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Idiosyncratic deals (I-deals) are individualized work agreements negotiated between employee and employer. Examples include working from home, shortened work days and/or weeks, and taking on responsibilities not enumerated in the job description. I-deals fulfil unique employee needs that lay outside the employer’s standard offerings, and engender a wide range of positive outcomes for both parties, such as employee well-being, work-life balance, career development, and enhanced job performance and citizenship behaviors. I-deals have the potential to be a strategic HR device for addressing the changing needs and preferences of employees, employers, and the wider society in the post-pandemic era. This new collection provides a holistic, integrated and interdisciplinary overview of i-deals from leading scholars in the area. In addressing topics such as the sociological impact of i-deals, issues of power, privilege and fairness, and HR differentiation, this volume examines i-deals at the individual, team, organizational, and societal levels. The book will be useful to scholars and practitioners alike by offering a nuanced understanding of i-deals in workgroup settings, extending research on this relevant topic, and offering managerial prescriptions for institutionalizing i-deals as a global strategic human resource management device.

The book draws on current research on model risk and parameter sensitivity of securitisation ratings. It provides practical ideas and tools that can facilitate a more informed usage of securitisation ratings. We show how global sensitivity analysis techniques can be used to better analyse and to enhance the understanding of the uncertainties inherent in ratings due to uncertainty in the input parameters. The text introduces a novel global rating approach that takes the uncertainty in the ratings into account when assigning ratings to securitisation products. The book also covers new prepayment and default models that overcome flaws in current models.

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