The risk of counterparty default in banking, insurance, institutional, and pension-fund portfolios is an area of ongoing and increasing importance for finance practitioners. It is, unfortunately, a topic with a high degree of technical complexity. Addressing this challenge, this book provides a comprehensive and attainable mathematical and statistical discussion of a broad range of existing default-risk models. Model description and derivation, however, is only part of the story. Through u...

How might one determine if a financial institution is taking risk in a balanced and productive manner? A powerful tool to address this question is economic capital, which is a model-based measure of the amount of equity that an entity must hold to satisfactorily offset its risk-generating activities. This book, with a particular focus on the credit-risk dimension, pragmatically explores real-world economic-capital methodologies and applications. It begins with the thorny practical issues s...

An invaluable guide that provides you with the comprehensive tools and knowledge you need to help your teams--and, ultimately, your organization--succeed.The completely revised third edition of this longtime go-to resource for novice and experienced facilitators provides new team-building exercises as well as updated information on virtual meetings, mediation, strategic planning, and much more.Loaded with procedures, checklists, guidelines, samples, and tem...

The prevailing orthodoxy of public service management is that it should be marketized, commissioned, contracted, managed, measured, and evaluated. Futures in Public Management introduces and develops the alternative argument that the objectives for and outcomes sought by institutions working with the public in contexts of health, care and welfare are inherently relational phenomena – they are always complex and cross-boundary, always co-produced by the individuals who experience t...

As a follow-up to a 2010 volume on organizational change-related consulting, the book continues to push our thinking about the dynamics involved in consulting with change leaders and intervening in the change process. Consulting for organizational change is a special type of consultation, with its own complex set of conditions and needs for a broad range of skills and competencies, which include distinct needs for the client-consultant relationship, superior consulting/facilitation skills,...

The pace of change is increasing and shows no signs of slowing down. This section brings you the best thinking from forty years of the OD Practitioner journal on:- The different kinds of change and what's needed to achieve each one.- What you must do to see change initiatives through to completion.- The enablers that must be in place for change to succeed.- Examining change from the change recipient’s point of view.- How to establish internal change agents who can help advocate for the cha...

Organizations are globalizing at a frenetic rate. The world is becoming more connected each year and each generation of technology speeds up this process. What once took weeks and then days to share now can be done in minutes. This section will help you understand the dynamics of culture and diverse values in a global environment; how to manage across both virtual and physical borders; and how to sustain the performance and engagement of multi-ethnic, multifaceted employees. Also included ...

Employee engagement makes a difference. HR professionals know this intuitively and so do leaders. They want employees to care about their work and actively engage with the job and the organization. But now we know that employee engagement is not just something that makes intuitive sense. It also reaps financial rewards. This section provides case studies, hard data about what is effective, and proven techniques for increasing employee engagement in the important work of the organization in...

The book offers a detailed, robust, and consistent framework for the joint consideration of portfolio exposure, risk, and performance across a wide range of underlying fixed-income instruments and risk factors. Through extensive use of practical examples, the author also highlights the necessary technical tools and the common pitfalls that arise when working in this area. Finally, the book discusses tools for testing the reasonableness of the key analytics to help build and maintain confid...

This volume is a joint publication in the Research in Management Consulting and Contemporary Trends in Organizational Change and Development series. This dual focus reflects the reality that consulting for organizational change is a special type of management consultation, a complex field of endeavor that requires a broad range of skills and competencies. To be truly effective, change-related consulting requires a unique client-consultant relationship, a special set of consulting skills, a...

The role of the HR professional has shifted from personnel administrator to business adviser, which includes consulting and partnering with the organization’s leadership and other service providers. This section will help you learn what core skills are needed for consulting; how to develop partner relationships to support innovation and change; how to work with clients in a consultative mode; and how to deal with the challenges of being an internal consultant.

Thinking systemically and strategically means moving beyond a focus on the individual to understand the larger organizational and environmental systems and how the dynamics of those systems impact work performance and the readiness for change. This section will explain how certain problems recur and are often made worse by quick solutions; how one decision can impact many people and set in motion a situation that can create numerous unexpected outcomes for the organization; and how to deci...