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دانلود کتاب Organizational Toxin Handlers: The Critical Role of HR, OD, and Coaching Practitioners in Managing Toxic Workplace Situations
دانلود کتاب گردانندگان سموم سازمانی: نقش حیاتی HR، OD، و متخصصان مربیگری در مدیریت موقعیت های سمی محل کار
مشخصات کتاب
Organizational Toxin Handlers: The Critical Role of HR, OD, and Coaching Practitioners in Managing Toxic Workplace Situations
ویرایش:
نویسندگان: Teresa Daniel
سری:
ISBN (شابک) : 3030516849, 9783030516840
ناشر: Palgrave Macmillan
سال نشر: 2020
تعداد صفحات: 184
زبان: English
فرمت فایل : PDF (درصورت درخواست کاربر به PDF، EPUB یا AZW3 تبدیل می شود)
حجم فایل: 2 مگابایت
قیمت کتاب (تومان) : 36,000
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توجه داشته باشید کتاب گردانندگان سموم سازمانی: نقش حیاتی HR، OD، و متخصصان مربیگری در مدیریت موقعیت های سمی محل کار نسخه زبان اصلی می باشد و کتاب ترجمه شده به فارسی نمی باشد. وبسایت اینترنشنال لایبرری ارائه دهنده کتاب های زبان اصلی می باشد و هیچ گونه کتاب ترجمه شده یا نوشته شده به فارسی را ارائه نمی دهد.
توضیحاتی در مورد کتاب گردانندگان سموم سازمانی: نقش حیاتی HR، OD، و متخصصان مربیگری در مدیریت موقعیت های سمی محل کار
این کتاب به بررسی نقش مهم متخصصان منابع انسانی که به عنوان کنترل کننده سموم در سازمان خود عمل می کنند و خطراتی که در مواجهه با احساسات سمی محل کار ناشی از تصمیمات دشوار سازمانی، مانند ادغام و اکتساب، کاهش کارکنان، و تجدید ساختار با آن ها مواجه هستند، می پردازد. بررسی کارهایی که انجام می‌دهند، چرایی انجام آن، و پاداش‌های شخصی و حرفه‌ای ایجاد شده توسط کار، همچنین خطراتی را که در انتظار آنها از نظر خطرات برای رفاه شخصی‌شان است، بررسی می‌کند. در دنیای امروز، اخراج، آزار و اذیت، تبعیض، تضادهای شخصیتی، یا رئیس بدرفتار تنها تعدادی از انواع موقعیت‌های محل کار هستند که می‌توانند درد عاطفی شدیدی را برای کارکنان ایجاد کنند - احساساتی مانند عصبانیت، ناامیدی، استرس، ناامیدی و حتی ترس. . متأسفانه، این نوع رویدادها قابل پیش‌بینی و تا حدودی اجتناب‌ناپذیر هستند، اما شیوه‌ای که سازمان‌ها با آنها برخورد می‌کنند – یا نمی‌کنند – است که می‌تواند مشکل جدی برای کارکنان ایجاد کند. این مسئولیت اغلب به عهده منابع انسانی است که به کارکنان مشکل کمک کند تا درد عاطفی خود را کاهش دهند تا بتوانند در سریع ترین زمان ممکن دوباره تمرکز کنند و به سر کار بازگردند و در نتیجه نتایج سازمانی مثبتی حاصل شود. این کتاب عمل متعادل کننده ای را که منابع انسانی باید برای مراقبت از کارکنان و دفاع از اهداف آنها انجام دهد و در عین حال به سمت اهداف سازمانی تعیین شده توسط رهبران ارشد حرکت می کند، برجسته می کند. نویسنده نشان می‌دهد که چگونه کنترل‌کننده‌های سم، درد سازمانی را در زمان‌های سخت کاهش می‌دهند و در عین حال هزینه‌های رفاه خود را نیز بررسی می‌کنند. خوانندگان یاد خواهند گرفت که تأثیر منفی احساسات سمی را از منظر سازمانی و همچنین فردی به حداقل برسانند. این کتاب به متخصصان منابع انسانی استراتژی‌هایی را در مورد چگونگی پیش‌بینی و هدایت مسمومیت سازمانی ناشی از برخی از موقعیت‌های اجتناب‌ناپذیر و دشوار مرتبط با افراد که احتمالاً برایشان پیش می‌آید، آموزش می‌دهد.
توضیحاتی درمورد کتاب به خارجی
This book examines the important role of HR practitioners acting as toxin handlers within their organizations and the dangers they face when dealing with toxic workplace emotions caused by difficult organizational decisions, such as mergers and acquisitions, staff reductions, and restructurings. Exploring what they do, why they do it, and the personal and professional rewards created by the work, it also examines the dangers that await them in terms of risks to their personal well-being. In today's world, layoffs, harassment, discrimination, personality conflicts, or an abusive boss are just a few of the many types of workplace situations that can generate intense emotional pain for employees—feelings like anger, frustration, stress, disappointment, and even fear. Unfortunately, these types of events are predictable and somewhat inevitable, but it is the way organizations handle them—or do not—that can create a serious problem for employees. The responsibility often falls to HR to help troubled employees reduce their emotional pain so that they can re-focus and get back to work as quickly as possible, resulting in positive organizational outcomes. This book highlights the balancing act that HR must perform of caring for employees and championing their causes while at the same time driving toward organizational goals set by senior leaders. The author demonstrates how toxin handlers reduce organizational pain during tough times while also exploring the costs to their own well-being. Readers will learn to minimize the negative impact of toxic emotions from an organizational as well as individual perspective. This book will teach HR professionals strategies about how to anticipate and navigate the organizational toxicity caused by some of the inevitable and difficult people-related situations that are likely to come their way.
فهرست مطالب
Foreword Acknowledgments Disclaimer Contents About the Author 1: Toxin Handlers: Who They Are and What They Do References 2: What Causes Toxic Workplace Situations? A Focus on the Economic and Legal Drivers Introduction How We Got Here: Some Historical Background A Relentless Focus on the Maximization of Profits Changes in the American Workplace References 3: What Causes Toxic Workplace Situations? A Focus on the Individual, Situational, and Systemic Drivers An Examination of Workplace Dynamics The Individual Perspective A Focus on Results—Not How They Are Obtained Why They Do It We Idolize Arrogance and Outliers The Situational Perspective Low Perceived Risk and No Consequences Competition for Promotions, Influence, and Rewards Encourages Bullying The Organizational Systems Perspective Rational Systems Natural Systems Open Systems The Combined Individual, Situational, and Organizational Systems Perspective References 4: What Causes Toxic Workplace Situations? A Focus on the Ethical Drivers So, What Makes Leaders Fail? Privileged Access Lack of Balance I Want It All—And I Want It Now Stress and a Heightened Fear of Failure Inflated Ego and a Sense of Exemption from Rules The “Emptiness Syndrome” Early Strengths Become Later Weaknesses Corporate Culture Drives Bad Behaviors Conclusions References 5: Why They Do It Innate Personality Characteristics Requirement of the Role HR Practitioners Are Strongly Identified with Their Work and Tend to Protect Others Positive Impact of the Role on Toxin Handlers References 6: How They Reduce Organizational Pain Empathetic Listening Suggest Solutions and Provide Resources Work Behind the Scenes and Provide a “Safe Space” Confidential Counseling Strategize Communications and Reframe Difficult Messages Coach and Advise Managers References 7: Why Organizations Need Them Reference 8: Friend or Assassin: Whose Side Is HR On, Anyway? Why HR Is So Often Misunderstood or Disliked HR Must Often Tell Managers “No” Organizational Role Is Not Fully Appreciated and/or Understood HR Is Perceived as Lacking Business Knowledge Lack of Professional Credentials, Education, or “Organizational Fit” Insecure Managers May See Competent HR Professionals as a Threat Strategies to Improve Perceptions Among Employees and Senior Leaders Seek Opportunities to Enhance Business Knowledge and Professional Credibility Increase Communication to Address the Inherent Tension Between HR and Other Managers Shift from Role as “Internal Police” to Strategic Business Partner/Compliance Coach References 9: The Price They Pay Reference 10: Running on Empty: Warning Signs of Compassion Fatigue and Burnout Compassion Fatigue What Is Compassion Fatigue? Who Does It Affect? Signs and Symptoms of Compassion Fatigue Burnout Commonalities and Differences Between Burnout and Compassion Fatigue Commonalities Differences Strategies to Avoid These Problems References Additional Resources 11: Perceived Low Value of HR’s Work to Senior Leaders (and How HR Can Fix This) Toxin Handling Work Is Not Only Not Appreciated—In Fact, It Is Invisible Perceived Low Value of HR’s Work to Senior Leaders (and How HR Can Fix This) Strengths of HR Professionals Weaknesses of HR Professionals Overall Rating Implications for the HR Profession References 12: Promising Macro Strategies to Minimize Harm to Toxin Handlers Organizational Strategies Formalize Toxin Handling Responsibilities Focus on Building a “Culture of Care” Develop an Intentional Partnership Between HR and Senior Leaders Expand Employee Communications Rotate HR Practitioners Ramp Up Soft Skills Training Recognize and Appreciate the Work Develop a Culture of Respect Adopt New Policies and/or Update Existing Ones Ensure Periodic Communication and Training About Conduct Expectations Track Key Metrics and Regularly Audit Key Processes Conduct Periodic Climate Surveys The Way Forward: A Modest Proposal Changes to the Legal System Changes to the Employment Relationship Changes to the Organizational System References 13: Promising Micro Strategies to Minimize Harm to Toxin Handlers Focus on Self-Care Set Clear Boundaries and Learn to Say “No” Develop a Community of Support Strengthen the Partnership with the Company’s EAP and Seek Personal Counseling Pay Close Attention to Work-Life Balance Change Jobs or Leave the Organization Entirely References 14: Can We Reduce Organizational Toxicity by Improving Our Leaders? Hint: Yes, We Can! Theoretical Perspectives About the Leadership Process Use of Power—Personalized Versus Socialized Tough/Good Leaders Versus Exceptional Leaders What Do Tough/Good Leaders Look Like? What Makes Exceptional Leaders Different? Personal Excellence and the Achievement of High Standards Care and Connect in a Highly Personalized Manner Conclusions References 15: The So-What? Making Sense of It All Reference 16: Epilogue: A Manifesto for a New (and Better) Future References Appendix A: Executive Summary of the Research Study Appendix B: Technical Report Overview of the Study Systematic Review of the Literature Funding, IRB Approval, and the Secondary Literature Review Request for Funding IRB Approval Secondary Literature Review Data Collection and Analysis Research Questions Overview of the Method Rationale for Method Selection Data Collection Sample Selection Recruitment Strategy Semi-Structured Interviews Demographic Profile of the Participants Analysis of the Data Evaluation of the Study Criteria for Evaluating Grounded Theory Research Appropriateness of the Sample Size Assessment of the Study’s Rigor Validity of the Theory Caution About Using These Results Possible Study Limitations Suggestions for Future Research Originality/Value/Implications of the Study Declaration of No Conflicting Interests Disclaimer About the Principal Investigator About the Research Assistant For Further Information Acknowledgments References Bibliography Index
