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This book examines a topic widely regarded as the most pressing in career counselling today, i.e., how to ensure that everyone receives career counselling and that all workers have the opportunity to engage in sustainable, decent work. The author holds that career counselling should not only advance workers’ self- and career construction, helping them design successful career-lives and make social contributions, and live purposeful lives – it should also expound new theoretical approaches and interventions. Furthermore, the book criticizes global society for overlooking the basic needs of many workers, especially the most vulnerable and disadvantaged. An important feature of the book is its emphasis on promoting a creative and innovative approach to career counselling so as to better answer contemporary career-related questions. It offers guidance on how to advance entrepreneurship and help workers develop critical thinking, curiosity, creativity, collaboration, and communication skills. In this way the book promotes innovation in career counselling and maps the way forward in a theoretical and practical manner that helps clients ‘flourish’ rather than merely ‘survive’ in turbulent times impacted by the fourth wave in psychology, career counselling, the economy, as well as the 4th industrial revolution (Work 4.0).
Vocational guidance. --- Counseling. --- Career education. --- Counselling and Interpersonal Skills. --- Career Skills. --- Education --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work
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Unternehmen in der digitalisierten Welt brauchen ebenso gut ausgebildete Führungskräfte wie gute Fachkräfte. In diesem Buch wird erstmalig ein zweijähriges Ausbildungsmodell für den Führungsnachwuchs 4.0 vorgestellt, das die Entwicklung zur selbstverantwortlichen Persönlichkeit zum Ziel hat. Anke Lüneburg zeigt verschiedene Wege, sich durch Coaching selbst führen zu lernen, Potenziale zu aktivieren und Werte wie Vertrauen, Respekt für Andersartigkeit, Klarheit und Freiheit als Führungsziel zu entwickeln. So entsteht ein persönliches Führungsprofil, verstärkt durch Wissen über Menschen und Organisationen. Unternehmen profitieren von Führungskräften mit starker Haltung durch erhöhte Mitarbeiterbindung, verbesserte Entscheidungswege und damit verbesserter Produktivität und Rendite. Der Inhalt Menschen – Werte – Motivation – Organisationen – Sinnverständnis von Führung – Wegbegleitung durch Coaching – Selbst- und Führungskompetenzen – Ausbildungsmodell - Lerntagebuch Die Zielgruppen • Menschen, die anders führen wollen und Anregungen suchen • Projektleiter, die ihre Projekte erfolgreich umsetzen wollen • Entscheider in Unternehmen, die eine echte Ausbildung zur Führungskraft anbieten wollen Die Autorin Anke Lüneburg ist Diplom-Betriebswirtin und zertifizierte Coach, Beraterin und Trainerin im Bereich Führung, Selbstführung, Berufsstrategie und Potenzialentwicklung und beschäftigt sich mit der Entwicklung von Organisationen. Sie bringt über 20 Jahre Führungserfahrung als Managerin, Unternehmerin und Ausbilderin in verschiedenen Branchen mit. Anke Lüneburg war bis vor kurzem Lehrbeauftragte an der FH Westküste in Heide/ Holstein mit dem Schwerpunkt Führungskompetenzen.
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In the previous book in this series, Manfred Kets de Vries observed the experiences of leaders on a rollercoaster ride through their professional and personal lives. Now, he follows them down the rabbit hole into the unknown, where, like Lewis Carroll’s Alice, they find a dystopian Wonderland in which everyone seems to have gone mad and life functions according to its own crazy logic, throwing up all kinds of obstacles in the search for truth. Understanding what is happening around us has become more difficult than ever in the Age of Trump. Don’t imperatives like “build that wall” sound very much like “Off with his head”? Unfortunately, and unlike Alice, we are not going to wake up from a bad dream and discover that everything is “nothing but a pack of cards”. The first part of this book looks at the psychodynamics of leadership in both a business and a political context. The second focuses on the psychopathology of everyday life in organizations and the seemingly endless ways people can make a mess of things – including mega pay packages, acting out, digital addiction and other dysfunctional behaviour patterns. Each chapter ends with a brief anecdote to illustrate the dilemma it presents. In short, sharp nuggets, Kets de Vries helps make sense of how the madness of the present has affected leadership in organizations and the workplace.
Leadership --- Psychological aspects. --- Leadership. --- Employees-Coaching of. --- Business Strategy/Leadership. --- Coaching. --- Consulting, Supervision and Coaching. --- Ability --- Command of troops --- Followership --- Employees—Coaching of. --- Supervision. --- Counseling. --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Supervisory relationships --- Management
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This book provides an evidence-based summary of best practices in providing and utilizing feedback in organizational settings. Bringing together a range of renowned experts, it aims to present the latest in feedback theory and research in a manner that is relevant to bothpsychologists and managers. Feedback is critical to job development, performance enhancement and goal setting. Yet it is often used in a way that defeats its purpose. This book will offer useful insights into the relevance of the current science as to the best methods for incorporating empirical findings into productive workplace solutions.
Employees --- Rating of. --- Efficiency rating --- Employee appraisal --- Employee rating --- Employees, Rating of --- Performance appraisal of employees --- Performance evaluation of employees --- Performance rating (of employees) --- Personnel evaluation --- Rating of employees --- Service rating --- Supervision. --- Counseling. --- Consulting, Supervision and Coaching. --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Supervisory relationships --- Management
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Counseling. --- Counselors --- Educational counseling. --- Training of. --- Educational guidance --- Guidance, Educational --- Guidance, School --- Guidance, Student --- Personnel service in education --- School counseling --- School guidance --- Student counseling --- Student guidance --- Students --- Counseling --- School principal-counselor relationships --- Vocational guidance --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Counseling of
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Andreas Galling-Stiehler untersucht das Phänomen, dass Skandale um Politiker und Top-Manager zunehmend als Folge der Personalisierung durch Public Relations, Public Affairs und andere Formen der Auftragskommunikation sowie ihrer Rezeption durch die Medien erscheinen. Aus der Perspektive einer psychoanalytischen Hermeneutik entwickelt er ein neues Verständnis dieser Form von Auftragskommunikation auf der Grundlage des Menschenbildes von Sigmund Freud. Eine zentrale Rolle spielt dabei die Figur des Helden im Tagtraum und Massentagtraum bei Freud und seinen Nachfolgern. Der aus der Erzähltheorie und Philosophie entwickelte Begriff der produktiven Fiktionen liefert hierbei die Grundlage dafür, Auftragskommunikation und ihre strategische Ausrichtung tiefenhermeneutisch zu deuten und den politischen Skandal um einen Ex-Präsidenten beispielhaft zu interpretieren. Der Inhalt Das Menschenbild der Psychoanalyse nach Sigmund Freud Die Figur des Helden in der psychoanalytischen Interpretation Vom Menschen erzählen: produktive Fiktionen Im Auftrag mit und über Menschen reden: Auftragskommunikation (De-)Konstruktion öffentlicher Heldenfiguren Die Zielgruppen Dozierende und Studierende der Psychologie, Kommunikations- und Medienwissenschaft Praktikerinnen und Praktiker in den Bereichen Public Relations, Public Affairs, Journalismus Der Autor Dr. Andreas Galling-Stiehler unterrichtet an der Universität der Künste Berlin als Lehrkraft für besondere Aufgaben im Studiengang Gesellschafts- und Wirtschaftskommunikation. Daneben arbeitet er als freier PR-Redakteur und Texter mit dem Schwerpunkt politische Kommunikation sowie als Journalist.
Economics—Psychological aspects. --- Supervision. --- Counseling. --- Personality. --- Social psychology. --- Economic Psychology. --- Consulting, Supervision and Coaching. --- Personality and Social Psychology. --- Mass psychology --- Psychology, Social --- Human ecology --- Psychology --- Social groups --- Sociology --- Personal identity --- Personality psychology --- Personality theory --- Personality traits --- Personology --- Traits, Personality --- Individuality --- Persons --- Self --- Temperament --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Supervisory relationships --- Management
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Was ist das Geheimnis von Autorität – welche Form von Autorität benötigen Führungskräfte künftig? Diese Frage beantwortet Frank H. Baumann-Habersack fundiert, konkret, anschaulich, praxisbezogen. Dem Leser wird deutlich, was sich hinter dem Begriff „Neue Autorität“ verbirgt und warum Chefs, die erfolgreich führen wollen, sie benötigen. Der Autor ermutigt, einen Paradigmenwechsel in der Art des Führens zu vollziehen. Autoritäres Machtgehabe war gestern. Heute bedarf es transparenter, selbstkontrollierter, beharrlicher und vernetzter Führung. Frank H. Baumann-Habersack beschreibt, was Entscheider tun können, um erfolgreich zu führen. Er skizziert die Möglichkeiten, wie der Wandel zu einer zeitgerechten Führungskultur gelingt. Führungskräfte lernen somit, ihre Wirksamkeit zu steigern – zum Wohle des Unternehmens, der Mitarbeiter und ihrer selbst. Mit einem Vorwort von Prof. Dr. Arist von Schlippe, dem Mitbegründer des Konzepts „Neue Autorität" in Deutschland. Der Autor Frank H. Baumann-Habersack (B.A.) ist Miteigentümer der Unternehmensberatung Goldpark AG in Frankfurt/Main und dort als Vorstand tätig. Seine Spezialgebiete sind die Begleitung konfliktreicher Transformationsprozesse, Mediationen von Geschäftsleitungs- und Aufsichtsratsgremien sowie Leadership-Themen. Der Unternehmer arbeitete zuvor als Führungskraft, Projektleiter und interner Berater in unterschiedlichen Branchen. Baumann-Habersack ist Bankkaufmann, Betriebswirt und Arbeitswissenschaftler, Master of Arts in Konfliktmanagement und Mediation (i.A.) sowie ausgebildet in NLP, systemischer Familientherapie und Supervision. „Der Vergleich der beiden Arten alter zu neuer Autorität in der Führung ist sehr klar und überzeugend dargestellt.“ Prof. Haim Omer, Begründer des Konzepts „Neue Autorität“ „Ein lesenswertes, praxisbezogenes Buch, das einen guten Überblick bietet.“ „Wirtschaft und Weiterbildung“, 3/2016.
Leadership. --- Business Strategy/Leadership. --- Administration, Organization and Leadership. --- Consulting, Supervision and Coaching. --- Ability --- Command of troops --- Followership --- School management and organization. --- School administration. --- Supervision. --- Counseling. --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Supervisory relationships --- Management --- Administration, Educational --- Educational administration --- Inspection of schools --- Operation policies, School --- Policies, School operation --- School administration --- School inspection --- School operation policies --- School organization --- Schools --- Education --- Organization --- Inspection --- Management and organization
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Dieses Buch aus der Anti-Stress-Trainer-Reihe befasst sich eingehend mit dem inoffiziell größten Berufsrisiko von Projektmanagern, dem Stress. Nicht einmal ihr Privatleben bleibt von der Vielzahl von Stressfaktoren, denen sie sich gegenüber sehen, verschont. Projekte müssen nicht nur kompetent, sondern bei ungeduldigen Auftraggebern auch möglichst schnell abgewickelt werden. Erschwerend dazu können Präsentationsdruck, ein entscheidungsschwacher Vorstand, ein enges Budget und im schlimmsten Fall auch noch Kleinkrieg im Team hinzukommen. Aber all dies muss nicht sein, denn dieses Buch hilft Ihnen dabei, Ihren beruflichen und privaten Stress erfolgreich und effizient zu meistern und macht nebenbei auch noch Spaß beim Lesen. Die Leser erhalten Informationen aus erster Hand, da der Autor aufgrund seiner weitreichenden Erfahrung im Bereich von IT- und Beratungsprojekten Experte für das Thema Projektmanagement ist. Die Reihe Stress gehört in unserem Berufs- und Privatleben zum Alltag. Dabei unterscheiden sich die stressauslösenden Faktoren jedoch je nach Berufsgruppe. Aus diesem Grunde widmen sich in der Anti-Stress-Trainer-Reihe, initiiert von Peter Buchenau, führende Expertinnen und Experten diesen spezifischen Stresssituationen. Der Autor Dr. Markus Blaschka ist Business Coach, Management Trainer und Senior Consultant. Er coacht Projektleiter und entwickelt maßgeschneiderte Projektmanagement-Konzepte für Betriebe. Besonders beschäftigt er sich mit der Frage, wie Projekte stressfrei und ohne die üblichen zwischenmenschlichen Konflikte erfolgreich durchgeführt werden können.
Project management. --- Employees-Coaching of. --- Maturation (Psychology). --- Success in business. --- Project Management. --- Coaching. --- Consulting, Supervision and Coaching. --- Personal Development. --- Careers in Business and Mangagement. --- Business --- Business failures --- Creative ability in business --- Prediction of occupational success --- Growth (Psychology) --- Personal development --- Personal growth --- Developmental psychology --- Industrial project management --- Management --- Careers in Business and Management. --- Employees—Coaching of. --- Supervision. --- Counseling. --- Careers. --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Supervisory relationships
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Doris Klutz conducted insider intervention research in the company she was working for to investigate organisational and group dynamics. Furthermore, she highlights aspects that insider intervention researchers should consider during conducting the research. One of the results shows that due to the real family connections in the company, there is a high chance that employees tend to transfer their own family structures into the company. The method of intervention research can be very valuable for a company if it is truly lived. The benefit for a company is, at best, sustainable self-development. Contents Intervention Research Organisational and Group Dynamics Intervention Research Circle Target Groups Researchers and students of organisational and group dynamics or intervention research Department managers, team managers, project managers, executives of small companies The Author Doris Klutz has completed her Master’s degree at the University of Applied Sciences BFI Vienna. She currently works in the HR department of a global operating company that is acquiring and developing wholesale power generation.
Organizational behavior. --- Behavior in organizations --- Management --- Organization --- Psychology, Industrial --- Social psychology --- Industrial psychology. --- Supervision. --- Counseling. --- Economics—Psychological aspects. --- Industrial and Organizational Psychology. --- Consulting, Supervision and Coaching. --- Economic Psychology. --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Supervisory relationships --- Business psychology --- Industrial psychology --- Psychotechnics --- Industrial engineering --- Personnel management --- Industrial psychologists --- Psychology, Industrial. --- Psychological consultation. --- Economics --- Work and Organizational Psychology. --- Consulting. --- Psychological aspects. --- Behavioral economics --- Behavioural economics --- Consultation, Psychological --- Mental health consultation
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This book presents the idea of exploring both conscious and unconscious drivers and blockers in a person’s leadership development. From the outset, the authors show that exploring drivers (forces that motivate) and blockers (forces that obstruct) leads to profound self-awareness, increasing the chances that meaningful change can occur for the person. Research in the book builds on and integrates well-established leadership development approaches such as ‘immunity to change’ and ‘positive psychology’. Chapters in the book cover drivers and blockers as “assumptions” and “forces” in people that will impact their personal change efforts. The authors examine the reservoirs or sources of drivers and blockers in the mind, such as worldviews, emotions, personality traits, as well as values and motivators, and conclude by providing a tool that leadership development practitioners, coaches and scholars can use with people to explore their drivers and blockers. Throughout the work, real examples from the authors' field research are used to bring these concepts to life. Ian C. Woodward is a Professor of Management Practice at INSEAD directing its flagship “Advanced Management Programme” and teaching in major degree and leadership programs. His teaching and research concentrates on leadership communication, strategic/high performance leadership, leadership and values, as well as personal leadership transformation and development. Samah Shaffakat is a Senior Lecturer in the Department of HRM, Liverpool Business School. Previously she was a Post-Doctoral Research Fellow in the Department of Organizational Behavior at INSEAD. She is also a visiting Professor at IIM-Ahmedabad. Her research interests include: leadership, psychological contracts, mindfulness, emotions, and media. Vincent H. Dominé is Adjunct Professor of Leadership at INSEAD and the Director of Leadership Development in the Global Executive MBA programs. He is also founding partner of DOMINÉ & PARTNERS, a Swiss-based international consultancy firm specialised in accompanying senior executive teams and boards in strategic leadership development. .
Leadership. --- Supervision. --- Counseling. --- Employees—Coaching of. --- School management and organization. --- School administration. --- Political leadership. --- Business Strategy/Leadership. --- Consulting, Supervision and Coaching. --- Coaching. --- Administration, Organization and Leadership. --- Political Leadership. --- Leadership --- Administration, Educational --- Educational administration --- Inspection of schools --- Operation policies, School --- Policies, School operation --- School administration --- School inspection --- School operation policies --- School organization --- Schools --- Education --- Management --- Organization --- Counselling --- Helping behavior --- Psychology, Applied --- Clinical sociology --- Interviewing --- Personal coaching --- Social case work --- Supervisory relationships --- Ability --- Command of troops --- Followership --- Inspection --- Management and organization
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