Professional Practice Series Committee Report
December 21, 2010
To the SIOP Executive Committee,
Production and Marketing of the Professional Practice Series books are the major issues for the Executive Committee to consider in this report.
The good news is that the Professional Practice Series is on target to produce a few volumes a year devoted to issues of interest to the I/O practitioner audience (including related HRM practitioners). This progress is summarized below. (A review of the goals of the Professional Practice Series and the membership of its current Editorial Board, are appended below)
The bad news is that there are two marketing issues which merit the attention of the SIOP Executive Committee, and/or the Publications Committee. Specifically:
A. Recent volume editors have complained that Jossey Bass is not sufficiently marketing their books, and in fact has ignored some suggestions (such as comments to send books out for review). I have discussed this with our contact at Jossey Bass, Matt Davis. He and his marketing colleagues have created the attached report describing their efforts. (See Addendum A.)
While we recognize that authors rarely feel their books have been sufficiently marketed, it is likely that more can be done in our case. As this involves the SIOP office as a sales outlet, and other contacts which have been made with SHRM, I believe the Executive Committee (or the SIOP office) should take further action on these issues.
Nevertheless, I should point out that Jossey Bass is quite satisfied with the sales figures on our books so far. And in fact the numbers have exceeded the budget expectations of SIOP itself. An example of this includes the following messages received recently from the SIOP Office:
“…the latest sales from Wiley for the period ending 8/31/10. I am happy to report that the current 6 month’s revenue is almost $4,500 more than the prior 6 months. With this $10,938 in revenue you have already exceeded the budget expectations of $9,500 and you can expect another royalty check in May 2011. As you can see on the report, the majority of the sales were from 3 books. There were two new books published this period … (Global Management, and Handbook of Assessment). The sales from these two books exceeded $2,500. Also highlighted is a third new book, the Talent Management book by Rob Silzer because it provided more than $3,500 in royalties this time around! (For this, there were 798 domestic copies sold and 184 Foreign/Canada.)
B. Other major issues, which may be defined in the master contract, include the future possibilities of digitization and electronic distribution. Related to this is a possibility of distributing individual chapters, perhaps as part of a new collection of chapters, drawn from different sources. The roles and compensation for such publication in new forms needs to be considered, probably by the Publications Committee.
In summary, good progress is being made in producing the books in the Professional Practices Series. We try to produce about two books per year. Historically, the typical book takes about 2 years from proposal to publication. A few have been done in about 18 months; others have taken three years.
In the year 2010, four volumes have been published.
· “Going Global: Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace,” by Editor Kyle Lundby (with Jeffrey Jolton).
· “Advancing Executive Coaching: Ingredients for Successful Leadership Coaching,” edited by Gina Hernez-Broome & Lisa A. Boyce, This book came out in print during November 2010.
Unfortunately it named the old Editorial Board, but this error was found early and has been corrected. For books already in print an errata sheet will be inserted. (.This Volume came out of the 2008 Leading Edge Conference on a similar topic.)
· “Strategy-Driven Talent Management: A Leadership Imperative,”Rob Silzer and
Ben E. Dowell, Editors, is a fine looking Volume that has already gotten off to a fine start in sales and will likely get a very favorable market reaction. (This book started with the prior Editorial Board)
· “Handbook of Workplace Assessment: Evidence-Based Practices for Selecting and Developing Organizational Talent,” John C. Scott, Douglas H. Reynolds (Editors). This book has just recently become available for purchase. (Also off to a good sales start, this too started under the prior Editorial Board.)
“Technology Enhanced Assessment of Talent”, to be edited by Nancy Tippins and Seymour Adler, should go to the publisher momentarily, and is likely to be available at the SIOP 2011 conference.
“Managing Human Resources for Environmental Sustainability (Living in the New Green Economy)” to be edited by Susan E. Jackson, Deniz S. Ones, and Stephan Dilchert, is now in preparation. It is progressing well. A full report from the editors is attached, and deserves reading, as it is the first book on this topic in our field.
The LEC Fall Conferences present the latest and best work on practice issues, and are a natural springboard for Practices Volumes. Last October’s LEC on Teams is a natural. The possibility has been proposed to the Organizers and Eduardo Salas has promised that this fall’s LEC on Teams will be proposed in January 2011 as a volume in the Practice Series. Such a proposal will go to the Editorial Board for a review, as any other proposed book would do.
The Editorial Board met at the 2010 SIOP Conference in Atlanta to discuss all future proposals and strove to initiate and prioritize them. The themes of Leadership Development and Technology in the Workplace received lots of support, but it is proving difficult to find suitable and willing editors.
We also consider suggestions on a continuing basis, before and after the Conference. As always, members of the EC are invited and encouraged to send me their ideas for new books, themes and topics in the Practice Series.
Allen I. Kraut
SIOP Professional Practice Series
About the Series
The SIOP Professional Practice Series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the series are guided by five tenets designed to enhance future organizational practice:
1. Focus on practice, but grounded in science
2. Translate organizational science into practice by generating guidelines, principles and lessons learned that can shape and guide practice.
3. Showcase the application of industrial and organizational psychology to solve problems.
4. Document and demonstrate best industrial and organizational-based principles
5. Stimulate research needed to guide future organizational practice
These volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology to solve human-related organizational problems.
· Practicing I-O professionals/academics
· organizational psychology students
· Human resource professionals and students
Volumes in the Series authoritatively and comprehensively combine rigor and research with relevance and real-world examples and solutions for leading-edge issues and concerns. They are particularly effective for professionals charged with designing, managing, and leading efforts to understand and improve people, processes, and performance, as well as students pursuing disciplines in fields related to work, workplaces, and workers.
· Cluster promotions focused on the academic channel via email lists rented from MDR, a vendor specializing in academic mailing lists. These emails are sent to Organizational Psychology professors, as well as others where appropriate in an effort to drive text adoptions. These campaigns hit between 1000-2000 professors per campaign. Our most recent campaign was a co-promotion of Strategy-Driven Talent Management and Performance Management. This campaign also linked back to the series landing page to boost adoptions for all volumes in the series. We are also planning a campaign this spring featuring Advancing Executive Coaching and Handbook of Workplace Assessments following the same strategy.
· A large presence at the annual SIOP conference. This presence and our investment in this conference is considerably larger than it is at almost any other conference we attend. In addition, we display series titles at Academy of Management and ASTD, APA, ISPI, SHRM, ODN, and other relevant conferences. SHRM market and resells several volumes to its 300,000+ membership. All new volumes in the series are presented to SHRM for resale opportunities. They are currently resellers of Performance Management, Strategy-Driven Talent Management, and The Brave New World of eHR.
· Each new volume is highlighted and presented to Wiley Sales force selling to corporations, resellers, and governments highlighting specific selling points for specific high-potential audiences.
· All titles in the series published since 2006 have pitched to subsidiaries and for licensing and rights with background documentation and selling points.
· Amazon Promotion-Titles are promoted to Amazon customers who have purchased books on similar topics. We also arrange for “Buy X get Y” promotions which pair new volumes with a SIOP Professional Practice Series title that is related or has performed exceptionally well.
· Where appropriate, we advertise new volumes in the series in print campaigns for Training Magazine, including: Handbook of Workplace Assessments, Performance Management, and Strategy-Driven Talent Management.
· Books are promoted to the house Jossey-Bass management (16k customers) and Pfeiffer (8k customers) upon release.
· All new releases are featured in twice annual Pfeiffer direct mail catalogs mailing to 20k house book buyers and rented lists from ASTD, SHRM, and other professional associations.
· The Jossey-Bass Publicity staff contacts publications to line up reviews of new releases with publication focusing on Training and Development, Organizational Development, Human Resource Management, Leadership, and Organizational Psychology.
Addendum B: Managing Human Resources for Environmental Sustainability
TO: Allen Kraut
DATE: December 7, 2010
FROM: Susan E. Jackson, Deniz Ones, Stephan Dilchert
RE: Progress Report, Managing Human Resources for Environmental Sustainability
For this volume, the goals we set to achieve for December 2010 were to:
· finalize chapter content and secure authors,
· obtain brief chapter outlines from authors,
· receive first drafts of all chapters, and
· provide feedback on drafts of chapters.
To date, we have secured commitments and outlines for nearly all of the chapters listed in our original proposal, including a total of 10 case examples from companies, many of them multinationals. Although we have not yet received first drafts of a few chapters (including those to be written by us editors), we are confident that those chapters will be forthcoming in sufficient time for us to provide feedback and allow authors to prepare a revision by our next target date, which is April, 2011. So far, we have decided to drop only one of the chapters listed in our original proposal, based on the quality of the author’s first draft. Thus, we are confident that we will be able to deliver the final manuscript on schedule.
Here we provide a brief, updated Table of Contents:
Part 1: Introduction
Chapter 1 – Portrait of a Slow Revolution
Susan E. Jackson
Chapter 2 – The Strategic Importance of Environmental Sustainability
Stefan Ambec and Paul Lanoie [First draft has been submitted]
Chapter 3 – Environmental Metrics
Stephan Dilchert and Deniz Ones [Detailed outline developed]
Chapter 4 –The Role of Strategic Context in Environmental Sustainability Initiatives: Three Case Studies
Bruno Staffelbach, Ernst A. Brugger, and Serafin Bäbler[First draft has been submitted]
Part 2: Case Studies Illustrating the Interplay between Environmental Initiatives and Workforce Management
Chapter 5 – 3M: 3P Program and Employee Engagement and Education
Karen Paul and Kevin Nilan [First draft has been submitted]
Chapter 6 – Sherwin Williams: The HR Role in EcoVision
Cathy DuBois [First draft has been submitted]
Chapter 7 – Batrus Hollweg International: Human Resources Interventions for Environmental Sustainability in the Hospitality Industry
Lewis Hollweg, Kevin Impelman, and John Muros [First draft has been submitted]
Chapter 8 – Aveda: Selecting Employees for Environmental Sustainability
Holly Johnson, Kristin Miller, and Deniz S. Ones [First draft detailed outline has been submitted]
Chapter 9 – City University of New York – Organizational Change and the Sustainable CUNY Project
Ronald Spalter and Team
Chapter 10 – Proctor & Gamble: Sustainability in Employee Surveys
Andrew Biga and Robert E. Gibby [First draft has been submitted]
Chapter 11 – NBC Universal: Encouraging and Rewarding Green Innovation
Beth Colleton and team
Chapter 12 – Daimler: Developing Green Leaders
Juergen Deller and Angela Titzrath-Grimm
Chapter 13 – Rapid Results Initiatives in Uganda
Daniel Maritsky and Patrice Murphy [First draft has been submitted]
Chapter 14-McDonald’s in the UK (tentative title)
Julie Haddock, Derek Miles, and Michael Muller-Camen
Part 3: Empirical Foundations
Chapter 15– Dimensions of Environmentally Friendly/Unfriendly Employee Behavior
Deniz Ones and Stephan Dilchert [Detailed outline developed]
Chapter 16 – Employee Engagement and Environmental Sustainability
Chockalingam Viswesvaran and Jessica-Mesmer-Magnus [First draft has been submitted]
Chapter 17 – Demographic Characteristics and Employee Sustainability
Rachael Klein, Susan D’Mello and Brenton Wiernik [First draft has been submitted]
Chapter 17 –Socialization for Creating and Maintaining Environmentally Friendly Employee Behavior
Talya Bauer, Berrin Erdogan, and Sully Taylor [First draft has been submitted]
Chapter 19 – Leadership and Environmental Sustainability
Ellen Van Velsor and Laura Quinn [First draft has been submitted]
Part 4: Evolving Themes and Future Directions
Chapter 20 – Learning the Lessons of Change Management
Chapter 21 – Implications for HR and OD Professionals in the Future
Chapter 22 – Building Empirical Foundations to Inform Future Practice
Susan E. Jackson
Addendum C: Professional Practices Series: Purpose and Editorial Board
The Professional Practices Series Editorial Board’s goals are to fulfill the purpose of the Series. As stated in the SIOP Administrative Manual, the following is the purpose of the SIOP Professional Practice Series:
The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice:
1. Focus on practice, but grounded in science.
2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice.
3. Showcase the application of industrial-organizational psychology to solve problems.
4. Document and demonstrate best industrial and organizational practices.
5. Stimulate research needed to guide future organizational practice.
The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from research in industrial-organizational psychology to solve organizational and human resource related problems.
Each volume is focused on one important theme or element of I-O practice and is usually composed of 10-15 separately authored chapters related to the overall theme of the volume.
The current Editorial Board (appointed in 2008) has put an additional emphasis on two components of SIOP’s long-term strategy: 1) a broader readership and 2) an international perspective in our books.
· We want to broaden our readership audience, in a way that makes individuals and organizations more aware of I/O’s actual and potential contributions to organizational and individual effectiveness. Volume Editors and chapter contributors have been urged to write in a way to accomplish these goals.
With the active participation and leadership of SIOP’s recent Presidents and its Executive Director, plans have been put into place with Jossey-Bass to publicize and sell our Volumes through SHRM and well as through SIOP. As an operational target, we aim to publish about two books per year and expect each book to sell 2,500 copies or more
· In addition, we are trying to have more of a global reach and impact. Volume Editors and chapter contributors have been made aware that an international perspective is needed wherever it fits. This has shown up in a more global set of authors and chapter topics in every new volume. In fact, the first book coming out from the current Editorial Board was a volume titled “Going Global: Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace,” which is about applying I/O practices around the world. It was available at the 2010 Annual Conference
To further this strategic outlook, we have expanded the 8 person board of two years ago by five distinguished members chosen from overseas. Appended below is the list of current Editorial Board members and their affiliations.
As Series Editor, I must note that I have been blessed to have an excellent Editorial Board, of very knowledgeable, responsive and excellent contributors. I am very much appreciative of their participation.
Professional Practice Series, Editorial Board, December 2010
Seymour Adler, Aon Consulting
Neil R. Anderson, University of Amsterdam
Neal M. Ashkanasy, University of Queensland
Lawrence Fogli, People Focus, Inc. (Retired in November, 2010)
C. Harry Hui, University of Hong Kong
Elizabeth B. Kolmstetter, Director of National Intelligence
Allen I. Kraut, Baruch College/Kraut Associates
Kyle Lundby, Kenexa
Kathleen Kappy Lundquist, APT
William H. Macey, Valtera
Lise M. Saari, New York University
Handan Sinangil, Marmara University
Michael A. West, Aston University