Bøker av Manuel London

This volume's goal is to help readers understand how people react to career barriers and how people develop constructive ways of coping with them. The methods also suggest what managers and organizations should do to help their employees who are or may soon be facing career barriers.

This study explores how leaders gain and use self-knowledge for continuous improvement and career development and describes how leaders help themselves and the people with whom they work, understand themselves, and become more self-determined, continuous learners, and make the most of resources.

What motivates someone to become a social entrepreneur? What are the competencies needed to be effective social advocates and agents for change? This book answers these questions in an accessible and practical way, providing comprehensive guidelines, numerous examples, and sources of information and training.

Focussing on 'knowing about' rather than 'knowing how', this text identifies many formal and informal learning opportunities, and puts theory and research into practical applications. It interests students and practitioners in human resource development, training, management, executive education, and organization change and development.

This work demonstrates how managers can be effective in gathering and processing performance information about subordinates, making ratings on performance appraisals and multisource feedback surveys and feeding back this information in a way that is nonthreatening and leads to productive change.

Recognises that organisations do all they can to increase their chances for survival and growth, especially in changing and often tough economic times, but suggests that human resource development can help by being action-oriented and tailored to the organisation's changing requirements.

This collection of original essays, written by experienced human resource professionals, is a major contribution to the maturing field of organizational career planning and development.

Principled leadership is the art of applying ethical business values, and business diplomacy is the means of doing it.

Human resource strategies for organization development include team-building methods to improve communication and reduce interpersonal conflict among university administrators. It describes methods for enhancing attention to employee development through appraisal and feedback.

In this new volume of the Professional Practice Series--the first to be published by Jossey-Bass--Manuel London brings together a group of leading research and practice experts to address perhaps the most crucial set of issues facing organizations today--what to do about jobs and workers in turbulent times. In thirteen original chapters, the contributors show how human resource development programs contribute to an organization's viability and growth and the role industrial and organizational psychologists, human resource professionals, and consultants play to help solve organizational or societal problems associated with corporate restructuring and redeployment of workers. The programs detailed here illustrate several successful alternatives to employee displacement and organizational downsizing.Through empirical studies and rich case examples of innovative career development programs in firms as renowned as AT&T, General Electric, and Ford, this book explains the processes for designing and implementing employee development programs that enhance organizational growth and career opportunities.

This book provides guidance for first time leaders of small groups. It offers suggestions and tips for selecting members, knowing what to expect, clarifying goals, determining work processes, motivating members, resolving conflicts, reaching consensus, tracking progress, and rewarding success.

The comprehensive guide to 360-degree feedback from the Center for Creative Leadership In the network economy, growing intellectual capital is the key to increasing market value.