Diversity and Inclusion in the Virtual Organisation (Hardcover, 1)

Chapter 1: Inclusion in a Virtual World? ?Chapter 2: The Predictive Algorithms of AI Meet Gender, Diversity and Inclusion? ?Chapter 3: The Impact of Virtual Environments on Black Women Career Advancement? ?Chapter 4: Diversity management tensions in academia: insights from a gender diversity research project in a UK HEI? ?Chapter 5: Inclusion in the AI workplace? ?Chapter 6: Intersectional approaches to inclusivity and digital inequality for staff and students in Higher Education? ?Chapter 7: Hybrid Organizations:A Real Deal For DEI or A Larger than Life Workplace?? ?Chapter 8: Digital access and online education amid the pandemic? ?Chapter 9: Digital’s role in facilitating women retention in the construction sector- a network perspective

Diversity and Inclusion in the Virtual Organisation (Paperback, 1)

Chapter 1: Inclusion in a Virtual World? ?Chapter 2: The Predictive Algorithms of AI Meet Gender, Diversity and Inclusion? ?Chapter 3: The Impact of Virtual Environments on Black Women Career Advancement? ?Chapter 4: Diversity management tensions in academia: insights from a gender diversity research project in a UK HEI? ?Chapter 5: Inclusion in the AI workplace? ?Chapter 6: Intersectional approaches to inclusivity and digital inequality for staff and students in Higher Education? ?Chapter 7: Hybrid Organizations:A Real Deal For DEI or A Larger than Life Workplace?? ?Chapter 8: Digital access and online education amid the pandemic? ?Chapter 9: Digital’s role in facilitating women retention in the construction sector- a network perspective

The Psychology of Clear Leadership Communication (Hardcover, 1)

Acknowledgement??Chapter 1. The Key to Communication? ?Chapter 2. The Psychology Beneath Communication? ?Chapter 3. The Craft of Communication? ?Chapter 4. The Decisions Before the Discipline? ?Chapter 5. Clarifying Clarity? ?Chapter 6. Refining Refinement? ?Chapter 7. Intentional Intention? ?Chapter 8. Simplifying Simplicity? ?Chapter 9. Probing Perspective? ?Chapter 10. Creating CRISP Communication? ?Chapter 11. When CRISP Isn’t Enough? ?Chapter 12. Creating a CRISP Culture? ?Chapter 13. CRISP: The Recap? ?Chapter 14. Tomorrow’s Changes??References? ?Appendix A??Appendix B??Index

The Psychology of Clear Leadership Communication (Paperback, 1)

Acknowledgement??Chapter 1. The Key to Communication? ?Chapter 2. The Psychology Beneath Communication? ?Chapter 3. The Craft of Communication? ?Chapter 4. The Decisions Before the Discipline? ?Chapter 5. Clarifying Clarity? ?Chapter 6. Refining Refinement? ?Chapter 7. Intentional Intention? ?Chapter 8. Simplifying Simplicity? ?Chapter 9. Probing Perspective? ?Chapter 10. Creating CRISP Communication? ?Chapter 11. When CRISP Isn’t Enough? ?Chapter 12. Creating a CRISP Culture? ?Chapter 13. CRISP: The Recap? ?Chapter 14. Tomorrow’s Changes??References? ?Appendix A??Appendix B??Index

Organizational Coaching for a Complex World (Hardcover, 1)

1 About this Book, Part I: Understanding Organizations, 2 Organizations as Complex System, 3 Organizations as Developing Systems, 4 Organizations as Bearers of Culture, 5 Organizations and Their Resilience, 6 Types of Change, 7 Leverages of Organizational Development, Part II: The Individual in the Organization, 8 Growth Requires Safety, 9 Transformation Begins Within, 10 From Personal Growth to Collective Efficacy, 11 Inner Images as the Key to Growth, 12 The Role of Corporate Leadership, 13? ? ? ?How Leaders Grow, 14 Social Impact as a Catalyst for Personal Maturity, 15 Organizational energy, 16 Meaningful Change Fosters Inner Strength, Part III: Organizational Coaching, 17 Organizational Coaching as an Approach, 18 What Distinguishes Organizational Coaches?, 19 Phases in Organizational Coaching, 20 The Starting Point for a Targeted Transformation, 21 Guiding the Transformation: Development Map and North Star, 22 Establishing Multi-Modality, 23 Building a Transformation Navigation, 24 Collective Insight and Organizational Learning, 25 Preparing for the Exit, Part IV: Organizational Coaching in Practice, 26 A Good Idea?How Do We Go About It? 27 Multi-modality in practice, 28 Energy over Time?Typical Phases in Transformations, 29 Formats and Interventions in Organizational Coaching, 30 Limits and Paradoxes of Organizational Coaching, 31????????????? Impact and Sustainability: What Does Research Say? 32 Quality Assurance, Epilogue 1, Leadership Choices as an Example of a Two-Loops Process, 2 Acknowledgments, 3 Podcast Directory, 4 List of Models Used

Organizational Coaching for a Complex World (Paperback, 1)

1 About this Book, Part I: Understanding Organizations, 2 Organizations as Complex System, 3 Organizations as Developing Systems, 4 Organizations as Bearers of Culture, 5 Organizations and Their Resilience, 6 Types of Change, 7 Leverages of Organizational Development, Part II: The Individual in the Organization, 8 Growth Requires Safety, 9 Transformation Begins Within, 10 From Personal Growth to Collective Efficacy, 11 Inner Images as the Key to Growth, 12 The Role of Corporate Leadership, 13? ? ? ?How Leaders Grow, 14 Social Impact as a Catalyst for Personal Maturity, 15 Organizational energy, 16 Meaningful Change Fosters Inner Strength, Part III: Organizational Coaching, 17 Organizational Coaching as an Approach, 18 What Distinguishes Organizational Coaches?, 19 Phases in Organizational Coaching, 20 The Starting Point for a Targeted Transformation, 21 Guiding the Transformation: Development Map and North Star, 22 Establishing Multi-Modality, 23 Building a Transformation Navigation, 24 Collective Insight and Organizational Learning, 25 Preparing for the Exit, Part IV: Organizational Coaching in Practice, 26 A Good Idea?How Do We Go About It? 27 Multi-modality in practice, 28 Energy over Time?Typical Phases in Transformations, 29 Formats and Interventions in Organizational Coaching, 30 Limits and Paradoxes of Organizational Coaching, 31????????????? Impact and Sustainability: What Does Research Say? 32 Quality Assurance, Epilogue 1, Leadership Choices as an Example of a Two-Loops Process, 2 Acknowledgments, 3 Podcast Directory, 4 List of Models Used

Leading in Uncertain Times (Hardcover, 1)

Preface

Author Bio

Acknowledge of AI Use

Conflict of Interest Statement??

?

Chapter One: Why Resilience Matters Now More Than Ever

?

Part 1: Resiliency of the Contemporary Environment

Chapter Two: Explaining Contemporary Times

Chapter Three: What is Professional Resiliency?

Chapter Four: Professional Resilience: Nuance and Depth

?

Part II: Resiliency for the Self

Chapter Five: Self-Resiliency in the Workplace

Chapter Six: How Identity and Lived Experiences Shape Self-Resilience

Chapter Seven: Towards a Discipline of Self-Resilience?

?

Part III: Resiliency for Teams

Chapter Eight: The Dimensions of Resilient Teams

Chapter Nine: Team Resiliency in Any Contexts

Chapter Ten: Surviving Team Setbacks, Pitfalls, Failures and Conflict

?

Part IV: Resiliency for the Organization

Chapter Eleven: Expanding Resilience to Include the Whole Organization

Chapter Twelve: Systems Thinking as a Catalyst for Organizational Resilience

Chapter Thirteen: Organizational Resilience at Every Level

Chapter Fourteen: Reflections on Professional Resilience

Leading in Uncertain Times (Paperback, 1)

Preface

Author Bio

Acknowledge of AI Use

Conflict of Interest Statement??

?

Chapter One: Why Resilience Matters Now More Than Ever

?

Part 1: Resiliency of the Contemporary Environment

Chapter Two: Explaining Contemporary Times

Chapter Three: What is Professional Resiliency?

Chapter Four: Professional Resilience: Nuance and Depth

?

Part II: Resiliency for the Self

Chapter Five: Self-Resiliency in the Workplace

Chapter Six: How Identity and Lived Experiences Shape Self-Resilience

Chapter Seven: Towards a Discipline of Self-Resilience?

?

Part III: Resiliency for Teams

Chapter Eight: The Dimensions of Resilient Teams

Chapter Nine: Team Resiliency in Any Contexts

Chapter Ten: Surviving Team Setbacks, Pitfalls, Failures and Conflict

?

Part IV: Resiliency for the Organization

Chapter Eleven: Expanding Resilience to Include the Whole Organization

Chapter Twelve: Systems Thinking as a Catalyst for Organizational Resilience

Chapter Thirteen: Organizational Resilience at Every Level

Chapter Fourteen: Reflections on Professional Resilience

Leadership (Hardcover, 1)

1.?Becoming a Leader: How Leaders Emerge? 2.?What Leaders Do? 3.?Now, With Feeling: The emotional side of leadership? 4.?Leadership Beyond the Spotlight: Followership, Relationships, and Shared Leadership? 5. Leadership in Context: Why Situation Is Not a Footnote? 6. Contingency Theory: When Leadership Depends on the Situation? 7. Leading Change: From Leader Behavior to Collective Transformation? 8.?Your Leader Development Journey

Leadership (Paperback, 1)

1.?Becoming a Leader: How Leaders Emerge? 2.?What Leaders Do? 3.?Now, With Feeling: The emotional side of leadership? 4.?Leadership Beyond the Spotlight: Followership, Relationships, and Shared Leadership? 5. Leadership in Context: Why Situation Is Not a Footnote? 6. Contingency Theory: When Leadership Depends on the Situation? 7. Leading Change: From Leader Behavior to Collective Transformation? 8.?Your Leader Development Journey

Do You See What I See? : An Alignment Practice for Coordinated Action (Hardcover)

Introduction, 1.?Seeing the Fog, 2. Clearing the Fog,?PART 1 ? Story,?3.?New Challenge (06 January), 4.?Diagnostic Report debrief with CEO (12 January), 5. Alignment Practice - cycle 1, part 1 (15 January), 6. Alignment Practice - cycle 1 continued (28 January), 7. Alignment Practice ? cycle 2 (27 April), 8. Prologue (23 December),?PART 2 - Practice,?9.?Coaching ? by John Hill, 10. Conditions ? by Craig G. Howe, 11. Cases,?PART 3 ? Research,?12.?Introduction - by Johan Siebers, 13. Theory of Team Alignment Map, 14. The Science behind the Story, Point 1 - People understand the world through mental models, Point 2 - Our brains pick up inputs and try to associate them with meaning, Point 3 - If we can't reach a logical interpretation, we make an assumption, Point 4 - We co-create meaning as a social process, Point 5 - Sense-making is more difficult when the context is unclear, Point 6 - Misunderstandings happen when meaning is misinterpreted, Point 7 - Cognitive diversity poses an opportunity and a challenge, Point 8 - Different perspectives can cause conflict, Point 9 - Poor team learning behaviours lead to mistrust, Point 10 - Poor team learning behaviours undermine alignment, Point 11 - Team learning behaviours are key to addressing misalignment, Point 12 - Team learning behaviours depend on skills, Point 13 ? Positivity in dialogue helps, Point 14 - Talking through ideas helps people clarify and refine their thoughts, Point 15 - Sensemaking is a personal process, Point 16 - Effective dialogue is further enabled by foundational dialogue skills, Point? 17 - Personality self-awareness plays a role, Point 18 - Culture influences the quality of dialogue, Point 19 - Alignment does not always mean agreement, Point 20 - Team alignment needs continuous attention

Do You See What I See? : An Alignment Practice for Coordinated Action (Paperback)

Introduction, 1.?Seeing the Fog, 2. Clearing the Fog,?PART 1 ? Story,?3.?New Challenge (06 January), 4.?Diagnostic Report debrief with CEO (12 January), 5. Alignment Practice - cycle 1, part 1 (15 January), 6. Alignment Practice - cycle 1 continued (28 January), 7. Alignment Practice ? cycle 2 (27 April), 8. Prologue (23 December),?PART 2 - Practice,?9.?Coaching ? by John Hill, 10. Conditions ? by Craig G. Howe, 11. Cases,?PART 3 ? Research,?12.?Introduction - by Johan Siebers, 13. Theory of Team Alignment Map, 14. The Science behind the Story, Point 1 - People understand the world through mental models, Point 2 - Our brains pick up inputs and try to associate them with meaning, Point 3 - If we can't reach a logical interpretation, we make an assumption, Point 4 - We co-create meaning as a social process, Point 5 - Sense-making is more difficult when the context is unclear, Point 6 - Misunderstandings happen when meaning is misinterpreted, Point 7 - Cognitive diversity poses an opportunity and a challenge, Point 8 - Different perspectives can cause conflict, Point 9 - Poor team learning behaviours lead to mistrust, Point 10 - Poor team learning behaviours undermine alignment, Point 11 - Team learning behaviours are key to addressing misalignment, Point 12 - Team learning behaviours depend on skills, Point 13 ? Positivity in dialogue helps, Point 14 - Talking through ideas helps people clarify and refine their thoughts, Point 15 - Sensemaking is a personal process, Point 16 - Effective dialogue is further enabled by foundational dialogue skills, Point? 17 - Personality self-awareness plays a role, Point 18 - Culture influences the quality of dialogue, Point 19 - Alignment does not always mean agreement, Point 20 - Team alignment needs continuous attention

Growth at Every Altitude : Leadership as Organizations Scale (Hardcover)

Preface. Why I Wrote This Book. Acknowledgements. How The Book is Structured. Who Should Read This Book. Prologue.?Chapter 1: The Ceiling Navigation Model.?Chapter 2: RUNWAY (Start-Up Phase).?Chapter 3: TAKEOFF (Early Growth Phase).?Chapter 4: FLYING (Cruising Altitude Phase).?Chapter 5: SOARING (High-Altitude Leadership Phase).?Chapter 6: PLANNED LANDING (Legacy and Transition).?Chapter 7: Lessons from Our Journey.?Epilogue: EMERGENCY LANDING

Growth at Every Altitude : Leadership as Organizations Scale (Paperback)

Preface. Why I Wrote This Book. Acknowledgements. How The Book is Structured. Who Should Read This Book. Prologue.?Chapter 1: The Ceiling Navigation Model.?Chapter 2: RUNWAY (Start-Up Phase).?Chapter 3: TAKEOFF (Early Growth Phase).?Chapter 4: FLYING (Cruising Altitude Phase).?Chapter 5: SOARING (High-Altitude Leadership Phase).?Chapter 6: PLANNED LANDING (Legacy and Transition).?Chapter 7: Lessons from Our Journey.?Epilogue: EMERGENCY LANDING

Psychosocial Risk Management for a Healthier Workplace : A Practical Implementation Guide (Paperback)

Acknowledgements. Foreword. Introduction. Chapter 1. Understanding Psychosocial Risk. 1.1 Psychosocial Hazards and Psychosocial Risks: What They Are in Simple Terms. 1.2 How Does Mental Health Harm Occur? 1.3 What Is Stress? 1.4 Why the Current Focus on Psychosocial Risk? Chapter Summary. References. Chapter 2. How to Get Your Leaders and Colleagues Excited About Psychosocial Risk. 2.1 What Executives Need. 2.2 What Middle Managers Need. 2.3 What Staff Need. Chapter Summary. References. Chapter 3. How to Secure Funding for Psychosocial Risk Initiatives. 3.1 Productivity Loss Through Absenteeism and Presenteeism. 3.2 Workforce Stability Through Turnover and Recruitment. 3.3 Claims and Regulatory Exposure. 3.4 Performance and Engagement. Chapter Summary. References. Chapter 4. Psychosocial Risk Policies and Processes. 4.1 Deciding Whether to Develop a Psychosocial Risk Policy. 4.2 Operational Processes for Psychosocial Risk Management. 4.3 Integrating Psychosocial Risk Management Across WHS and HR. 4.4 Designing Trauma-Informed Processes. Chapter Summary. References. Chapter 5. Psychosocial Safety Frameworks. 5.1 ISO 45003: The International Benchmark. 5.2 The Canadian Standard: CSA Z1003. 5.3 Safe Work Australia's Model Code of Practice. 5.4 UK Health and Safety Executive (HSE) Management Standards. Chapter Summary. References. Chapter 6. How to Manage Psychosocial Risk ? A Six-Step Model. The Six-Step Model. 6.1 Step 1: Preparing the Risk Assessment. 6.2 Step 2: Identifying Psychosocial Hazards. 6.3 Step 3: Assessing Which Hazards Are Risks. 6.4 Step 4: Identifying Appropriate Control Measures. 6.5 Step 5: Reporting Findings and Implementing Controls. 6.6 Step 6: Monitoring, Reviewing, and Improving Controls. Chapter Summary. References. Chapter 7. Common Psychosocial Risks and How to Control Them. 7.1 Job Demands. 7.2 Poor Change Management. 7.3 Poor Support from Manager. 7.4 Low Role Clarity (Including Role Conflict). 7.5 Poor Workplace Relationships and Inc...


외국도서 > 경제경영 > 세일즈
외국도서 > 경제경영 > 조직행동
외국도서 > 의학 > 공중위생학
외국도서 > 경제경영 > 산업 > 산업일반
외국도서 > 인문/사회 > 심리학 > 사회 심리학
외국도서 > 인문/사회 > 심리학 > 산업/조직 심리학
외국도서 > 인문/사회 > 심리학 > 응용 심리학

Psychosocial Risk Management for a Healthier Workplace : A Practical Implementation Guide (Hardcover)

Acknowledgements. Foreword. Introduction. Chapter 1. Understanding Psychosocial Risk. 1.1 Psychosocial Hazards and Psychosocial Risks: What They Are in Simple Terms. 1.2 How Does Mental Health Harm Occur? 1.3 What Is Stress? 1.4 Why the Current Focus on Psychosocial Risk? Chapter Summary. References. Chapter 2. How to Get Your Leaders and Colleagues Excited About Psychosocial Risk. 2.1 What Executives Need. 2.2 What Middle Managers Need. 2.3 What Staff Need. Chapter Summary. References. Chapter 3. How to Secure Funding for Psychosocial Risk Initiatives. 3.1 Productivity Loss Through Absenteeism and Presenteeism. 3.2 Workforce Stability Through Turnover and Recruitment. 3.3 Claims and Regulatory Exposure. 3.4 Performance and Engagement. Chapter Summary. References. Chapter 4. Psychosocial Risk Policies and Processes. 4.1 Deciding Whether to Develop a Psychosocial Risk Policy. 4.2 Operational Processes for Psychosocial Risk Management. 4.3 Integrating Psychosocial Risk Management Across WHS and HR. 4.4 Designing Trauma-Informed Processes. Chapter Summary. References. Chapter 5. Psychosocial Safety Frameworks. 5.1 ISO 45003: The International Benchmark. 5.2 The Canadian Standard: CSA Z1003. 5.3 Safe Work Australia's Model Code of Practice. 5.4 UK Health and Safety Executive (HSE) Management Standards. Chapter Summary. References. Chapter 6. How to Manage Psychosocial Risk ? A Six-Step Model. The Six-Step Model. 6.1 Step 1: Preparing the Risk Assessment. 6.2 Step 2: Identifying Psychosocial Hazards. 6.3 Step 3: Assessing Which Hazards Are Risks. 6.4 Step 4: Identifying Appropriate Control Measures. 6.5 Step 5: Reporting Findings and Implementing Controls. 6.6 Step 6: Monitoring, Reviewing, and Improving Controls. Chapter Summary. References. Chapter 7. Common Psychosocial Risks and How to Control Them. 7.1 Job Demands. 7.2 Poor Change Management. 7.3 Poor Support from Manager. 7.4 Low Role Clarity (Including Role Conflict). 7.5 Poor Workplace Relationships and Inc...


외국도서 > 경제경영 > 세일즈
외국도서 > 경제경영 > 조직행동
외국도서 > 의학 > 공중위생학
외국도서 > 경제경영 > 산업 > 산업일반
외국도서 > 인문/사회 > 심리학 > 사회 심리학
외국도서 > 인문/사회 > 심리학 > 산업/조직 심리학
외국도서 > 인문/사회 > 심리학 > 응용 심리학

Action Learning : Facilitation and Coaching (Paperback)

Introduction: The facilitator/coach in action learning?1. Mindsets of experienced action learning coaches and their impact on the practice of coaching action learning groups?2. The pedagogy of action learning facilitation ? a critique of the role of the facilitator in an organisational leadership programme?3. Humanistic person-centred set facilitation?4. Facilitating action learning & virtual action learning for leadership development: experiences and insights from a UK Masters programme?5. What a difference a coach makes!?6. Successful scaling of action learning principles through self-facilitated peer coaching groups?7. Action learning: from strict sessions to other applications?8. Developing skills of action learning facilitators?9. Illuminating the unseen: an action learning coach’s journey?10. Developing a learning mindset with action learning?11. Action learning within the Dutch public sector: tools for facilitators

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Human Service Organizations in Times of the COVID-19 (Paperback, 1)

Introduction: Human Service Organizations, Disruptive Extreme Events, and Organizational Resilience?1. A Test for the Welfare-Partnership: Austria’s Nonprofit Human Service Organizations in Times of Covid-19?2. The Role of Smaller Nonprofit Human Service Organizations During the COVID-19 Pandemic: Evidence from England and Wales?3. Human Service Organizations’ Participation in the Paycheck Protection Program: A Cross-Sector Comparison?4. From “Crisis” to “Opportunity”: Israeli Social Service Nonprofits’ Responses to COVID-19?5. Programming Change Among Nonprofit Human Service Organizations During the COVID-19 Pandemic?6. The Three P’s in Nonprofit Human Service Mergers: Strategic Response to Coping with a Crisis?7. The Role of First-Line Managers in a Pandemic in Reducing the Spread of Infections and Promoting the Health and Well-Being of Rohingya Refugees?8. The Implications of the COVID-19 Pandemic on Recruitment and Retention of Volunteers and Donors in the U.S.?9. How Digital Platforms Promote Roles of Nonprofit Human Service Organizations During the COVID-19 in China?10. Staying Connected While Staying Distant: Social Media Engagement of Food Banks in Texas in the Wake of the COVID-19 Pandemic?11. The Persistence of the Homeless Shelter as an Institutional Form: NYC’s Response to Homelessness and COVID Through an Organizational Lens

Employees and Internal Social Media : The Voice of Coworkers in an Organization (Paperback)

Introduction  1. A multivocal communication arena  2. The organisational context  3. Multivocal communication and its value for organisations  4. Internal social media as organisational listening  5. The role of the internal social media coordinator  6. User types and communication roles on internal social media  7. Employees as strategic and reflective communicators  8. Critical conversations on internal social media  9. Communicative leadership and coworkership on internal social media

The Ideology of Managerialism : Fragments of a Future Theory (Paperback)

Introduction??1. Ideology, Profits, and Shareholder Value??2. Ideology, Business, and Hegemony??3. Ideology, Expansion, and Growth??4. Ideology, Neoliberalism, and Free Market Competition??5. Ideology, Morality, and Business Ethics??6. Ideology, Democracy, and the Chain of Command??7. Ideology, Quantification, and the Imperative of Numbers??8. Ideology, Humanisation, and Dehumanisation??9. Ideology, Workers, and Exploitation??10. Ideology, Short-Termism, and Long-Term Planning??11. Ideology, The Environment, and Global Warming??12. Ideology, Individualism, and Homogenisation??Conclusion

Organizational Intelligence for Change Adaptability : The Knowledge, Learning, and Collaboration Cultures Approach (Paperback)

Introduction   Part I: Organizational Intelligence activation through the KLC approach - scientific evidence     1. Company culture matters ? study background      2. From Company culture to organizational intelligence - conceptual framework   3. Methodology - study method   4. Empirical evidence ? study results   5. Meaning of the given findings - discussion   6. What else do we need to know? ? emerging questions raised from limitations and implications   Part II: Organizational Intelligence activation through the KLC approach implementation ? manual   7. Motivation matters ? organizational change drivers impact the KLC approach implementation methods   8. Adhocracy culture   9. Market culture   10. Clan culture   11. Hierarchy culture   Part III: Organizational intelligence: collective human versus artificial?   12. What culture, such algorithms - algorithmic management and company culture type   13. What culture, such virtual workspace standards   14. Agile mindset leader’s era - new leadership quality to support organizational intelligence in AI-supported workplaces    What Have We Learnt from This Book ? closing conclusions   Appendixes   Appendix 1: Bibliometric analysis   Appendix 2:  SPSS PROCESS output Appendix 2b: The double bias of mistakes (DBM) test per culture type Appendix 3: Company culture assessment tools

Human Resource Management and Artificial Intelligence : Automating and Optimizing Processes (Paperback)

Chapter 1: Introduction?Vidhi Agrawal? ?Chapter 2: AI-powered Talent Acquisition and Recruitment?Parul Saxena, Vidhi Agrawal and Indira P. Pradhan? ?Chapter 3: Enhancing Employee Engagement through AI?Renu Gupta & Shivani Raheja? ?Chapter 4: AI-driven Performance Management and Appraisal?Vidhi Agrawal, TR Pandey ,Vasu Agrawal and Sanjay Sharma? ?Chapter 5: AI in Training and Development: Upskilling the Workforce?Sarjue Pandita, Gitanjali Sharma, Nidhi Sharma, Nikhil Sharma? ?Chapter 6: The Role of AI in Diversity and Inclusion Initiatives?Shivani Raheja and? Renu Gupta? ?Chapter 7: Ethical and Legal Considerations in AI-based HRM?Renu Gupta, Hersheen kaur and Shivani Raheja? ??Chapter 8: Implementing AI Solutions in HR: Challenges and Best Practices?Ihtiram Raza Khan and Mehtab Alam

The Five Pillars of Leadership During Transition (Hardcover, 1)

Preface by Susan Goldsworthy

Preface by Yvonne Burger

?

Prologue

Where Leadership Begins

My Own Journey and the Pillars

Leadership Is an Invitation to Embark on a Journey

Bonding: The Power of Genuine Connection

Risk: Dare to Grow

Conflict: The Invitation of Difference

Change: Lasting Effect Requires Transition

Calling: Knowing Who You Are and What You Stand For

I'm Going on a Trip and I'm Bringing...

The First Pillar: Bonding

Bonding Starts with Connectedness

Self-image

Person Effect

Leadership and Parenting

Dialogue as an Empathetic Encounter

Dialogue and Safety

Embodied Dialogue

Listening and Suspending Judgment

Paraphrase

Listening and Asking Questions

Listening and Silence

Intimacy and Closeness

Recognition and Appreciation

Key Insights to Take Away

Three Questions for Leaders

The Second Pillar: Risk

Boundary Experiences

Secure Bases

Mind's Eye and Learning

Mindset

Place and Position

Inspiration

Sources of Inspiration

Hope and Disappointment

Power and Authority

Ethical Aspects of Power

Vulnerability and Postponing Risks

Important Insights for the Journey

Three Questions for Leaders

The Third Pillar: Conflict

The Fish on the Table

Boundary Encounters

The Origin of Our Discomfort

Excellence and Psychological Safety

The Window of Excellence

Psychological Safety

Misunderstandings About Psychological Safety

The Paradox of Safety

Conflict and Fighting

Being the Hero?

Conflict and Energy

Conflict as a Mirror

Making Conflict Productive

Forgiveness

(Self) Forgiveness

Back to Conflict

Important Insights for t...


외국도서 > 경제경영 > 관리
외국도서 > 경제경영 > 인력관리
외국도서 > 경제경영 > 조직행동
외국도서 > 인문/사회 > 심리학 > 사회 심리학
외국도서 > 인문/사회 > 심리학 > 산업/조직 심리학

The Five Pillars of Leadership During Transition (Paperback, 1)

Preface by Susan Goldsworthy

Preface by Yvonne Burger

?

Prologue

Where Leadership Begins

My Own Journey and the Pillars

Leadership Is an Invitation to Embark on a Journey

Bonding: The Power of Genuine Connection

Risk: Dare to Grow

Conflict: The Invitation of Difference

Change: Lasting Effect Requires Transition

Calling: Knowing Who You Are and What You Stand For

I'm Going on a Trip and I'm Bringing...

The First Pillar: Bonding

Bonding Starts with Connectedness

Self-image

Person Effect

Leadership and Parenting

Dialogue as an Empathetic Encounter

Dialogue and Safety

Embodied Dialogue

Listening and Suspending Judgment

Paraphrase

Listening and Asking Questions

Listening and Silence

Intimacy and Closeness

Recognition and Appreciation

Key Insights to Take Away

Three Questions for Leaders

The Second Pillar: Risk

Boundary Experiences

Secure Bases

Mind's Eye and Learning

Mindset

Place and Position

Inspiration

Sources of Inspiration

Hope and Disappointment

Power and Authority

Ethical Aspects of Power

Vulnerability and Postponing Risks

Important Insights for the Journey

Three Questions for Leaders

The Third Pillar: Conflict

The Fish on the Table

Boundary Encounters

The Origin of Our Discomfort

Excellence and Psychological Safety

The Window of Excellence

Psychological Safety

Misunderstandings About Psychological Safety

The Paradox of Safety

Conflict and Fighting

Being the Hero?

Conflict and Energy

Conflict as a Mirror

Making Conflict Productive

Forgiveness

(Self) Forgiveness

Back to Conflict

Important Insights for t...


외국도서 > 경제경영 > 관리
외국도서 > 경제경영 > 인력관리
외국도서 > 경제경영 > 조직행동
외국도서 > 인문/사회 > 심리학 > 사회 심리학
외국도서 > 인문/사회 > 심리학 > 산업/조직 심리학

Adaptive Crisis Strategy : Thriving Under Pressure (Hardcover)

Chapter 1 Commencement . Chapter 2 Contingency. Chapter 3 Clarity. Chapter 4 Coordination. Chapter 5 Compassion. Chapter 6 Confrontation. Chapter 7 Control. Chapter 8 Continuation. Chapter 9 Conclusion.