Book Description
Dramatic trends are already in motion that will force organizations to do some major rethinking about their relationships with their employees. The New Workforce outlines five of these crucial developments, and describes how they will affect critical HR policies and programs in the very near future. The book considers the implications of ever-increasing life (and work-life) expectancy, new household types including same-sex partners and "Mr. Moms," the Baby Boom "Echo," widening diversity, and employee demands for greater emphasis on spirituality and social responsibility in the workplace. The New Workforce addresses such concerns as: How can we deal with the conflicting needs of four generations of employees? What changes must we make in our benefits coverage? Our pay policies? Our management training efforts? Do we need new recruiting and retention strategies? Why should the company care about employees' personal values and beliefs?
Customer Reviews:
Not bad - the political feminism is a bit much.......2006-03-21
It was going so well until she had to add her input on how the government should legislate a 2 woman minimum on corporate boards. I'm a true capitalist so to hear someone propose government intervention in todays business climate is quite a turnoff.
The Paradigmatics of the Multi-Generational Workforce.......2005-06-13
As the subtitle correctly indicates, Hankin focuses her reader's attention on "five sweeping trends that will shape your future." She devotes a separate chapter to each (Chapters 1-5). I especially appreciate the "virtual timeline" she includes in Chapter 3 (pages 48-49) which lists several generations and indicates the key influences on each:
The Silent Generation (born 1922-1945): The Great Depression and the New Deal; World War II; the Holocaust; Hiroshima; radio and films.
The Baby Boomers (born 1946-1964): Vietnam War; assassinations of JFK, Martin Luther King, Jr. and Robert Kennedy; placing a man on the Moon; Watergate; impact of the Cold War (e.g. bomb shelters); television; women's liberation; sexual revolution; environmental concerns (e.g. Green Party, Exxon Valdez).
Generation X (born 1965-1076): Demolition of the Berlin Wall; Challenger disaster; Clinton sex scandals; skyrocketing growth of the stock market and an abundant economy in the 1980s and 1990s; 24-hour, live news coverage; the dot-com economy; high-tech start-ups.
Baby Boom Echo (born 1977-2000): Oklahoma City bombing; Columbine High School massacre; Y2K; Internet, WWW, and e-business; September 11, 2001, terrorists attacks; corporate scandals (e.g. Enron); video games; instant messaging.
Then, in Part II, Hankin examines the impact of the five major emerging workforce trends on human resources. Specifically, the impact on HR policies and procedures, recruiting, compensation and benefits, and learning and training. Her proposed "Formula for the Future" stresses flexibility, respect, and "tons of communication." In an Appendix, Hankin provides a survey which will help decision-makers in all organizations (regardless of size or nature) to prepare themselves for "the new workforce." Hankin offers a brilliant analysis of how and why each generation has been influenced by its predecessors as well as by events within its own portion of the "virtual timeframe."
Of even greater interest and value to me is her analysis of the differences -- in terms of values, priorities, and preferences -- between and among members of various generations, differences which create both different challenges and different opportunities for them as well as for those who supervise them. Perhaps Hankin agrees with me that one cannot motivate another person but one can activate and nourish, perhaps even inspire self-motivation in others, as history's greatest leaders have. Obviously, mutual respect and trust must be earned. Also, everyone involved in a given enterprise should be flexible as well as united, especially when responding to a crisis. The healthiest human communities are those which have certain non-negotiable values. Everyone involved understands what conconstitutes inappropriate behavior, for example, and there is zero-tolerance of it. Hankin is dead-on when asserting that it is imperative to have an understanding of the generational differences between and among those who comprise "the new workforce."
Those who share my high regard for this volume are urged to check out Leigh Branham's The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late, Lois J. Zachary's Creating a Mentoring Culture: The Organization's Guide, Gary Harpst's Six Disciplines for Excellence, Bill Jensen's What is Your Life's Work?: Answer the BIG Question About What Really Matters...and Reawaken the Passion for What You Do, and Lynda Gratton's The Democratic Enterprise: Liberating Your Business with Freedom, Flexibility and Commitment.
Thought-provoking, Educational: Well worth your time........2005-02-03
Human resources executives are naturally concerned about what's coming. Part of their job is to prepare for future workforce and workplace needs and advise senior leaders regarding appropriate strategies. Those senior executives are also beginning to wake up and smell the trends. The smart ones are hungry for the insights that will empower them to lead their organizations boldly into the future.
Harriet Hankin, president of a benefits design consulting and administration firm in the Philadelphia area, brings corporate experience, an ownership role, and the perspective that comes from serving as an objective consultant to corporations. She's obviously done her research in order to present key trends and their impacts.
The book is organized into two sections: The Five Major Emerging Workforce Trends and The Impact of the Trends on Human Resources. Hankin selected five trends; as a futurist by profession, I see a number of others on the horizon. Selecting the more influential trends can always be challenged. This book addresses Longevity, More Varied Household Types, Generations, Diversity, and Trust, Respect, and Ethics.
The book is written in an almost conversational style, with stories and anecdotes that flavor the text and make the book even more readable. Hankin includes some information which, while it may not be right on target from a serious business perspective, broadens the reader's appreciation of the issues raised. The depth of the author's research comes out in the notes at the end of each chapter. Readers interested in gaining even more knowledge about a topic Hankin discusses will easily be able to follow her research path. Call-out boxes and charts fit well into the book design, enhancing the value for the reader.
In the second section, Hankin shares a treasure chest of ideas that employers may apply. There are enough ideas in these pages to keep a human resources staff busy for quite a while! Among the valuable features I appreciated is a list (on page 181) comparing the kinds of reward priorities that will be preferred by various generations.
A helpful appendix offers an outline for engaging employees in a future think tank experience to help prepare tomorrow's workforce. A comprehensive index makes it easy to find what you're looking for if, as I expect, you'll want to go back to this book for repeated readings and considerations.
As a qualifier, I am author of "Impending Crisis: Too Many Jobs, Too Few People," a book on the coming shortage of skilled workers. The issues we concentrate on as workforce futurists, are well-addressed in "The New Workforce." If you're in management or human resources-or moving in that direction in your career, read this book.
An Easy-Read Must-Read.......2005-01-21
This book was great. Especially for a business book, it moved quickly and was packed with important and insightful stuff. I liked the readable style and personal experiences that the author shared.
The book also went beyond sharing the facts and provided lots of ideas for dealing with what the future workforce will demand.
A Must Read.......2004-12-07
This is a fantastic look into the future of the workforce and is a must read for anyone who owns a business or works in human resources or personnel departments. In fact, this is also worth reading by anyone who works in a mid-size to large company, since all companies will soon be forced to deal with the trends that the author identifies in this book and the information will undoubtedly be helpful to any employee. The book is a pleasure to read with both personal and professional anecdotes interspersed with the author's prescient thoughts on a subject in which she is an expert. Thoroughly enjoyable.
Average customer rating:
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Trends in Organizational Behavior (Trends in Organisational Behaviour)
Cary L. Cooper , and
Denise M. Rousseau
Manufacturer: John Wiley & Sons Ltd (Import)
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- Very useful and well researched book on Management in India
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Management in India: Trends and Transition (Response Books)
Manufacturer: SAGE Publications
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Binding: Hardcover
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India - Culture Smart!: a quick guide to customs and etiquette (Culture Smart!)
ASIN: 0761933638 |
Product Description
This volume discusses the emerging changes in Indian management culture both at the macro and micro levels and their impact on domestic and multinational businesses based in India. While the Indian business scenario is changing rapidly, the attitude, orientation and practice of management has been slow to adapt. Indian managers have found it difficult to change policies both at the enterprise and the employee level to match an increasingly global and international environment. This book discusses key issues such as: Indian management culture and emerging challenges; leadership styles and leadership issues that face Indian corporations; ethics and values and their impact on leadership and management culture; the issues confronting global corporations working in India; tackling human resources issues in the Indian context; and the emergence of the new global Indian manager.
Customer Reviews:
Very useful and well researched book on Management in India.......2006-08-28
This book is remarkable as the contributors and editors are spread over many countries. In eight sections, this book tackles issues such as: the influence of national culture on organizations and how societal value orientations impact on the workplace, leadership styles in Indian organizations, the impact of ethics and values on day to day management, the specific issues that global corporations working in India face, human resource issues with a special focus on gender, how to manage strategic alliances in India and lastly how the global manager succeeds or fails in India.
This is not a easy to read "How-to-do-list" book for the impatient 5-minute manager. In fact, there is no mention in this book about personal behavioural aspects of a foreigner attempting to avoid cultural faux-pas and learning about cultural do's and dont's.Such information might be very valuable to the foreign global manager dealing with India. This is one of the shortcomings of the book.I found section four:Managing Human Resources and Industrial Relations to be a good theoretical overview but there wasn't very much a HR practitioner would need.
Students and serious managers will find the academic style and approach balanced with frequent comparisons to other countries and cultures and other models.There is an entire chapter about the "Application of American Management Theories and Practices to the Indian Business Environment:Understanding the Impact of National Culture" with suggestions for further research. This book is a demanding read, but bountiful to the patient and methodical reader. Having firm-specific case studies would have illustrated some points and given more to a HR practitioner.
Book Description
Geostatistics is essential for modern environmental scientists. Weather and climate vary from place to place, soil varies at every scale at which it is examined, and even man-made attributes - such as the distribution of pollution - vary. The techniques used in geostatistics are ideally suited to the needs of environmental scientists, who use them to make the best of sparse data for prediction, and to plan future surveys when resources are limited.
* Concise but comprehensive introduction to the latest statistical techniques
* Strong emphasis on practical applications throughout
* Illustrated with worked examples from soil surveys
* Coverage of more advanced topics, such as multivariate analysis
* Contains a step-by-step summary of the procedure needed to analyse survey data
Sampling, data screening, spatial covariances, the variogram and its modelling, and spatial prediction by kriging are described in rich detail. At each stage the underlying theory is fully explained, and the rationale behind the choices given, allowing the reader to appreciate the assumptions and constraints involved.
Environmental scentists will find this text an invaluable guide to geostatistics, and the lucid style will suit the needs of advanced undergraduates and graduate students of spatial variation and environmental science.
Book Description
The purpose of this book is to address one of the most rapidly growing and important areas in the field of organization development. Despite its importance, relatively little is known about international and global organization development. This book is designed to summarize and apply the existing knowledge in international and global organization development in such a fashion as to provide insight, knowledge, and application in a way that is most helpful to the organization development professional who is interested in, or working in, the field. The book incorporates models of cultural differences, which are identified and expanded in terms of the implications for the practice of organization development. (1) It explores cultural values in terms of differences in resistance to change, the nature of leadership roles, organizational structure and the application of such organization development techniques as team building, survey feedback, job redesign, and large group methods. (2) It explore successes in both developed and developing countries. (3) It provides a list of competencies both for basic knowledge and skills and their extension to international work. It explores the match between organization development interventions and national cultural values. (4) It explores the role of economic development and legal and political structures for global organization development practitioners. It deals with the issue of culture specific versus universal organization development techniques. (5) It incorporates stories from pioneers in the field as well as more recent members of the organization development community. (6) It uses illustrations from award-winning international projects. (7) It draws on a substantial amount of work undertaken by the authors including over one hundred interviews with leading organization development professionals, surveys of organization development professionals, articles and books on international/global organization development and the authors' own international research including an awardwinning international case.
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Organizational Communication: Perspectives and Trends
Michael J. Papa ,
Tom D. Daniels , and
Barry K. Spiker
Manufacturer: Sage Publications, Inc
ProductGroup: Book
Binding: Hardcover
Communications
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ASIN: 1412916844 |
Book Description
Communication in organizations has changed drastically since the release of the first edition of this bestselling textbook. This fully revised and updated edition delves into state-of-the-art studies, providing fresh insights into the challenges that organizations face today. Yet this foundational resource remains a cornerstone in the examination of classic research and theory in organization communication.
Beginning with an extended analysis – from an organizational communication vantage point – of the Hurricane Katrina disaster, this groundbreaking edition weaves recent and memorable case materials with up-to-date research and theory, creating a meaningful and comprehensive view of organizational communication.
The authors take the unique path of describing and evaluating communication in organizations by focusing on three major perspectives for understanding organizations: traditional, interpretive, and critical. Because these perspectives differ in the ways that they study communication and in the assumptions that they make about the nature of organizations, the authors are able to offer diverse insights into communication in organizations. These three perspectives are used to examine communication functions and structure, organizational culture, information technology; cultural control, diversity, and change; new forms of organizing such as lattices and heterarchies, group relations, leader-member relations, power, conflict, and strategic communication; and new millennium thinking about organizations.
Packed with current case studies and commentary,
Organizational Communication features an impressive range of contemporary global institutions such as General Motors, Triyo Industries of Japan, Enron, Wal-Mart, Ben & Jerry’s, The Carter Center’s Peace Programs, Canada’s public health programs, social change programs in rural India, and more.
Important new topics in this edition include
- New Communication Structures
- Cultural Diversity and Empowerment
- Implications of Information Technology
- Affirmative Action and Supreme Court Cases
- Transformational Leadership
- New Millennium Trends
Instructor’s Resource CD Available
An easy-to-follow instructor’s manual on CD is available for qualified textbook adopters. This valuable instrument includes PowerPoint presentations, keyword definitions, discussion and exam questions, suggested activities, sample syllabi, recommended assignments, hyperlinks to complementary Internet video, and more.
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Trends in Organizational Behavior, Volume 7, Time in Organizational Behavior
Manufacturer: John Wiley & Sons
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ASIN: 0471496510 |
Book Description
The "Trends in Organisational Behaviour" series compliments the standard texts of OB and the more comprehensive, historical review volumes, by offering concise, critical and stimulating accounts of the main issues and developments in topics of current and ongoing importance in OB.
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Trends in Organizational Behavior, Volume 8, Employee Versus Owner Issues in Organizations
Manufacturer: Wiley
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Binding: Paperback
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ASIN: 0471498548 |
Book Description
How to keep up to date with the current developments and issues in the study and practice of organizational behavior? That is the challenge for students, academics and practitioners.
This series complements the standard tests of OB and the more comprehensive, historical review volumes, by offering concise, critical and stimulating accounts of the main issues and developments in topics of current and ongoing importance in OB.
Whether employees should be stakeholders in their businesses and the relationship between employees and owners in general is a fast-growing topic and owners in general is a fast-growing topic and is explored in this volume of Trends by distinguished academics who are at the forefront of this important field.
Topics discussed in this volume:
- Employee equity
- Share ownership for workers
- Ownership and the changing employment relationship
- Psychological consequences of firm ownership
- Employee loyalty
- Achieving ownership of performance
- Open book management
- Employee stock transfers in SMEs
For a quick, insightful and authoritative window on the latest in OB, scholars and professionals will continue to turn to the Wiley Series of Trends in Organizational Behaviour.
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Women in Management: Trends, Issues, and Challenges in Managerial Diversity (Women and Work: A Research and Policy Series)
Manufacturer: Sage Publications, Inc
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Binding: Hardcover
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ASIN: 0803945914 |
Book Description
"Presents a comprehensive survey of current research on women in management in the United States, and demonstrates the multiplicity of theoretical approaches being adopted in the study of women managers." --Work, Employment & Society "This book makes a substantial contribution to both academic and practitioner audiences. Its 11 chapters and accompanying commentaries present a compendium of strong scholarly works that apply critical analysis to diverse aspects of women in management. . . . Women in Management ambitiously addresses a wide range of subject matter and represents an advance in management as it links together many related but distinct gender issues. . . . One of the contributions of this work is its conceptual clarity and ability to help us organize our thoughts with regard to this complex and many-faceted subject. . . . The relevance of the topics explored are unquestionable. . . . The research is thorough and the emphasis on theory extensive. And, finally, clear direction is given for future work that would build on what is known today. The book provides multiple perspectives from a number of disciplines that further support and refine what is known in this field. . . . It provides a compelling and highly essential synthesis of many of the very real problems and concerns facing our clients and their organizations today." --OD Practitioner "This book provides readers with considerable material; there is so much research presented in it that, at first, it is tough to absorb. And yet, absorb is exactly what one must do to begin to grasp its serious implications. . . . This book presents a varied and comprehensive study of women in management. Its cross-cultural, interdisciplinary approach is refreshing and powerful. I highly recommend this book to academicians, scholars, and practitioners. Regardless of which audience finds this book, each individual will come away with his or her own impressions of the future status of managerial women. Whether those impressions suggest a favorable or disfavorable future for women in management, they will be strong; I cannot imagine anyone who would be left unmoved. Apathy is an impossible response to reading this book." --Academy of Management Executive "This volume contributes to the ongoing analysis of the interface between women's career aspirations and societal and organizational norms, assumptions and values." --Choice "Presents a lively, timely, and wide-ranging discussion of recent debates and conundrums about women in management. Includes historical and cross-national information as well as up-to-date reviews of legal, psychological, and socio-economic issues." --Myra H. Strober, Labor Economist, Stanford University "A useful and thorough compendium of research results and theorizing about women managers. Takes a multi-disciplinary and cross-cultural approach, and deals with the psychological, social, ideological, and legal ramifications of the issues facing women in management." --Lotte Bailyn, Sloan School of Management, Massachusetts Institute of Technology "One of the most dramatic and significant labor market developments in recent years has been the entry of large numbers of women into managerial positions. Yet women remain clustered in entry and, to a lesser extent, middle management positions and constitute just a small minority of those at the upper ranks. This book brings together the work of leading scholars from a variety of disciplines to examine these and other issues relating to women in management. The contributors present a comprehensive summary and a valuable critique of the current state of our knowledge and highlight important directions for future research. This is an important book and should find a wide readership among both scholars and practitioners." --Francine D. Blau, University of Illinois at Urbana-Champaign "World Families. . . . is the first collection of qualitative studies to analyze the relationship between television and family life across Western and non-Western cultures. --Canadian Journal of Communication While women's numbers in the management profession are on the rise, women are still largely clustered in lower, and to a lesser extent middle-level management positions. They have yet to make their mark in significant numbers in upper management levels, currently representing only 5% of senior executives. Much attention has been given to women's struggle to crack through the proverbial "glass ceiling" and assume positions in the upper echelons of organizations. Yet, few significant inroads have been made. Women in Management traces women managers' experiences using a wide-ranging, interdisciplinary analysis. A group of top scholars and researchers begins by examining historical and global perspectives; continues with individual and organizational issues such as ethnicity, health, and personal and family lifestyles; and concludes by exploring future trends in the issues of job discrimination, legal realities and remedies, and the restructuring of organizations from a feminist perspective. Each section concludes with a commentary from a leading authority who assesses and brings additional insight to that section. By presenting--and offering possible solutions to--the continuing challenges with which women managers must deal, this up-to-date volume will be welcomed by researchers and scholars in women's and gender studies and management, as well as professionals and policymakers.
Book Description
This digital document is an article from Physician Executive, published by Thomson Gale on May 1, 2006. The length of the article is 1263 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.
Citation Details
Title: Creating organizational support for change.(Managing Change)(Column)
Author: Edward J. O'Connor
Publication:
Physician Executive (Magazine/Journal)
Date: May 1, 2006
Publisher: Thomson Gale
Volume: 32
Issue: 3
Page: 76(3)
Article Type: Column
Distributed by Thomson Gale
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