Suchergebnisse

"Revised and updated, the second edition of Leadership Coaching draws on the top coaching practitioners' thinking and writing to present an in-depth understanding of the tools, techniques, and frameworks that can be used to enhance the coach/coachee relationship. The editor, Jonathan Passmore, has included four brand-new chapters on conversational leadership, team leadership, complexity-based leadership, and strengths-based leadership. Additionally, all the previously existing chapters have been updated in their content, case studies/examples, and references. Each chapter will include an introduction, brief overview, evidence, application, case study, and conclusion, to make this an essential guide for coaches. "--

Neo-Gramscians have made invaluable contributions to expanding traditional IR/IPE theory. Nevertheless, as the following article indicates, the ontological, epistemological, and methodological positions they adopt results in a rather one-sided interpretation of Antonio Gramsci and a partial, at times erroneous, account of the nature of the current global system. In highlighting these oversights, the neo neo-Gramscian approach presented here – rooted in a critical realist philosophy of science, specifically 'emergentist materialism', and involving a more complete reading of Gramsci – seeks to lay the basis for the elaboration of a more convincing theoretical and conceptual framework to analyse the changing dynamics of contemporary world order, without which the Coxian critical theory dream of engendering social emancipation cannot be fully realised.

"Welcome to this sixth book in the Wiley Blackwell Industrial and Organisational Psychology series. This title in the series focus is on teams and collaborative processes at work and builds on the previous five titles in the series on leadership and change, coaching and mentoring, training and development, health and safety and positive psychology. Collaboration has for centuries been a key feature of success for any enterprise. Since the industrial revolution and rise of large-scale manufacturing of the nineteenth century, through to the development of global corporations of the twenty first century, team working and collaboration both within and across the organisation boundary is essential. Teams are the only way NASA, Google or IKEA can operate to deliver their products, services or mission. Understanding how to recruit, develop and manage teams is what this book is all about. This title is however just one of eight books in this Series totally over 200 chapters and 2 million words on Industrial and Organisational Psychology, and we believe this is the largest single contribution to the field. We believe this series differs in four ways from other titles in the field"--

Self-awareness is often seen as a critical component in leadership and career success, and has therefore become a feature in MBAs, leadership development, and management education. It has become a popular "buzzword" in management literature, yet when reviewing this literature, there appears to be no consistent definition of the construct. This article reports a systematic literature review, covering how the construct of self-awareness is defined and how it differs from self-consciousness and self-knowledge within the context of management education. After screening, 31 articles were included in the review, analysis of which identified there is an overlap with how self-awareness, self-consciousness, and self-knowledge are defined. Other themes from our analysis include the identification of the components of self-awareness, how to be self-aware, and the purpose of self-awareness. The contribution of our article is the provision of clarity on the construct of self-awareness and a working definition, which can be used in the fields of leadership and management development by practitioners in education and organizations, and for future research within the context of adult development and the workplace.

Intro -- Copyright Page -- Contents -- Notes on Editors -- Notes on Contributors -- Foreword -- Series Preface -- Railway Children -- Section 1 Recruitment -- Section 1 The Psychology of Employee Recruitment, Selection and Retention -- Introduction -- Section 1: Recruitment -- Section 2: Selection -- Section 3: Retention -- Conclusion -- References -- Section 1 The Contribution of Job Analysis to Recruitment -- Introduction -- The Job Analysis Process -- Whom to Target for Recruitment -- What to Convey in a Recruitment Message -- How to Design a Recruitment Website -- Future Research -- Conclusion -- References -- Section 1 Global Recruiting -- Introduction -- Global Recruiting -- Internal Recruiting -- External Recruiting -- Sourcing Talent -- External Recruiting Strategies and Methods -- Globally Relocating Jobs -- Future Research -- Conclusion -- References -- Section 1 Applicant Reactions to Hiring Procedures -- Introduction -- Theoretical Models -- Effects of Different Selection Procedure Characteristics on Reactions -- Effects of Applicant Reactions on Individual and Organizational Outcomes -- Future Research -- Conclusion -- References -- Section 1 Applicant Attraction to Organizations and Job Choice -- Introduction -- Attraction‐Selection‐Attrition Theory -- The Measurement of Attraction -- The Selection Process -- The Public versus the Private Sector -- Individual Differences -- The Five‐Factor Model -- Future Research -- Conclusion -- References -- Section 1 Ethics in Recruitment and Selection -- Introduction -- The Emergence of Ethics in Organizational Psychology -- Values as a Criterion for Recruitment and Selection -- Ethics in the Relationship with Applicants -- Ethics in Executive Search and Headhunting -- Ethics in Social Network Recruitment and Selection -- Future Research -- Conclusion -- References -- Section 2 Selection.

A review of the research literature on participation and organizational commitment during change is conducted. It is argued that the research field as a whole is moving from a rather utopian to a more realistic stance.