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Leadership in Organizations
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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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Effects of perceived power of supervisor on subordinate work attitudes
A.R. Elangovan,Jia Lin Xie +1 more
TL;DR: In this paper, the authors examined the relationship between perceptions of supervisor power and subordinate work attitudes and found that perceived legitimate power and coercive power of the supervisor were major predictors of subordinate stress.
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The Mistreated Teacher: A National Study.
TL;DR: In this paper, the authors identify 172 American elementary, middle, and high school teachers' perceptions of the major sources and intensity of the experience of mistreatment by a principal, the effects of such mistreatment, how these perceptions varied by demographic variables, teachers' coping skills, and perceptions of contributing factors.
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Exploring Co-leadership Talk Through Interactional Sociolinguistics:
TL;DR: In this paper, an exploratory empirical study applies a specific form of discourse analysis, interactional sociolinguistics, to three different organizational contexts, and demonstrates how successful co-leaders cooperate, dynamically shifting roles and integrating their leadership performance to encompass task-related and maintenance-related functions of leadership.
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Complexity Theory and Al-Qaeda: Examining Complex Leadership
Russ Marion,Mary Uhl-Bien +1 more
Abstract: (2003). Complexity Theory and Al-Qaeda: Examining Complex Leadership. Emergence: Vol. 5, No. 1, pp. 54-76.
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Perceived development needs of managers compared to an integrated management competency model
TL;DR: In this article, the authors set out to discover the most important management development areas specified by Finnish managers, discover the intentions of Finnish managers in management development on a personal level and with the support of organizations, and compare those also with competency models presented in the literature.
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.