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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 relationship of entrepreneurial traits, skill, and motivation to subsequent venture growth.
J. Robert Baum,Edwin A. Locke +1 more
TL;DR: Structural equation modeling revealed a web of relationships that impact venture growth and communicated vision and self-efficacy were related to goals, and tenacity was related to new resource skill.
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Emotions and Leadership: The Role of Emotional Intelligence
TL;DR: In this paper, the authors suggest that feelings play a central role in the leadership process and that emotional intelligence, the ability to understand and manage moods and emotions in the self and others, contributes to effective leadership in organizations.
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The Social Scientific Study of Leadership: Quo Vadis?
Robert J. House,Ram N. Aditya +1 more
TL;DR: In this article, the authors review the history of the social scientific study of leadership and the prevailing theories of leadership that enjoy empirical support and identify the contributions of the trait, behavioral, contingency and neocharismatic paradigms and the results of empirical research on prevailing theories.
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Complexity Leadership Theory: Shifting leadership from the industrial age to the knowledge era !
TL;DR: According to Hitt (1998), "we are on the precipice of an epoch, in the midst of a new economic age, in which twenty-first century organizations are facing a complex competitive landscape driven largely by globalization and the technological revolution" as mentioned in this paper.
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Leader-Member Exchange Model of Leadership: A Critique and Further Development
TL;DR: In this article, a three dimensional conceptualization of the leader-member exchange construct is proposed and a model of the Leader Member Exchange developmental process is presented, which is based on a three-dimensional model of leader exchange.
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.