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Título : Corporate Social Responsibility and Discrimination : Gender Bias in Personnel Selection Tipo de documento: documento electrónico Autores: Keinert-Kisin, Christina ; SpringerLink (Online service) Editorial: Cham : Springer International Publishing Fecha de publicación: 2016 Otro editor: Imprint: Springer Colección: CSR, Sustainability, Ethics & Governance, ISSN 2196-7075 Número de páginas: XI, 242 p. 5 illus. in color Il.: online resource ISBN/ISSN/DL: 978-3-319-29158-1 Idioma : Inglés (eng) Palabras clave: Business Leadership Personnel management ethics Sociology Sex (Psychology) Gender expression identity and Management Ethics Human Resource Studies Strategy/Leadership Clasificación: 658.17 Gastos ajenos a los de explotación, p. ej. para fomento de actividades culturales, sociales o políticas. Responsabilidad social corporativa Resumen: This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail Nota de contenido: Introduction -- Persistence of Gender Discrimination in the Workplace -- Corporate Social Responsibility: A Theoretical Overview -- Topical Approach: Gender Discrimination as a CSR Problem -- Persitance of Discrimination as CSR Failure -- Empirical Study: Discrimitation in Personnel Selection -- Lessons to Learn for Organizational Practice. En línea: http://dx.doi.org/10.1007/978-3-319-29158-1 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=41593 Corporate Social Responsibility and Discrimination : Gender Bias in Personnel Selection [documento electrónico] / Keinert-Kisin, Christina ; SpringerLink (Online service) . - Cham : Springer International Publishing : Imprint: Springer, 2016 . - XI, 242 p. 5 illus. in color : online resource. - (CSR, Sustainability, Ethics & Governance, ISSN 2196-7075) .
ISBN : 978-3-319-29158-1
Idioma : Inglés (eng)
Palabras clave: Business Leadership Personnel management ethics Sociology Sex (Psychology) Gender expression identity and Management Ethics Human Resource Studies Strategy/Leadership Clasificación: 658.17 Gastos ajenos a los de explotación, p. ej. para fomento de actividades culturales, sociales o políticas. Responsabilidad social corporativa Resumen: This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail Nota de contenido: Introduction -- Persistence of Gender Discrimination in the Workplace -- Corporate Social Responsibility: A Theoretical Overview -- Topical Approach: Gender Discrimination as a CSR Problem -- Persitance of Discrimination as CSR Failure -- Empirical Study: Discrimitation in Personnel Selection -- Lessons to Learn for Organizational Practice. En línea: http://dx.doi.org/10.1007/978-3-319-29158-1 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=41593 Ejemplares
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Título : Managing Knowledge Workers : Value Assessment, Methods, and Application Tools Tipo de documento: documento electrónico Autores: Patalas-Maliszewska, Justyna ; SpringerLink (Online service) Editorial: Berlin, Heidelberg : Springer Berlin Heidelberg Fecha de publicación: 2013 Otro editor: Imprint: Springer Colección: Management for Professionals, ISSN 2192-8096 Número de páginas: X, 142 p Il.: online resource ISBN/ISSN/DL: 978-3-642-36600-0 Idioma : Inglés (eng) Palabras clave: Business Organization Planning Personnel management Management Industrial and Innovation/Technology Human Resource Clasificación: 658 Empresas. Organización de empresas Resumen: This book focuses on understanding the strategic role of the knowledge workers in companies, especially in creating an innovative company. The author presents the 'Sknowinnov method' and a decision-making model for the assessment of the value of strategic knowledge resources in companies. This method and its approach can be used as excellent tools for a quantitative knowledge analysis in an economic viewpoint. The IT tool that is developed for this method offers support in decision making at a strategic level regarding the profitability of any investment in employee qualifications and skills. The tool also connects the selected determinants described in an innovative company with the value of the personnel usefulness function, enabling the assessment of the rationality and effectiveness of knowledge. HR managers and knowledge management consultants for innovative companies would find this book and the IT tools presented specially useful. This book also adds value to researchers dealing with analysis of quantitative and qualitative methods in intellectual capital research Nota de contenido: Introduction -- Research core of knowledge management -- Innovative company -- Model for managing knowledge workers -- Examples of applications of the Sknowinnov model in creating an innovative company -- Conclusion En línea: http://dx.doi.org/10.1007/978-3-642-36600-0 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=36593 Managing Knowledge Workers : Value Assessment, Methods, and Application Tools [documento electrónico] / Patalas-Maliszewska, Justyna ; SpringerLink (Online service) . - Berlin, Heidelberg : Springer Berlin Heidelberg : Imprint: Springer, 2013 . - X, 142 p : online resource. - (Management for Professionals, ISSN 2192-8096) .
ISBN : 978-3-642-36600-0
Idioma : Inglés (eng)
Palabras clave: Business Organization Planning Personnel management Management Industrial and Innovation/Technology Human Resource Clasificación: 658 Empresas. Organización de empresas Resumen: This book focuses on understanding the strategic role of the knowledge workers in companies, especially in creating an innovative company. The author presents the 'Sknowinnov method' and a decision-making model for the assessment of the value of strategic knowledge resources in companies. This method and its approach can be used as excellent tools for a quantitative knowledge analysis in an economic viewpoint. The IT tool that is developed for this method offers support in decision making at a strategic level regarding the profitability of any investment in employee qualifications and skills. The tool also connects the selected determinants described in an innovative company with the value of the personnel usefulness function, enabling the assessment of the rationality and effectiveness of knowledge. HR managers and knowledge management consultants for innovative companies would find this book and the IT tools presented specially useful. This book also adds value to researchers dealing with analysis of quantitative and qualitative methods in intellectual capital research Nota de contenido: Introduction -- Research core of knowledge management -- Innovative company -- Model for managing knowledge workers -- Examples of applications of the Sknowinnov model in creating an innovative company -- Conclusion En línea: http://dx.doi.org/10.1007/978-3-642-36600-0 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=36593 Ejemplares
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Título : More Class in Management Research : The Relationship between Socioeconomic Background and Managerial Attitudes Tipo de documento: documento electrónico Autores: Kemayou, Yanick ; SpringerLink (Online service) Editorial: Wiesbaden : Springer Fachmedien Wiesbaden Fecha de publicación: 2016 Otro editor: Imprint: Springer Gabler Número de páginas: XIV, 214 p. 14 illus Il.: online resource ISBN/ISSN/DL: 978-3-658-12063-4 Idioma : Inglés (eng) Palabras clave: Business Leadership Personnel management Labor economics and Management Strategy/Leadership Human Resource Economics Clasificación: 316.46 Liderazgo Resumen: Yanick Kemayou investigates how the socioeconomic background of organizational leaders can explain their management-relevant attitudes. The study provides theory development and first empirical tests of the impact of leaders' socioeconomic background on their risk propensity, sense of control and justice perceptions. The model integrates sociological and social psychological research on class dynamics and attitudes. Yanick Kemayou uses cross-sectional data from the German Socioeconomic Panel to test the model. The empirical analyses provide robust support for the theoretical ideas. Results show, for instance, that reproduced leaders with a lower social distance toward broader classes exhibit more favorable justice perceptions toward groups such as unskilled workers than distant reproduced leaders. The bottom line for organizations is that leaders are likely to assess situations and persons differently because of their own socioeconomic background. Contents . Socioeconomic background as micro-foundation of strategy . Managerial attitudes and the economic crisis Target Groups . Teachers and students of HRM, strategy and CSR . Executives and consultants in the field of Business and Society About the Author Dr. Yanick Kemayou researches and lectures at the Department of Management of the University of Paderborn. He is also a visiting lecturer at the Chair for International Personnel Economics of the University of Vienna and was visiting scholar at the Department of Strategy and Business Policy of HEC Paris En línea: http://dx.doi.org/10.1007/978-3-658-12063-4 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=41154 More Class in Management Research : The Relationship between Socioeconomic Background and Managerial Attitudes [documento electrónico] / Kemayou, Yanick ; SpringerLink (Online service) . - Wiesbaden : Springer Fachmedien Wiesbaden : Imprint: Springer Gabler, 2016 . - XIV, 214 p. 14 illus : online resource.
ISBN : 978-3-658-12063-4
Idioma : Inglés (eng)
Palabras clave: Business Leadership Personnel management Labor economics and Management Strategy/Leadership Human Resource Economics Clasificación: 316.46 Liderazgo Resumen: Yanick Kemayou investigates how the socioeconomic background of organizational leaders can explain their management-relevant attitudes. The study provides theory development and first empirical tests of the impact of leaders' socioeconomic background on their risk propensity, sense of control and justice perceptions. The model integrates sociological and social psychological research on class dynamics and attitudes. Yanick Kemayou uses cross-sectional data from the German Socioeconomic Panel to test the model. The empirical analyses provide robust support for the theoretical ideas. Results show, for instance, that reproduced leaders with a lower social distance toward broader classes exhibit more favorable justice perceptions toward groups such as unskilled workers than distant reproduced leaders. The bottom line for organizations is that leaders are likely to assess situations and persons differently because of their own socioeconomic background. Contents . Socioeconomic background as micro-foundation of strategy . Managerial attitudes and the economic crisis Target Groups . Teachers and students of HRM, strategy and CSR . Executives and consultants in the field of Business and Society About the Author Dr. Yanick Kemayou researches and lectures at the Department of Management of the University of Paderborn. He is also a visiting lecturer at the Chair for International Personnel Economics of the University of Vienna and was visiting scholar at the Department of Strategy and Business Policy of HEC Paris En línea: http://dx.doi.org/10.1007/978-3-658-12063-4 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=41154 Ejemplares
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Título : 50 Billion Dollar Boss : African American Women Sharing Stories of Success in Entrepreneurship and Leadership Tipo de documento: documento electrónico Autores: Porter, Kathey ; Hoffman, Andrea ; SpringerLink (Online service) Editorial: New York : Palgrave Macmillan US Fecha de publicación: 2016 Otro editor: Imprint: Palgrave Macmillan Número de páginas: XXIV, 178 p Il.: online resource ISBN/ISSN/DL: 978-1-137-47502-2 Idioma : Inglés (eng) Palabras clave: Business Entrepreneurship Small business Leadership Personnel management Success in Careers Office and Management Human Resource Mangagement Strategy/Leadership Clasificación: 316.46 Liderazgo Resumen: This book looks at several successful African American women and chronicles their success, obstacles, challenges, and lessons learned. The authors have first person access to each of these women and break down their stories to help other aspiring entrepreneurs achieve their dreams of starting or owning their own business En línea: http://dx.doi.org/10.1057/9781137475022 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=41312 50 Billion Dollar Boss : African American Women Sharing Stories of Success in Entrepreneurship and Leadership [documento electrónico] / Porter, Kathey ; Hoffman, Andrea ; SpringerLink (Online service) . - New York : Palgrave Macmillan US : Imprint: Palgrave Macmillan, 2016 . - XXIV, 178 p : online resource.
ISBN : 978-1-137-47502-2
Idioma : Inglés (eng)
Palabras clave: Business Entrepreneurship Small business Leadership Personnel management Success in Careers Office and Management Human Resource Mangagement Strategy/Leadership Clasificación: 316.46 Liderazgo Resumen: This book looks at several successful African American women and chronicles their success, obstacles, challenges, and lessons learned. The authors have first person access to each of these women and break down their stories to help other aspiring entrepreneurs achieve their dreams of starting or owning their own business En línea: http://dx.doi.org/10.1057/9781137475022 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=41312 Ejemplares
Signatura Medio Ubicación Sub-localización Sección Estado ningún ejemplar Aging Workers and the Employee-Employer Relationship / SpringerLink (Online service) ; P. Matthijs Bal ; Kooij, Dorien T.A.M ; Rousseau, Denise M (2015)
Título : Aging Workers and the Employee-Employer Relationship Tipo de documento: documento electrónico Autores: SpringerLink (Online service) ; P. Matthijs Bal ; Kooij, Dorien T.A.M ; Rousseau, Denise M Editorial: Cham : Springer International Publishing Fecha de publicación: 2015 Otro editor: Imprint: Springer Número de páginas: XIII, 268 p. 6 illus Il.: online resource ISBN/ISSN/DL: 978-3-319-08007-9 Idioma : Inglés (eng) Palabras clave: Business Personnel management Social groups Family Youth Industrial psychology and Management Human Resource Industrial, Organisational Economic Psychology Sociology of Familiy, Aging Clasificación: 658 Empresas. Organización de empresas Resumen: This book focuses on the aging workforce from the employment relationship perspective. This innovative book specifically focuses on how organizations can ensure their aging workers remain motivated, productive, and healthy. In 15 chapters, several experts on this topic describe how organizations through effective human resource management can ensure that workers are able to continue working at higher age. In addition, this book discusses the role older workers themselves play in continuing work at higher age. To do this, the authors integrate research from different areas, such as literature on leadership, psychological contracts, and diversity with literature on the aging workforce. Through this integration this book provides innovative ways for organizations and workers to maintain productivity, motivation and health. Aging Workers and the Employee-Employer Relationship summarizes the latest research on how employment relationships change with age and its implications for supporting the well-being, motivation, and productivity of older workers. It identifies ways to improve how both companies and workers solve the problems they face. These include better designed employment practices and more adaptive job content and developmental opportunities for aging workers along with activities aging workers can engage to enhance their own job crafting, learning and employability Nota de contenido: Chapter 1: Introduction to Aging Workers and the Employee-Employer Relationship; P. Matthijs Bal, Dorien T.A.M. Kooij and Denise M. Rousseau -- PART I: THE ROLE OF CONTEXT AND THE ORGANIZATION -- Chapter 2: Older Workers, Stereotypes, and Discrimination in the Context of the Employment Relationship; Lisa M. Finkelstein -- Chapter 3: Age Diversity and Age Climate in the Workplace; Stephan A. Boehm and Florian Kunze -- Chapter 4: Strategic HRM for Older Workers; Dorien T.A.M. Kooij and Karina van de Voorde -- Chapter 5: The Role of Line Managers in Motivation of Older Workers; Eva Knies, Peter Leisink and Jo Thijssen -- Chapter 6: A Lifespan Perspective on Leadership; Hannes Zacher, Michael Clark, Ellen C. Anderson, and Oluremi B. Ayoko -- PART II: THE ROLE OF THE OLDER WORKER -- Chapter 7: The Psychological Contracts of Older Employees; Tim Vantilborgh, Nicky Dries, Ans de Vos and P. Matthijs Bal -- Chapter 8: Idiosyncratic Deals for Older Workers: Increased Heterogeneity among Older Workers Enhance the Need for I-Deals; P. Matthijs Bal and Paul G.W. Jansen -- Chapter 9: Successful Aging at Work: the Role of Job Crafting; Dorien T.A.M. Kooij, Maria Tims and Ruth Kanfer -- Chapter 10: Aging Workers’ Learning and Employability; Isabel Raemdonck, Simon Beausaert, Dominik Fröhlich, Nané Kochoian and Caroline Meurant -- PART III: WORKING BEYOND RETIREMENT -- Chapter 11: Intentions to Continue Working and its Predictors; René Schalk and Donatienne Desmette -- Chapter 12: Bridge Employment: Conceptualizations and New Directions for Future Research; Yujie Zhan and Mo Wang -- Chapter 13: Adjustment Processes in Bridge Employment: Where We Are and Where We Need To Go; Cort W. Rudolph, Annet H. De Lange and Beatrice Van der Heijden -- Chapter 14: Aging Entrepreneurs and Volunteers: Transition in Late Career; Susan Ainsworth -- Chapter 15: Conclusion and Future Research; Dorien T.A.M. Kooij, Denise M. Rousseau and P. Matthijs Bal En línea: http://dx.doi.org/10.1007/978-3-319-08007-9 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=35429 Aging Workers and the Employee-Employer Relationship [documento electrónico] / SpringerLink (Online service) ; P. Matthijs Bal ; Kooij, Dorien T.A.M ; Rousseau, Denise M . - Cham : Springer International Publishing : Imprint: Springer, 2015 . - XIII, 268 p. 6 illus : online resource.
ISBN : 978-3-319-08007-9
Idioma : Inglés (eng)
Palabras clave: Business Personnel management Social groups Family Youth Industrial psychology and Management Human Resource Industrial, Organisational Economic Psychology Sociology of Familiy, Aging Clasificación: 658 Empresas. Organización de empresas Resumen: This book focuses on the aging workforce from the employment relationship perspective. This innovative book specifically focuses on how organizations can ensure their aging workers remain motivated, productive, and healthy. In 15 chapters, several experts on this topic describe how organizations through effective human resource management can ensure that workers are able to continue working at higher age. In addition, this book discusses the role older workers themselves play in continuing work at higher age. To do this, the authors integrate research from different areas, such as literature on leadership, psychological contracts, and diversity with literature on the aging workforce. Through this integration this book provides innovative ways for organizations and workers to maintain productivity, motivation and health. Aging Workers and the Employee-Employer Relationship summarizes the latest research on how employment relationships change with age and its implications for supporting the well-being, motivation, and productivity of older workers. It identifies ways to improve how both companies and workers solve the problems they face. These include better designed employment practices and more adaptive job content and developmental opportunities for aging workers along with activities aging workers can engage to enhance their own job crafting, learning and employability Nota de contenido: Chapter 1: Introduction to Aging Workers and the Employee-Employer Relationship; P. Matthijs Bal, Dorien T.A.M. Kooij and Denise M. Rousseau -- PART I: THE ROLE OF CONTEXT AND THE ORGANIZATION -- Chapter 2: Older Workers, Stereotypes, and Discrimination in the Context of the Employment Relationship; Lisa M. Finkelstein -- Chapter 3: Age Diversity and Age Climate in the Workplace; Stephan A. Boehm and Florian Kunze -- Chapter 4: Strategic HRM for Older Workers; Dorien T.A.M. Kooij and Karina van de Voorde -- Chapter 5: The Role of Line Managers in Motivation of Older Workers; Eva Knies, Peter Leisink and Jo Thijssen -- Chapter 6: A Lifespan Perspective on Leadership; Hannes Zacher, Michael Clark, Ellen C. Anderson, and Oluremi B. Ayoko -- PART II: THE ROLE OF THE OLDER WORKER -- Chapter 7: The Psychological Contracts of Older Employees; Tim Vantilborgh, Nicky Dries, Ans de Vos and P. Matthijs Bal -- Chapter 8: Idiosyncratic Deals for Older Workers: Increased Heterogeneity among Older Workers Enhance the Need for I-Deals; P. Matthijs Bal and Paul G.W. Jansen -- Chapter 9: Successful Aging at Work: the Role of Job Crafting; Dorien T.A.M. Kooij, Maria Tims and Ruth Kanfer -- Chapter 10: Aging Workers’ Learning and Employability; Isabel Raemdonck, Simon Beausaert, Dominik Fröhlich, Nané Kochoian and Caroline Meurant -- PART III: WORKING BEYOND RETIREMENT -- Chapter 11: Intentions to Continue Working and its Predictors; René Schalk and Donatienne Desmette -- Chapter 12: Bridge Employment: Conceptualizations and New Directions for Future Research; Yujie Zhan and Mo Wang -- Chapter 13: Adjustment Processes in Bridge Employment: Where We Are and Where We Need To Go; Cort W. Rudolph, Annet H. De Lange and Beatrice Van der Heijden -- Chapter 14: Aging Entrepreneurs and Volunteers: Transition in Late Career; Susan Ainsworth -- Chapter 15: Conclusion and Future Research; Dorien T.A.M. Kooij, Denise M. Rousseau and P. Matthijs Bal En línea: http://dx.doi.org/10.1007/978-3-319-08007-9 Link: https://biblioteca.cunef.edu/gestion/catalogo/index.php?lvl=notice_display&id=35429 Ejemplares
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