02403nam 2200697 a 450 991045526610332120200520144314.00-8039-8333-697866122624701-282-26247-51-84920-717-8(CKB)1000000000789950(EBL)456752(OCoLC)491363837(SSID)ssj0000302281(PQKBManifestationID)12132189(PQKBTitleCode)TC0000302281(PQKBWorkID)10274644(PQKB)10441145(MiAaPQ)EBC456752(OCoLC)1007859742(StDuBDS)EDZ0000063980(Au-PeEL)EBL456752(CaPaEBR)ebr10326847(CaONFJC)MIL226247(OCoLC)935270689(EXLCZ)99100000000078995020120326d1999 fy 0engur|n|---|||||txtccrManagement lives[electronic resource] power and identity in work organizations /David Knights and Hugh WillmottLondon SAGE19991 online resource (185 p.)Description based upon print version of record.1-4462-2207-1 0-8039-8334-4 Includes bibliographical references and index.Cover; Contents; Preface; 1 - Managing Knowledge; 2 - Organizing Work; 3 - Identity and Insecurity at Work; 4 - Power and Inequality at Work; 5 - Managing to Manage; Appendix A - Synopses of Novels; Appendix B - The Conceptual Framework; IndexThe authors consider the meaning of work, power and identity consumption and bureaucracy and rational choice and meaning as these qualities affect individuals in management positions.Corporate cultureIdentity (Psychology)ManagementWork environmentElectronic books.Corporate culture.Identity (Psychology)Management.Work environment.658658.4Knights David1940-118027Willmott Hugh118028StDuBDSStDuBDSBOOK9910455266103321Management lives2464748UNINA02638nam0 22003613i 450 VAN010736420221130045839.782978-08-14-43606-6978-08-14-43607-320170118d2015 |0itac50 baengUS|||| |||||High-impact human capital strategyaddressing the 12 major challenges today's organizations faceJack J. Phillips and Patricia Pulliam PhillipsNew YorkAMACOM, American Management Association2015X, 293 p.24 cmTraditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reaching.High-Impact Human Capital Strategy examines 12 critical forces that must be considered: globalization, changes in workforce demographics, skill shortages and mismatches in labor markets, environmental matters, and more. It shows how to in corporate each into an effective overall plan, and how to translate that plan into action. You'll learn to design human capital programs that:Connect with business measuresAchieve positive ROIEnsure critical talent is in placeBoost engagementAddress work/life balance and other social issuesReduce the need to outsourceCase studies and step-by-step guidelines help you move beyond hiring-training-benefits functions, to develop human capital strategies that deliver measurable value in the face of ongoing challenges.Personnel managementVANC032764ECStrategic planningVANC032801ECHuman capitalVANC032820ECManpower planningVANC032821ECUSNew YorkVANL000011PhillipsJack J.VANV082869253912PhillipsPatricia PulliamVANV082870275882American management associationVANV109868650ITSOL20221202RICAhttp://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=932300E-book – Accesso al full-text attraverso riconoscimento IP di Ateneo, proxy e/o ShibbolethBIBLIOTECA DEL DIPARTIMENTO DI ECONOMIAIT-CE0106VAN03NVAN0107364BIBLIOTECA DEL DIPARTIMENTO DI ECONOMIA03CONS e-book(932300) 03BDE537 20170118 BuonoHigh-impact human capital strategy1412618UNISOB