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15 produkter
15 produkter
Inbunden, Engelska, 2014
530 kr
Skickas inom 10-15 vardagar
This volume focuses on describing the social dialogue system in organizations from an Human Resources Management perspective. Based on the NEIRE model for industrial relations, key factors are determined contributing to creative social dialogue in European organizations. Actual data from surveys and interviews from more than 700 CEO and HR managers in eleven European countries give insights in the experiences with and expectations of employers of social dialogue. The volume offers a comprehensive introduction to the historical context and current situation in social dialogue in these countries. This context helps to understand the current major challenges in each country when it comes to a vital social dialogue. Using good practices from many organizations, this book offers an agenda for innovative and cooperative social dialogue in organizations.
Inbunden, Engelska, 2016
1 083 kr
Skickas inom 10-15 vardagar
This book presents the most recent theoretical insights and practical intervention methods to (re)build trust between management and organized employees in organizations. Offering a multidisciplinary perspective on trust and conflict management in organizations, the book draws from diverse fields such as organizational psychology, business, law, industrial relations and sociology. It examines the often encountered breaches of trust between management and organized workers, and the resulting destructive social conflicts, social actions, strikes or dramatic business decisions. Its focus is on trust and conflict management at the organizational level in an industrial relations context: that of employee representatives and management. The book introduces a new theoretical approach: the Tree of Trust, designed to analyse and mediate the interconnected levels of trust and distrust in industrial relations. It presents case studies and practical recommendations to build trust and constructive conflict management in the organizations, and illustrates these by means of experiences from different countries around the globe.
E-bok
PDF, Engelska, 20161 377 kr
Läs direkt efter köp
This book presents the most recent theoretical insights and practical intervention methods to (re)build trust between management and organized employees in organizations. Offering a multidisciplinary perspective on trust and conflict management in organizations, the book draws from diverse fields such as organizational psychology, business, law, industrial relations and sociology. It examines the often encountered breaches of trust between management and organized workers, and the resulting destructive social conflicts, social actions, strikes or dramatic business decisions. Its focus is on trust and conflict management at the organizational level in an industrial relations context: that of employee representatives and management. The book introduces a new theoretical approach: the Tree of Trust, designed to analyse and mediate the interconnected levels of trust and distrust in industrial relations. It presents case studies and practical recommendations to build trust and constructive conflict management in the organizations, and illustrates these by means of experiences from different countries around the globe.
Häftad, Engelska, 2016
530 kr
Skickas inom 10-15 vardagar
This volume focuses on describing the social dialogue system in organizations from an Human Resources Management perspective. Based on the NEIRE model for industrial relations, key factors are determined contributing to creative social dialogue in European organizations. Actual data from surveys and interviews from more than 700 CEO and HR managers in eleven European countries give insights in the experiences with and expectations of employers of social dialogue. The volume offers a comprehensive introduction to the historical context and current situation in social dialogue in these countries. This context helps to understand the current major challenges in each country when it comes to a vital social dialogue. Using good practices from many organizations, this book offers an agenda for innovative and cooperative social dialogue in organizations.
Inbunden, Engelska, 2016
1 367 kr
Skickas inom 10-15 vardagar
This book compares the unique features of workplace mediation to other contexts of mediation, as well as the specific competences each situation requires of the mediator. It covers many important issues related to workplace mediation and discusses interventions by managers, such as conflict coaching and informal mediation. It proposes a new model to assess the effectiveness of mediation, and discusses the impact of legal systems, HRM policies, as well as power structures, and cultural differences. The book takes into account perspectives from multiple disciplines, such as management, business, psychology, law and sociology. It also discusses mediation aspects from a variety of cultural and regional contexts. The book advances knowledge about the application, process and effects of workplace mediation and includes practical tips for scholars, practitioners, mediators and managers to enhance their mediation practice or to foster constructive conflict management in organizations.
E-bok
PDF, Engelska, 20161 684 kr
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This book compares the unique features of workplace mediation to other contexts of mediation, as well as the specific competences each situation requires of the mediator. It covers many important issues related to workplace mediation and discusses interventions by managers, such as conflict coaching and informal mediation. It proposes a new model to assess the effectiveness of mediation, and discusses the impact of legal systems, HRM policies, as well as power structures, and cultural differences. The book takes into account perspectives from multiple disciplines, such as management, business, psychology, law and sociology. It also discusses mediation aspects from a variety of cultural and regional contexts. The book advances knowledge about the application, process and effects of workplace mediation and includes practical tips for scholars, practitioners, mediators and managers to enhance their mediation practice or to foster constructive conflict management in organizations.
Inbunden, Engelska, 2017
1 053 kr
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This book presents Social Dialogue as a social innovation strategy for managing diversity at any step of the human resource circle. It showcases empirical research on how to improve open dialogue and constructive negotiations between management, trade unions and employee representatives using multi-disciplinary perspectives from psychology, business, law, gender studies, sociology and management. This book delivers the latest research to promote a change of attitudes, behaviors and competences on diversity and social inclusion, and develop effective organizational responses in terms of policies and procedural aspects to improve inclusion of vulnerable groups at work. The authors and editors explain effective development tools for an inclusive workplace through Social Dialogue, showing that it is possible to achieve this by integrating values, policies and practices at organizational level. The diversity of contributions from different organizational contexts, countries and cultures results in this being a valuable book for a wide range of scientists, researchers, students and human resource managers as they seek to shape inclusive workplaces through Social Dialogue.
E-bok
Engelska, 20171 303 kr
Läs direkt efter köp
This book presents Social Dialogue as a social innovation strategy for managing diversity at any step of the human resource circle. It showcases empirical research on how to improve open dialogue and constructive negotiations between management, trade unions and employee representatives using multi-disciplinary perspectives from psychology, business, law, gender studies, sociology and management. This book delivers the latest research to promote a change of attitudes, behaviors and competences on diversity and social inclusion, and develop effective organizational responses in terms of policies and procedural aspects to improve inclusion of vulnerable groups at work.
The authors and editors explain effective development tools for an inclusive workplace through Social Dialogue, showing that it is possible to achieve this by integrating values, policies and practices at organizational level. The diversity of contributions from different organizational contexts, countries and cultures results in this being a valuable book for a wide range of scientists, researchers, students and human resource managers as they seek to shape inclusive workplaces through Social Dialogue.
Häftad, Engelska, 2018
1 053 kr
Skickas inom 10-15 vardagar
This book presents the most recent theoretical insights and practical intervention methods to (re)build trust between management and organized employees in organizations. Offering a multidisciplinary perspective on trust and conflict management in organizations, the book draws from diverse fields such as organizational psychology, business, law, industrial relations and sociology. It examines the often encountered breaches of trust between management and organized workers, and the resulting destructive social conflicts, social actions, strikes or dramatic business decisions. Its focus is on trust and conflict management at the organizational level in an industrial relations context: that of employee representatives and management. The book introduces a new theoretical approach: the Tree of Trust, designed to analyse and mediate the interconnected levels of trust and distrust in industrial relations. It presents case studies and practical recommendations to build trust and constructive conflict management in the organizations, and illustrates these by means of experiences from different countries around the globe.
Häftad, Engelska, 2018
1 367 kr
Skickas inom 10-15 vardagar
This book compares the unique features of workplace mediation to other contexts of mediation, as well as the specific competences each situation requires of the mediator. It covers many important issues related to workplace mediation and discusses interventions by managers, such as conflict coaching and informal mediation. It proposes a new model to assess the effectiveness of mediation, and discusses the impact of legal systems, HRM policies, as well as power structures, and cultural differences. The book takes into account perspectives from multiple disciplines, such as management, business, psychology, law and sociology. It also discusses mediation aspects from a variety of cultural and regional contexts. The book advances knowledge about the application, process and effects of workplace mediation and includes practical tips for scholars, practitioners, mediators and managers to enhance their mediation practice or to foster constructive conflict management in organizations.
Häftad, Engelska, 2018
997 kr
Skickas inom 10-15 vardagar
This book presents Social Dialogue as a social innovation strategy for managing diversity at any step of the human resource circle. It showcases empirical research on how to improve open dialogue and constructive negotiations between management, trade unions and employee representatives using multi-disciplinary perspectives from psychology, business, law, gender studies, sociology and management. This book delivers the latest research to promote a change of attitudes, behaviors and competences on diversity and social inclusion, and develop effective organizational responses in terms of policies and procedural aspects to improve inclusion of vulnerable groups at work. The authors and editors explain effective development tools for an inclusive workplace through Social Dialogue, showing that it is possible to achieve this by integrating values, policies and practices at organizational level. The diversity of contributions from different organizational contexts, countries and cultures results in this being a valuable book for a wide range of scientists, researchers, students and human resource managers as they seek to shape inclusive workplaces through Social Dialogue.
E-bok
PDF, Spanska, 2014313 kr
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Las organizaciones, como sistemas sociales abiertos, sufren continuamente conflictos internos y externos como consecuencia de las relaciones que se establecen entre los miembros que las componen y de las relaciones que la misma organizacion mantiene con su entorno economico, social o politico. Es habitual la existencia de conflictos colectivos, de situaciones conflictivas entre trabajadores y subordinados, o entre organizaciones a causa de la competencia empresarial. Existen diferentes formas de gestionar el conflicto, siendo la negociacion la mas habitual en el contexto organizacional. Esta se produce cuando dos o mas partes desean resolver sus diferencias mediante el dialogo y la transaccion. Esta obra ofrece, con un marcado caracter practico, una sintesis comprensiva y critica de los principales conocimientos que se poseen en la actualidad sobre los procesos psicologicos y sociales que influyen en la gestion del conflicto, la negociacion y la mediacion. La obra compagina los conocimientos obtenidos de la investigacion con los de la practica profesional, y trata los aspectos tanto conductuales como emocionales y culturales propios de los procesos de negociacion y mediacion.
E-bok
Spanska, 201896 kr
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Los entornos laborales representan un intrincado conjunto de relaciones interpersonales que influyen en el bienestar y la salud de las personas dentro y fuera del contexto laboral. Las conversaciones cotidianas en el trabajo son parte de la actividad diaria, y un vehículo de transmisión de información sobre la vida personal y profesional. Compartir un entorno físico con compañeros, supervisores o clientes nos lleva a hablar acerca de nuestros intereses, actividades en el tiempo libre, relaciones que forman parte del entorno familiar y personal, etc. Estos diálogos cotidianos que conducen a revelar detalles de nuestra vida extralaboral promueven relaciones que van más allá de lo profesional. Históricamente, algunos colectivos como las personas LGBT (lesbianas, gais, bisexuales y transexuales) han tenido que ser más cautelosos a la hora de compartir información sobre su vida personal y extralaboral, por el temor a ser estigmatizadas. Teniendo en cuenta esta situación, los autores del libro abordan esta temática desde su experiencia en el estudio y la promoción de organizaciones inclusivas y analizan las dinámicas de coming out o salida del armario en el contexto laboral español. Exploran en qué medida los valores y las creencias tradicionalmente aceptadas en España influyen en las experiencias actuales de las personas LG en el trabajo. Abordan, además, los principales cambios legislativos que afectan a dichos colectivos en su contexto laboral. La segunda parte se orienta al análisis del proceso de coming out en el que las personas LG revelan su orientación sexual en el trabajo. Para abordar uno de los momentos más significativos de la vida laboral de estas personas, los autores introducen la teoría de las fronteras (Boundary Theory) como marco teórico para conocer la situación en España e identificar el rol que desempeñan terceras partes (compañeros de trabajo, supervisores, etc.) a la hora de facilitar u obstaculizar dicho proceso. (cont.)
E-bok
PDF, Spanska, 2024192 kr
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La gestion del conflicto y la negociacion en las organizaciones se ha limitado con frecuencia a los aspectos estrictamente legales o judiciales de las relaciones entre los trabajadores y la direccion. Sin embargo, las partes enfrentadas en un momento dado en la organizacion, destinadas a cooperar, no pueden abstraerse de los motivos, las percepciones, los estereotipos, la presion del grupo y otros procesos que subyacen en la conducta de los negociadores.
E-bok
PDF, Spanska, 2025241 kr
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Diversos marcos estrategicos, nacionales y europeos, proponen que, en el contexto laboral posterior a la pandemia, la mejora de la salud y la seguridad estara marcada, en los proximos anos, por las transiciones ecologica y digital, los desafios economicos y demograficos y la evolucion de la nocion del entorno de trabajo tradicional. El cambio que se esta produciendo en los patrones de trabajo en la actualidad requiere que los planes de prevencion, identificacion y evaluacion de los riesgos laborales, orientados a la construccion de una sociedad resiliente, atiendan los problemas tradicionales junto a otras nuevas necesidades que van surgiendo en los grupos y los equipos a los que van dirigidos. Con este objetivo, la Guia de Buenas Practicas para la gestion preventiva desde la perspectiva de genero trata de identificar las diferencias entre mujeres y hombres con relacion a los riesgos laborales, el bienestar y la salud en el trabajo, para visibilizar dichas diferencias e intervenir proponiendo acciones de mejora cuando estas diferencias se convierten en desigualdades. Para apoyar la integracion de la perspectiva de genero y la gestion de la diversidad en los planes de prevencion de riesgos laborales, esta obra ofrece una guia (Guia DIGEN) a modo de lista de comprobacion (checklist), que permite a la propia empresa o institucion el autodiagnostico de la integracion de la perspectiva de genero en la prevencion de riesgos laborales, asi como monitorizar el seguimiento de los objetivos de igualdad a lo largo del periodo de implementacion. La Guia DIGEN abarca los ambitos previamente identificados y definidos en la obra: salud fisica y seguridad laboral, bienestar psicologico y salud mental; retorno al trabajo; violencia y acoso; conciliacion trabajo-vida personal; teletrabajo; segregacion vertical y horizontal, diversidad e interseccionalidad, y liderazgo inclusivo, ademas, de las dos dimensiones de representacion de genero y contenido sensible al genero, (cont.)