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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
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The Global Leadership Life Inventory: development and psychometric properties of a 360-degree feedback instrument
TL;DR: The Global Leadership Life Inventory (GlobeInvent) as discussed by the authors is a 360-degree leadership feedback instrument that is used in executive programs to help identify the operational mode of individual executives.
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Organizational Rules and the "Bureaucratic Personality"
Barry Bozeman,Hal G. Rainey +1 more
TL;DR: In this paper, the authors used correlation and logistic regression analysis on data from the National Administrative Studies Project, a mail survey of managers in a wide variety of public and private organizations and found that managers in private organizations (mostly business firms) were more likely to prefer more rules than managers in public agencies.
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Servant Leadership and the Effect of the Interaction Between Humility, Action, and Hierarchical Power on Follower Engagement
TL;DR: In this article, the authors provide empirical support and a better understanding of the interplay between the moral virtue of humility and the action-oriented behaviors of servant leadership and find that less humble leaders in lower hierarchical positions seem to be able to compensate for that through a strong actionoriented leadership style.
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Effects of Nonverbal Behavior on Perceptions of Power Bases
TL;DR: A relaxed facial expression increased the ratings for referent, reward, legitimate, expert, and credibility power bases, and direct eye contact yielded higher credibility ratings than indirect eye contact.
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Relationships of participative leadership with relational demography variables: a multi-level perspective
TL;DR: The authors explored the relationship of participative leadership with relational demography variables (age, tenure, education, and gender) in an integrated model, combining the ALS (Average Leadership Style) and the LMX (Leader-Member Exchange) approaches to leadership.
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.