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Leadership in Organizations
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TLDR
This book presents a meta-leadership framework for a post-modern view of leadership that considers the role of language, identity, and self-consistency in the development of leaders.Abstract:
Chapter 1. Introduction Chapter 2. Managerial Work Chapter 3. Effective Leadership Behavior Chapter 4. Leading Change and Innovation Chapter 5. Participative Leadership and Empowerment Chapter 6. Leadership Traits and Skills Chapter 7. Contingency Theories and Adaptive Leadership Chapter 8. Power and Influence Tactics Chapter 9. Dyadic Relations and Followers Chapter 10. Leadership in Groups and Teams Chapter 11. Strategic Leadership in Organizations Chapter 12. Charismatic and Transformational Leadership Chapter 13. Ethical, Servant, Spiritual, and Authentic Leadership Chapter 14. Cross-cultural Leadership and Diversity Chapter 15. Developing Leadership Skills Chapter 16. Overview and Integrationread more
Citations
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The electronic supply chain: Its impact on the current and future structure of strategic alliances, partnerships and logistics leadership
TL;DR: In this article, the current and future organizational structures in the logistics industry are discussed and the new type of leader that is likely to be most successful in this new structure is discussed.
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A Model of Sales Supervisor Leadership Behavior and Retail Salespeople's Job-Related Outcomes:
TL;DR: In this article, the authors explored a causal model of sales supervisor "leadership behavior" and seven job-related outcomes of retail salespeople, and their implications for retailers and researchers are provided.
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Improving leadership in Higher Education institutions: a distributed perspective
TL;DR: In this paper, a qualitative study exploring how distributed patterns of leadership manifest themselves in project teams within a higher education institution was conducted, focusing on both the "what" and "how" of distributed leadership.
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The Future of Leadership Development: The Importance of Identity, Multi-Level Approaches, Self-Leadership, Physical Fitness, Shared Leadership, Networking, Creativity, Emotions, Spirituality and On-Boarding Processes
TL;DR: In this article, the authors provide a rich research roadmap and a practical set of options for leadership development professionals regarding the next important steps for leader development, which will carry us well into the 21st Century.
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Are We On the Same Page? Effects of Self-Awareness of Empowering and Transformational Leadership
TL;DR: In this article, the effects of leaders' self-awareness of their own leadership on followers' satisfaction, self-leadership, and leader effectiveness were examined, and a leader's selfawareness was conceptualized.
References
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Generalized expectancies for internal versus external control of reinforcement.
TL;DR: In this paper, the effects of reward or reinforcement on preceding behavior depend in part on whether the person perceives the reward as contingent on his own behavior or independent of it, and individuals may also differ in generalized expectancies for internal versus external control of reinforcement.
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The Theory of Social and Economic Organization
TL;DR: A synthetic polyisoprene rubber latex produced by emulsifying a solution of polyisoperene rubber in an organic solvent with water and removing the solvent from the resulting oil-in-water emulsion is significantly improved with respect to mechanical stability, wet gel strength and dry film strength as mentioned in this paper.
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Mixing Qualitative and Quantitative Methods: Triangulation in Action @
TL;DR: There is a distinct tradition in the literature on social science research methods that advocates the use of multiple methods as mentioned in this paper, which is usually described as one of convergent methodology, multimethod/multitrait (Campbell and Fiske, 1959), convergent validation or, what has been called "triangulation".
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Motivation through the Design of Work: Test of a Theory.
TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.