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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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Increasing transformational leadership through enhancing self‐efficacy
TL;DR: In this paper, the authors examined whether an intervention designed to increase self-efficacy for transformational leadership results in more transformational selfefficacy and a higher level of transformational leader.
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Knowledge-sharing in R&D departments: a social power and social exchange theory perspective
TL;DR: In this article, the authors examined managers' social power influencing R&D employees' knowledge-sharing behavior, and found that manager's reward power and expert power have direct effects, while reference power and expertise have indirect effects.
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Personality and Leadership Developmental Levels as predictors of leader performance
Sarah E. Strang,Karl W. Kuhnert +1 more
TL;DR: In this paper, an empirical investigation of constructive-developmental theory as a theoretical framework for understanding leadership and as a predictor of 360-degree leader performance ratings is presented. But the predictive ability of Leadership Developmental Level is compared to that of Big Five personality dimensions.
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Organizational knowledge leadership: a grounded theory approach
TL;DR: In this article, a grounded theory of the role of leaders in knowledge management is presented, based on 37 interviews of CEOs. But, the analysis of the interviews revealed that leaders are acutely aware of the roles of information and knowledge sharing and design knowledge networks that serve to maximize organizational effectiveness.
Book
Climate, Affluence, and Culture
TL;DR: In this paper, climate protection and poverty reduction are used in combination to sketch four scenarios for shaping cultures, from which the world community has to make a principal and principled choice soon, and these findings have implications for the cultural consequences of global warming and local poverty.
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.