Kategoria BISAC: Business & Economics >> Organizational Development

Pontefract combines years of experience and research on employee engagement to create a work about the three crucial areas of purpose: individual, workplace role, and organizational. When one area is lacking, this three-legged barstool starts to wobble, and the results range from disengagement to bankruptcy.

A business leader that is committed to purpose will create purpose for his/her employees. An employee that feels his/her sense of purpose on the job will be an invaluable asset to productivity and success. An organization centered on purpose will benefit every stakeholder, from...

People with high emotional intelligence don't just make the workplace more pleasant and collaborative. EQ directly impacts business results as well.

Knowing how to manage emotions, empathize with different perspectives, forge genuine relationships, and lead and inspire others are skills proven to boost the bottom line. The link is so strong that even former skeptics see EQ as a powerful way to achieve performance measures.

Now trainers can jumpstart the emotional intelligence of everyone in the organization. From the executive who hates to leave her office . . . to the...

In response to changes in internal needs, external organizational environments, and the expectations of shareholders - most notably, citizens and politicians - innovation is now an important common-place aspect of governance and the running of public service organizations. Given the ongoing financial and economic crisis, which presents a significant challenge to public service organizations (PSOs), there is a growing need to establish innovative strategies in order to survive the crisis, and provide the basis for future sustainable growth.

This book contributes towards the...

Rewire: A Radical Approach to Tackling Diversity and Difference takes a fresh look at the issue of equality, diversity and inclusion at work. It critiques the current thinking and practices that are responsible for slow progress in this area, while providing readers with a new, holistic and tactical perspective that leverages what we know about influencing and changing people's mind-sets.

The issue of difference sits at the core of many of the world's crises. Large corporations are a microcosm of the globalized world we inhabit, and hold significant power in shaping...

Change in organizations can arise spontaneously, or it can begin in response to a planned process of change. Even planned change is not as predictable as one might like it to be; it is often partial or incomplete, or the results of change may not be what one hoped. The aspects of an organization that resist change can be vital to an organization's success, helping to keep it firm, stable, and robust.

Why Organizational Change Fails aims to make change managers and OD consultants sensitive to signals of the robust part of an organization, helping them to see...

The aim of the Managing Networks of Creativity is to improve our understanding of creativity and the management of creativity, as discussed in the fields of management (including strategic management, organization science, organizational behaviour, and entrepreneurship), economics, sociology, regional studies, and political science.

While research on creativity has made several important contributions to the theoretical literature, little attention has been paid to the development and testing of formal theoretical models, especially in those cases where creativity...

What makes organizations successful? Today, most successful companies are learning organizations. Building an Innovative Learning Organization shows you how to join their ranks and bring your organization up to the head of the class. This book is a practical, actionable guide on how to boost performance, successfully manage change, and innovate more quickly. Learning organizations are composed of engaged, motivated employees who continually seek improvement, which leads to organizational agility...

The Human Factor to Profitability: Building a People-Centered Culture for Long-Term Success explores the unique factors of organizational culture and climate that highlight the role and value of employees in any organization. People spend most of their time at work, and being an active participant in the culture and climate of their organization impacts the bottom line.

Organizations that promote such values as openness, trust, initiative, teamwork, collaboration, creativity, and empowerment obtain better results. Having employees who are engaged, motivated, and happy at work...