New Approaches to Flexible Working:
Presenting a new framework that explores the perspectives of employers and employees in the changing world of work
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Leeds
Emerald Publishing Limited
2024
|
| Ausgabe: | 1st ed |
| Schriftenreihe: | The New Business Culture Series
|
| Schlagworte: | |
| Online-Zugang: | DE-2070s |
| Zusammenfassung: | Presenting a new framework that explores the perspectives of employers and employees in the changing world of work |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (118 Seiten) |
| ISBN: | 9781835495223 |
Internformat
MARC
| LEADER | 00000nmm a2200000zc 4500 | ||
|---|---|---|---|
| 001 | BV049876445 | ||
| 003 | DE-604 | ||
| 007 | cr|uuu---uuuuu | ||
| 008 | 240919s2024 |||| o||u| ||||||eng d | ||
| 020 | |a 9781835495223 |9 978-1-83549-522-3 | ||
| 035 | |a (ZDB-30-PQE)EBC31060221 | ||
| 035 | |a (ZDB-30-PAD)EBC31060221 | ||
| 035 | |a (ZDB-89-EBL)EBL31060221 | ||
| 035 | |a (OCoLC)1436830072 | ||
| 035 | |a (DE-599)BVBBV049876445 | ||
| 040 | |a DE-604 |b ger |e rda | ||
| 041 | 0 | |a eng | |
| 049 | |a DE-2070s | ||
| 082 | 0 | |a 331.2572 | |
| 084 | |a QV 597 |0 (DE-625)142167: |2 rvk | ||
| 100 | 1 | |a Trompenaars, Fons |e Verfasser |4 aut | |
| 245 | 1 | 0 | |a New Approaches to Flexible Working |
| 250 | |a 1st ed | ||
| 264 | 1 | |a Leeds |b Emerald Publishing Limited |c 2024 | |
| 264 | 4 | |c ©2024 | |
| 300 | |a 1 Online-Ressource (118 Seiten) | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b c |2 rdamedia | ||
| 338 | |b cr |2 rdacarrier | ||
| 490 | 0 | |a The New Business Culture Series | |
| 500 | |a Description based on publisher supplied metadata and other sources | ||
| 505 | 8 | |a Intro -- Halftitle Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Authors -- Rationale for the Series -- 1: The Need for an Evidence-Led Framework -- 2: Changes in How We View Work -- 2.1. FIRST IMPRESSIONS -- 2.2. THE JOB LIFE CYCLE -- 2.3. THE SOCIO-TECHNICAL EFFECT -- 3: History of Flexible Working -- 3.1. HISTORICAL TRENDS -- 3.2. SHIFT WORK -- 4: Our Early Research -- 4.1. In Partnership with Vodafone UK -- 4.2. Our Own Early Research -- 5: Changing Values of The Workforce including Younger Generations -- 5.1. NEW GENERATIONS OF EMPLOYEES -- 5.2. GENERATIONAL VALUES -- 5.3. WHY GENERATION Z RESIGNED FROM THEIR JOB -- 6: Work-Life Balance -- 6.1. THE WORK-LIFE BALANCE MOVEMENT -- 6.2. PRESENTEEISM -- 6.3. THE CORRIDOR EFFECT -- 6.4. WHAT RESPONDENTS TO OUR EARLY SURVEYS TOLD US ABOUT WORK-LIFE BALANCE? -- 7: Our Early Flexible Working App -- 7.1. Four-Dimensional Model -- 7.2. Flexible Working Database -- 7.3. Typical Feedback Comments the App Gives Users -- 7.4. Example Recommendations Generated by the App -- 7.4.1. Detailed Feedback from the App -- 7.5. Advantages of Working from Home from Our Respondents -- 7.6. Disadvantages of Working from Home from Our Respondents -- 8: Review of key Issues in Practice -- 8.1. Flexible Working and Career Progression -- 8.2. Going Self-Employed When Flexible Working Is Not Awarded -- 8.2.1. Is Going Self-Employed Relevant to Issues of Flexible Working? -- 8.3. Freelance Working -- 8.4. Flexible Working Other Than Working from Home (WFH) -- 8.5. Telechirics -- 8.6. Collateral Changes -- 9: Information Technology and Flexible Working -- 9.1. The Acceleration of It Developments -- 9.2. Remote Video Meetings -- 9.3. Software to Monitor Flexible Working -- 9.4. Keystroke Activity -- 9.5. Personality Types Suited to Flexible Working? -- 9.6. Maintaining Diligence | |
| 505 | 8 | |a 9.7. Vigilance Decrement -- 9.8. Jobs that Don't Lend Themselves to Flexible Working -- 10: Cultural Differences -- 10.1. The General Impact of Culture -- 10.2. Days Working at Home/In the Office -- 10.3. Some National Differences -- 10.3.1. China -- 10.3.2. Russia -- 10.3.3. Arab Countries of the Gulf Cooperation Council (GCC) -- 10.3.4. African Countries -- 10.3.5. Australia -- 10.4. Further Country Trends - Especially Working from Home -- 10.5. Lower Rates of Flexible Working -- 10.6. Higher Rates of Flexible Working -- 10.7. Limitations of Correlation Statistics -- 11: New Approaches to Flexible Working -- 11.1. THE GAP IN KNOWLEDGE -- 11.2. TRYING TO ENCOURAGE STAFF TO RETURN TO THE OFFICE -- 11.3. NEW BODY OF KNOWLEDGE REQUIRED -- 11.4. WORK-LIFE BALANCE REVISITED -- 11.5. OUR INTEGRATION MODEL -- 11.6. COMPETING DEMANDS GIVE RISE TO DILEMMAS THAT NEED TO BE RECONCILED -- 11.7. THROUGH-THROUGH THINKING -- 12: The Meta-Level Dilemmas of Flexible Working -- 12.1. UNIVERSALISM (RULES)-PARTICULARISM (RELATIONSHIPS/EXCEPTIONS) DIMENSION -- 12.2. INDIVIDUAL-GROUP DIMENSION -- 12.3. SPECIFIC (LOW INVOLVEMENT) - DIFFUSE (HIGH INVOLVEMENT) DIMENSION -- 12.4. NEUTRAL (EMOTIONS CONCEALED) - AFFECTIVE (EMOTIONS DISPLAYED) DIMENSION -- 12.5. ACHIEVEMENT (WHAT YOU ACHIEVE) - ASCRIPTION (WHO YOU ARE) DIMENSION -- 12.6. TIME ORIENTATION -- 12.7. INTERNAL (TAKE CONTROL) - EXTERNAL (GO WITH THE FLOW) DIMENSION -- 13: Conclusions - Future Ways of Working -- APPENDIX -- TEST YOURSELF (OR YOUR ORGANISATION) WITH OUR ONLINE APP -- Index | |
| 520 | |a Presenting a new framework that explores the perspectives of employers and employees in the changing world of work | ||
| 650 | 4 | |a Flexible work arrangements | |
| 650 | 0 | 7 | |a Arbeitsorganisation |0 (DE-588)4002752-1 |2 gnd |9 rswk-swf |
| 650 | 0 | 7 | |a Flexibilität |0 (DE-588)4125037-0 |2 gnd |9 rswk-swf |
| 689 | 0 | 0 | |a Arbeitsorganisation |0 (DE-588)4002752-1 |D s |
| 689 | 0 | 1 | |a Flexibilität |0 (DE-588)4125037-0 |D s |
| 689 | 0 | |5 DE-604 | |
| 700 | 1 | |a Woolliams, Peter |e Sonstige |4 oth | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Trompenaars, Fons |t New Approaches to Flexible Working |d Leeds : Emerald Publishing Limited,c2024 |z 9781835495230 |
| 912 | |a ZDB-30-PQE | ||
| 943 | 1 | |a oai:aleph.bib-bvb.de:BVB01-035215895 | |
| 966 | e | |u https://ebookcentral.proquest.com/lib/hwr/detail.action?docID=31060221 |l DE-2070s |p ZDB-30-PQE |q HWR_PDA_PQE |x Aggregator |3 Volltext | |
Datensatz im Suchindex
| _version_ | 1814902792862564352 |
|---|---|
| adam_text | |
| any_adam_object | |
| author | Trompenaars, Fons |
| author_facet | Trompenaars, Fons |
| author_role | aut |
| author_sort | Trompenaars, Fons |
| author_variant | f t ft |
| building | Verbundindex |
| bvnumber | BV049876445 |
| classification_rvk | QV 597 |
| collection | ZDB-30-PQE |
| contents | Intro -- Halftitle Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Authors -- Rationale for the Series -- 1: The Need for an Evidence-Led Framework -- 2: Changes in How We View Work -- 2.1. FIRST IMPRESSIONS -- 2.2. THE JOB LIFE CYCLE -- 2.3. THE SOCIO-TECHNICAL EFFECT -- 3: History of Flexible Working -- 3.1. HISTORICAL TRENDS -- 3.2. SHIFT WORK -- 4: Our Early Research -- 4.1. In Partnership with Vodafone UK -- 4.2. Our Own Early Research -- 5: Changing Values of The Workforce including Younger Generations -- 5.1. NEW GENERATIONS OF EMPLOYEES -- 5.2. GENERATIONAL VALUES -- 5.3. WHY GENERATION Z RESIGNED FROM THEIR JOB -- 6: Work-Life Balance -- 6.1. THE WORK-LIFE BALANCE MOVEMENT -- 6.2. PRESENTEEISM -- 6.3. THE CORRIDOR EFFECT -- 6.4. WHAT RESPONDENTS TO OUR EARLY SURVEYS TOLD US ABOUT WORK-LIFE BALANCE? -- 7: Our Early Flexible Working App -- 7.1. Four-Dimensional Model -- 7.2. Flexible Working Database -- 7.3. Typical Feedback Comments the App Gives Users -- 7.4. Example Recommendations Generated by the App -- 7.4.1. Detailed Feedback from the App -- 7.5. Advantages of Working from Home from Our Respondents -- 7.6. Disadvantages of Working from Home from Our Respondents -- 8: Review of key Issues in Practice -- 8.1. Flexible Working and Career Progression -- 8.2. Going Self-Employed When Flexible Working Is Not Awarded -- 8.2.1. Is Going Self-Employed Relevant to Issues of Flexible Working? -- 8.3. Freelance Working -- 8.4. Flexible Working Other Than Working from Home (WFH) -- 8.5. Telechirics -- 8.6. Collateral Changes -- 9: Information Technology and Flexible Working -- 9.1. The Acceleration of It Developments -- 9.2. Remote Video Meetings -- 9.3. Software to Monitor Flexible Working -- 9.4. Keystroke Activity -- 9.5. Personality Types Suited to Flexible Working? -- 9.6. Maintaining Diligence 9.7. Vigilance Decrement -- 9.8. Jobs that Don't Lend Themselves to Flexible Working -- 10: Cultural Differences -- 10.1. The General Impact of Culture -- 10.2. Days Working at Home/In the Office -- 10.3. Some National Differences -- 10.3.1. China -- 10.3.2. Russia -- 10.3.3. Arab Countries of the Gulf Cooperation Council (GCC) -- 10.3.4. African Countries -- 10.3.5. Australia -- 10.4. Further Country Trends - Especially Working from Home -- 10.5. Lower Rates of Flexible Working -- 10.6. Higher Rates of Flexible Working -- 10.7. Limitations of Correlation Statistics -- 11: New Approaches to Flexible Working -- 11.1. THE GAP IN KNOWLEDGE -- 11.2. TRYING TO ENCOURAGE STAFF TO RETURN TO THE OFFICE -- 11.3. NEW BODY OF KNOWLEDGE REQUIRED -- 11.4. WORK-LIFE BALANCE REVISITED -- 11.5. OUR INTEGRATION MODEL -- 11.6. COMPETING DEMANDS GIVE RISE TO DILEMMAS THAT NEED TO BE RECONCILED -- 11.7. THROUGH-THROUGH THINKING -- 12: The Meta-Level Dilemmas of Flexible Working -- 12.1. UNIVERSALISM (RULES)-PARTICULARISM (RELATIONSHIPS/EXCEPTIONS) DIMENSION -- 12.2. INDIVIDUAL-GROUP DIMENSION -- 12.3. SPECIFIC (LOW INVOLVEMENT) - DIFFUSE (HIGH INVOLVEMENT) DIMENSION -- 12.4. NEUTRAL (EMOTIONS CONCEALED) - AFFECTIVE (EMOTIONS DISPLAYED) DIMENSION -- 12.5. ACHIEVEMENT (WHAT YOU ACHIEVE) - ASCRIPTION (WHO YOU ARE) DIMENSION -- 12.6. TIME ORIENTATION -- 12.7. INTERNAL (TAKE CONTROL) - EXTERNAL (GO WITH THE FLOW) DIMENSION -- 13: Conclusions - Future Ways of Working -- APPENDIX -- TEST YOURSELF (OR YOUR ORGANISATION) WITH OUR ONLINE APP -- Index |
| ctrlnum | (ZDB-30-PQE)EBC31060221 (ZDB-30-PAD)EBC31060221 (ZDB-89-EBL)EBL31060221 (OCoLC)1436830072 (DE-599)BVBBV049876445 |
| dewey-full | 331.2572 |
| dewey-hundreds | 300 - Social sciences |
| dewey-ones | 331 - Labor economics |
| dewey-raw | 331.2572 |
| dewey-search | 331.2572 |
| dewey-sort | 3331.2572 |
| dewey-tens | 330 - Economics |
| discipline | Wirtschaftswissenschaften |
| edition | 1st ed |
| format | Electronic eBook |
| fullrecord | <?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>00000nmm a2200000zc 4500</leader><controlfield tag="001">BV049876445</controlfield><controlfield tag="003">DE-604</controlfield><controlfield tag="007">cr|uuu---uuuuu</controlfield><controlfield tag="008">240919s2024 |||| o||u| ||||||eng d</controlfield><datafield tag="020" ind1=" " ind2=" "><subfield code="a">9781835495223</subfield><subfield code="9">978-1-83549-522-3</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(ZDB-30-PQE)EBC31060221</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(ZDB-30-PAD)EBC31060221</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(ZDB-89-EBL)EBL31060221</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(OCoLC)1436830072</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-599)BVBBV049876445</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-604</subfield><subfield code="b">ger</subfield><subfield code="e">rda</subfield></datafield><datafield tag="041" ind1="0" ind2=" "><subfield code="a">eng</subfield></datafield><datafield tag="049" ind1=" " ind2=" "><subfield code="a">DE-2070s</subfield></datafield><datafield tag="082" ind1="0" ind2=" "><subfield code="a">331.2572</subfield></datafield><datafield tag="084" ind1=" " ind2=" "><subfield code="a">QV 597</subfield><subfield code="0">(DE-625)142167:</subfield><subfield code="2">rvk</subfield></datafield><datafield tag="100" ind1="1" ind2=" "><subfield code="a">Trompenaars, Fons</subfield><subfield code="e">Verfasser</subfield><subfield code="4">aut</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">New Approaches to Flexible Working</subfield></datafield><datafield tag="250" ind1=" " ind2=" "><subfield code="a">1st ed</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="a">Leeds</subfield><subfield code="b">Emerald Publishing Limited</subfield><subfield code="c">2024</subfield></datafield><datafield tag="264" ind1=" " ind2="4"><subfield code="c">©2024</subfield></datafield><datafield tag="300" ind1=" " ind2=" "><subfield code="a">1 Online-Ressource (118 Seiten)</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="b">txt</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="b">c</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="b">cr</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="490" ind1="0" ind2=" "><subfield code="a">The New Business Culture Series</subfield></datafield><datafield tag="500" ind1=" " ind2=" "><subfield code="a">Description based on publisher supplied metadata and other sources</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Intro -- Halftitle Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Authors -- Rationale for the Series -- 1: The Need for an Evidence-Led Framework -- 2: Changes in How We View Work -- 2.1. FIRST IMPRESSIONS -- 2.2. THE JOB LIFE CYCLE -- 2.3. THE SOCIO-TECHNICAL EFFECT -- 3: History of Flexible Working -- 3.1. HISTORICAL TRENDS -- 3.2. SHIFT WORK -- 4: Our Early Research -- 4.1. In Partnership with Vodafone UK -- 4.2. Our Own Early Research -- 5: Changing Values of The Workforce including Younger Generations -- 5.1. NEW GENERATIONS OF EMPLOYEES -- 5.2. GENERATIONAL VALUES -- 5.3. WHY GENERATION Z RESIGNED FROM THEIR JOB -- 6: Work-Life Balance -- 6.1. THE WORK-LIFE BALANCE MOVEMENT -- 6.2. PRESENTEEISM -- 6.3. THE CORRIDOR EFFECT -- 6.4. WHAT RESPONDENTS TO OUR EARLY SURVEYS TOLD US ABOUT WORK-LIFE BALANCE? -- 7: Our Early Flexible Working App -- 7.1. Four-Dimensional Model -- 7.2. Flexible Working Database -- 7.3. Typical Feedback Comments the App Gives Users -- 7.4. Example Recommendations Generated by the App -- 7.4.1. Detailed Feedback from the App -- 7.5. Advantages of Working from Home from Our Respondents -- 7.6. Disadvantages of Working from Home from Our Respondents -- 8: Review of key Issues in Practice -- 8.1. Flexible Working and Career Progression -- 8.2. Going Self-Employed When Flexible Working Is Not Awarded -- 8.2.1. Is Going Self-Employed Relevant to Issues of Flexible Working? -- 8.3. Freelance Working -- 8.4. Flexible Working Other Than Working from Home (WFH) -- 8.5. Telechirics -- 8.6. Collateral Changes -- 9: Information Technology and Flexible Working -- 9.1. The Acceleration of It Developments -- 9.2. Remote Video Meetings -- 9.3. Software to Monitor Flexible Working -- 9.4. Keystroke Activity -- 9.5. Personality Types Suited to Flexible Working? -- 9.6. Maintaining Diligence</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">9.7. Vigilance Decrement -- 9.8. Jobs that Don't Lend Themselves to Flexible Working -- 10: Cultural Differences -- 10.1. The General Impact of Culture -- 10.2. Days Working at Home/In the Office -- 10.3. Some National Differences -- 10.3.1. China -- 10.3.2. Russia -- 10.3.3. Arab Countries of the Gulf Cooperation Council (GCC) -- 10.3.4. African Countries -- 10.3.5. Australia -- 10.4. Further Country Trends - Especially Working from Home -- 10.5. Lower Rates of Flexible Working -- 10.6. Higher Rates of Flexible Working -- 10.7. Limitations of Correlation Statistics -- 11: New Approaches to Flexible Working -- 11.1. THE GAP IN KNOWLEDGE -- 11.2. TRYING TO ENCOURAGE STAFF TO RETURN TO THE OFFICE -- 11.3. NEW BODY OF KNOWLEDGE REQUIRED -- 11.4. WORK-LIFE BALANCE REVISITED -- 11.5. OUR INTEGRATION MODEL -- 11.6. COMPETING DEMANDS GIVE RISE TO DILEMMAS THAT NEED TO BE RECONCILED -- 11.7. THROUGH-THROUGH THINKING -- 12: The Meta-Level Dilemmas of Flexible Working -- 12.1. UNIVERSALISM (RULES)-PARTICULARISM (RELATIONSHIPS/EXCEPTIONS) DIMENSION -- 12.2. INDIVIDUAL-GROUP DIMENSION -- 12.3. SPECIFIC (LOW INVOLVEMENT) - DIFFUSE (HIGH INVOLVEMENT) DIMENSION -- 12.4. NEUTRAL (EMOTIONS CONCEALED) - AFFECTIVE (EMOTIONS DISPLAYED) DIMENSION -- 12.5. ACHIEVEMENT (WHAT YOU ACHIEVE) - ASCRIPTION (WHO YOU ARE) DIMENSION -- 12.6. TIME ORIENTATION -- 12.7. INTERNAL (TAKE CONTROL) - EXTERNAL (GO WITH THE FLOW) DIMENSION -- 13: Conclusions - Future Ways of Working -- APPENDIX -- TEST YOURSELF (OR YOUR ORGANISATION) WITH OUR ONLINE APP -- Index</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">Presenting a new framework that explores the perspectives of employers and employees in the changing world of work</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Flexible work arrangements</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Arbeitsorganisation</subfield><subfield code="0">(DE-588)4002752-1</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Flexibilität</subfield><subfield code="0">(DE-588)4125037-0</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="689" ind1="0" ind2="0"><subfield code="a">Arbeitsorganisation</subfield><subfield code="0">(DE-588)4002752-1</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="1"><subfield code="a">Flexibilität</subfield><subfield code="0">(DE-588)4125037-0</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2=" "><subfield code="5">DE-604</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Woolliams, Peter</subfield><subfield code="e">Sonstige</subfield><subfield code="4">oth</subfield></datafield><datafield tag="776" ind1="0" ind2="8"><subfield code="i">Erscheint auch als</subfield><subfield code="n">Druck-Ausgabe</subfield><subfield code="a">Trompenaars, Fons</subfield><subfield code="t">New Approaches to Flexible Working</subfield><subfield code="d">Leeds : Emerald Publishing Limited,c2024</subfield><subfield code="z">9781835495230</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">ZDB-30-PQE</subfield></datafield><datafield tag="943" ind1="1" ind2=" "><subfield code="a">oai:aleph.bib-bvb.de:BVB01-035215895</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://ebookcentral.proquest.com/lib/hwr/detail.action?docID=31060221</subfield><subfield code="l">DE-2070s</subfield><subfield code="p">ZDB-30-PQE</subfield><subfield code="q">HWR_PDA_PQE</subfield><subfield code="x">Aggregator</subfield><subfield code="3">Volltext</subfield></datafield></record></collection> |
| id | DE-604.BV049876445 |
| illustrated | Not Illustrated |
| indexdate | 2024-11-05T17:03:00Z |
| institution | BVB |
| isbn | 9781835495223 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035215895 |
| oclc_num | 1436830072 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 Online-Ressource (118 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2024 |
| publishDateSearch | 2024 |
| publishDateSort | 2024 |
| publisher | Emerald Publishing Limited |
| record_format | marc |
| series2 | The New Business Culture Series |
| spelling | Trompenaars, Fons Verfasser aut New Approaches to Flexible Working 1st ed Leeds Emerald Publishing Limited 2024 ©2024 1 Online-Ressource (118 Seiten) txt rdacontent c rdamedia cr rdacarrier The New Business Culture Series Description based on publisher supplied metadata and other sources Intro -- Halftitle Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Authors -- Rationale for the Series -- 1: The Need for an Evidence-Led Framework -- 2: Changes in How We View Work -- 2.1. FIRST IMPRESSIONS -- 2.2. THE JOB LIFE CYCLE -- 2.3. THE SOCIO-TECHNICAL EFFECT -- 3: History of Flexible Working -- 3.1. HISTORICAL TRENDS -- 3.2. SHIFT WORK -- 4: Our Early Research -- 4.1. In Partnership with Vodafone UK -- 4.2. Our Own Early Research -- 5: Changing Values of The Workforce including Younger Generations -- 5.1. NEW GENERATIONS OF EMPLOYEES -- 5.2. GENERATIONAL VALUES -- 5.3. WHY GENERATION Z RESIGNED FROM THEIR JOB -- 6: Work-Life Balance -- 6.1. THE WORK-LIFE BALANCE MOVEMENT -- 6.2. PRESENTEEISM -- 6.3. THE CORRIDOR EFFECT -- 6.4. WHAT RESPONDENTS TO OUR EARLY SURVEYS TOLD US ABOUT WORK-LIFE BALANCE? -- 7: Our Early Flexible Working App -- 7.1. Four-Dimensional Model -- 7.2. Flexible Working Database -- 7.3. Typical Feedback Comments the App Gives Users -- 7.4. Example Recommendations Generated by the App -- 7.4.1. Detailed Feedback from the App -- 7.5. Advantages of Working from Home from Our Respondents -- 7.6. Disadvantages of Working from Home from Our Respondents -- 8: Review of key Issues in Practice -- 8.1. Flexible Working and Career Progression -- 8.2. Going Self-Employed When Flexible Working Is Not Awarded -- 8.2.1. Is Going Self-Employed Relevant to Issues of Flexible Working? -- 8.3. Freelance Working -- 8.4. Flexible Working Other Than Working from Home (WFH) -- 8.5. Telechirics -- 8.6. Collateral Changes -- 9: Information Technology and Flexible Working -- 9.1. The Acceleration of It Developments -- 9.2. Remote Video Meetings -- 9.3. Software to Monitor Flexible Working -- 9.4. Keystroke Activity -- 9.5. Personality Types Suited to Flexible Working? -- 9.6. Maintaining Diligence 9.7. Vigilance Decrement -- 9.8. Jobs that Don't Lend Themselves to Flexible Working -- 10: Cultural Differences -- 10.1. The General Impact of Culture -- 10.2. Days Working at Home/In the Office -- 10.3. Some National Differences -- 10.3.1. China -- 10.3.2. Russia -- 10.3.3. Arab Countries of the Gulf Cooperation Council (GCC) -- 10.3.4. African Countries -- 10.3.5. Australia -- 10.4. Further Country Trends - Especially Working from Home -- 10.5. Lower Rates of Flexible Working -- 10.6. Higher Rates of Flexible Working -- 10.7. Limitations of Correlation Statistics -- 11: New Approaches to Flexible Working -- 11.1. THE GAP IN KNOWLEDGE -- 11.2. TRYING TO ENCOURAGE STAFF TO RETURN TO THE OFFICE -- 11.3. NEW BODY OF KNOWLEDGE REQUIRED -- 11.4. WORK-LIFE BALANCE REVISITED -- 11.5. OUR INTEGRATION MODEL -- 11.6. COMPETING DEMANDS GIVE RISE TO DILEMMAS THAT NEED TO BE RECONCILED -- 11.7. THROUGH-THROUGH THINKING -- 12: The Meta-Level Dilemmas of Flexible Working -- 12.1. UNIVERSALISM (RULES)-PARTICULARISM (RELATIONSHIPS/EXCEPTIONS) DIMENSION -- 12.2. INDIVIDUAL-GROUP DIMENSION -- 12.3. SPECIFIC (LOW INVOLVEMENT) - DIFFUSE (HIGH INVOLVEMENT) DIMENSION -- 12.4. NEUTRAL (EMOTIONS CONCEALED) - AFFECTIVE (EMOTIONS DISPLAYED) DIMENSION -- 12.5. ACHIEVEMENT (WHAT YOU ACHIEVE) - ASCRIPTION (WHO YOU ARE) DIMENSION -- 12.6. TIME ORIENTATION -- 12.7. INTERNAL (TAKE CONTROL) - EXTERNAL (GO WITH THE FLOW) DIMENSION -- 13: Conclusions - Future Ways of Working -- APPENDIX -- TEST YOURSELF (OR YOUR ORGANISATION) WITH OUR ONLINE APP -- Index Presenting a new framework that explores the perspectives of employers and employees in the changing world of work Flexible work arrangements Arbeitsorganisation (DE-588)4002752-1 gnd rswk-swf Flexibilität (DE-588)4125037-0 gnd rswk-swf Arbeitsorganisation (DE-588)4002752-1 s Flexibilität (DE-588)4125037-0 s DE-604 Woolliams, Peter Sonstige oth Erscheint auch als Druck-Ausgabe Trompenaars, Fons New Approaches to Flexible Working Leeds : Emerald Publishing Limited,c2024 9781835495230 |
| spellingShingle | Trompenaars, Fons New Approaches to Flexible Working Intro -- Halftitle Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Authors -- Rationale for the Series -- 1: The Need for an Evidence-Led Framework -- 2: Changes in How We View Work -- 2.1. FIRST IMPRESSIONS -- 2.2. THE JOB LIFE CYCLE -- 2.3. THE SOCIO-TECHNICAL EFFECT -- 3: History of Flexible Working -- 3.1. HISTORICAL TRENDS -- 3.2. SHIFT WORK -- 4: Our Early Research -- 4.1. In Partnership with Vodafone UK -- 4.2. Our Own Early Research -- 5: Changing Values of The Workforce including Younger Generations -- 5.1. NEW GENERATIONS OF EMPLOYEES -- 5.2. GENERATIONAL VALUES -- 5.3. WHY GENERATION Z RESIGNED FROM THEIR JOB -- 6: Work-Life Balance -- 6.1. THE WORK-LIFE BALANCE MOVEMENT -- 6.2. PRESENTEEISM -- 6.3. THE CORRIDOR EFFECT -- 6.4. WHAT RESPONDENTS TO OUR EARLY SURVEYS TOLD US ABOUT WORK-LIFE BALANCE? -- 7: Our Early Flexible Working App -- 7.1. Four-Dimensional Model -- 7.2. Flexible Working Database -- 7.3. Typical Feedback Comments the App Gives Users -- 7.4. Example Recommendations Generated by the App -- 7.4.1. Detailed Feedback from the App -- 7.5. Advantages of Working from Home from Our Respondents -- 7.6. Disadvantages of Working from Home from Our Respondents -- 8: Review of key Issues in Practice -- 8.1. Flexible Working and Career Progression -- 8.2. Going Self-Employed When Flexible Working Is Not Awarded -- 8.2.1. Is Going Self-Employed Relevant to Issues of Flexible Working? -- 8.3. Freelance Working -- 8.4. Flexible Working Other Than Working from Home (WFH) -- 8.5. Telechirics -- 8.6. Collateral Changes -- 9: Information Technology and Flexible Working -- 9.1. The Acceleration of It Developments -- 9.2. Remote Video Meetings -- 9.3. Software to Monitor Flexible Working -- 9.4. Keystroke Activity -- 9.5. Personality Types Suited to Flexible Working? -- 9.6. Maintaining Diligence 9.7. Vigilance Decrement -- 9.8. Jobs that Don't Lend Themselves to Flexible Working -- 10: Cultural Differences -- 10.1. The General Impact of Culture -- 10.2. Days Working at Home/In the Office -- 10.3. Some National Differences -- 10.3.1. China -- 10.3.2. Russia -- 10.3.3. Arab Countries of the Gulf Cooperation Council (GCC) -- 10.3.4. African Countries -- 10.3.5. Australia -- 10.4. Further Country Trends - Especially Working from Home -- 10.5. Lower Rates of Flexible Working -- 10.6. Higher Rates of Flexible Working -- 10.7. Limitations of Correlation Statistics -- 11: New Approaches to Flexible Working -- 11.1. THE GAP IN KNOWLEDGE -- 11.2. TRYING TO ENCOURAGE STAFF TO RETURN TO THE OFFICE -- 11.3. NEW BODY OF KNOWLEDGE REQUIRED -- 11.4. WORK-LIFE BALANCE REVISITED -- 11.5. OUR INTEGRATION MODEL -- 11.6. COMPETING DEMANDS GIVE RISE TO DILEMMAS THAT NEED TO BE RECONCILED -- 11.7. THROUGH-THROUGH THINKING -- 12: The Meta-Level Dilemmas of Flexible Working -- 12.1. UNIVERSALISM (RULES)-PARTICULARISM (RELATIONSHIPS/EXCEPTIONS) DIMENSION -- 12.2. INDIVIDUAL-GROUP DIMENSION -- 12.3. SPECIFIC (LOW INVOLVEMENT) - DIFFUSE (HIGH INVOLVEMENT) DIMENSION -- 12.4. NEUTRAL (EMOTIONS CONCEALED) - AFFECTIVE (EMOTIONS DISPLAYED) DIMENSION -- 12.5. ACHIEVEMENT (WHAT YOU ACHIEVE) - ASCRIPTION (WHO YOU ARE) DIMENSION -- 12.6. TIME ORIENTATION -- 12.7. INTERNAL (TAKE CONTROL) - EXTERNAL (GO WITH THE FLOW) DIMENSION -- 13: Conclusions - Future Ways of Working -- APPENDIX -- TEST YOURSELF (OR YOUR ORGANISATION) WITH OUR ONLINE APP -- Index Flexible work arrangements Arbeitsorganisation (DE-588)4002752-1 gnd Flexibilität (DE-588)4125037-0 gnd |
| subject_GND | (DE-588)4002752-1 (DE-588)4125037-0 |
| title | New Approaches to Flexible Working |
| title_auth | New Approaches to Flexible Working |
| title_exact_search | New Approaches to Flexible Working |
| title_full | New Approaches to Flexible Working |
| title_fullStr | New Approaches to Flexible Working |
| title_full_unstemmed | New Approaches to Flexible Working |
| title_short | New Approaches to Flexible Working |
| title_sort | new approaches to flexible working |
| topic | Flexible work arrangements Arbeitsorganisation (DE-588)4002752-1 gnd Flexibilität (DE-588)4125037-0 gnd |
| topic_facet | Flexible work arrangements Arbeitsorganisation Flexibilität |
| work_keys_str_mv | AT trompenaarsfons newapproachestoflexibleworking AT woolliamspeter newapproachestoflexibleworking |