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\"Branded Lives explores the increasingly popular concept of employee branding as a new form of employment relationship based on brand representation. In doing so it examines the ways in which the production and consumption of meaning at work are increasingly mediated by the brand. This insightful collection draws on qualitative empirical studies in a range of contexts to include services, retail and manufacturing organizations\"--Page 4 of cover.

In private life, we try to induce or suppress love, envy, and anger through deep acting or \"emotion work,\" just as we manage our outer expressions of feeling through surface acting. In trying to bridge a gap between what we feel and what we \"ought\" to feel, we take guidance from \"feeling rules\" about what is owing to others in a given situation. Based on our private mutual understandings of feeling rules, we make a \"gift exchange\" of acts of emotion management. We bow to each other not simply from the waist, but from the heart. But what occurs when emotion work, feeling rules, and the gift of exchange are introduced into the public world of work? In search of the answer, Arlie Russell Hochschild closely examines two groups of public-contact workers: flight attendants and bill collectors. The flight attendant's job is to deliver a service and create further demand for it, to enhance the status of the customer and be \"nicer than natural.\" The bill collector's job is to collect on the service, and if necessary, to deflate the status of the customer by being \"nastier than natural.\" Between these extremes, roughly one-third of American men and one-half of American women hold jobs that call for substantial emotional labor. In many of these jobs, they are trained to accept feeling rules and techniques of emotion management that serve the company's commercial purpose. Just as we have seldom recognized or understood emotional labor, we have not appreciated its cost to those who do it for a living. Like a physical laborer who becomes estranged from what he or she makes, an emotional laborer, such as a flight attendant, can become estranged not only from her own expressions of feeling (her smile is not \"her\" smile), but also from what she actually feels (her managed friendliness). This estrangement, though a valuable defense against stress, is also an important occupational hazard, because it is through our feelings that we are connected with those around us. On the basis of this book, Hochschild was featured in Key Sociological Thinkers, edited by Rob Stones. This book was also the winner of the Charles Cooley Award in 1983, awarded by the American Sociological Association and received an honorable mention for the C. Wright Mills Award.

This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants. Leiter, Bakker, Work Engagement: State of the Art. Schaufeli, Bakker, Defining and Measuring Work Engagement: Bringing Clarity to the Concept. Sonnentag, Dormann, Demerouti, Not All Days are Created Equal: The Concept of State Work Engagement. Taris, Schaufeli, Shimazu, The Push and Pull of Work: The Differences between Workaholism and Work Engagement. Sweetman, Lutgans, The Power of Positive Psychology: Psychological Capital and Work Engagement. Shirom, Feeling Energetic at Work: On Vigor's Antecendents. Hakanen, Roodt, Using the Job-Demands-Resources Model to Predict Engagement: Analysing a Conceptual Model. Halbesleben, A Meta-analysis of Work Engagement: Relationships with Burnout, Demands, Resources and Consequences. Salanova, Schaufeli, Xanthopoulou, Bakker, The Gain Spiral of Resources and Work Engagement: Sustaining a Positive Worklife. Spreitzer, Lam, Fritz, Engagement and Human Thriving: Complementary Perspectives on Energy and Connections to Work. Demerouti, Cropanzano, From Thought to Action: Employee Work Engagement And Job Performance. Leiter, Maslach, Building Engagement: The Design and Evaluation of Interventions. Bakker, Leiter, Where To Go From Here: Integration and Future Research on Work Engagement. \"This volume is outstanding and absolutely innovative. The recent evolution in the field calls for the publication of a thorough and complete overview, as offered in this volume. This book has the potential to become a landmark text in this new and increasingly important field.\" - Hans De Witte, Research Group Work, Organisational and Personnel Psychology, Department of Pychology, K.U. Leuven, Belgium \"Work Engagement: A Handbook of Essential Theory and Research provides a comprehensive examination of the work engagement construct. It provides enough background information to serve as an advance primer to the topic area. Yet it also provides enough novel empirical work to be of interest to those already familiar with the topic. I believe it would be a valuable resource for anyone interested in the systematic study and development of work engagement.\" - David J. Woehr, Professor of Management, The University of Tennessee, Knoxville, USA \"The editors have included the latest thinking and research findings in this collection. This volume is timely, research based, links well with emerging concepts in positive psychology, includes new concepts such as state work engagement and vigor, and offers practical applications for those committed to making workplaces more effective. A must read for anyone interested in the current state of our understanding of work engagement\" – Ronald J. Burke, Professor of Organizational Behaviour, Sculick School of Business, York University, Canada \"This is an excellent collection of chapters on the topic of work engagement, written by the European and US leaders in the area. It offers thoughtful and fascinating perspectives on a topic of great interest to all who care about creating or working in healthy workplaces. Overall, this book provides an excellent review of knowledge on the fundamental topic of work engagement .\" – Michael West, Aston Business School, UK Arnold B. Bakker is full professor at the Department of Work and Organizational Psychology at Erasmus University Rotterdam, The Netherlands. His research interests include positive organizational behavior (e.g., flow and engagement at work, performance), burnout, crossover of work-related emotions, and serious games on organizational phenomena. Michael P. Leiter is Canada Research Chair in Organizational Health and Professor of Psychology at Acadia University and Director of the Center for Organizational Research & Development that applies high quality research methods to human resource issues. He is actively involved as a consultant on occupational issues in Canada, the USA, and Europe.

This book concentrates on the last twenty years of research in the area of goal setting and performance at work. The editors and contributors believe goals affect action, and this volume has a lineup of international contributors who look at the recent theories and implications in this area for IO psychologists and human resource management academics and graduate students.

An all-new approach to understanding the (in)formal connections of an organizationFrom the bestselling coauthor of the business classic The Wisdom of Teams comes an all-new exploration of the modern workplace, and how leaders and managers must embrace it for success. Katzenbach and Khan examine how two distinct factions together form the bigger picture for how organizations actually work: the more defined \"formal\" organization of a company-the management structure, performance metrics, and processes-and the \"informal\"-the culture, social networks, and ad hoc communities that spring up naturally and can accelerate or hinder how the organization works. With dynamic examples from enterprises around the world, this book takes a timeless organizational approach and creates a powerful paradigm-shifting tool set for applying it.Includes self-assessment guidelines for senior leaders, front-line managers, and individual contributorsFeatures organizations in business, government, the nonprofit sector, and academia-including the New York City schools system, Aetna, the Marines, United Nations, Orpheus Chamber Orchestra, Home Depot, Bell Canada, and the Houston Police DepartmentLeading Outside the Lines illustrates how leaders can make the two distinct factions work together to get the best of both.

\"Coaching is a way of managing, a way of treating people, a way of thinking, a way of being. Coaching has matured into an invaluable profession fit for our times and this fourth edition of the most widely read coaching book takes it to the next frontier.\" -- John WhitmoreGood coaching is a skill that requires a depth of understanding and plenty of practice if it is to deliver its astonishing potential. This extensively revised and expanded new edition of Coaching for Performance clearly explains the principles of coaching and illustrates them with examples of high performance from business and sport. It continues to follow the GROW sequence (Goals, Reality, Options, Will) and clarifies the process and practice of coaching by describing what coaching really is, what it can be used for, when and how much it can be used, and who can use it well.\"Overall, the newly written sections on leadership for high performance and transformation through transpersonal coaching really stand out. They are up-to-date and relevant. These pages make a significant challenge to the reader's mindset\"-- People Management\"A must read for any coach aspiring to do advanced work with their clients. Bringing together the simplicity of the coaching process and the larger scope of the coaching profession in a readable and provocative way.\" -- Laura Whitworth, co-founder of The Coaches Training Institute and author of Co-Active CoachingContentsPART I: THE PRINCIPLES OF COACHINGWhat Is Coaching?The Manager as Coach The Nature of Change The Nature of Coaching Effective Questions The Sequence of Questioning Goal Setting What Is Reality? What Options Do You Have? What Will You Do? PART II: THE PRACTICE OF COACHINGWhat Is Performance? Learning and Enjoyment Motivation and Self-Belief Coaching for Meaning and Purpose Feedback and Assessment The Development of a Team Coaching Teams Overcoming Barriers to Coaching The Multiple Benefits of Coaching PART III: LEADERSHIP FOR HIGH PERFORMANCEThe Challenge to Leaders The Foundation of Leadership The Qualities of Leadership PART IV: TRANSFORMATION THROUGH TRANSPERSONAL COACHINGEmotional Intelligence Tools of Transpersonal Psychology The Future Focus of Coaching.

This unique work bridges the gap between theory and practice in organizational behavior. It provides a practical guide to real-life applications of the 35 most significant theories in the field. The author describes each theory, and then analyzes its usefulness and importance to the successful practice of management. His analysis covers key managerial topics such as goal setting, training and development, assessment, job enrichment, influence processes, decision-making, group processes, organizational development, organizational structuring, and effective organizational operation.

People's work orientations and attitudes to paid work are highly important for the welfare of any country. Still, little is currently known about how such attitudes are distributed among different countries, men and women, classes, occupations, age groups and so on. Even less is known about how work orientations have changed during the dramatic social transformations of economies and labour markets during recent decades. What happened, for example, to work orientations in Iceland when the country went bankrupt? The answer is quite surprising. Or, is it true that work is losing its position in people's lives in Western world? What is the relationship between people's attitudes to work and the way they actually behave on the labour market? This timely book deals with these questions - and more - presenting fresh knowledge on changes in work orientations in many countries. It is based on genuine theoretical arguments and thorough empirical studies, using both qualitative and quantitative methods. It is a great source of new knowledge on work orientations and changes in attitudes to work.