LEADER 04017oam 2200613I 450 001 9910462764603321 005 20200520144314.0 010 $a0-203-60943-3 010 $a1-136-03166-9 024 7 $a10.4324/9780203609439 035 $a(CKB)2670000000358725 035 $a(EBL)1189385 035 $a(SSID)ssj0000885669 035 $a(PQKBManifestationID)12318973 035 $a(PQKBTitleCode)TC0000885669 035 $a(PQKBWorkID)10972373 035 $a(PQKB)10642684 035 $a(OCoLC)844924416 035 $a(MiAaPQ)EBC1189385 035 $a(Au-PeEL)EBL1189385 035 $a(CaPaEBR)ebr10704175 035 $a(CaONFJC)MIL492343 035 $a(OCoLC)845256722 035 $a(EXLCZ)992670000000358725 100 $a20180706d2010 uy 0 101 0 $aeng 135 $aur|n|---||||| 181 $ctxt 182 $cc 183 $acr 200 00$aActivity theory in practice $epromoting learning across boundaries and agencies /$fedited by Harry Daniels. [and others] 210 1$aLondon ;$aNew York :$cRoutledge,$d2010. 215 $a1 online resource (256 p.) 300 $aDescription based upon print version of record. 311 $a0-415-47725-5 311 $a0-415-47724-7 320 $aIncludes bibliographical references at the end of each chapters and index. 327 $a1. From diagnosis to clients : constructing the object of collaborative development between physiotherapy educators and workplaces / Jaakko Virkkunen, Elisa Makinen and Leila Lintula -- 2. The meaning of physical presence : an analysis of the introduction of process-optimisation software in a chemical pulp mill / Kirsi Kallio -- 3. Towards co-configuration in home care of the elderly : cultivating agency by designing and implementing the mobility agreement / Jaana Nummijoki and Yrjo Engestrom -- 4. Expansive learning, expansive labour : conceptualising the social production of labour-power within multi-agency working / Paul Warmington and Jane Leadbetter -- 5. Identifying learning in interprofessional discourse : the development of an analytic protocol / David Middleton -- 6. Implicit or invisible mediation in the development of interagency work / Harry Daniels -- 7. Working relationally at organisational boundaries : negotiating expertise and identity / Anne Edwards and Ioanna Kinti -- 8. Breaking through silence : tackling controversial barriers through interprofessional engagement / Tony Gallagher and Karen Carlisle -- 9. Agency vs constraint : the role of external agencies in interprofessional engagement / Rosemary Kilpatrick, Tony Gallagher and Karen Carlisle -- 10. Adaptation and generalisation in software product development / Anders I. Mørch, Kathrine A. Nygard and Sten R. Ludvigsen -- 11. Joint designs for working in wikis: a case of practicing across settings and modes of work / Andreas Lund, Ingvill Rasmussen and Ole Smørdal. 330 $aThis ground-breaking book brings together cutting-edge researchers who study the transformation of practice through the enhancement and transformation of expertise. This is an important moment for such a contribution because expertise is in transition - moving toward collaboration in inter-organizational fields and continuous shaping of transformations. To understand and master this transition, powerful new conceptual tools are needed and are provided here. The theoretical framework which has shaped these studies is Cultural Historical Activity Theory (CHAT). CHAT analyses how people 606 $aOrganizational learning 606 $aKnowledge management 606 $aInterprofessional relations 608 $aElectronic books. 615 0$aOrganizational learning. 615 0$aKnowledge management. 615 0$aInterprofessional relations. 676 $a658.3/124 701 $aDaniels$b Harry$0859843 801 0$bFlBoTFG 801 1$bFlBoTFG 906 $aBOOK 912 $a9910462764603321 996 $aActivity theory in practice$92005932 997 $aUNINA LEADER 00889nam a2200241 i 4500 001 991001542059707536 008 s1943 it 000 0 ita d 020 $a8806340336 035 $ab12161998-39ule_inst 040 $aDip. SSC$bita 082 0 $a842.5 100 1 $aBeaumarchais, Pierre Auguistin : Caron de$0450971 245 13$aIl matrimonio di Figaro /$cP. A. Caron de Beaumarchais ; a cura di Fabrizio Onofri 260 $aTorino :$bEinaudi,$cc1943 300 $aXV, 184 p. ;$c18 cm. 440 0$aCollezione di teatro ;$v153 700 1 $aOnofri, Fabrizio 907 $a.b12161998$b21-09-06$c08-04-03 912 $a991001542059707536 945 $aLE021 LETTDRAM18A40$g1$i2021000144004$lle021$nColuccia$o-$pE0.00$q-$rl$s- $t0$u1$v0$w1$x0$y.i12496212$z08-04-03 996 $aMatrimonio di Figaro$9148088 997 $aUNISALENTO 998 $ale021$b08-04-03$cm$da $e-$fita$git $h3$i0 LEADER 07311nam 22007215 450 001 9910409835903321 005 20250708154737.0 010 $a9783030464639 010 $a3030464636 024 7 $a10.1007/978-3-030-46463-9 035 $a(PPN)277386497 035 $a(CKB)4100000011343594 035 $a(DE-He213)978-3-030-46463-9 035 $a(MiAaPQ)EBC6420125 035 $a(Au-PeEL)EBL6420125 035 $a(OCoLC)1178999811 035 $a(oapen)https://directory.doabooks.org/handle/20.500.12854/27665 035 $a(MiAaPQ)EBC31734394 035 $a(Au-PeEL)EBL31734394 035 $a(ODN)ODN0010171431 035 $a(oapen)doab27665 035 $a(EXLCZ)994100000011343594 100 $a20200708d2020 u| 0 101 0 $aeng 135 $aurnn#008mamaa 181 $ctxt$2rdacontent 182 $cc$2rdamedia 183 $acr$2rdacarrier 200 14$aThe Art of Sustainable Performance $eA Model for Recruiting, Selection, and Professional Development /$fby Bas Kodden 205 $a1st ed. 2020. 210 $cSpringer Nature$d2020 210 1$aCham :$cSpringer International Publishing :$cImprint: Springer,$d2020. 215 $a1 online resource (XXI, 120 p. 21 illus., 2 illus. in color.) 225 1 $aSpringerBriefs in Business,$x2191-5490 311 08$a9783030464622 311 08$a3030464628 327 $aIntro -- Preface -- Acknowledgements -- Introduction -- Introduction -- Time to Take Stock -- What is Needed to Continue Performing? -- The Journey, Not the Destination -- Past Performance -- Culture of Mediocrity -- Moneyball -- References -- Contents -- About the Author -- 1 The Importance of Sustainable Development -- 1.1 Introduction -- 1.2 Intrinsic Motivation -- 1.3 Successful Selection -- 1.4 Performance Indicators and Selection Criteria -- 1.5 Research Model and Questions -- 1.6 Structure of the Book -- 1.7 On a Final Note -- References -- 2 Talent as Precursor for Performance -- 2.1 Introduction -- 2.2 The Concept of "Talent" -- 2.3 Talent Is Overrated -- 2.4 Individuals Who Excel -- 2.5 Winner DNA or Dedication? -- 2.6 Gold Mines -- 2.7 Deliberate Practice -- 2.8 Results of the Study -- References -- 3 The Mediating Effect of Intelligence, Willpower, and Intrinsic Motivation on Talent and Performance -- 3.1 Introduction -- 3.2 Intelligence and Willpower -- 3.3 Discipline and Rules -- 3.4 Ego Depletion -- 3.5 Intrinsic Motivation -- 3.6 The Motivation Continuum -- 3.7 Motivation 3.0 -- 3.8 Results of the Study -- References -- 4 The Ability to Adapt -- 4.1 Introduction -- 4.2 The Importance of Adaptability -- 4.3 Vuca -- 4.4 Radical Changes -- 4.5 Agile Talent -- 4.6 Results of the Study -- References -- 5 The Impact of Self-efficacy -- 5.1 Introduction -- 5.2 Risk Avoidance -- 5.3 Domain-Specific Knowledge Is Power -- 5.4 What Is Self-efficacy? -- 5.5 Deliberate Practice and Self-efficacy -- 5.6 Top Performers See Less and Understand More -- 5.7 Top Performers See the Future -- 5.8 Top Performers Know More by Seeing Less -- 5.9 A Powerful Combination -- 5.10 Results of the Study -- References -- 6 The Relationship Between Work Engagement and Sustainable Performance -- 6.1 Introduction -- 6.2 Success Through Enthusiasm. 327 $a6.3 The Theory of Work Engagement -- 6.4 Supreme Satisfaction -- 6.5 Highly Energetic Leading Doers -- 6.6 Personal Sources of Energy -- 6.7 Results of the Study -- References -- 7 Nurturing Employee Vigor: Implications for Sustainable Performance -- 7.1 Introduction -- 7.2 Energy and Motivation -- 7.3 The Hedgehog Concept -- 7.4 The Need for Vigor -- 7.5 Focus -- 7.6 Vigor and Self-efficacy -- 7.7 Results of the Study -- References -- 8 The Effect of Person-Organization Fit on Work Engagement and Performance -- 8.1 Introduction -- 8.2 Fit with Job and Supervisor -- 8.3 Organizational Culture and Change -- 8.4 Conditions for Success -- 8.5 Results of the Study -- References -- 9 Performance Culture: The Organization as a Tribe -- 9.1 Tribal Cultures -- 9.2 Whakapapa: The Higher Purpose -- 9.3 Ubuntu: Connection to Others and the Organization -- 9.4 Whanau: Ownership -- 9.5 Mana: Talent Is Good, Character Is Better -- References -- 10 The Art of Sustainable Performance: The Zeigarnik Effect -- 10.1 The Brilliant Waiter -- 10.2 Memory Experiments -- 10.3 A Plan Is Crucial -- 10.4 Subconscious Ability -- 10.5 Letting Go Without Losing Focus -- 10.6 Recruitment and Selection -- References -- Conclusion and Summary -- Introduction -- Professional Development -- Organizational Development -- References -- Appendix A Justification of the Study -- Appendix B Important Results of the Study on Performance Indicators -- Appendix C Correlation Matrix -- Appendix D Correlation Matrix Factors -- Appendix E Regression Analysis -- Appendix F Results of Study on the Use of Selection Criteria -- Appendix G Results of Study on Pad-Analysis and Fit Research Model (Structural Equation Modeling) -- Appendix H Research Model Analysis-Model-Fit Analysis (AMOS) -- Tools -- Reference -- Checklist Recruitment and Selection -- Questionnaire Self-efficacy (Bandura 1977). 327 $aReference -- Questionnaire Adaptability (Cozijnsen and Vrakking 2013) -- Reference -- Questionnaire Work Engagement (Bakker et al. 2009) -- Reference -- The STAR and STARR(A) Methods -- Reference -- Sources of Inspiration -- Glossary. 330 $aThis open access book revisits common notions on how to select and recruit the right employees. It reveals that the secret of successful individuals and teams lies in a combination of talent and four important performance indicators, offering an innovative approach that companies can fruitfully adopt. Bas Kodden has studied key performance indicators among over 1,100 executives, senior staff and professionals, including 50 CEOs from leading Dutch companies. His findings put the present recruitment and selection procedures used by many prominent companies in a new light. Moreover, the book not only addresses theory; it also offers a practically applicable model for recruitment, selection and professional development. 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