The fast economic, social, and political changes that characterize today’s world have created much uncertainty not only in countries but also in companies and public sector organizations. Such uncertainty has created the notion of “Global Citizenship,” which entails a multicultural view of the workplace. Given the ongoing effects of the COVID-19 pandemic, managers continue to struggle with finding optimal approaches to managing their employees. The pandemic continues to present new challenges to the workplace and challenge our understanding of the concept of diversity and multiculturalism. Global Citizenship and Its Impact on Multiculturalism in the Workplace illuminates theories and practices as they continue to evolve and broadens conventional perspectives in accordance with the changing times. It focuses on the expansion of the notion of diversity, particularly in a post-pandemic context, and what that entails for different stakeholders. Covering topics such as benefits management, educational diversity, and a multi-generational workforce, this premier reference source is an indispensable resource for business executives and leaders, entrepreneurs, human resource managers, government officials, non-profit organizations, educational administrators, librarians, researchers, and academicians.

In today's fast-paced world, fostering diversity, equity, and inclusion in organizations has become a challenge. The lack of understanding and implementation of these critical values can lead to negative consequences, such as a toxic work environment, high employee turnover, and decreased productivity. To tackle this problem, leaders and practitioners need to have a comprehensive understanding of the benefits of diversity, equity, and inclusion, and the strategies to promote them effectively. Corporate Psychology and Its Impact on Diversity, Equity, and Inclusion offers a solution to the lack of understanding around diversity, equity, and inclusion by investigating the psychological impacts of organizational functions, processes, and procedures on individual perceptions of diversity, equity, and inclusion. Edited by experts Ebtihaj Al A’Ali, Meryem Masmoudi, and Gardenia Alsaffar, this book provides reflections on theories related to diversity, equity, and inclusion, organizational strategies to enhance diversity, equity, and inclusion, and tackles various issues such as racial and special needs issues, gender impacts, age diversity, ethnic and religious diversity, implicit bias, and prejudice, and sexual diversity. This broad consideration of the issues and offers strategies for building a positive corporate psychology that fosters diversity, equity, and inclusion is an essential resource for leaders, human resource managers, academicians, researchers, and students of different disciplines who seek to promote diversity orientations in their future workforce employment and boost diversity, equity, and inclusion in all fields of life.

The modern workforce is continually evolving, presenting an ongoing challenge to business stakeholders, from workers to administration. Technological advancements, shifting consumer preferences, and the ever-changing global economic landscape have set the stage for a resounding conundrum. How can workers, employers, and society adapt to this rapidly transforming environment? Reskilling the Workforce for Technological Advancement presents an answer in the concept of reskilling existing workforces. As highlighted in the book, reskilling offers a path to not only address the challenges faced by individuals but also to propel businesses and society forward. The first issue at hand is the need for workers to continually develop new skills and adapt to new roles in response to technological advancements. Reskilling the Workforce for Technological Advancement presents a compelling solution by outlining how reskilling can open to new career opportunities, boost earning potential, and provide the necessary tools for individuals to remain competitive.

The great resignation, quiet quitting, #MeToo workplace cultures, bro culture at work, the absence of more minorities in cybersecurity, cybercrime, police brutality, the Black Lives Matter protests, racial health disparities, misinformation about COVID-19, and the emergence of new technologies that can be leveraged to help others or misused to harm others have created a level of complexity about inclusion, equity, and organizational efficiency in organizations in the areas of healthcare, education, business, and technology. Real-World Solutions for Diversity, Strategic Change, and Organizational Development: Perspectives in Healthcare, Education, Business, and Technology takes an interdisciplinary academic approach to understand the real-world impact and practical solutions-oriented approach to the chaotic convergence and emergence of organizational challenges and complex issues in healthcare, education, business, and technology through a lens of ideas and strategies that are different and innovative. Covering topics such as behavioral variables, corporate sustainability, and strategic change, this premier reference source is a vital resource for corporate leaders, human resource managers, DEI practitioners, policymakers, administrators, sociologists, students and educators of higher education, researchers, and academicians.

Human Resources (HR) departments often have significant data sets related to employees and positions within their organizations, but optimizing use of this data can present challenges. As the business world rapidly transforms due to technological advancements, experts within the HR domain must learn to effectively use data to improve workforce performance and assist with strategic decisions. A comprehensive understanding of HR analytics and its multiple levels, ranging from descriptive to perspective, can emphasize how the data can support, track, and monitor employee performance, culture, turnover rate, and absenteeism. HR Analytics in an Era of Rapid Automation is a valuable guide for academics, researchers, and practitioners interested in the latest developments in HR analytics. It covers relevant theories and conceptual models based on quantitative and qualitative findings and emphasizes the importance of utilizing HR analytics for sustainable decision making. With a focus on recruitment analytics, talent acquisition, employee performance analytics, and more, this book provides practical solutions to the challenges facing HR professionals in the rapidly changing business world. By highlighting the value of people and HR analytics for business success, this book offers several solutions for the analysis of challenges facing HR professionals today.

Rapid developments are taking place within society and organizations. They demand a flexible, responsive, and competent workforce. Demographic shifts and the increasing shortfall of young workers have resulted in increasing demand for the intergenerational workplace. Retaining multicultural workers is practiced in some countries to make use of their rich expertise. Experienced older workers are no longer seen as a burden to the economy. On the contrary, practices such as senior entrepreneurship are also popular. Similarly, while technological development and differences among employees are discussed in leadership issues, diversity is also included. Leadership Perspectives on Effective Intergenerational Communication and Management examines the differences between monocultural workers and intergenerational workers in Western and Eastern companies. It investigates the technological developments such as Industry 4.0 at the societal or industry levels. Covering topics such as intergenerational diversity, organizational interactions, and employee satisfaction, this premier reference source is an excellent resource for business leaders and executives, human resource managers, sociologists, students and educators of higher education, librarians, researchers, and academicians.

Small and Medium Enterprises (SMEs) face numerous challenges in today's ever-changing business landscape, including excessive bureaucracy, limited government support, and difficulties accessing specialized personnel and cutting-edge technology. These obstacles have been further exacerbated by the COVID-19 pandemic, pushing SMEs to the brink and requiring innovative solutions to navigate the crisis successfully. Gerardo Reyes Ruiz's edited book, Using Organizational Culture Strategies for Adapting to Change, offers a transformative solution to these challenges. Through a collection of real success stories from around the world, the book demonstrates how organizational culture played a crucial role in the resilience and triumph of SMEs during the pandemic. By studying these case studies, readers gain valuable insights and practical strategies to cultivate and leverage organizational culture for navigating change and driving sustainable growth. Using Organizational Culture Strategies for Adapting to Change is a comprehensive resource for academic scholars, stakeholders, business professionals, and students. It thoroughly explores the impact of organizational culture on SMEs, emphasizing the critical importance of fostering a strong culture and providing actionable guidance for establishing and nurturing it within these enterprises. The book equips readers with the necessary knowledge and tools to thrive in the face of adversity and seize new opportunities in today's rapidly evolving business environment. Whether readers seek to understand the role of culture in SME success or want practical advice for implementing cultural strategies, this book offers valuable expertise to help SMEs not only survive but thrive in challenging times.

In a world witnessing the transformative rise of China, the intricate dynamics of its soft power diplomacy have become a focal point of global attention. As geopolitical landscapes shift, the need to understand how China crafts its foreign policy, especially through the strategic use of soft power, becomes imperative. Soft Power and Diplomatic Strategies in Asia and the Middle East is a crucial resource to unraveling these complexities. The book addresses the post-COVID-19 changes in China's soft power application, providing an in-depth, comparative analysis of its diplomatic endeavors in the Middle East and East Asia. By exploring cultural exchanges, economic collaborations, and religious engagements, the book offers nuanced insights into China's strategies, making it an indispensable tool for academics, policymakers, diplomats, and those intrigued by contemporary geopolitics. This book aims to dissect the multifaceted approaches China employs to achieve its diplomatic objectives. From cultural initiatives to economic partnerships and religious engagements, the book unravels the adaptability and complexity of China's foreign policy mechanisms. Its primary objective is to provide a comparative framework for studying China's soft power diplomacy, filling a notable gap in existing scholarship. The interdisciplinary approach ensures rich, diverse analyses, fostering dialogues across international relations, Asian studies, and political science. By offering new theories, methodologies, and empirical data, the book not only challenges existing notions but also sparks further academic inquiry into the strategic use of soft power in foreign policy.

Occupational stress is a growing area of interest as ensuring employees are cared for physically and emotionally in the workplace has become vital across industries. To fully understand the various forms and factors of occupational stress, further study is required in order to provide the best work environment for employees. The Handbook of Research on Dissecting and Dismantling Occupational Stress in Modern Organizations explores key concepts of occupational stress in modern organizations across the globe such as how stress is felt and dealt with by professionals from various sectors operating in the globalized environment. The book also provides an in-depth understanding of the magnitude and reasons behind the varying impacts of stressors within modern organizations. Covering topics such as health capital, turnover intentions, and work-family conflict, this reference work is an excellent resource for business leaders, managers, human resource managers, librarians, government officials, occupational therapists, researchers, academicians, scholars, educators, and students.

Shadow education, the practice of private tutoring outside formal schooling, has become pervasive in Asia. Driven by intense exam competition and dissatisfaction with mainstream education, it plays a significant role in the region's educational landscape. However, its implications and regulatory frameworks still need to be studied and better understood. This book, Shadow Education in Asia: Policies and Practices, addresses this gap by comprehensively analyzing shadow education policies and practices in Asia. Despite its prevalence, shadow education's impact on students, families, and educational systems is complex and multifaceted. The lack of comprehensive research and understanding has led to challenges regulating and integrating shadow education into formal educational systems. Policymakers and educators struggle to address issues such as educational equity, student well-being, and the quality of education provided through shadow education. This book aims to inform policy discussions and reform efforts, ultimately contributing to a more nuanced understanding of this phenomenon and its role in Asia's educational landscape.