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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 anatomy of management education
TL;DR: In this paper, the authors look at management education from several perspectives and provide a brief summary of the institutional development of management education, particularly in the United States and Europe, and provide evidence of such convergence.
Posted Content
The Impact of Leader Personality on New Product Development Teamwork and Performance: The Moderating Role of Uncertainty
TL;DR: In this article, the authors examined the affect of leader personality on new product development (NPD) project performance under differing conditions of uncertainty and posited teamwork as a mediating variable between leader personality and NPD performance.
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When the Romance is Over: Follower Perspectives of Aversive Leadership
TL;DR: This paper examined followers' perceptions of aversive leadership in the context of public high schools and found that perceptions of negative outcomes were correlated with perceptions of apathy and apathy among followers in a sample of 342 dyads.
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The effects of civility on advice, leadership, and performance.
TL;DR: It was found that people who are civil were perceived as warm and competent, and these positive perceptions, in turn, helped to explain the benefits garnered.
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Top management leadership: Inside the black box
TL;DR: In this paper, a partial model of top management leadership is developed based on leadership categorization theory from the cognitive sciences, which considers the personal and organizational consequences of matches and mismatches between three levels (superordinate, basic and subordinate) and two dimensions (substantive/content and symbolic/process) of leadership category prototypes and perceived leadership behaviors.
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.