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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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Millennials in the Workplace: A Conceptual Analysis of Millennials' Leadership and Followership Styles
TL;DR: In this paper, the authors developed a conceptual framework that explores the Millennial Generation's leadership and followership styles in the workplace and provided important theoretical and practical implications for the future of the workplace.
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Leading Teams in the Digital Age: Four Perspectives on Technology and What They Mean for Leading Teams.
TL;DR: This section takes us from virtual teams to new vistas posed by leading online communities, crowds, peer production groups, flash teams, human-robot teams, and human-artificial intelligence teams.
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The role of communication in managing reductions in work force
TL;DR: In this article, a causal model of effects on survivors was developed and then tested with data collected in a large, midwestern insurance company that implemented two workforce reductions, and the hypothesized model was inconsistent with the data and subsequently was rejected.
Taking the Lead; The Role of Affect in Leadership Effectiveness
TL;DR: In this article, Damen studied psychology from 1994-1999 in Utrecht and graduated in Social Psychology in 2003, where he worked as a management trainee for the Dutch government (Economic Affairs & Financial Affairs).
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Emerging practices in leadership development: An introduction
TL;DR: A review of recent contributions to leadership development theory and practice can be found in this article, where the authors provide definitions and a brief overview of leadership and leadership development, and a summary of seminal and contemporary leadership theories that serve as a foundation for leadership development practice today.
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.