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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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Leadership learning through lived experience: A process of apprenticeship?
TL;DR: This article developed an understanding of underlying influences shaping leadership learning within a single organization and used the metaphor of apprenticeship to illustrate how causal influences, operating in a particular context, influence how people develop their ability to lead.
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Forging a Single-Edged Sword: Facilitating Positive Age and Disability Diversity Effects in the Workplace Through Leadership, Positive Climates, and HR Practices
TL;DR: In this paper, the authors focus on age and disability heterogeneity, two dimensions of diversity that are on the rise and share important commonalities but have not yet received the attention they deserve.
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The WICS approach to leadership: Stories of leadership and the structures and processes that support them
TL;DR: In this article, the authors present a synthesis of wisdom, creativity, and intelligence (WICS) approach to leadership and relate it to other approaches, which they call WICS.
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Safety-specific transformational and passive leadership influences on firefighter safety climate perceptions and safety behavior outcomes
TL;DR: In this paper, the authors examined the relationship between safety-specific transformational and passive leadership, safety climate and safety behavior outcomes in a sample of firefighters and found that safety climate perceptions are positively and significantly associated with safety behaviors, including safety compliance behaviors and safety participation behaviors.
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Examining the Leaders of Creative Efforts: What Do They Do, and What Do They Think About?
TL;DR: In this paper, the authors summarize the literature on the leadership of creative efforts focusing on critical leadership behaviours and explore a model of core leader functions tailored for creativity and innovation, as well as a model for innovation planning.
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.