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Leadership in neurodiversity and neurodivergencecases, best practices and recommendations for leaders and organizations /

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Leadership in neurodiversity and neurodivergenceby Marc Helmold, Malte Martensen.
其他題名:	cases, best practices and recommendations for leaders and organizations /
作者:	Helmold, Marc.
其他作者:	Martensen, Malte.
出版者:	Cham :Springer Nature Switzerland :2025.
面頁冊數:	xvii, 151 p. :ill., digital ;24 cm.
Contained By:	Springer Nature eBook
標題:	Leadership.
電子資源:	https://doi.org/10.1007/978-3-032-09343-1
ISBN:	9783032093431$q(electronic bk.)

Leadership in neurodiversity and neurodivergencecases, best practices and recommendations for leaders and organizations /
Helmold, Marc.

Leadership in neurodiversity and neurodivergencecases, best practices and recommendations for leaders and organizations /[electronic resource] :by Marc Helmold, Malte Martensen. - Cham :Springer Nature Switzerland :2025. - xvii, 151 p. :ill., digital ;24 cm. - Diversity and inclusion research,2662-6004. - Diversity and inclusion research..

1.Neurodiversity and Neurodivergence: subject and definition -- 2.Neurodiversity, Talent Shortage and Stress -- 3.Neurodiversity: Impact on HR processes -- 4.Neurodiversity - Thinking about careers differently -- 5.Equality and Diversity -- 6.Stress and Motivation -- 7.Leadership and successful personnel development -- 8.Neurodiversity and New Work -- 9.Performance booster for neurodivergent employees -- 10.Neurodiversity as an opportunity for organizations -- 11.Neurodiversity: Recommendations for Leadership action and outlook.

This book explores neurodiversity and neurodivergence in the workplace from a practical perspective. There are estimates and surveys that assume 15 to 20 percent of all employees are neurodivergent, including people with attention deficit disorder (ADD), attention deficit-hyperactive disorder (ADHD), dyslexia, dyscalculia, and autism. In contrast to neurotypical people, they have a different way of absorbing and processing information or expressing feelings than the majority, presenting challenges for traditional corporate management for employees, managers, and organizations. In this book, the authors examine ways in which organizations can attract, recruit, and engage neurodiverse talent, and provide guidance on how to adapt human resource practices and processes to ensure that all employees can reach their full potential. It describes the forms of neurodiversity and how optimal collaborations can work successfully. Featuring cases, work aides, and best practices, this book helps leaders and organizations to use neurodiversity as competitive advantage to significantly increase productivity, teamwork, and employee retention.

ISBN: 9783032093431$q(electronic bk.)

Standard No.: 10.1007/978-3-032-09343-1doiSubjects--Topical Terms:

187557
Leadership.

LC Class. No.: HD57.7 / .H45 2025

Dewey Class. No.: 658.4092

Leadership in neurodiversity and neurodivergencecases, best practices and recommendations for leaders and organizations /
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520 $a This book explores neurodiversity and neurodivergence in the workplace from a practical perspective. There are estimates and surveys that assume 15 to 20 percent of all employees are neurodivergent, including people with attention deficit disorder (ADD), attention deficit-hyperactive disorder (ADHD), dyslexia, dyscalculia, and autism. In contrast to neurotypical people, they have a different way of absorbing and processing information or expressing feelings than the majority, presenting challenges for traditional corporate management for employees, managers, and organizations. In this book, the authors examine ways in which organizations can attract, recruit, and engage neurodiverse talent, and provide guidance on how to adapt human resource practices and processes to ensure that all employees can reach their full potential. It describes the forms of neurodiversity and how optimal collaborations can work successfully. Featuring cases, work aides, and best practices, this book helps leaders and organizations to use neurodiversity as competitive advantage to significantly increase productivity, teamwork, and employee retention.
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