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Written for current and aspiring managers, this textbook guides readers through the core components of compensation and puts them in the manager's chair, challenging them to apply their understanding to solve business problems such as attracting, managing, and retaining company talent. The book's central theme, supported by extensive treatment of compensating differentials, is that compensation is heavily driven by market competition. The coverage also includes analytics, negotiation and bargaining, wage theft, and non-profits and small businesses, as well as a detailed treatment of stock options. Case studies are included to demonstrate the principles in practice, and 'lessons for managers' in each chapter provide practical advice and takeaways. A rich package of online teaching and learning materials, including teaching slides, sample syllabi, additional case studies, and a test bank is also provided to support teachers and students.
The third edition of Managing Employee Performance and Reward: Systems, Practices and Prospects has been thoroughly revised and updated by a new four-member author team. The text introduces a new conceptual framework based on systems thinking and a dual model of strategic alignment and psychological engagement. Coverage of chapter topics provides a balance between research evidence and practice and, in this new edition, is enhanced with a more applied and technical approach. The text also includes chapters dedicated to conceptual framing, base pay and individual recognition and reward; 'reality check' breakout boxes with practical examples and current problems on each of strategic alignment, employee engagement, organisation justice and workforce diversity; and a new chapter exploring new horizons in performance and reward practice and research with a focus on the mega-trends of technological transformation under 'Industry 4.0', new economic forms and relationships arising from the 'gig' economy, and generational change.
Labour Law offers a comprehensive and critical account of the subject by a team of prominent labour lawyers, and includes both collective labour rights and individual employment rights. By placing the law in its social, economic and political contexts, and showing how the law works in practice through case-studies, students will acquire not only a good knowledge of the law but also an appreciation of its importance and the complexity of the issues. Fully updated with recent developments in the field, the text's clear structure, logical chapter organisation, and uncluttered text design combine to make it a truly accessible way into the subject. Suitable for undergraduates and postgraduates studying UK Labour and Employment law, this book is a must-read for those wishing to excel in the field.
In today's competitive global economy, most managers are - or will be - global managers. They may work in their home country, but are influenced by global events and have to manage diverse workforces. As such, they need multicultural competence and global management skills to work successfully across cultures. This new edition pairs a richly illustrated text with management applications, key concepts, discussion questions, web-based cases and skill-building exercises aimed at current and aspiring managers. Each chapter is accompanied by a Manager's Notebook highlighting field strategies and encouraging students to develop multicultural competence that will be highly valued by future employers. Exploring the challenges and opportunities facing global managers, readers can examine cultural, organizational, and managerial environments before developing a range of skills from communication and leadership to negotiation and global team management. Suitable for students taking courses in international management, cross-cultural management or international HRM at advanced undergraduate, Masters and MBA levels.
This book provides a comprehensive and up-to-date text in the subject. It seeks to address a wide gap existing in terms of the availability of a book that provides extensive coverage in the field. It aims to provide students in human resource management courses and practising managers with a comprehensive view of essential concepts and techniques in a highly readable and understandable form. This book particularly focuses on practical applications, examples and cases that managers can utilise in gaining insights into the subject in order to carry out their HR-related responsibilities. It focuses on practical applications, examples and cases that will be useful for both students and HR managers. It serves two important purposes: to provide an academically rigorous study, and at the same time, offer comprehensive and user-friendly pedagogy. The case studies cited in the book are from across the globe, including studies from India, and will appeal to a large audience.
Coming to work sick may do more harm than staying home - for the employee, the team, and the firm. Whilst the cost of absenteeism in organizations has been widely acknowledged and extensively examined, the counter-issue of 'presenteeism' has only recently attracted scholarly attention as a phenomenon that harms employee wellbeing, disrupts team dynamism, and damages productivity. This volume brings together leading international scholars from diverse scientific backgrounds, including occupational psychology, health, and medicine, to provide a pioneering review of the subject. International in scope, the collection incorporates both Western and East Asian perspectives, making it an informative resource for multinational companies seeking to formulate human resource strategies and better manage their culturally diverse workforce. It will also appeal to scholars and graduate students researching human resource management, organization studies, organizational health, and organizational psychology.
The Cambridge Handbook of the Global Work-Family Interface is a response to growing interest in understanding how people manage their work and family lives across the globe. Given global and regional differences in cultural values, economies, and policies and practices, research on work-family management is not always easily transportable to different contexts. Researchers have begun to acknowledge this, conducting research in various national settings, but the literature lacks a comprehensive source that aims to synthesize the state of knowledge, theoretical progression, and identification of the most compelling future research ideas within field. The Cambridge Handbook of the Global Work-Family Interface aims to fill this gap by providing a single source where readers can find not only information about the general state of global work-family research, but also comprehensive reviews of region-specific research. It will be of value to researchers, graduate students, and practitioners of applied and organizational psychology, management, and family studies.
Careers are studied across many disciplines - particularly from the social sciences - but there is little conversation between them. Many scholars are studying the same thing in different ways, too often missing opportunities to learn from one another and draw on each other's ideas and findings to enrich their own. Gunz and Mayrhofer bridge these scholarly discourses as they explore the meaning of 'career' and answer the question: what is it that career scholars do when they study careers? The framework that emerges from this answer - the Social Chronology Framework (SCF) - vitally facilitates valuable conversations between scholars in different intellectual traditions. Building on the SCF framework, this comprehensive introduction to career studies encourages students, researchers and practitioners to identify commonalities between the topics they are studying and those examined in other fields, such as organization studies, drawing together interdisciplinary insights into career outcomes and their influencing factors.
Previous research on corporate cultures and ethical business cultures has focused almost exclusively on studies of multinational corporations from a handful of developed countries. This book addresses the intersection of human resource development and human resource management with ethical business cultures in the four BRIC countries, and four other fast-growing emerging economies: those of Mexico, Indonesia, South Africa and Turkey. Drawing on longitudinal large-scale survey-based studies, it compares managers' and employees' perceptions of ethical business cultures in these countries, contrasting them with the US economy. It then discusses the economic and socio-cultural context and current research on business ethics in each of these countries, including implications for research and practice. This significant study will appeal to scholars, researchers and students in business ethics, management, human resource management and development, and organization studies, and addresses issues faced daily by business executives and practitioners working in emerging market countries.
An irreversible transformation is taking place in the lives of many thousands of university educated professional women in the United Arab Emirates, Oman and the Kingdom of Saudi Arabia. Drawing on eight years' participative research and extensive secondary sources, Nick Forster introduces the first extensive study to document this development in the Middle East. This book documents the emerging economic and political power of women, and how they are beginning to challenge ancient and deeply-held beliefs about the 'correct' roles of men and women in conservative Islamic societies, and in public and private sector organisations. It also describes the vital role that women could play in the economic development and diversification of these countries, and the broader MENA region, in the future. It is an essential read for professionals, scholars and students, in fields as diverse as economic development, international management, gender studies, and Middle Eastern studies.
Labour relations are at the heart of China's extraordinary economic rise. This growth, accompanied by internal migration, urbanisation and rising income have brought a dramatic increase in the aspirations of workers, forcing the Chinese government to restructure its relationships with both employers and workers. In order to resolve disputes and manage workplace militancy, the once monolithic official trade union is becoming more flexible, internally. No longer able to rely on government support in dealing with worker unrest, employers are rapidly forming organisations of their own. In this book, a new generation of Chinese scholars provide analyses of six distinct aspects of these developments. They are set in the broader context by the leading authority on Chinese labour law and two western specialists in comparative labour relations. The result is a comprehensive study for scholars and graduate students working in Chinese industrial relations, comparative labour law, human resource management, NGOs and international labour organisations.
'The Learning Economy and the Economics of Hope' brings together the most important contributions by an expert on policies, management and economics of innovation and knowledge. It offers original insights in processes of innovation and learning and it draws implications for economic theory and public policy. It introduces the reader to important concepts such as innovation systems and the learning economy. It throws a new light on economic development and opens up for a new kind of economics - the economics of hope. It offers a fresh perspective on many of the most important global challenges of today showing how full attention to the characteristics of the learning economy needs to be combined with innovation in global governance.The analysis demonstrates that new technology is developed in an interaction between individuals and organizations and that innovation would not thrive in an economy similar to textbook models of pure markets and perfect competition. It also shows that innovation requires that scientific knowledge is combined with experience based learning and that the performance of innovation systems therefore reflects the combination of research efforts and organizational learning. Growing inequality in income and in access to knowledge and learning is presented as a threat to social cohesion and global well-being. In the concluding part of the book the conceptual framework is used to study how China's innovation system and policy, Europe's crisis and underdevelopment in Africa interact is shaping an imbalanced and crisis ridden world system. A new kind of economics, policy learning and new regimes of global governance are presented as elements of hope for the future.
The third edition of this popular textbook has been thoroughly expanded and updated throughout to explore the latest approaches to cross-cultural management, presenting strategies and tactics for managing international assignments and global teams. With a clear emphasis on learning and development, this new edition introduces a global management model, along with enhanced 'Applications' and 'Manager's Notebooks' to encourage students to acquire skills in multicultural competence that will be highly valued by their future employers. These skills have never been more important in a world where, increasingly, all managers are global managers and where management practices and processes can differ significantly across national and regional boundaries. This textbook is suitable for students taking courses on international management, as well as those on executive training programmes.
Now in its second edition, Managing Employee Performance and Reward continues to offer comprehensive coverage of employee performance and reward, presenting the material in a conceptually integrated way. This new edition has been substantially updated and revised by a team of specialist contributors, and includes: An increased focus on employee engagement and the alignment between the organisation's goals and the personal goals of employeesExpanded coverage of coaching, now a leading-edge performance enhancement practiceExtensive updates reflecting the major changes in employee benefits in recent years, as organisations strive to attract and retain talentUpdated coverage of executive salaries and incentives in the contemporary post-GFC environment.This popular text is an indispensable resource for both students and managers alike. Written for a global readership, the book will continue to have particular appeal to those studying and practising people management in the Asia-Pacific region.
In traditional cultures, the shaman is the healer, the connector, and the spiritual leader or sensemaker. Today in the management academy, some individuals use their intellectual gifts to perform a similar role - mediating between various disciplines, ideas and theories, as well as making sense of ideas, insights, and research for others. This book, based on the work and lives of 28 very well-known management academics, describes what it means - and what it takes - to be an intellectual shaman. It is a fascinating insight into the career paths and the sometimes maverick behaviour that has allowed these individuals to achieve success. Based on extensive interviews, Intellectual Shamans provides both a roadmap to junior scholars and a critique of the current system of academic career progression.
While most people work ever-longer hours, international statistics suggest that the average time spent on non-work activities per employee is around two hours a day. How is this possible, and what are the reasons behind employees withdrawing from work? In this thought-provoking book, Roland Paulsen examines organizational misbehavior, specifically the phenomenon of 'empty labor', defined as the time during which employees engage in private activities during the working day. This study explores a variety of explanations, from under-employment to workplace resistance. Building on a rich selection of interview material and extensive empirical research, it uses both qualitative and quantitative data to present a concrete analysis of the different ways empty labor unfolds in the modern workplace. This book offers new perspectives on subjectivity, rationality and work simulation and will be of particular interest to academic researchers and graduate students in organizational sociology, organization studies, and human resource management.
With contributions from leading scholars and practitioners, this Cambridge Companion examines the topical issue of talent management from a strategic perspective, mapping out insights from a number of related fields including strategy, organisational learning, marketing and supply chain management. The authors examine the challenges faced when viewing talent management in a global context, showing how both comparative and international HRM thinking have become increasingly important when, for example, managing talent in emerging markets or trying to globalise the talent management function. The book concludes with a valuable summary of key learning points about talent management for both practitioners and researchers, as well as a discussion of the most fruitful areas for future research. This Companion will be an essential resource for academic researchers, graduate students and practitioners of global strategic talent management.
International Human Resource Management offers a contemporary and multilayered introduction to international and comparative human resource management for university study. It critically analyses the core issues and emerging trends in the field, with a consistent emphasis on real-world scenarios and concerns. At the macro level, the book examines how IHRM fits within and adapts to the ever-changing environment of international relations and global development. At the firm level, it elucidates the strategic goals served by IHRM and the processes used to achieve them. At the individual level, the analysis extends beyond the traditional focus on expatriates to encompass the various IHRM actors and their motivations. Each chapter features a case study, tutorial activities and discussion questions. The book concludes with three extended case studies, each based on a specific region, to help students consolidate their understanding.
Human capital - the performance and the potential of people in an organisation - has become an increasingly urgent issue for business leaders. Dramatic demographic shifts, the globalisation of organisations, increasing business complexity, and generational differences are causing many organisations to place a more deliberate focus on human capital as a key element in strategic planning and execution. This book helps business leaders determine how to address human capital as part of their business strategy, to drive value and realise the potential of the organisation. Topics are presented clearly, allowing readers to quickly grasp and apply key concepts and ideas. The authors share both their academic research and practical experience from around the world, providing first-hand case studies and examples to help bring theoretical topics to life. With a strong practitioner focus, this book will provide business leaders and HR professionals with new insights into how to improve business performance through a unique, strategic approach to human capital.