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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
Citations
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Effective leadership in higher education: a literature review
TL;DR: In this article, a review of the literature concerned with leadership effectiveness in higher education at departmental level is presented, which derives from publications from three countries: the UK, the USA and Australia.
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Do transformational leaders enhance their followers' daily work engagement?
TL;DR: In this paper, a diary study investigated whether and how supervisors' leadership style influences followers' daily work engagement and found that a transformational leadership style enhances employees' work engagement through mediation of self-efficacy and optimism, on a day-to-day basis.
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Transformative Leadership: Working for Equity in Diverse Contexts
TL;DR: In this paper, the authors delineate a theory of transformative leadership, distinct from other theories (transformational or transactional leadership), and assess the impact of this theory on real-world performance.
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The Impact of Leadership and Change Management Strategy on Organizational Culture and Individual Acceptance of Change during a Merger
Marie Kavanagh,Neal M. Ashkanasy +1 more
TL;DR: In this article, a longitudinal study was conducted to examine the effect of leadership and change management strategies on acceptance of cultural change by individuals in public-sector organizations, finding that in many cases the change that occurs as a result of a merger is imposed on the leaders themselves, and it is often the pace of change that inhibits the successful re-engineering of the culture.
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Modifying supervisory practices to improve subunit safety: a leadership-based intervention model.
TL;DR: A leadership-based intervention model designed to modify supervisory monitoring and rewarding of subordinates' safety performance and was accompanied by significant changes in minor-injury rate, earplug use, and safety climate scores during the postintervention period.
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.