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Being Five ways of leading authentically in an iConnected world is rooted in leadership practice across many sectors and its raison d'etre is to build adaptiveness and resilience in uncertain times. It is credentialed by leaders who have honed their personal effectiveness, grown spiritually and become more effective and impactful, because of their engagement with its content.It channels wisdom at the intersection of many disciplines and multiple world views to provide deeper insight and meaning to the leadership dilemmas and choices that you constantly face. It integrates both western leadership-thinking with its more evidence-based, cognitive approaches, and eastern philosophy with its more 'mystical' and spiritually-oriented homilies, into a rich tapestry that engages your attention, challenges your capabilities, and leaves you richer and more fulfilled for the effort.
Corporate Social Responsibility (CSR) has become a buzzword in management today. And yet, skepticism often prevails, as CSR is often associated with traditional philanthropic practices enabling companies to greenwash their unethical social and environmental practices. This book offers a fresh view on today's CSR from both historical and geographical perspectives. Exploring its roots and theoretical developments in the US, the author then focuses on how CSR has spread across the world, first in Europe and later in the developing world. An updated overview of today's CSR agenda is provided with a focus on four key issues: stakeholder inclusion, employee engagement and social dialogue, human rights and environmental sustainability. With the support of multiple cases and examples taken from various continents and industries, the book adopts a sustainability-driven perspective, based on the belief that the future of CSR lies in the strategic embeddeness of key issues into the company's value chain. Finally, the book attempts to draw the contours of tomorrow's CSR by proposing a new terminology reflecting the current evolution of CSR.
Chinese companies have captured the world's attention in recent years, yet little is known of them apart from rumours, allegations and screaming headlines. Huawei Condensed presents insight for the reader who wants essential information about the company at the centre of a trade war.Get the facts.Cut to the core.Be in the know.All in under an hour.
What would a new approach to tackling urgent global issues like poverty, pollution, habitat loss and climate change look like? How can each of us make the most of the opportunities already present in our rapidly changing world?With a focus on the roles of knowledge-building and knowledge traditions -- the ways we think --, we get closer to what is intrinsic in the functioning of our world and of ourselves.Topics covered include ecological business and marketing, ecological accounting; changing values in UK businesses; new business models for sustainability in Indian agriculture; sustainability in Latin America, Russia and Vietnam; mobilising the masses through dynamic citizenship in Sweden and Sarajevo; an investigation of the role of artistic collectives for sustainability in Brazil; developing Nairobi in accordance with a Triple Top Line Approach; an examination of two theoretical cultures in Europe and Africa; the emerging Chinese Eco-civilisation; and educating for sustainability in Singapore and Tasmania.
Organizational commitment (OC) is typically thought of in mainstream research as a beneficial behaviour, with employers mutually rewarding employees for their labor. However, in recent decades, there have been many signs that the benefits of OC cannot be taken for granted. The world of work is changing, with organizations downsizing, outsourcing labor activities and restructuring into leaner entities.Adding to this is the trend whereby almost everywhere, organizations are systematically striving to avoid long-term commitment to their workforce, by resorting to atypical, non-standard jobs (such as part-time work, temporary or agency employment, and other types of insecure jobs). This new regime of employment is an escape from organizational commitment and a tendency to avoid long-term relations.In this book, the author challenges the mainstream research on OC. Surveying the rise and fall of the idea of OC among corporate managers and employees, in an era of escape from responsibility and commitment, the author redefines OC as unique, unrewarded behavior of a minority of employees in times of trouble for their employing organization. These employees, who have alternatives in the labor market, continue to stay unrewarded with their organizations despite their ability to leave for a more secure and rewarding workplace.Presenting this new definition of OC, the author addresses theoretical and empirical flaws in the current concept, while returning to an idea of commitment that is more widely used in social sciences: Commitment as a guarantee of fulfilment of obligations, which are neither motivating nor pleasant, but necessary.