outside the company like wasteand pollution, smart cities, and e-government. The diversity of views offered makes this book particularly relevant for users, companies, scientists and governments. The content is based on a selection of the best papers – original double-blind peer reviewed contributions –presented at the annual conference of the Italian chapter of AIS, which took place in Rome, Italy, in October 2015, or in other reputable international peer-refereed Information Systems conferences.

This series publishes original monograph length conceptual papers, written by exceptional scholars, designed to promote theory and research on cutting edge substantive and methodological issues in the field of human resources management. Volume 33 of Research in Personnel and Human Resources Management (RPHRM) contains six papers on salient issues in the field of human resources management, thus continuing in the tradition of the series to develop a more informed understanding of this field. The subject matter in this volume covers myriad areas: employee maintenance, the resignation process, ethics in human resources management, diversity climate, occupational safety, and organizational justice. These papers, written by some of the finest scholars in the field, represent seminal scholarly advances and illustrate the interdisciplinary character of human resources management.

This series publishes monograph length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management. Volume 32 of Research in Personnel and Human Resources Management (RPHRM) contains seven papers on important issues in the field of human resources management, thus continuing the tradition of the series to develop a more informed understanding of the field. The subject matter in this volume covers myriad areas: compensation, performance evaluation, reputation, employee furloughs, and research methodology. This collection of papers represents excellent scholarship and illustrates the truly interdisciplinary character of the field.

This series publishes monograph length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management. Volume 30 of'Research in Personnel and Human Resources Management (RPHRM)'contains a collection of papers on important issues in the field of human resources management, including insights on employment branding, family owned firms, virtual global teams and intrinsic motivation, thus continuing the tradition of the series to develop a more informed understanding of the field. This collection of papers represents excellent scholarship and illustrates the truly interdisciplinary character of the field.

The rise of artificial intelligence is having a profound impact on human resource management, as AI is being used to automate a wide range of HR tasks and functions, from recruiting and onboarding to performance management and compensation. However, the impact of AI on HRM is not evenly distributed. Due to a variety of factors, the Global South is lagging behind the Global North in terms of AI adoption, creating a widening disparity in the effectiveness and efficiency of HR operations. This edited book explores HRM, artificial intelligence and the future of work in the Global South. It addresses key elements of how technology is transforming the workplace and people management, including HR automation, robotisation, big data analytics, smart systems, virtualisation, AI, machine learning and the Internet of Things. The chapters offer a collection of cases from various Global South countries, draw on various types of research (empirical, review papers, conceptual and theoretical) andincorporate contextual issues such as technology, politics, culture, ethics and economics. Despite the relatively slow adoption of AI in the Global South compared to developed nations, its potential impact on the future of work remains significant, particularly in shaping the role of HR as a bridge between technology and human resources. This book will be a valuable resource for scholars, students and policymakers interested in the future of work in the Global South, as it brings together critical insights from scholars and practitioners from the region, providing a much-needed perspective on this important issue.

„Ein guter Spruch ist die Wahrheit eines ganzen Buches in einem einzigen Satz.“ (Theodor Fontane)Eine gelungene Einleitung für eine Rede, eine pointierte Aussage für eine Präsentation oder ein Paper – mit diesem Buch sind Sie immer gut gerüstet. Über 2.600 sorgfältig ausgewählte Zitate von zahlreichen Persönlichkeiten aus Management, Wissenschaft, Literatur und Politik helfen Ihnen, Ihre Gedanken auf den Punkt zu bringen. So bleiben Sie und Ihre Botschaft Ihren Zuhörern und Lesern im Gedächtnis!Die thematische Gliederung, das ausführliche Stichwortverzeichnis sowie das detaillierte Autorenverzeichnis ermöglichen Ihnen das Finden der passenden Sentenz.

„Ein guter Spruch ist die Wahrheit eines ganzen Buches in einem einzigen Satz.“ (Theodor Fontane)Eine gelungene Einleitung für eine Rede, eine pointierte Aussage für eine Präsentation oder ein Paper – mit diesem Buch sind Sie immer gut gerüstet. Über 2.600 sorgfältig ausgewählte Zitate von zahlreichen Persönlichkeiten aus Management, Wissenschaft, Literatur und Politik helfen Ihnen, Ihre Gedanken auf den Punkt zu bringen. So bleiben Sie und Ihre Botschaft Ihren Zuhörern und Lesern im Gedächtnis!Die thematische Gliederung, das ausführliche Stichwortverzeichnis sowie das detaillierte Autorenverzeichnis ermöglichen Ihnen das Finden der passenden Sentenz.

This book gathers selected theoretical and empirical papers from the 29th Eurasia Business and Economics Society (EBES) Conference, held in Lisbon, Portugal. Covering diverse areas of business and management in various geographic regions, it highlights the latest research on human resources, management and marketing, among other topics. It also includes related studies that address marketing and management-relevant aspects such as the impact of supervisor support on employee performance through work engagement, the standardization of global logistics business operations, elements to support long-term B2B communication, and omni-channel strategies in the Marketing 4.0 paradigm.

This book presents selected theoretical and empirical papers from the 23rd Eurasia Business and Economics Society (EBES) Conference, held in Madrid, Spain. Covering diverse areas of business and management in various geographic regions, it focuses on current topics, like entrepreneurship, the suitability of classical motivation theories, assessment of socio-economic efficiency, and workplace bullying. It also includes related studies that analyze management and marketing aspects such as progressive services from the service provider perspective, supply chain governance mechanisms, and social media and magazines.

„Ein guter Spruch ist die Wahrheit eines ganzen Buches in einem einzigen Satz.“ (Theodor Fontane)Eine gelungene Einleitung für eine Rede, eine pointierte Aussage für eine Präsentation oder ein Paper – mit diesem Buch sind Sie immer gut gerüstet. Über 2.600 sorgfältig ausgewählte Zitate von zahlreichen Persönlichkeiten aus Management, Wissenschaft, Literatur und Politik helfen Ihnen, Ihre Gedanken auf den Punkt zu bringen. So bleiben Sie und Ihre Botschaft Ihren Zuhörern und Lesern im Gedächtnis!Die thematische Gliederung, das ausführliche Stichwortverzeichnis sowie das detaillierte Autorenverzeichnis ermöglichen Ihnen das Finden der passenden Sentenz.

This book presents selected theoretical and empirical papers from the 26th and 27th Eurasia Business and Economics Society (EBES) Conferences, held in Prague, Czech Republic, and Bali, Indonesia. Covering diverse areas of business and management in various geographic regions, it addresses a range of current topics, such as human resources, management, SMEs and marketing. It also includes related studies that analyze management and marketing aspects, e.g. workplace learning, gamification in business, resilience and entrepreneurship, the use of IT tools in small businesses, and dynamic marketing capabilities in an intercultural environment.

This book gathers selected theoretical and empirical papers from the 28th Eurasia Business and Economics Society (EBES) Conference, held in Coventry, United Kingdom. Covering diverse areas of business and management in various geographic regions, it highlights the latest research on human resources, management and marketing, among other topics. It also includes related studies that address management and marketing aspects such as telecommuting versus the traditional work environment, the effect of value congruence, promoting product characteristics using social media, perception of terrorism risks, and personal innovativeness and employability.

The lack of international studies examining the effect of coaching on employee performance is surprising. Strategic Human Resource Management: Perspectives, Implementation and Challenges aims to fil the existing gap in this regard by exploring the effect of coaching on employee performance in the Lebanese banking sector through the investigation of one of its variables, namely Organizational Citizenship Behavior (OCB), that links coaching to performance improvement. A consequent paper describes the strategic revolution in HR practice as obtained from reviewed literature. Researchers suggest a need for HR to stabilize its solutions and efficiency in assisting organizations. The final chapter characterizes the main changes originated by aging on the labor market. From that characterization, the main challenges for HRM, regarding management policies and practices, are also discussed.

This book discusses the concepts of volatility, uncertainty, complexity, and ambiguity (VUCA) that are the core of various paradigms used in strategic management to understand competitive advantage as well as flexibility in organizational boundaries. It serves as a valuable reference resource in the area of VUCA markets. An increase in the levels and types of uncertainty has important implications potentially for the durability of a company's advantages, the way firms learn and adapt, approaches for managing innovation and knowledge, and the attractiveness of different strategies and organizational models. In today's world, strategic flexibility in VUCA is essential for business leaders to sustain market advantage and attain a clear vision amid the chaos. Business leaders who stay focused and are aware of external volatility as the prevalent characteristic are successful, while those who are not flexible in this VUCA world and lock themselves into fixed positions lose out.The book includes empirical and conceptual research papers along with case studies and models discussing strategies for emerging markets in volatile and uncertain environments. It also covers a variety of issues, including innovation, people and processes, financial management, and leadership and strategies in VUCA markets. Apart from research fraternity and academia, the contents of the book will be useful for practitioners as well as industry watchers.

Although research on stress and well-being at work has made significant progress in recent decades, countries all over the world continue to see a rise in psychological and physical health problems in the workplace. The rising incidence of mental illness and psychological problems in the workplace has been identified as the primary cause of sickness absence. Conversely, meta-analytic studies have shown that overall psychological health is positively related to self and supervisor or peer rated job performance. As such, organizations and governments are looking for evidence-based ways to prevent and address the occurrence of ill-health and to promote well-being and performance in organizational contexts. Thus far, however, compelling research evidence informing practical, innovative and effective ways to help organizations intervene remains somewhat elusive. The special issue aimed to add to the research evidence by publishing rigorous evaluation studies of innovative organizational interventions to improve the well-being and performance of people at work. Our call for papers sought (i) evaluation studies of single interventions which are strong on methodological design and are situated in a sound theoretical or thematic base (ii) meta-analytical studies which offer significant new insights (iii) studies which link both health and performance outcomes, and (iv) studies that clearly articulate how the interventions described were conducted.

Dramatic changes to the structure of health systems since the 1980s has seen the development of large, integrated health organizations designed to provide scale and scope advantages, improve the quality of care and health outcomes, and provide greater bargaining power relative to payers and large employers. This transition has led to greater interest in understanding hospitals and health systems as complex systems. Two important themes emerged from this effort: 1. Creation and organization of physician-health organizations, and alignment of these organizations with hospital or system structure; and 2. Viewing health care organizations as complex systems, leading to new perspectives on design and management of these organizations. In Volume 15, Reuben McDaniel and L. Robert Burns, authors of two influential articles on these themes from earlier volumes of AHCM, revisit the evolution of health systems organization in light of regulatory and organizational evolution in health care, including the Patient Protection and Accountable Care Act of 2010, and increasing consolidation of health systems. Five additional refereed papers assess the latest evidence on physician integration, complexity, and system redesign.

Increasingly companies'stakeholders require organisations to observe international standards prescribed by international laws, treaties, conventions, recommendations, and/or codes of conduct. The papers selected for this volume explore 1) the ethical pressures on international business to meet the challenges of diversity, 2) suggested methods of coping with diversity, and 3) the challenges required to overcome corporate self-interest in the search for new instruments. Collectively these articles reflect scholarly insights and corporate responses to diversity in international business, a topic of wide interest in contemporary business ethics.

The MIT Sloan School of Management perspective on future management challenges.The MIT Sloan School of Management, as conceived by the legendary General Motors chairman Alfred P. Sloan, was founded in 1952 to draw on the scientific and technical resources of MIT and approach the problems of management with the rigorous research practices for which MIT was famous. Fifty years later, the Sloan School gathered international leaders in business and management, MIT faculty, students, and alumni to address again the basic principles that should guide business and management. This book presents the papers prepared by student-faculty teams, speeches by business and world leaders, and summaries of the discussions from this special convocation; taken together, they offer a guide to the future of management based on the hallmarks of MIT and Sloan—creativity and innovation.The topics considered coalesced around three main themes. First, and paramount, is the necessity of building and maintaining trust by means of openness, transparency, and accountability; this was addressed in speeches by Kofi Annan and Carly Fiorina and exemplified by the case study presented of Nike's efforts to rebuild the trust of customers. The increasingly complex conditions of the modern global economy emerged as another recurring theme, as the participants considered the effect of the growing spectrum of stakeholders on issues of corporate governance. The third common theme was the inescapability of technological and scientific change, from the Internet as a marketing tool to the organizational impact of information technology.

Wissen und Künstliche Intelligenz sind zwei Schwergewichte in der Gestaltung der Zukunft: Wissen gewinnt im unternehmerischen Kontext immer mehr an Bedeutung und die disruptiven Veränderungen in der Arbeitswelt erfordern neue Wege, Informationen und Fachwissen in Unternehmen zu organisieren. Aus Wissensmanagement wird Wissenswirtschaft, die sich am Wert von Wissen, an Erfahrungen von Mitarbeitern und an Lernen als Treiber der Unternehmensdynamik orientiert. Die Künstliche Intelligenz gibt verschiedene Werkzeuge an die Hand, das Wissensmanagement in Unternehmen neu aufzusetzen. Denn Wissenstransfer und Wissensvernetzung lassen sich mit Hilfe der KI ganz anders oder optimaler gestalten. Wer mit Künstlicher Intelligenz Wissen managen sowie vernetzen will, der muss sich mit Lernen im Allgemeinen, mit dem maschinellen Lernen im Besonderen und mit der maschinellen Verarbeitung natürlicher Sprache auseinandersetzen. In diesem Buch werden dazu exemplarisch Chatbots näher betrachtet, ein Blick auf neuronale Netze geworfen und die Stärken der KI herausgestellt. Damit ein Weg in die Praxis gefunden wird, helfen Vorgehensmodelle und Bausteine, den eigenen Plan zu skizzieren. Zahlreiche Reflexionsfragen unterstützen HR-Verantwortliche bei der eigenen Standortbestimmung.

The new paradigm in employee development assumes that employees should proactively direct their learning and growth. Most workplace learning is basically informal and occurs through daily-work routines, peer-to-peer interactions, and networking, and typically brings about signifi cant positive outcomes to both individuals and organizations. Yet, workplace learning always occurs in a predefi ned context and this context has recently changed. Hereafter, many people have been delegated to work from home or any other remote location. Many employees would like to maintain remote or hybrid work design in the future, as well. In this research monograph, the authors explore an unexplored topic in social science research concerning proactive employee development through informal learning in new ways of working (NWW).The monograph will be of interest to students and researchers in organizational studies, organizational behavior, organizational psychology, and organizational learning, as well as human resource professionals concerned with employee development and the changing nature of work.

The racial and gender reckonings exemplified by the #BLM and #MeToo Movements shine light on biases that affect every part of life, including the workplace. An unspoken truth underlying the terrible events that fuel these movements-the deaths of George Floyd and Breonna Taylor, acts of xenophobia against Asian people during the COVID-19 pandemic, the sexual violence perpetrated by Harvey Weinstein- is that people are being harassed, stereotyped, demeaned, and victimized in the context of work. Police officers and movie producers are perpetrators of terrible actions while they are working. What is happening in the American workplace to allow these events to unfold? And, of critical importance, what can leaders do to make lasting change? In this critical moment in our nation's history, organizational leaders have the opportunity and obligation to build strategy and practice in support of diversity, equity, and inclusion. This book will help all leaders rise to the challenge by describing state-of-the art science and practice. Expert scholars and professionals blend descriptions of case studies with large-scale robust evidence to help leaders recognize the imperative of diversity, equity, and inclusion in organizations, identify their own personal barriers and those of their organizations, and specify strategies for achieving positive and persistent change by working together.

Organisationen produzieren vielfältige Bewertungen von Personen. Der Band fragt nach Funktionen und Folgen organisierter Personenbewertung und danach, wie der Organisationskontext Personenbewertung prägt. Bewertungssoziologisch geht der Band der Vermutung nach, dass sich die Bewertung von Personen systematisch von der Bewertung anderer Objekte unterscheidet: Personen sind sakrale Objekte der Moderne, deren Bewertung sich als überaus heikel erweist, aber gerade in Organisationskontexten dennoch routinemäßig stattfindet. Personen sind darüber hinaus auch Subjekte, die sich auf ihre Bewertung einstellen, auf sie reagieren, an ihr mitwirken. Vor diesem Hintergrund fragen die Beiträge des Bandes, wie sich die Besonderheiten des Bewertungsobjekts Person auf organisierte Personenbewertungen auswirken, welche Aspekte von Personalität dabei berücksichtigt werden und welche Bedeutung Personenbewertungen für Organisationen haben.

A roadmap for hiring, coaching and motivating top performers In business, your people are your most important asset. But finding, training and motivating the right people can be daunting and costly. If you want to keep your best employees — and grow your business with their support — then Getting Your People to Step Up is the book for you! Business coach Shivani Gupta reveals seven proven strategies to help you recruit top talent and ensure your employees are happier, more engaged and more productive. Getting Your People to Step Up offers a no-nonsense approach to hiring, managing and empowering your staff. You'll learn how to coach your team and be a leader who inspires growth and loyalty. When the right employees are highly engaged and performing, running your business is not only more profitable: it becomes fun! Get strategies to recruit and incentivise the best people Combat employee burnout and prevent high turnover Transform your leadership style and coach for success Create a shared vision for your business that unites your team and fosters collaboration Communicate more effectively to set expectations and deliver feedback for growth Create a positive work environment with a culture of diversity and inclusion Don't hire fast and fire faster. Avoid costly mistakes: find the right person for the job, and enable them to thrive. With Getting Your People to Step Up, you'll learn how to unlock the long-term potential of your team so that your business can truly flourish.

Organizations are increasingly faced with the challenge of recruiting and retaining suitable personnel. It is crucial to have employees who are committed to their organization and actively support change. Such commitment is primarily present when employees find suitable framework conditions for themselves that result from the lived values that are anchored in the organizational culture. Accordingly, a culture must be based on an image of human man that is worthy of man. An image of man worthy of man is reflected in Ikigai. Ikigai pursues a meaning-centered approach (purpose-driven) and – based on the original logotherapy of Viktor E. Frankl – assumes that the core motivation of human beings is the search for meaning. The book lays the theoretical foundation for a comprehensive individual and organizational consideration of Ikigai by describing Ikigai as a Japanese philosophy of life and, on the basis of original logotherapy, opening up Ikigai for the non-Japanese cultural area. The necessity of a purpose driven view is explained and individual Ikigai is transferred to the organizational context as a blueprint. The four central levers of organizational Ikigai are described and the theoretical foundations for a transformation to a purpose-driven organization are presented.

Remote working is a developing idea that many organizations are embracing, especially in light of COVID-19 and the rise in demand for remote and hybrid roles. As there is no standard model to use for implementation, a number of problems and difficulties develop as popularity increases and hybrid working environments become normalized. This book presents the views, opinions, and reality of remote work and creating an appropriate internal marketing culture in a remote environment. The key topics explored are the significance of remote work, remote work practice, reshaping the work environment, designing remote work, models of remote work, challenges of remote work facing business organizations, remote work management, innovations and technology, the role of motivation and satisfaction in organizational development, employee empowerment in a remote setting, transparency and commitment for sustainable development, and the future of remote work. This research volume will be of value to researchers, academicians, practitioners, and students in the fields of human resource management, organizational studies, and innovation management.

Technology has affected almost all organisations in terms of process, procedures, and management and many organisations now seek technologically minded people to run their business at every level. It has also created new realms of employment, such as platform and virtual work, where HRM must play a part if employee wellbeing is to be preserved. This book sheds light on the current reality and future expectations of digital HRM and fills a gap in the existing literature of empirical studies into the forefront of HRM around the world. It will cover topics on algorithmics, artificial intelligence, and digitalisation of HRM practices and will be of great value to academics, international and domestic business organisations, policy makers, and undergraduate and postgraduate students.

Dieses Buch beleuchtet das Themenfeld New Work und setzt sich mit den Herausforderungen auseinander, denen Tourismusunternehmen auf dem Weg in eine sich verändernde Arbeitswelt begegnen. Der Sammelband analysiert zentrale Handlungsfelder und entwickelt konkrete Handlungsstrategien für Leadership-Ansätze und Human Resources Management im Tourismus. Fallstudien und Interviews aus der Unternehmenspraxis tragen dazu bei, Unternehmensentscheidungen vor dem Hintergrund wissenschaftlicher Erkenntnisse kritisch zu reflektieren. Die Leserinnen und Leser erhalten somit einen systematischen und umfassenden Einblick in die Thematik und zahlreiche Impulse für die erfolgreiche Gestaltung neuer Arbeitswelten im Tourismus. Das Buch richtet sich an Entscheiderinnen und Entscheider, Personalverantwortliche und Studierende im Tourismus sowie an ein interessiertes Fachpublikum aus Wissenschaft und Praxis.

Culture change in four steps!This extraordinary and well-illustrated book offers you valuable insights and tools for the four iterative phases of cultural change. It serves as a reference and shows you how large-scale change happens through viral change.It offers valuable insights and combines important findings from applied psychology, case studies and practical instructions for action with valuable insights from behavioral economics and neuroscience. ContentsConcrete tools for the four iterative phases of cultural changePractical case studies from the corporate world, including digital change and New WorkIn-depth background knowledge on behavioral and mindset changeTips for culture change agents on how to use emotional intelligence and mindfulness to build resilience and master change in the face of resistanceHelpful didactics through illustrations, summaries, checklists of success factors, background,reflection and exercise boxesTarget groupsExecutives, human resources professionals, people from organizational development, consultants in startups, mid-sized companies and global international corporations as well as public organizationsAuthorsDr. Svea von Hehn has been working internationally as a management consultant (including for McKinsey & Company) since 1999. She holds a PhD in Psychology, is a multi-certified systemic coach and is a partner at RETURN ON MEANING.Nils I. Cornelissen has been working internationally as a management consultant (including for McKinsey & Company) since 2003. He holds a degree in Communications and a master's degree in Psychology and Sociology. He is a certified coach as well as a facilitator and partner at RETURN ON MEANING.Claudia Braun has been working internationally as a management consultant (including for McKinsey & Company) since 2007. She holds a degree inInternational Business Administration, a Master of Public Administration, a Master of Public Policy as well as various certifications. She is a partner at RETURN ON MEANING.The translation was done with the help of artificial intelligence. A subsequent human revision was done primarily in terms of content.

“Move over, customer centricity. This book highlights that no company can afford to put employees second. With robust evidence and rich cases, Meier explains why leaders who fail to care about people do so at their own peril.” ―Adam Grant, #1 New York Times–bestselling author of Think Again In an ever-shifting work landscape, leaders can no longer ignore their most overlooked stakeholders—their employees. In The Employee Advantage, behavioral economist Stephan Meier explains why organizations must value their employees as much as—if not more than—their customers: those that pivot toward an employee-centric model will be more profitable, innovative, and appealing to top talent. The good news? You don't need to start from scratch. The customer-centric tools that give you a competitive advantage can be repurposed to focus on employees. Through case studies of Fortune 500 companies like Costco, DHL, and Best Buy as well as smaller organizations, you will learn: Why employees care about more than just money when it comes to their jobs—the same way customers care about more than just price What two mindset shifts are essential to becoming an employee-centric workplace How improving your employee experience will benefit your business and your bottom line The future of work is human-centric. The companies that win in the marketplace will be those with the best employees. To get and stay ahead, businesses must embrace the employee advantage.

This book explores the intricate interplay between humility, humor, and hope in the context of Christian leadership. Drawing upon biblical foundations and contemporary leadership theories, it provides a comprehensive understanding of how these three qualities synergize to enhance the effectiveness of Christian leaders. By examining their individual significance and exploring their combined impact, this volume advances the field of organizational leadership, particularly in addressing the challenges of leadership in a manner consistent with Christian principles. The authors illuminate the crucial roles of humility, hope, and humor in Christian leadership, making this a valuable resource for researchers interested in leadership within the context of faith. This contribution will aligns with existing literature on how Christians can leverage their faith for improved leadership capabilities.

This book offers a current perspective on Artificial Intelligence in the context of an ever-changing and growing technological revolution in business management. It analyses how existing companies are adapting, new ones are emerging, and others are disappearing. Process re-engineering has made it possible to reshape organizational structures and create new departments and positions, all geared towards digitalization. The emergence of new business functions has led to new strategic thinking on e.g. companies'structure, size, and core business – but also to the creation of new jobs, the need to cover digital skills, and the need for innovative team management. In short, it is a question of delving deeper into HR and the impact that digitalization has had on it, as the employee is one of the key figures to protect. The book initially focuses on providing a review of the current literature on the advancement of Artificial Intelligence and its impact on business transformation and the emergence of new management models. In turn, it addresses the diverse perspectives that currently dominate the business market, as well as the corporate transformations that have taken place in the post-pandemic era. Lastly, it equips employers with new tools to incorporate into their organizations, facilitating talent retention. In connection with HR, this digital transformation is reflected in new roles for change management and cultural transformation, including the use of digital technologies to improve the employee experience. In brief, the book offers a practical guide to business transformation, technological advances, and their application in human resources departments.

This book provides a detailed account of the global hotel industry with a focus on managerial work and people management. A comprehensive understanding of the managers'work from a people management perspective is essential to the success of hotel operations; however, this is an area that has been under-researched.Based on existing literature and extensive research carried out by the authors over fifteen years, the book explores the different aspects of managerial work in global hotel industry settings and covers topics such as general management, leadership, education and training, skills and competencies, crisis management, and managing diversity. The book's findings suggest that hotel managers should adopt a people-centric management and leadership style while at the same time maintaining operational efficiency.A unique book in terms of scale and depth, it offers useful insights into both theoretical and practical perspectives.

Immer mehr Unternehmen nutzen Online-Assessments, um Potenziale von Bewerbern oder Mitarbeitern via Internet zu testen. Online-Tests sind effizient und mittlerweile auch für mittelständische Unternehmen erschwinglich - doch sie haben auch ihre Grenzen. In diesem Buch zeigen erfahrene Personaler, was bei der Planung und dem Einsatz zu beachten ist und in welchen konkreten Bereichen Online-Tests sinnvoll eingesetzt werden können: Von der Vorselektion und dem Personalmarketing, über die Personalauswahl und -entwicklung, bis hin zu besonderen Einsatzgebieten wie Karriereberatung und Erfassung interkultureller Kompetenzen. Diese Darstellung wird eingerahmt von wissenschaftlichen und technischen Grundlagen sowie einem Überblick über neueste Entwicklungen und Trends. Fallbeispiele aus führenden Unternehmen, Checklisten zu Erfolgskriterien sowie eine kommentierte Übersicht über Anbieter von Online-Tests machen dieses Buch zu einem unverzichtbaren Leitfaden für alle, die Online-Assessments einsetzen möchten, aber auch für jene, die sich einen ersten Überblick über die Thematik verschaffen wollen.

Das Buch zeigt anhand aktueller Forschungsthemen und Praxisbeispiele, welche Veränderungen die digitale Transformation in den Lernprozessen von und in Organisationen ausgelöst hat. Anpassungen von Organisationen auf Veränderungen sind die Basis für Innovationsprozesse, die wiederum auf den Ergebnissen der individuellen Lernprozesse der Mitarbeiter•innen und einem fluiden Wissensmanagement in den Organisationen aufbauen. Innovative digitale Lernformen und -formate, digitale Kollaborationstools und ein fließendes Wissensmanagement sind Voraussetzung für eine lernende Organisation und damit für ein gelingendes Change Management. Nach einer kurzen Einführung in die Thematik der digitalen Transformation und den Herausforderungen für Organisationen fokussiert sich die Autorin auf das organisationale Lernen, erforderliche Grundbausteine in Bezug auf das digitale und selbstgesteuerte Lernen sowie verschiedene Ausprägungen von digitalen Lernangeboten. Dabei werden neue digitale Lernformen und -strukturen auch unter dem Einfluss von KI aufgezeigt und mit Praxisbeispielen sowie aktuellen Forschungsergebnissen angereichert. Anschließend beleuchtet die Autorin das organisationale Wissensmanagement und dessen rasante Weiterentwicklung in den letzten Jahren.

This new volume examines the dramatic impact of the COVID-19 pandemic and its embrace of the digital revolution on human resources management practices, providing a better understanding of the emerging role of HR 4.0 and equipping HR professionals with the knowledge they need to chart plausible future organizational directions. The book will familiarize readers with the most relevant and latest concepts of HR 4.0 practices, providing tools for solutions to complex problems in managing a multigenerational workforce in this volatile, uncertain, complex, and ambiguous (VUCA) world. The chapter authors discuss an array of topics, including the work-from-home transition, digitization of the workforce, employee work-life balance, task automation technologies via AI, HRM curriculum at schools and universities, employee development, e-recruitment, internal marketing, and more.

Talent management is a linchpin of organisational triumph in our dynamic and swiftly evolving business world. As a key decision-maker, your capacity to craft astute talent decisions holds the potential to transcend your company from mere mediocrity to unparalleled excellence. However, brace yourself for a revelation: Many of your long-held convictions about talent may be profoundly flawed. What if we shared a secret that could revolutionise your perspective? What if the gateway to unleashing your team's boundless talents resides within your thoughts and judgments? Imagine the possibilities if you could harness exponential outcomes by elevating the calibre of your decision-making. In ReThinking Talent Decisions, Sharna Wiblen, PhD, presents an uncomfortable truth: Talent decisions are always subjective. Drawing on examples from business, sports, movies and everyday interactions, Sharna emphasises the importance of understanding complexity and encourages deliberate, intentional, and informed decisions and conversations around talent. This indispensable guide will give you insight into: The Power of Personal Judgment: Learn how your own perspectives shape the today and the future of work. The Complexity of Talent Decisions: Recognise the critical need for key decision-makers to collectively define talent in your unique context. The Human Element: Understand how harnessing your mind can propel you, your team, and your organisation to new heights. Perceptions and Values: Learn how aligning perceptions and values can revolutionise your approach. A New Paradigm: Realise that talent management is a judgment-oriented endeavour. Navigating the Intersection of Talent and Technology: Delve into the world of technology systems and understand how they bolster and shape talent decisions in today's digital age. ReThinking Talent Decisions is your secret weapon for achieving unparalleled success in the ever-competitive corporate arena. Whether you're a seasoned executive or a rising star, the wisdom within these pages will empower you to master the art and science of talent decisions.

A practical and timely guide that shows employees how to craft the jobs they want and managers how to shape their organizations in ways that are conducive to such job crafting.Job Crafting is a rigorous, modern take on job redesign that empowers workers to transform the jobs they have into the ones they want. Through the process of job crafting, a worker proactively alters their job to emphasize tasks that better align with their skills or that allow opportunities to learn new skills, with the help of executives who are willing to transform their organizations into supportive work environments. Offering practical guidance grounded in empirical evidence, British researcher Benjamin Laker and coauthors Lebene Soga, Yemisi Bolade-Ogunfodun, and Adeyinka Adewale describe the steps necessary for businesses and organizations to facilitate that support.Rather than passively receive job titles and role descriptions, job crafters harness meaning at work through three primary avenues:exercising greater control over tasks,determining the way tasks are perceived, andshaping social context.Based on data from a previous study in which structured interviews were conducted with one thousand business leaders and two thousand of their workers around the world, the authors'clear, four-step framework shows managers how to maximize staff engagement and productivity by building the systems, structures, and processes that empower workers to job craft. As new principles of stewardship, authenticity, and empowerment redefine the old command-and-control leadership approach, and generations Y and Z seek autonomy and purpose at work, job crafting offers a potential silver bullet to many workforce problems. Aimed at managers, executives, scholars, and executive education students, Job Crafting rejuvenates discussions of job design, leaving readers informed and ready to discuss how to improve their performance and satisfaction in all sectors.

Herziene editie van het standaardwerk over strategisch management De gezondheids- en welzijnszorg krijgt steeds vaker te maken met complexe uitdagingen van een strategische dimensie. Denk maar aan de netwerkvorming, digitalisering, leiderschap, AI, vergrijzing, medisch-technische innovaties, budgettaire schaarste, nieuwe vzw-wetgeving,... Daarom is een goed onderbouwde strategische visie de beste manier om deze uitdagingen het hoofd te bieden. Strategisch management voor de gezondheids- en welzijnssector geeft, met aandacht voor de nieuwste trends en inzichten uit de praktijk, antwoord op onder meer de volgende vragen: Welke leiderschapsstijl vereist strategisch management? Hoe een strategisch bruikbare SWOT-analyse maken? Hoe excelleren in strategische beslissingen? Hoe onzekerheid en weerstand omzetten in dynamisch sociaal ondernemerschap? Welke veranderingen zorgen voor een afstemming tussen omgeving, strategie en structuur? Wat is het strategisch belang van een organisatiestructuur en een organisatiecultuur? Welke factoren bepalen de strategische dynamiek van een bestuursorgaan? Dit boek is onder andere geschikt voor studenten en professionals in geneeskunde, psychologie, sociologie, verpleegkunde en vroedkunde, management en beleid in de gezondheidszorg. Het is een onmisbaar basiswerk voor bestuurders, directies, artsen, overheden, koepelorganisaties, mutualiteiten,... Met online extra's via www.lannoocampus.com

There has been a growing interest in the subject of internal marketing: issues and perspectives, principles, foundations and concepts in recent years amongst academics and practitioners because there is a belief that successful and improvement in a competitive market gains through deliver better service to customer (firstly, to internal customers; i.e., employees of organization) and create satisfaction in them which in turn influence consumer patronage and loyalty, and consumer decision-making. The significant role of the internal marketing is to developing and maintaining relationships with the internal stakeholders of a contemporary organisation. There is an extensive belief in today's society on how the company viewed by key stakeholders such as investors and shareholders, consumers and customers (both internal and external), members of the community and employees in which the company resides.The challenge is to explore new and effective ways to harness the power of the communication opportunities it presents to engage with stakeholders in interactive, immediate and innovative ways. Any successful communication campaign will include them in its strategy. We view the study of the relationship between internal marketing, internal and external stakeholders, and companies to be timely topics for further investigation.

In diesem Fachbuch rücken die Autorinnen Vertrauen als den entscheidenden Erfolgsfaktor für Unternehmen in den Mittelpunkt: Mit dem integrativen Vertrauensmodell RoT – Return on Trust wird das sonst als weicher Faktor betrachtete Vertrauen sichtbar, begreifbar, messbar und kann damit gestaltet und gefördert werden. Wenn Mitarbeitende ihr Können und ihre Kompetenzen zeigen können, fühlen sie sich dem Unternehmen verbunden; ein unschätzbarer Wettbewerbsvorteil in Zeiten von Fachkräftemangel. Die Kernaussage: Steigt das Vertrauen, steigt auch die Kompetenzentfaltung. Das Wissen um die Stellschrauben stärkt die Führungskompetenz und ermöglicht die Einbettung in Strategie- und Managementsysteme. Dabei wird persönliches und organisationales Vertrauen kombiniert – also integrativ – betrachtet. Die Stellgrößen für vertrauensfördernde Rahmenbedingungen werden in einen Balanced Scorecard-Ansatz übersetzt, was deren Messbarkeit sicherstellt. Der Einfluss von Vertrauen auf Kompetenzentfaltung von Mitarbeitenden wird zudem innerhalb eines Business Excellence Kontexts (BE) betrachtet, der den Zugang zu institutionalisiertem organisationalen Vertrauen möglich macht. Eingebettet in eine praxisorientierte Rahmengeschichte wird ein greifbares und wissenschaftlich fundiertes Konzept des organisationalen Vertrauens vorgestellt und gezeigt, wie dieses strategisch implementierbar und konkret verantwortungsbewusst im Unternehmen umsetzbar ist. Das Buch richtet sich an Angehörige des Managements, Führungskräfte sowie Coaches, Berater•innen, Trainer•innen, Lehrende und Studierende.

Dieses Buch widmet sich dem hochaktuellen Thema der Unternehmenskultur aus der Perspektive von Führungskräften. Es legt den Fokus auf die Management- und Leadership-Perspektive, denn Führungskräfte sind dafür verantwortlich, entsprechende Konzepte zu initiieren und umzusetzen. Die herausragende Bedeutung der Unternehmenskultur für den Unternehmenserfolg ist mittlerweile unstrittig. Doch oft fehlen erprobte Methoden und Vorgehensweisen, um einen nachhaltigen Kulturwandel zu ermöglichen. Genau hier setzt das Buch an. Das Buch präsentiert neue Konzepte und Methoden, die sich in der Praxis bewährt haben und den Culture Change unmittelbar bewirken können. Es bietet Führungskräften das notwendige Wissen, um gezielt Projekte zur Gestaltung der Unternehmenskultur anzugehen. Es ist ein wertvoller Leitfaden für Führungskräfte, die eine erfolgreiche Veränderung der Unternehmenskultur anstreben und so den langfristigen Erfolg ihres Unternehmens sicherstellen wollen.

Managing People in Changing Organizations addresses the contemporary problems faced by managers in dealing with people, organizations, and change in a theoretically informed and practical way. It does so by drawing on classic studies in management, up-to-date research (including the author's own), case studies, and reflective exercises. This textbook approaches people management and organizational development from the perspective of practising and aspiring managers, making it a valuable alternative to existing texts on organizational behaviour, change management, and human resource management. This third edition incorporates new research and recent changes in technology, including artificial intelligence, work and job design, and additional insights into innovation, corporate governance, and sustainability. Built around a chapter framework that connects different themes to managerial action and practices, this textbook covers a wide range of topics including: managing at the individual, group, and organizational levels; culture change; managing internationally; reputation management; managing creativity and innovation; and corporate governance, corporate social responsibility, and sustainability. There is an increased international flavour, reflected in the range of contemporary case studies and literature used throughout, which explore business and management problems in the private and public sectors. The content also reflects the author's recent experience of consulting and managing at board level.This text will be relevant to practising and aspiring managers studying leadership, people management, organizational behaviour and development, and change management on courses at later stage undergraduate, masters, doctoral, and executive education levels.

Volume 42 of Research in Personnel and Human Resources Management offers several original scholarly contributions written by thought leaders in the field of human resources management. Featuring the latest research on novel, emerging areas of HRM, chapters explore metacognition, the role of HR in compensation, real options perspectives, female CEO leadership, corporate social responsibility, a theoretical model of the patriotic organization, and the use of unmeasured latent method factors.

What is Human Resource Strategy? How are human resource strategies formulated and how can we explain the variance between what is espoused and what is actually implemented? What impact – if any – does human resource strategy have on the organization's “bottom line,” and how can this impact be explained? Is there one best HR strategy for all firms, or is the impact of HR strategy on performance contingent on some set of organizational, technological or environmental factors?Human Resource Strategy, third edition, provides an overview of the academic and practitioner responses to these and other questions. Applying an integrative framework, the authors review over thirty years'worth of empirical and theoretical research in an attempt to reconcile often-conflicting conceptual models and equivocal empirical findings. The book supports students in applying theory to practice and presents much of the relevant research in the context of the critical strategic decisions that executives are often forced to make with regard to human resource investments and deployments. As a result, often-complex theoretical models and scientific findings are presented such that they are not only understandable but also highly relevant to non-research-oriented practitioners. This new edition includes new chapters on innovations in HR strategies and diversity and introduces more practical examples. This book is an ideal resource for students and practitioners alike.

The onset of the pandemic has placed a greater emphasis on mental health, with many organizations making it a business imperative to ensure that employees are fully supported. Research on mental health in the workplace continues to grow, though there is a dearth of scholarly writings taking a micro approach to understanding the impact of negative work environments. This three-book series explores issues related to personality disorders and work-related suicides and the effect on employees and leaders. This volume focuses on the harmful effects of psychopathy in the workplace. The book is divided into three sections: defining psychopathy, identifying it through its effects on workplace productivity and performance, and understanding how that knowledge can limit its effect. With chapter contributions from authors around the world, this collection offers global perspectives on the harmful role that psychopathy can play in the workplace. Tackling topics such as abusive supervision and workplace bullying, this book will advance scholarship related to employee well-being, employee engagement, and counterproductive workplace behaviors.

In Organisationen arbeiten Menschen zusammen, die an biografisch unterschiedlichen Punkten im Leben stehen. Die Betrachtung des individuellen Lebenszyklus mit seinen fünf Teillebenszyklen ermöglicht es, Menschen in Organisationen umfassend und ganzheitlich zu entwickeln und zu begleiten. Essenziell ist eine Kultur der Wertschätzung und des Vertrauens sowie eine dialogbasierte Kommunikation, die es ermöglicht, gemeinsam Lösungen zu finden und die Selbstverantwortung der Organisationsmitglieder zu fördern. In diesem Buch werden für jeden Teillebenszyklus Handlungsfelder und Maßnahmen einer lebenszyklusorientierten Personalentwicklung vorgestellt. Zahlreiche Praxisbeispiele veranschaulichen, wie die Umsetzung gelingen kann. Ergänzend schildert das Schlusskapitel mögliche Herangehensweisen, die vom Human Resources Management gemeinsam mit der Unternehmensleitung gewählt werden können, um eine lebenszyklusorientierte Personalentwicklung bestmöglich in den vorhandenen organisationalen Rahmenbedingungen umzusetzen.

Das Buch stellt theoretisch fundierte und praxisnahe Methoden und Vorgehensweisen vor, die es den Menschen in Unternehmen durch veränderte Denk-, Verhaltens- und Handlungsweisen erlauben, die sie umgebende Komplexität und die damit verbundenen Fehlleistungen und Sicherheitsrisiken zu managen und zu reduzieren und andererseits ihre individuelle und kollektive Effizienz und Leistungsfähigkeit zu optimieren. Der Autor greift dabei auf das ursprünglich aus der Luftfahrtindustrie stammende Konzept des effizienten Crew Resource Managements zurück und überträgt dieses auf die Realität von Organisationen und Unternehmen. Es geht somit um die Frage, inwiefern der Mensch in einer Institution, einer Organisation oder einem Unternehmen in seinem Denken, Verhalten und Handeln optimiert werden kann, indem er sich seiner eigenen Potenziale und Funktionsweisen bewusst wird, seine Grenzen und Unzulänglichkeiten erkennt und entsprechende kurz-, mittel- und längerfristige Maßnahmen vorbereitet und einleitet, um sowohl ein effizientes Denken, Verhalten und Handeln ein- und auszuüben als auch Gefahren, Unfälle und Katastrophen auf ein Minimum zu reduzieren. Zahlreiche Beispiele, Übungen und Checklisten dienen Fach- und Führungskräften als Denkanstöße für die eigene Reflexion und helfen dabei, neue Methoden zu entwickeln und in ihrer alltäglichen beruflichen Praxis bewusst und systematisch anzuwenden

This book is a Machine-Generated Literature Overview of personal EI development. The book is about the importance of developing emotional intelligence in workplace, especially in managing people in an organizational space. It talks about propelling productivity by inducing emotional intelligence. It discusses how stress can be managed with emotional intelligence. The impact of emotional intelligence in developing leadership skills. It explores the role the factor of emotional intelligence in HRM. It critically examines why is it very necessary for an employee to have this trait of EI and develop it eventually for a successful survival. It discusses the importance of EI in customer service and in day-to-day life.

Dieses Buch präsentiert erstmals einen umfassenden Überblick über das Modell des'Reflective Goal Setting', seinen theoretischen Rahmen und Ursprung sowie seine praktischen Anwendungen für die persönliche Entwicklung, verbesserte Bewältigung und Stressreduktion, akademisches Wachstum und Leistungsfähigkeit sowie Führung. In drei Teile gegliedert, untersucht die Autorin zunächst die besondere Bedeutung der persönlichen Entwicklung, insbesondere der Entwicklung von Soft Skills und zwischenmenschlichen Fähigkeiten. Unter Verwendung von Originalforschung und anschaulichen Fallstudien beschreibt die Autorin den zyklischen Fünf-Schritte-Prozess des'Reflective Goal Setting'in fünf Kapiteln, die Teil 2 des Buches bilden. Teil 3 untersucht die praktischen Anwendungen und Auswirkungen der Verwendung von'Reflective Goal Setting'anhand anschaulicher Fallstudien aus verschiedenen Bereichen, einschließlich Hochschulbildung, beruflicher Entwicklung und Führungskräfteentwicklung. Dieses Werk ist eine wertvolle Ressource für Forscher:innen und Praktiker:innen in den Bereichen Organisations- und Industriepsychologie, Bildung sowie Wirtschaft und Management sein - und für jede/n, der/die an der persönlichen Entwicklung arbeiten möchte.Die Übersetzung wurde mit Hilfe von künstlicher Intelligenz durchgeführt. Eine anschließende menschliche Überarbeitung erfolgte vor allem in Bezug auf den Inhalt.

Dieses Praxishandbuch ist das erweiterte und aktualisierte Nachschlagewerk zum Thema Mitarbeiterführung und richtet sich an alle, die sich für die konkrete Umsetzung von Führungswissen in der Praxis interessieren. Dieses Umsetzungswissen ist von besonderer Bedeutung für Führungskräfte und solche, die es werden wollen. Aber auch Trainer, Berater, Coaches, Personalentwickler und Studierende der Psychologie und der Wirtschafts- und Sozialwissenschaften profitieren von den anschaulich geschriebenen Beiträgen, die kein spezifisches Fachwissen voraussetzen, und erhalten einen hervorragenden Überblick über den aktuellen Stand der Forschung. Die praktische Anwendung des Wissens steht hierbei im Mittelpunkt. Die Beiträge wurden von ausgewiesenen Experten aus dem deutschsprachigen Raum verfasst. In ca. 50 Kapiteln ist das aktuelle Wissen zu modernen Theorien guter Führung (z.B. ethische oder authentische Führung), zu gesundheitsförderlicher Führung oder zum Management von (alters)diversen Gruppen praxisnah aufbereitet. Alle Beiträge sind einheitlich strukturiert und anhand einer Kurzzusammenfassung schnell zu überblicken. Sie beginnen mit einem Fallbeispiel, auf dessen Problemstellung Antworten gegeben werden. Je nach Thema enthalten die Beiträge zudem direkt einsetzbare Checklisten, Leitfäden, Trainingskonzepte oder Instrumente. Alle Beiträge können in der Praxis unmittelbar genutzt werden.