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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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Exploring New Approaches to Teacher Leadership for School Improvement
TL;DR: The importance of teacher leadership has become an established feature of educational reform in the United States as discussed by the authors, and teacher leadership is a moral imperative, to give teachers their professional due and to provide all children with the quality of education they deserve.
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The use of constructive-developmental theory to advance the understanding of leadership
TL;DR: Constructive-developmental theory is a stage theory of adult development that focuses on the growth and elaboration of a person's ways of understanding the self and the world as discussed by the authors.
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Patterns of Influence Behavior for Managers
TL;DR: In this paper, a conceptual framework was presented to explain the selection and sequencing of tactics, and the model was used to derive specific hypotheses for individual tactics, showing that some tactics were used together much more often than others.
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Leader empathy, ethical leadership, and relations‐oriented behaviors as antecedents of leader‐member exchange quality
TL;DR: In this article, the authors examined how leader empathy, ethical values, and relations-oriented behavior are jointly related to leader-member exchange quality (LMX) and found that a leader's relationsoriented behavior fully mediated the relationship between leader empathy and LMX.
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The effect of implicit person theory on performance appraisals.
TL;DR: In this paper, the authors examined whether implicit person theory regarding the malleability of personal attributes (e.g., personality and ability) affects managers' acknowledgment of change in employee behavior and found that the extent to which managers held an incremental IPT was positively related to their recognition of both good and poor performance, relative to the employee behavior they initially observed.
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.