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Over the last half century, college textbooks on management have taught the importance of valuing the human assets of a business, and they have also focused on how to effectively and appropriately manage those assets. And yet, we look around and rarely see it practiced. In Activate Human Capital, author Richard N. Morrison outlines the eight People-Focused Principles of Management, and he explains them in terms of the values that motivate people to want to do the work given to them. And even more, he shows how these values will actually get employees to initiate their work because they will see how it contributes to the overall purpose of the business. Each principle—such as giving people a purpose, communicating widely, accommodating change, creating a culture of worth and hope, and rewarding performance, to name a few—is linked to a component of human fulfillment, and then through research, personal experience, and shared stories, Morrison discusses how to activate each principle and demonstrates what it should look like in the workplace. Eight simple principles can help enhance all business relationships and improve efficiency, productivity, and profitability—if only managers are willing to change. People-focused management has been done, is being done, and will be done increasingly more often as more business leaders comprehend the potential in this empowering form of leadership. When employees feel valued, respected, encouraged, and fulfilled, they will work harder and be more invested in their work—and in the success of the business.
In a time when anxiety and brokenness have become hallmarks of so many institutions, this small volume abounds with wisdom and insight for those who seek a better way. Every page offers valuable perspectives on how leaders, in the church and beyond, can both value and benefit from the too often underappreciated gifts of our most valuable resource the people with whom we serve. While the principles have been distilled into seven People-Centric insights, Morrison and Fidlin offer a path to transform entire human ecologies toward hope, worth and productivity. For many, the language of Servant Leadership has become just another shibboleth in these pages are insights that liberate anew the understanding that in all our ministry and service, all may gain in self worth and their true value to the community. Philip Amerson, President Emeritus, Garrett-Evangelical Theological Seminary Richard Morrison and Billie Fidlin have proved that combining Christian ethics with modern business practice is not only possible, but is a winning combination for the church. Building upon their considerable experience in both secular and religious organizations, they have shown us a management technique that is both compassionate and effective. This is must reading for church leaders! The Right Rev. Kirk Stevan Smith, Ph.D, D. D.
Although much has been written to encourage organizations to treat employees as assets, this book argues persuasively for recognizing the worker as the investor. Davenport underscores a fundamental reality of the workplace: work is a two-way exchange of value, not a one-way exploitation of an asset by its owner. Offering a fresh new lens for viewing the realities of today's workplace, this book accurately captures the look of the new employee/employer relationship and the best practices for hiring, developing, and preserving a first-class workforce. Davenport's ideas bring together the key notions of human resources, conflict resolution, and management. He then demonstrates how to put into action the employment practices that provide the employer with organizational value and the employee with a satisfying return on his or her investment.
Humanity’s psychological and behavioral skills are the most useful area to manage for today’s organizations. Workplaces, schools and many others organizations are investing resources in humans as capital due to these remarkable skills, in recognition of the fact that humans are our most precious capital within society. Many psychiatric treatments have been created to harness the human as capital within academic and workplace settings. This book gives the readers the opportunity to analyze the organization which promotes, or prevents, disruptive behaviour in human capital during their incubating process, that is, the household. Taylor’s management theory opened people’s eyes to the potential of humans’ physical capabilities, but this theory of psychological capital emphasizes positive psychological aspects, taking heed of organizational behaviour. This specific skill is needs to be aligned with today’s worldwide business activity. The family is the first legitimated social group to help the human being in this specific area, making them successful in life.
In this publication the necessity of activation and building local resources needed for recovery and development is highlighted at the level of individuals, social systems and structures, social networks, civil society and at the level of the community in general. This combined approach is a solid basis for the efficiency and effectiveness of programs and assures sustainability of outcomes. Mental health and psychosocial functioning of the population in post-conflict times are of crucial importance for the individual and community recovery and development of social capital and for the social and political stability. That is an important reason why mental health and psychosocial programs financed by foreign donors are run in areas affected by war. The bulk of psychosocial activities are aimed at helping people overcome experienced traumas and losses and to cope with post-conflict difficult circumstances. Programs aiming to strengthen the mental health and psychosocial functioning of the population are typically directed towards the groups that are either more easy to access through the school system, such as children and youth, or to severely affected and vulnerable groups, such as veterans, survivors of torture and family losses. Additional reasons for targeting the children and youth are that their developmental stage makes them particularly receptive for positive (and negative) influences; they are the future of every society. This publication will contribute to reducing the gap between declared principles of local capacity building and mobilization of local resources and the reality of psychosocial interventions and consequently to a more efficient use of international funds.
This book provides a new perspective on innovation in consultancy firms. Focusing on how consultancy firms can innovate in the modern era, it exposes and discusses key drivers for innovation in the industry. These are broken down into 5 dimensions - or ‘Poles’ - relating to forms of capital (human capital, social capital, and three types of organizational capital) that consultancy firms can use in order to innovate, both for themselves and for their clients. Readers of this book will not only gain insight into the "innovative consultancy" from the perspective of each of these Poles. They will also discover how consultancy firms need to find the right way of connecting these Poles together in order to produce the desired innovation. Readers will learn about the dangers of misaligning the Poles, as well as implications of innovative consultancy for ethics, academic research in the field of consultancy, and for careers. In addition to the academic literature, the book draws from real-world examples, cases and practice insights from various parts of the world. This book will be of great use to those interested in pursuing a career in the consultancy industry, whether they are undergraduate and postgraduate Business & Management students, students not necessarily studying in Business Schools, or others seeking a career move into consultancy. It will also be valuable to seasoned consultants and managers of consultancy firms seeking new ideas on how to develop innovative capabilities in an increasingly competitive industry.
Studying Human Resource Management is an ideal textbook for anyone studying the CIPD Associate Diploma in People Management. Fully updated throughout, this book provides thorough coverage of the study of HRM including the people management contribution and business environment as well as discussing the strategy and structure of the HR function. Written by experts in the field with both academic and practitioner experience, Studying Human Resource Management includes invaluable discussion on professional behaviours for people professionals and guidance on how to manage HR data and information and most importantly, how to use it to make evidence-based decisions. There is also now a brand new chapter on shaping people practice to benefit your organisation. Each chapter includes key learning outcomes to summarise the content that will be covered and to help students track their progress, reflective activities to consolidate learning and further reading suggestions to support wider engagement with areas of particular interest. This book also includes case studies to help students understand how the theory applies in practice. Online resources include slides, a lecturer guide and annotated web links.
Bullying, harassment and other unacceptable workplace behaviors pose significant problems for organizations. This exploration of the issue notes that factors from within the organization may help determine who and why some individuals become targets and others become bullies. The authors explore different types of behaviors where managers and management, as well as employees, are the problem. Each chapter has anecdotes scattered throughout and contains a ‘mini-case,’ review questions, ‘action’ items, and two longer cases, all based on actual events. The authors present a unique framework (V-REEL®) to assist individuals and organizations in analyzing the organization’s environment to try to eradicate the negative behavior forces that contribute to bad behavior.
This report explores how school-level career guidance systems can more effectively respond to social inequalities.
This report on Bulgaria is the eighth country study published in a series of reports looking into how policies connect people with jobs. It provides a detailed analysis of Bulgaria’s inactive and unemployed population and identifies groups of people who would benefit from measures and services provided by Bulgaria’s Public Employment Service.