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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 romance of leadership as a follower-centric theory: A social constructionist approach
TL;DR: This paper used the romance of leadership notion to develop a follower-centric perspective on leadership and highlighted some of the assumptions of this approach, contrasting them with those of a more leader-centered perspective.
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The toxic triangle: Destructive leaders, susceptible followers, and conducive environments.
TL;DR: In this article, a definition of destructive leadership is proposed, which emphasizes negative outcomes for organizations and individuals linked with and affected by them and outlines the toxic triangle: the characteristics of leaders, followers, and environmental contexts connected with destructive leadership.
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Trait-based perspectives of leadership.
TL;DR: It is argued that combinations of traits and attributes, integrated in conceptually meaningful ways, are more likely to predict leadership than additive or independent contributions of several single traits.
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The bright and dark sides of leader traits: A review and theoretical extension of the leader trait paradigm
TL;DR: In this paper, a conceptual model that considers the source of leader traits, mediators and moderators of their effects on leader emergence and leadership effectiveness, and distinguish between perceived and actual leadership effectiveness is presented.
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A Hierarchical Taxonomy of Leadership Behavior: Integrating a Half Century of Behavior Research:
TL;DR: A major problem in leadership research and theory has been lack of agreement about which behavior categories are relevant and meaningful as discussed by the authors, and it is difficult to integrate findings from five decades of...
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.