New Approaches to Flexible Working:
Presenting a new framework that explores the perspectives of employers and employees in the changing world of work
Saved in:
| Main Author: | |
|---|---|
| Format: | Electronic eBook |
| Language: | English |
| Published: |
Leeds
Emerald Publishing Limited
2024
|
| Edition: | 1st ed |
| Series: | The New Business Culture Series
|
| Subjects: | |
| Online Access: | DE-2070s |
| Summary: | Presenting a new framework that explores the perspectives of employers and employees in the changing world of work |
| Item Description: | Description based on publisher supplied metadata and other sources |
| Physical Description: | 1 Online-Ressource (118 Seiten) |
| ISBN: | 9781835495223 |
Staff View
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| 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 | |
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| author | Trompenaars, Fons |
| author_facet | Trompenaars, Fons |
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| building | Verbundindex |
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| classification_rvk | QV 597 |
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| 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 |
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| id | DE-604.BV049876445 |
| illustrated | Not Illustrated |
| indexdate | 2025-01-10T19:05:13Z |
| institution | BVB |
| isbn | 9781835495223 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035215895 |
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| 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 Work-Life-Balance (DE-588)7671849-9 gnd rswk-swf Arbeitsbedingungen (DE-588)4002641-3 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 Arbeitsbedingungen (DE-588)4002641-3 s Work-Life-Balance (DE-588)7671849-9 s 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 Work-Life-Balance (DE-588)7671849-9 gnd Arbeitsbedingungen (DE-588)4002641-3 gnd Flexibilität (DE-588)4125037-0 gnd |
| subject_GND | (DE-588)4002752-1 (DE-588)7671849-9 (DE-588)4002641-3 (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 Work-Life-Balance (DE-588)7671849-9 gnd Arbeitsbedingungen (DE-588)4002641-3 gnd Flexibilität (DE-588)4125037-0 gnd |
| topic_facet | Flexible work arrangements Arbeitsorganisation Work-Life-Balance Arbeitsbedingungen Flexibilität |
| work_keys_str_mv | AT trompenaarsfons newapproachestoflexibleworking AT woolliamspeter newapproachestoflexibleworking |