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The psychological contract describes the employer-employee relationship as an individualised exchange between organisations and their members. This exchange clearly goes beyond what is usually agreed upon in a written work contract and extends into the area of values such as accountability and fairness. News coverage shows us many examples of how management by objectives and pay for performance are not effective in binding managers and employees to the interests of their employers. This is why psychological contracts are such a relevant issue these days. While existing research shows a positive relationship between unbroken psyc- logical contracts and motivation as well as in-role and extra-role behaviours, there has been little interest in the concept from the perspective of strategic human resource management or leadership research. The research presented by Maida Petersitzke focuses on these issues and thereby makes an important and very valuable contribution. After presenting a well-structured and clearly-written overview of existing research and the theoretical basis of psychological contracts – which has rarely been described in detail – the present research focuses on the following two issues: Maida Petersitzke presents a conceptual framework which affords the description of an organisational exchange offer that is sustainable and tied to the human resource strategy. She also provides an empirical study of leadership behaviours that facilitate a positive perception of the psychological contract by employees and thereby generate employee behaviours in the interest of the organisation.

This book explores the differences between Western and non-Western cultures to provide a more comprehensive understanding of psychological contract and its consequences on employees’ behavioral, attitudinal, and cognitive outcomes. Further, it discusses the culturally-relevant elements of HR practices that affect employee expectations, job satisfaction, commitment, and motivation based on their perceptions of the level of fulfilment of their psychological contract. Integrating both qualitative and quantitative methods, it is the first book to examine the current state of the South Asian workforce and will advance research on industrial relations, employee relationship management, and corporate management of South Asian employees around the world.

Contract is a side-scrolling shooter in which you must shoot, hack and massacre your way past armed guards, security systems and other challenges in order to reach your targets. You play as a man, blackmailed into the art of assassination by the kidnappers of his brother. In order to get to your targets you must fight your way through mountains of private security and hungry dogs, find security pannels to hack locked doors and make your way to your unwitting targets. Upgrade your gear with th...

This comprehensive study of the rise of multinational corporations from emerging economies explores the basis of their success. Andrea Goldstein argues that the history of multinational business offers valuable lessons for the present and shows how emerging multinationals are embedded in dense political, social and ethnic networks.

The financial markets have undergone a significant development process, both qualitatively and quantitatively, and partly induced by major pushes for globalization and deregulation. In this context, finance has taken on an increasingly central role for companies and is now on par with production and sales, which have always been the cornerstones of business management. The effects of these structural and functional changes are not limited to the way companies operate, but also imply a change in corporate cultures; one consequence of this phenomenon is the large percentage of managers from the world of finance at the top tiers of corporate organizations. Moreover, environmental turbulence has forced companies to increasingly face negative situations characterized by economic and financial imbalances that may require far-reaching strategic changes. The purpose of this book, therefore, is to investigate the possible financial strategies that companies in distress can adopt; in this regard, it approaches financial strategies as opportunities to resolve and prevent difficult situations for the company. After having systematized the financial strategies and policies used in the governance of companies, the book analyzes both crises and turnaround processes, describing the path until the financial balance is restored. Finally, the authors analyze essential tools for the financial management of companies in trouble, focusing in particular on operational tools for managing the crisis, the recovery plan, and its monitoring.

Here is a list of the top investors and wealth management companies: Betterment, Vanguard, Moneyfarm, Robinhood, Advizr, Nutmeg, Wealthfront, Habito, Hydrogen, Sigfig and more. We'll share how these great companies are positioning themselves for success as we move to the new normal.

Private wealth management (PWM) involves the management of the assets of high net worth individuals (HNWI) or accredited investors. Private wealth management firms have established close working relationships with high net worth clients to understand their financial needs and help them build investment portfolios that can meet their clients' financial goals.

Private wealth management (PWM) involves the management of the assets of high net worth individuals (HNWI) or accredited investors. Private wealth management firms have established close working relationships with high net worth clients to understand their financial needs and help them build investment portfolios that can meet their clients' financial goals. They offer a range of services, including portfolio management, real estate planning, mortgage planning, asset protection, tax management, and other financial services. Private wealth management services are provided by large corporations, independent financial advisers and portfolio managers who specialize in working with high net worth private clients.

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