Описание: Strategic Outlook in Business and Finance Innovation: Multidimensional Policies for Emerging Economies brings together new theoretical frameworks and develops appropriate strategies to improve the performance of firms globally.
Описание: Part I: Theoretical and Methodological Advances.- Entrepreneurship-Professionalism-Leadership as Dimensions of Career Space: Career Agency in the Macro Context of Boundaryless Careers.- Entrepreneurialism-Professionalism-Leadership as a Framework for Careers and Human Capital Across Levels of Social Organization.- Measurement Equivalence of Entrepreneurship, Professionalism, and Leadership Career Aspiration Scale.- Development of Measures of Entrepreneurship-Professionalism-Leadership Motivations for Working Adult Populations.- Latent Difference Score Analysis - Stability and Change in Entrepreneurship-Professionalism-Leadership Aspirations.- Operationalising "Developmental Readiness" via Entrepreneurship-Professionalism-Leadership Dimensions.- Part II: Empirical Applications in Career Studies.- A "T-shaped" Metaphor for Holistic Development: Entrepreneurial, Professional and Leadership (EPL) Efficacies Predict Self-Perceived Employability.- Measuring Preference for Non-Standard Work: Relationships with EPL Motivations, Efficacies, Perceived Employability, and Career Adaptability.
Описание: Part I: Theoretical and Methodological Advances.- Entrepreneurship-Professionalism-Leadership as Dimensions of Career Space: Career Agency in the Macro Context of Boundaryless Careers.- Entrepreneurialism-Professionalism-Leadership as a Framework for Careers and Human Capital Across Levels of Social Organization.- Measurement Equivalence of Entrepreneurship, Professionalism, and Leadership Career Aspiration Scale.- Development of Measures of Entrepreneurship-Professionalism-Leadership Motivations for Working Adult Populations.- Latent Difference Score Analysis - Stability and Change in Entrepreneurship-Professionalism-Leadership Aspirations.- Operationalising "Developmental Readiness" via Entrepreneurship-Professionalism-Leadership Dimensions.- Part II: Empirical Applications in Career Studies.- A "T-shaped" Metaphor for Holistic Development: Entrepreneurial, Professional and Leadership (EPL) Efficacies Predict Self-Perceived Employability.- Measuring Preference for Non-Standard Work: Relationships with EPL Motivations, Efficacies, Perceived Employability, and Career Adaptability.
Описание: This book presents various perspectives on innovative work behaviour, focusing on problem recognition, idea generation, idea promotion and the realisation of these ideas. Lastly, it discusses the implications of idea realisation, examining resource dependence theory, organizational trust and eco-innovations.
As a manager or HR professional, would you like to have a happier, more fulfilled workforce that will boost employee motivation, development and growth - and ultimately your business's profitability? Described as groundbreaking by Dr. John Demartini, this book provides a behavioural framework to develop emotional intelligence and a very powerful leadership cultural competence.
Historically, human behaviour has been dominated by left-brain (transactional) thinking. Standardisation, productivity, competitive advantage, compliance and incremental growth are products of a logical left brain. But we need to relegate this thinking and empower our workforces to develop their creative, collaborative, spatially aware, big-picture, right-brained (transformational) capability if we are to adopt the best behaviour that will succeed in a rapidly changing business environment. Best Behaviour examines how:
emotional development is key to creating a responsive, innovative, open culture
knowing our motivations and strengths builds a strong identity and a passionate workforce
learning Ei and addressing our weaknesses develops a powerful leadership cultural competence and enables proactive workplace cultures
managers and HR professionals can champion and coach business transformation.
Coaches will need to be aware of employee vulnerabilities, show empathy, promote trust, and be supportive and accountable for developing Ei in their organisations. To assist them in their task, Tony has created an innovative Behavioural Development Framework. This book is not for the faint-hearted - be prepared for some thought-provoking arguments on why we have an imbalance of command-control 'boss' styles and their impact on our planet. Tony introduces an Ei, cultural change and business transformation framework, and presents a strategy to develop culturally competent leadership, essential for business transformation and to secure our communities for employee wellbeing.
Автор: Wiencke Markus, Cacace Mirella, Fischer Sebastian Название: Healthy at Work: Interdisciplinary Perspectives ISBN: 3319812580 ISBN-13(EAN): 9783319812588 Издательство: Springer Рейтинг: Цена: 15372.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: This book aims at exploring the link between corporate and organizational culture, public and private policies, leadership and managerial skills or attitudes, and the successful implementation of work-related healthcare in Europe. Therefore it brings together a wide range of empirical and theoretical contributions from occupational health, management, psychology, medicine, economics, and (organizational) sociology to address the question of how to sustainably promote occupational health. Such important questions are explored as: What aspects of a corporate culture can be associated with health issues? How does leadership style affect the health of employees? How are health-related decisions in the workplace affected by the political environment? To what extent are interventions influenced by corporate culture, leadership and public policy? How can we make such interventions sustainable?
This chapter will develop the common thread across the five main sub-headings and how they jointly contribute to the multidimensional and multifunctional views advocated in the book. Thereafter, the chapter will give an overview of all the 14 chapters in the book.
2. Work-Life Integration: Overview and Trends
The chapter will begin by stating the meaning of the concepts: work-life conflict, life-work conflict and work-life integration and will present some research on their negative effects on individual and organizational productivity. It will trace the research journey on WLI bringing out the movement from scarcity model that leads to conflicts, to the positive psychology model which identifies mutual beneficial effects of involvement in multiple roles. It will present work-life integration as a way to ameliorate the negative effects of involvement in multiple roles and highlight sources of the integration. The chapter will also contribute to the debate of any difference and similarity between work-life balance and work-life integration which has never been resolved (Alton, 2018; Dresdale, 2016; Harrington & Ladge, 2009). It will review the research on WLI with the view to identifying the gap which the current book is to fill. It will justify the multidimensional approach to achieving WLI advocated in the book and show that past books and studies have neglected this.
B. Organizational Perspectives
3. Organizational Production Process and Work-Life Integration
Structural and production process issues have not been given much attention in the analysis of WLI in the past (Lambert et al., 2002). Hence, in this chapter, discussions will focus on the concept of productivity process as an integral aspect of work-life integration; what constitutes the elements of productivity at individual and organizational levels. Inter alia, the relationship that subsists between productivity process and work-life integration will be explored as a basis for a creative and integrated process flow both for individuals and organizations as units for building a healthy society. Discussions will also include the role of productivity procedure, elements of inputs and optimal output flow. The components of an ideal and practical productivity procedure and productivity quotient at individual and organizational levels will be explored, as well as identification of value-add component of work-life integration and its relationship with productivity.
Thus, major issues that will be addressed in this chapter include:
q Concept of productivity vis-а-vis work-life integration and the relationship that is inherently subsumed between work-life integration (WLI) and productivity at both the individual and organizational levels. Thus, the contents of this chapter will include the operational definition of WLI, productivity, factors affecting WLI and productivity value stream flow.
q Process flow perspective of productivity, work-life integration and factors impacting on work-life integration.
q What determines an optimal productivity procedure
q What are the critical inputs for an optimal productivity flow within an ideal work-life integration continuum
q Which outputs constitute value-add at individual and organizational levels vis-а-vis an ideal work-life integration.
q Prioritization: importance of prioritization hinged on work-life integration towards eliciting optimal productivity
q Time management and discipline as integral factors for productivity: Time wasters impacting on work-life integration and productivity at individual and organizationa
This chapter will develop the common thread across the five main sub-headings and how they jointly contribute to the multidimensional and multifunctional views advocated in the book. Thereafter, the chapter will give an overview of all the 14 chapters in the book.
2. Work-Life Integration: Overview and Trends
The chapter will begin by stating the meaning of the concepts: work-life conflict, life-work conflict and work-life integration and will present some research on their negative effects on individual and organizational productivity. It will trace the research journey on WLI bringing out the movement from scarcity model that leads to conflicts, to the positive psychology model which identifies mutual beneficial effects of involvement in multiple roles. It will present work-life integration as a way to ameliorate the negative effects of involvement in multiple roles and highlight sources of the integration. The chapter will also contribute to the debate of any difference and similarity between work-life balance and work-life integration which has never been resolved (Alton, 2018; Dresdale, 2016; Harrington & Ladge, 2009). It will review the research on WLI with the view to identifying the gap which the current book is to fill. It will justify the multidimensional approach to achieving WLI advocated in the book and show that past books and studies have neglected this.
B. Organizational Perspectives
3. Organizational Production Process and Work-Life Integration
Structural and production process issues have not been given much attention in the analysis of WLI in the past (Lambert et al., 2002). Hence, in this chapter, discussions will focus on the concept of productivity process as an integral aspect of work-life integration; what constitutes the elements of productivity at individual and organizational levels. Inter alia, the relationship that subsists between productivity process and work-life integration will be explored as a basis for a creative and integrated process flow both for individuals and organizations as units for building a healthy society. Discussions will also include the role of productivity procedure, elements of inputs and optimal output flow. The components of an ideal and practical productivity procedure and productivity quotient at individual and organizational levels will be explored, as well as identification of value-add component of work-life integration and its relationship with productivity.
Thus, major issues that will be addressed in this chapter include:
q Concept of productivity vis-а-vis work-life integration and the relationship that is inherently subsumed between work-life integration (WLI) and productivity at both the individual and organizational levels. Thus, the contents of this chapter will include the operational definition of WLI, productivity, factors affecting WLI and productivity value stream flow.
q Process flow perspective of productivity, work-life integration and factors impacting on work-life integration.
q What determines an optimal productivity procedure
q What are the critical inputs for an optimal productivity flow within an ideal work-life integration continuum
q Which outputs constitute value-add at individual and organizational levels vis-а-vis an ideal work-life integration.
q Prioritization: importance of prioritization hinged on work-life integration towards eliciting optimal productivity
q Time management and discipline as integral factors for productivity: Time wasters impacting on work-life integration and productivity at individual and organizationa
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