Remote working is the new reality, and transactional work provided by freelancers, contract employees or consultants has increased exponentially. It is forecast that as much as half the labor ...force will be working independently and virtually by 2020.Most organizations are still grappling with how to effectively manage their virtual staff and how to effectively support and motivate them an increasingly urgent task as more Millennials join the workforce, bringing changed attitudes to work satisfaction. This book, the fruit of the authors three decades of experience planning and implementing remote working environments, provides expert guidance for anyone planning a shift to remote working, managing teams of teleworkers, or themselves working in a virtual team.Working Virtually is for the executive leading changes in an enterprise that is preparing for virtual work or seeking to improve current performance. It offers tools to assess readiness, advice on creating appropriate reward policies, and strategies to adapt performance management processes to be more team-driven and technology leveraged. Working Virtually is written to and for the virtual leader who wants to establish high performing virtual teams. It provides an understanding of the roles and responsibilities of managing a virtual team, offering a wealth of advice on creating the conditions for collaboration, motivating team members, and identifying and defusing problems.Working Virtually is for the professional who works remotely from home, on the road, or in an office with remote colleagues. It is for anyone who wants to succeed in this new work environment by developing skills and networks to create a sustained and satisfying career path.With this new edition providing a 360° view of the roles and objectives of all stakeholders in the virtual workspace, this book uniquely provides readers with a rounded picture of the policies, processes, work habits, and commitments needed to achieve the shared goal of high performance remote teams.
"Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been ...able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative's effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees' schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices." (Author's abstract, IAB-Doku). Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch-quantitativ; empirisch; Längsschnitt.
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Based on a thorough review of the literature we introduce an integrated conceptualization of work-life balance involving two key dimensions: engagement in work life and nonwork life and minimal ...conflict between social roles in work and nonwork life. Based on this conceptualization we review much of the evidence concerning the consequences of work-life balance in terms work-related, nonwork-related, and stress-related outcomes. We then identify a set of personal and organizational antecedents to work-life balance and explain their effects on work-life balance. Then we describe a set of theoretical mechanisms linking work-life balance and overall life satisfaction. Finally, we discuss future research directions and policy implications.
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Schedule control and supervisor support for family and personal life may help employees manage the work-family interface. Existing data and research designs, however, have made it difficult to ...conclusively identify the effects of these work resources. This analysis utilizes a group-randomized trial in which some units in an information technology workplace were randomly assigned to participate in an initiative, called STAR, that targeted work practices, interactions, and expectations by (1) training supervisors on the value of demonstrating support for employees' personal lives and (2) prompting employees to reconsider when and where they work. We find statistically significant, although modest, improvements in employees' work-family conflict and family time adequacy, and larger changes in schedule control and supervisor support for family and personal life. We find no evidence that this intervention increased work hours or perceived job demands, as might have happened with increased permeability of work across time and space. Subgroup analyses suggest the intervention brought greater benefits to employees more vulnerable to work-family conflict. This study uses a rigorous design to investigate deliberate organizational changes and their effects on work resources and the work-family interface, advancing our understanding of the impact of social structures on individual lives.
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The Oxford Handbook of Meaningful Work examines the concept, practices, and effects of meaningful work in organizations and beyond. Taking an interdisciplinary approach, this volume reflects diverse ...scholarly contributions to understanding meaningful work from philosophy, political theory, psychology, sociology, organizational studies, and economics. In philosophy and political theory, treatments of meaningful work have been influenced by debates concerning the tensions between work as unavoidable and necessary, and work as a source of self-realization and human flourishing. This tension has come into renewed focus as work is reshaped by technology, globalization, and new forms of organization. In management studies, much empirical work has focused on meaningful work from the perspective of positive psychology, but more recent research has considered meaningful work as a complex phenomenon, socially constructed from interactive processes between individuals, and between individuals, organizations, and society. This Handbook examines meaningful work in the context of moral and pragmatic concerns such as dignity, alienation, freedom, organizational ethics, and corporate social responsibility. Representing some of the most up-to-date academic research, the collection illuminates the relationship of meaningful work to organizational constructs of identity, belonging, callings, self-transcendence, culture, and occupations. Researchers and practitioners will be inspired and equipped to identify new directions and methods with which to deepen scholarly inquiry into a topic of growing importance.
Workers' ability to control their work schedules and hours varies significantly among industrialized countries. We integrate and extend prior research from a variety of literatures to examine ...antecedents of control and worker outcomes. Using hierarchical linear modeling and data for 21 countries from the 1997 ISSP Work Orientations Survey supplemented with national indicators developed from a variety of sources, we find that control is associated with country characteristics (affluence, welfare state generosity, union coverage, and workingtime regulations), worker attributes (being male, being older, and being better educated), and job characteristics (working part-time, being self-employed, having higher earnings, and having more advancement opportunities). We also examine the relationship of control to job satisfaction, organizational commitment, and strain-based work-family conflict. Generally, low levels of control are linked to negative outcomes for workers, especially for women, an effect sometimes modulated by country-level policy measures.
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This volume brings together prominent international scholars involved in both Western and indigenous social work across the globe - including James Midgley, Linda Briskman, Alean Al-Krenawi and John ...R. Graham - to discuss some of the most significant global trends and issues relating to indigenous and cross-cultural social work.
Shared Leadership: Reframing the Hows and Whys of Leadership brings together the foremost thinkers on the subject and is the first book of its kind to address the conceptual, methodological, and ...practical issues for shared leadership. Its aim is to advance understanding along many dimensions of the shared leadership phenomenon: its dynamics, moderators, appropriate settings, facilitating factors, contingencies, measurement, practice implications, and directions for the future. The volume provides a realistic and practical discussion of the benefits, as well as the risks and problems, associated with shared leadership. It will serve as an indispensable guide for researchers and practicing managers in identifying where and when shared leadership may be appropriate for organizations and teams.
Macrocognition in Teams Letsky, Michael P.; Warner, Norman W.; Fiore, Stephen M. ...
2008, 2008-09-01
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Macrocognition in Teams provides readers with a greater understanding of the macrocognitive processes which support collaborative team activity, showcasing current research, theories, methodologies ...and tools. It will be of direct relevance to academics, researchers and practitioners interested in group/team interaction, performance, development and training.
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