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Talent Development and the Global Economy
Talent has been identified as the only differentiator for an organization’s, nations’ or any region’s success in this uncertain, complex, competitive and global environment. Ulrich (2008) defined talent as the equation of 3Cs: Talent = Competence x Commitment x Contribution. Malaeb and Chanaron (2010, p. 2), noted “Competence means that employees have the skills and abilities today and in the future for required business results. ... Commitment means that employees are involved and engaged ... while Contribution means that employees find personal abundance at occupation ...” While Ulrich (2008) observed that commitment focused on meaning and identity and other restraints that tap e...
Global Issues and Talent Development
Talent management (TM) and talent development (TD) are of the most important areas of focus for organizational leaders and scholars around the world (Machado, 2015). Geographic boundaries have become increasingly permeable, with talent considerations being a key factor in the decision of where organizations locate their operations (Farndale, Scullion, & Sparrow, 2010). These changes in global market conditions have lead organizations to develop robust global talent management and development strategies that help organizations attract and retain the best talent (Nilsson & Ellström, 2012). Still, most international TM and TD initiatives can be described as ad hoc, non-strategic, or based on e...
Training School Principals as Talent Developers
Training School Principals as Talent Developers: An International Perspective focuses on how to prepare school principals to lead their schools by training and supporting teachers in their craft. The main goal of schools is improving teaching and learning in order to maximize students’ potential to be college ready and career ready. Principals play significant role in improving the instructions which improves students’ learning. In order to do so, we need inspiring principals to be talent developers. The book is comprised of chapters written by faculty and researchers from various countries and offers multiple perspectives on training and developing principals to be talent developers. In the ten chapters of this edited book, we wanted to address the perspectives of “who is the role model of a principal, what are the qualities needed to make a good principal and what are the challenges that the talent developer principals encounter to achieve their goals. We also wanted to broaden the lens by addressing these perspectives in the United States and globally.
Cultural Impact on Conflict Management in Higher Education
Cultural Impact on Conflict Management in Higher Education shares information regarding conflict management and resolution in higher education from a global perspective. In this book, we introduced many conflict resolution methods from different regions in the world. You can borrow some successful strategies and examine the differences and similarities between contexts. The book shares a conflict resolution model which may direct the reader to start thinking about addressing and managing conflicts from different levels of organizations. This book is a collective work of authors coming from all over the world. We chose higher education as the context because it is a place where diverse though...
Conflict Management and Dialogue in Higher Education
This book addresses an important topic - Conflict, mediation and dialogue. Conflicts are a part of life. Although many people assume conflicts are negative and, therefore, should be avoided, conflict is truly neutral. The engagement in conflict is what can be constructive or destructive. There are many positive outcomes experienced when a conflict is well managed, hence the critical role of this book. For instance, most change is driven by some level of conflict. You must learn, grow and develop effective conflict management skills as a way to manage change. Thus, the conflicts we deal with in our personal lives and in the workplace are essential to our development and our organizations' hea...
The Epic of Difficult Choices
Born the year of Lebanons independence in 1943, in Khiyam, a village of South Lebanon, Dr. Kamel Mohanna studied, at the time of illiteracy, defying poverty to become a doctor. He forged himself a Lebanese role by joining the student movement which, in the sixties heaved France. Then in the seventies, following the path traced by Che Guevara, he joined the revolutionaries in the mountains of Dhofar. It is there that he participated in the march of barefoot doctors on the footsteps of Mao Zedong. He resisted the mermaids of Paris, Canada and the chic neighborhoods of Beirut. Upon his return to Lebanon, he preferred to them the misery of the Palestinian refugee camps, where he lived ...
Career Anchors
Career Anchors: Participant Workbook, Fourth Edition Using the Career Anchors Participant Workbook as your guide you will be able to explore and better understand your workplace skills and competencies, career motives and values. With this program, you will gain new insight into your career values and how they relate to your past and future choices. This easy-to-use workbook includes information about career development and a more complete description of the eight career anchors categories. This new edition features updated or new information that addresses issues such as The rapidly changing world of business including more information on globalization, heightened competition, new technolog...
Critical Human Resource Development
Focuses on organisational goals and those of other stakeholders and society at large. This book provides an insight into the potential benefits and pitfalls, expectations and concerns of advancing a critical view of HRD in practice. It is intended for lecturers, students and practitioners who are aching for a critical analysis.
