Titlebook: Handbook on Management and Employment Practices; Paula Brough,Elliroma Gardiner,Kevin Daniels Reference work 2022 Springer Nature Switzerl

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Management Competencies for Health and Wellbeingowever, efforts to train and develop managers often fall short. This chapter focuses on research to identify competencies–or the collection of skills, abilities, and knowledge–required by managers to promote, protect, maintain, and support the health and wellbeing of employees. A number of specific

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補(bǔ)助

Incremental and Disruptive Change and Wellbeingd different organizational changes and wellbeing, and their relations. Organizational changes run on a continuum from incremental to transformational change, where the latter includes disruptive changes. Although this topic is important, there is still a lack of understanding of the role of wellbein

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Reorganizing and Downsizingsizing, in particular for those who remain employed in the workplace. During the later years, case-control and prospective epidemiological studies have been published including both groups. They indicate that both the unemployed and those who remain in the workplace (survivors) after downsizing may

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Lean Management and Employee Well-Beingroduct quality, efficiency of processes, and better responsiveness to customers. At every step of the lean process, the question asked is “what value is being added to the customer?”. The performance advantages of lean management have been widely studied and consensus is emerging that lean managemen

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Corporate Boards and Employee Well-Beingd in the private sector, and the way companies manage employee health and well-being impacts a significant portion of the workforce and, thus, society at large. Private companies are governed by boards of directors. They represent shareholders, are legally responsible for companies, and set strategi

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Organizational Change and Employee Health and Well-Beingg. Consideration of the work in the area reveals two types of studies have been conducted. One group of researchers have focused on objective measures of exposure to change, while a second group of researchers have assessed change recipients’ subjective experience of change exposure. I consider whet

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