Revolutions are typically huge and dominating events in the world's history accompanied by radical, visible change. The current revolution is in this regard 'silent' yet change is everywhere. The changes in organisational life are affecting management and the way in which businesses are being run.In this volatile context the Human Resource (HR) function need to be strategically correctly positioned. It needs to be 'reinvented' and positioned in terms of all aspects of people and relations in an organisational context, with clearly identified main activities (professional streams). In order to understand the current state of affairs of the HR function and to give definition to a future ideal positioning for the function, the authors conducted a survey. It was sent out to members of management, as well as to HR practitioners. Based upon the findings of the survey, as well as an analysis of international trends and developments, the authors propose six transitional pillars for the HR function:1. Leadership and meaning2. Relationships3. Workplace socialisation4. Productivity5. Organisational transformation6. Personal wellnessThese pillars, as strategic focus areas, are built upon foundational HR competence and business acumen. The intention behind the project is to enable the HR function to reinvent itself into a discipline which is acknowledged and respected for its relevance, competence and professionalism. Reinventing HR will provide you with the context in which the HR function needs to find its strategic and operational relevance. Content includes: Research report and findings Transitional pillars Foundational understanding: HR competence and business acumen Leadership and meaning Relationships Workplace socialisation Productivity Organisational transformation Personal wellness The future

"Examining Nixon's autobiographies and political memorabilia, Frick offers far-reaching perceptions not only of the man but of Nixon's version of himself - contrasted with those who would interpret him differently. He cites reinventions of Nixon from the late 1980s, particularly the museum at the Richard Nixon Library and Birthplace, to demonstrate the resilience of certain national mythic narratives in the face of liberal critiques. And he recounts how celebrants at Nixon's state funeral, at which Bob Dole's eulogy depicted a God-fearing American hero, attempted to bury the sources of our divisions over him, rendering in some minds the judgment of "redeemed statesman" to erase his status as "disgraced president."" "With dozens of illustrations - Nixon posing with Elvis (the National Archives' most requested photo), Nixonian cultural artifacts, classic editorial cartoons - no other book collects in one place such varied images of Nixon from so many diverse media. These reinforce Frick's probing analysis to help us understand why we disagree about Nixon - and why it matters how we resolve our disagreements."--BOOK JACKET.

Underlying Yeang's projects is a programme of research that focuses on the design of the skyscraper, a design that derives from the recognized importance that climate has on finding energy-efficient resources.

From taxi rides, hotel stays, car driving, to communicating and paying, everything we knew as normal has changed beyond recognition. To lead effectively in today’s brave new world, you have to question EVERYTHING. For the first time in human history, knowledge is free and almost every boundary to communication has been lifted. This open source world has permanently altered the business landscape. And you can count on the fact that the pace of change will only accelerate. Yet... companies still rely on management tools and practices that were, at best, mildly effective in their heyday. In Open Source Leadership, Rajeev Peshawaria reveals the vision, insight, and practices he has used to help some of today’s largest and most influential organizations meet the open source world head on. It all starts with asking the right questions: What’s the most effective leadership style in a world of 24/7 connectivity? How has the very concept of leadership changed in the open source era? How do you inspire and reward performance in the “gig economy?” How do you measure engagement and effectively address the gaps? How can you lead innovation--quickly and continuously? Peshawaria reveals the answers to these questions--and they will surprise you. Based on his company’s groundbreaking research spanning 28 countries, he concludes that traditional industrial age thinking needs a massive upgrade to successfully navigating the brave new world of business. Open Source Leadership rewrites the rules of management, giving you a unique look at the most common misperceptions, illusions, and downright wrong information you’ve been getting about what works and what doesn’t. It provides a new, counterintuitive model for seizing competitive edge in any industry. Among other issues the book argues convincingly that “positive autocracy” must replace democratic leadership; talent and innovation are abundant not scarce; early identification of high-potentials is counter-productive; and setting employees free to do as little as they want will increase productivity.

This practical handbook on improving strategic human resource management performance comes at a time when organisations are striving to gain competitive edge. The role of HR is changing and the book reflects the need for those who specialise in these areas to respond to the new opportunities for managers who have both 'people' and communication skills. The author has created an easy-to-use toolbox of ideas to help managers improve their skills. The text is supported by studies and examples of real organisations which show what works and why some HR plans fail. The book helps managers who are involved in managing people and HR to improve their strategic contribution and position within their organisation, whatever type of organisation they work in.