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Arrogance plays a problematic role in organizations, and it is a unique and difficult challenge to address. Taking proper steps towards recognizing and measuring the effect of arrogance in job performance becomes an important step in improving workplace environments. Analyzing Workplace Arrogance and Organizational Effectiveness: Emerging Research and Opportunities provides emerging research on the effects entitlement and superiority have in the workplace, particularly from those in managerial and administrative positions. Highlighting a range of pertinent topics, such as contextual performance, strategic scope, and workplace arrogance scale, this book is an important resource for academics, researchers, students, and managers seeking current research on the relationship between performance and arrogance in the workplace.
Arrogance plays a problematic role in organizations, and it is a unique and difficult challenge to address. Taking proper steps towards recognizing and measuring the effect of arrogance in job performance becomes an important step in improving workplace environments. Analyzing Workplace Arrogance and Organizational Effectiveness: Emerging Research and Opportunities provides emerging research on the effects entitlement and superiority have in the workplace, particularly from those in managerial and administrative positions. Highlighting a range of pertinent topics, such as contextual performance, strategic scope, and workplace arrogance scale, this book is an important resource for academics, researchers, students, and managers seeking current research on the relationship between performance and arrogance in the workplace.
Disputes between peers as well as between supervisors-subordinates happen numerous times a week in the corporate environment. Although the win-win concept is the ideal orientation, the notion that there can only be one winner is constantly being reinforced in some cultures. This kind of mentality can be destructive when communicating with different cultural groups by creating barriers in negotiation, resolution, and compromise; it can also lead the "loser" to feel mediocre. When the win-win orientation is absent in negotiation, different responses to conflict may be observed. Strategic Approaches for Conflict Resolution in Organizations: Emerging Research and Opportunities provides emerging research on approaches for conflict resolution in organizations whereby it is possible to establish congenial ambiences in different organizations, leading to better outcomes and performance. Featuring coverage on a broad range of topics such as organizational change, leaderships roles, and organizational change, this book is ideally designed for managers, human resources officials, executives, researchers, scholars, professors, industry professionals, and students interested in the current research behind the reduction, elimination, and termination of all forms of organizational conflict.
"This book focuses on the relationship between workplace arrogance and organizational effectiveness. It addresses key themes, topics and approaches for managers, academics, students, and general readers: workplace arrogance, self-esteem, self-confidence, hubris, vanity, narcissism, job performance, job satisfaction, organizational performance, strategic scope, competence"--
There is a growing interaction between companies and countries, illustrated by a constant flow of trade, capital, and work. With the rapid emergence of other countries with sufficient potential to join the globalization process, it is necessary to provide techniques for managerial planning, organization, and control in an international context. Managerial Competencies for Multinational Businesses is a collection of innovative research on the methods of leadership styles and skills required for managers to be successful in an international company. Highlighting a range of topics, including human resource management, industrial relations, and international careers, this book is ideally designed for senior managers, business professionals, team leaders, and human resource managers seeking current research on the key aspects of managing a company in a developing globalized market.
The tourism industry is the largest service industry and the largest employment generator in the world. This was made possible by increasing globalization and disposable income, with the labor force playing an important role. Factors such as quality of services and business performance depend on a well-educated, well-trained, skilled, enthusiastic, and committed workforce. Contemporary Human Resources Management in the Tourism Industry is a pivotal reference source that provides research on the role of human resource departments in creating value for the workplace through innovation and efficient work processes. While highlighting topics such as organizational structure, gender equality, and employee motivation, this publication explores the development of organizational culture, as well as methods of translating business strategy into action through dramatically managing staff on all levels in the tourism industry. This book is ideally designed for human resources managers, business owners, business professionals, researchers, and academicians seeking current research on the organizational skills and strategies necessary in creating effective tourism businesses.
"This book will help researchers and practitioners understand, assess, and use newly developed data collection instruments in organizational management and leadership, including human research development"--
The past half-century has witnessed a dramatic increase in the scale and complexity of scientific research. The growing scale of science has been accompanied by a shift toward collaborative research, referred to as "team science." Scientific research is increasingly conducted by small teams and larger groups rather than individual investigators, but the challenges of collaboration can slow these teams' progress in achieving their scientific goals. How does a team-based approach work, and how can universities and research institutions support teams? Enhancing the Effectiveness of Team Science synthesizes and integrates the available research to provide guidance on assembling the science team; leadership, education and professional development for science teams and groups. It also examines institutional and organizational structures and policies to support science teams and identifies areas where further research is needed to help science teams and groups achieve their scientific and translational goals. This report offers major public policy recommendations for science research agencies and policymakers, as well as recommendations for individual scientists, disciplinary associations, and research universities. Enhancing the Effectiveness of Team Science will be of interest to university research administrators, team science leaders, science faculty, and graduate and postdoctoral students.
Updated Edition of a Best Seller! Dimensions of Human Behavior: Person and Environment presents a current and comprehensive examination of human behavior using a multidimensional framework. Author Elizabeth D. Hutchison explores the biological dimension and the social factors that affect human development and behavior, encouraging readers to connect their own personal experiences with social trends in order to recognize the unity of person and environment. Aligned with the 2015 curriculum guidelines set forth by the Council on Social Work Education (CSWE), the substantially updated Sixth Edition includes a greater emphasis on culture and diversity, immigration, neuroscience, and the impact of technology. Twelve new case studies illustrate a balanced breadth and depth of coverage to help readers apply theory and general social work knowledge to unique practice situations. The companion volume, Dimensions of Human Behavior: The Changing Life Course, Sixth Edition, builds on the dimensions of person and environment with the dimension of time and demonstrates how they work together to produce patterns in life course journeys.
The subject of personality has received increasing attention from industrial/organizational psychologists in both research and practice settings over the past decade. But while there is an overabundance of information related to the narrow area of personality testing and employee selection, there has been no definitive source offering a broader perspective on the overall topic of personality in the workplace. Personality and Work at last provides an in-depth examination of the role of personality in work behavior. An array of expert authors discusses the connection of personality to a wide range of outcomes beyond performance, including counterproductive behaviors, contextual performance, retaliatory behaviors, retention, learning, knowledge creation, and the process of sharing that knowledge. Throughout the book, the authors present theoretical perspectives, introduce new models and frameworks, and integrate and synthesize prior studies in ways that will stimulate future research and practice. Contributors to this volume include: Murray R. Barrick, Michael J. Cullen, David V. Day, Ed Diener, J. Kevin Ford, Lewis R. Goldberg, Leaetta Hough, Jeff W. Johnson, Martin J. Kilduff, Amy Kristof-Brown, Katherine E. Kurek, Richard E. Lucas, Terence R. Mitchell, Michael K. Mount, Frederick L. Oswald, Ann Marie Ryan, Paul R. Sackett, Gerard Saucier, Greg L. Stewart, Howard M. Weiss