Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

Men and Women of the Corporation

Individualism and collectivism

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Applied Missing Data Analysis

https://bura.brunel.ac.uk/bitstream/2438/10379/1/Fulltext.pdf

Innovation and Creativity in Organizations A State-of-the-Science Review, Prospective Commentary, and Guiding Framework

Innovative behavior is increasingly important for organizations' survival. Transformational leadership, in contrast to transactional leadership, has been argued to be particularly effective in engendering follower innovative behavior. However, empirical evidence for this relationship is scarce and inconsistent. Addressing this issue, we propose that follower psychological empowerment moderates the relationship of transformational and transactional leadership with follower innovative behavior. In a field study with 230 employees of a government agency in the Netherlands combining multisource ratings, we show that transformational leadership is positively related to innovative behavior only when psychological empowerment is high, whereas transactional leadership has a negative relationship with innovative behavior only under these conditions. Copyright (C) 2009 John Wiley & Sons, Ltd.

https://onlinelibrary.wiley.com/doi/pdf/10.1002/job.650

Transformational and transactional leadership and innovative behavior : The moderating role of psychological empowerment

As workforce diversity increases, knowledge of factors influencing whether cultural diversity results in team performance benefits is of growing importance. Complementing and extending earlier research, we develop and test theory about how achievement setting readily activates team member goal orientations that influence the diversity-performance relationship. In two studies, we identify goal orientation as a moderator of the performance benefits of cultural diversity and team information elaboration as the underlying process. Cultural diversity is more positive for team performance when team members' learning approach orientation is high and performance avoidance orientation is low. This effect is exerted via team information elaboration.

Cultural Diversity and Team Performance: The Role of Team Member Goal Orientation

http://www.ftms.edu.my/images/Document/MOD003554%20-%20Effective%20Team%20and%20Performance%20Management/WEEK%204_Knippenberg%20et%20al.%20goal%20orientation%20and%20team%20performance.pdf

Diversity in goal orientation, team reflexivity, and team performance

textOrganizations make increasingly use of teams as their basic structure, making it more and more important to determine what enables optimal team functioning. Over the past decades, the goals people focus on in achievement settings (i.e. goal orientation) is shown to be highly important for individual behavior. Nevertheless, little is known on how this plays out in a team context. The present dissertation focuses on uncovering the role of team composition in goal orientation on team functioning, with special emphasis on the role of diversity. 
In a series of experimental and field studies, we examine several important areas in need of clarification leading to several key insights. First, team members’ goal orientation may help or hurt teams dealing with ethnic diversity. Second, effects of mean levels of goal orientation on team performance may be dependent on other factors (moderators). Third, diversity in goal orientation is an important overlooked variable in the literature that plays a large role in team performance. Fourth, both group information elaboration and group efficiency are relevant underlying processes of this relationship. Fifth, team reflexivity may counteract the negative effects of diversity in goal orientation. Finally, a coordinating team leader may bring about the positive potential of diversity in goal orientation.

/pdf/goal-orientation-in-teams-the-role-of-diversity-4510wazask.pdf

Goal Orientation in Teams: The Role of Diversity

https://journals.sagepub.com/doi/pdf/10.1177/0149206316654543

Anne Nederveen Pieterse

Papers

Transformational and transactional leadership and innovative behavior : The moderating role of psychological empowerment

Cultural Diversity and Team Performance: The Role of Team Member Goal Orientation

Diversity in goal orientation, team reflexivity, and team performance

Goal Orientation in Teams: The Role of Diversity

Motivation in Words: Promotion- and Prevention-Oriented Leader Communication in Times of Crisis