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Contemporary working life highlights the challenge between exploitation and exploration both on a general and a more individual level. Here, we focus on the latter, and connect the critical debate regarding self-management to March's exploitation/exploration trade-off, as this forms a useful theoretical frame to understand how employees make sense of their self-management efforts. The employee is subjected to an individual responsibility to understand and manage an exploration of the self while handling the norms of self-exploitation that a self-management culture creates. Through an empirical study of a large group of management consultants, we explore how they perform and make sense of self-exploitation and self-exploration through three specific discourses: the discourse of workload, the discourse of aspiration, and the discourse of fun. Through these, the consultants try to identify optimal amounts of work, play, and ambition, all while handling the trade-off between self-exploitation and self-exploration. We show how this keeps failing, but how it reappears as a necessary condition for avoiding future failures. In all three discourses, the trade-off therefore presents itself as the problem of as well as the solution to self-management.

This chapter presents a quantitative and qualitative review of research on the use of behavioral self-management (BSM) procedures with adolescents with learning disabilities or behavioral disorders (LD/BD). These procedures included self-monitoring, self-evaluation, self-reinforcement, self-instruction, and packages containing two or more BSM techniques. Twenty studies published from 1981 to 2002 were identified and analyzed. The analysis centered on a series of questions addressing overall effectiveness of the procedures, whether BSM produced socially valid changes, where the changes occurred (i.e. special education or general education setting), whether maintenance and generalization of the target behavior(s) occurred, and if students began to use BSM procedures on their own. Results showed a mean percentage of nonoverlapping data (PND) of 80 indicating that BSM procedures are, overall, an effective approach to behavior change. It also appears that in some instances, these changes are socially valid in that the performance of students with LD/BD can be improved to the level of nondisabled peers. Interventions consisting of a combination of self-management procedures appear to be the most effective, however self-monitoring alone has similar impact. BSM also appears to be effective with a wide variety of behaviors, albeit with relatively discrete behaviors (versus more complex chains of behaviors used in strategic problem-solving). While there is some evidence that target behaviors were generalized and maintained, many of the studies reviewed did not measure it. Also of concern was the apparent lack of student involvement in selecting target behaviors, goal setting, forms of recording etc as well as the fact that no study measured student ability to apply BSM procedures after intervention. Implications for future research and practice are discussed.

The distinction between external communication services and internal consulting services plays an important role in most public relations (PR) theories dealing with PR as an organisational function. In these theories, two perspectives are at the centre of discussion: either PR succeeds in changing the environment or the organisation has to adapt to it. This chapter suggests a descriptive approach. It analyses theoretically and empirically the question of how PR manages the difference between external communication and internal consulting. A theoretical framework based on systems theory is presented. Key aspects of the approach have been tested with a quantitative online survey among communication professionals in Germany.

This study inquires into emotion work performed by call center operators. Twelve call center operators were interviewed. Qualitative methodological strategies were utilized, where the focus of the thematic content analysis was on comprehension of the call center operator's work characteristics, the organization's display rules, and the emotional self-management strategies utilized. Two types of emotional self-management strategies were found: cognitive and behavioral. The organization acknowledged that people are not always able to handle the affective cost in relation to emotion work, offering emotional support and models concerning affective self-management strategies to be used. This organizational assistance strongly influenced the choice of strategies, for the call center operators most frequently used strategies taught by the organization. Emotion work was influenced by variables concerning the work context, factors that either favored or made the work, perceptions, evaluations, and the workers and the customers' affective states problematic. Emotion work was crucial in the call center operators' working routine, whenever the customers became aggressive, and social support made the task of displaying predominantly positive feelings less arduous.

This chapter outlines the philosophic underpinnings of the self-management paradigm developed over the past three decades by China’s Haier Group, a global leader in white goods. The successful transformation of Haier from a small resource-poor firm to a dominant global giant is often attributed to the self-management culture established in the company by its legendary leader Zhang Ruimin. This management paradigm is a function of the humbleness displayed by Mr. Zhang Ruimin and rooted in his strong belief in the traditional Chinese philosophy of I-Ching and Daoism. We show how the hexagram of Qian (“qian”: humbleness, modesty) from I-Ching is linked to Mr. Zhang’s humble approach and analyze how the six parts of the hexagram of Qian are related to the six development stages of the Haier Group. These insights are used to give some thoughts to the leadership challenge associated with the creation of a dynamic and responsive global organization.

The purpose of this chapter is to use sociological theory and research to develop an explanation for how chronic illnesses are managed at home and to thereby suggest some ways in which a sociological perspective can be applied to improve health care for persons with chronic illnesses. Self-care illness management is crucial to the prevention of and reduction of morbidity and mortality from chronic illness.

Review and synthesis of research literature.

Sociological research and theory suggest two important insights that should inform health care services aimed at improving self-care; chronic illness care occurs in the context of the household, neighborhood, and community and, therefore, the “patient” (i.e., the object of health services) is really the caregiving social network around the patient, and because the risk of chronic illness and the resources available to deal with it are socially (and unequally) distributed, “health care” interventions need to take account of disparities in risks and resources that will affect the patient’s ability to successfully comply with self-care regimens.

The review does not include an examination of the clinical research literature. It does, however, suggest that sociologists need to explicitly study chronic illness and health care related to it.

The chapter links the long history of research on family caregiving to the concern with the success of self-management of chronic illness. It also links concerns about that success to social disparities in the distribution of social resources and hence to morbidity and mortality disparities.

This chapter provides a literature review on the topic of emotional intelligence (EI) in the workplace. Quantitative methods were used, with surveys sent to a predetermined sample and processed with the SPSS statistical package. The overall aim of the study was to investigate the effect of EI based on self-awareness, self-management, empathy, and relationship management on work engagement in a public university. One hundred eight professors at the public university. The data for this study were collected by means of a questionnaire. In total, there are 23 questions on a Likert scale. Cronbach's alpha showed that the reliability of the instrument was higher than 0.763. In light of the data, it has been shown that there is correlation between self-awareness, self-management, relationship management, empathy with both work engagement and job satisfaction. Furthermore, the results show that EI is significantly related to both university loyalty and job happiness. Only a conditional link was created between professors' achievements and the success of the public university.