Showing papers on "Management styles published in 2017"
TL;DR: This paper showed that economic conditions when managers enter the labor market have long-run effects on their career paths and managerial styles, such as lower investment in capital expenditures and research and development, more cost cutting, and lower leverage and working capital needs.
Abstract: We show that economic conditions when managers enter the labor market have long-run effects on their career paths and managerial styles. Managers who began their careers during recessions become CEOs more quickly, but at smaller firms. They also have more conservative styles, such as lower investment in capital expenditures and research and development, more cost cutting, and lower leverage and working capital needs. These recession effects appear to be largely driven by the characteristics of the CEO’s first job (recession CEOs tend to start in smaller or private firms), which suggests that the early work environment is important to the formation and selection of managers.
136 citations
TL;DR: While servant leadership is widely recognized as a people-oriented management style, little attention has been directed to understand the positive outcomes of servant leadership on different stakeh... as discussed by the authors,.
Abstract: While servant leadership is widely recognized as a people-oriented management style, little attention has been directed to understand the positive outcomes of servant leadership on different stakeh...
106 citations
TL;DR: The authors show that economic conditions when CEOs enter the labor market have long-run effects on their career paths and managerial styles, and that managers who begin their careers during recessions become CEOs more quickly, but at smaller firms.
Abstract: We show that economic conditions when CEOs enter the labor market have long-run effects on their career paths and managerial styles. Managers who begin their careers during recessions become CEOs more quickly, but at smaller firms. They also have more conservative styles, such as lower investment in capex and R&D, more cost cutting, and lower leverage and working capital needs. These recession effects appear to be largely driven by the characteristics of the CEO’s first job (recession CEOs tend to start in smaller or private firms), which suggests that the early work environment is important to the formation and selection of managers.
88 citations
TL;DR: Three major concepts are discussed: lack of a clear, explanatory framework, problems of measurement, and a failure to link learning styles to achievement.
87 citations
TL;DR: An agent-based simulation model of conflicts in firm-hosted online communities is developed and finds that a collaborating conflict management style characterized by high levels of cooperativeness and assertiveness helps to successfully handle conflict.
Abstract: This study aims to provide a better understanding of how organizations can manage public conflict and firestorms in social media spheres. We develop an agent-based simulation model of conflicts in firm-hosted online communities and find that a collaborating conflict management style characterized by high levels of cooperativeness and assertiveness helps to successfully handle conflict. However, the effectiveness of this collaborative style is highly dependent on contingency factors related to the participating individuals and the social structure within the community itself, such as the number of moderators and aggressors present in the community, their credibility, as well as the overall opinion of the community. Depending on these factors, collaborating and accommodating conflict management becomes more or less successful. Under some configurations it is even less effective than more competitive and assertive management styles. Therefore, to successfully handle conflict and restrain the escalation of a firestorm, organizations need to optimally adapt their conflict management style to varying conditions by considering individual-level and community-level characteristics.
44 citations
TL;DR: Leadership knowledge and skills can be improved through training, where nurses are able to learn, nurture, model and develop effective leadership behaviours, ultimately improving nursing staff retention and enhancing the delivery of safe and effective care.
Abstract: Nurses are often asked to think about leadership, particularly in times of rapid change in healthcare, and where questions have been raised about whether leaders and managers have adequate insight into the requirements of care. This article discusses several leadership styles relevant to contemporary healthcare and nursing practice. Nurses who are aware of leadership styles may find this knowledge useful in maintaining a cohesive working environment. Leadership knowledge and skills can be improved through training, where, rather than having to undertake formal leadership roles without adequate preparation, nurses are able to learn, nurture, model and develop effective leadership behaviours, ultimately improving nursing staff retention and enhancing the delivery of safe and effective care.
35 citations
TL;DR: The varied use of styles reflected leadership conceptualizations, leader accountabilities, contextual adaptations, the situation and its evolution, leaders’ awareness of how they themselves were situated, and personal preferences and discomfort with styles.
Abstract: With current emphasis on leadership in medicine, this study explores Goleman’s leadership styles of medical education leaders at different hierarchical levels and gain insight into factors that contribute to the appropriateness of practices. Forty two leaders (28 first-level with limited formal authority, eight middle-level with wider program responsibility and six senior- level with higher organizational authority) rank ordered their preferred Goleman’s styles and provided comments. Eight additional senior leaders were interviewed in-depth. Differences in ranked styles within groups were determined by Friedman tests and Wilcoxon tests. Based upon style descriptions, confirmatory template analysis was used to identify Goleman’s styles for each interviewed participant. Content analysis was used to identify themes that affected leadership styles. There were differences in the repertoire and preferred styles at different leadership levels. As a group, first-level leaders preferred democratic, middle-level used coaching while the senior leaders did not have one preferred style and used multiple styles. Women and men preferred democratic and coaching styles respectively. The varied use of styles reflected leadership conceptualizations, leader accountabilities, contextual adaptations, the situation and its evolution, leaders’ awareness of how they themselves were situated, and personal preferences and discomfort with styles. The not uncommon use of pace-setting and commanding styles by senior leaders, who were interviewed, was linked to working with physicians and delivering quickly on outcomes. Leaders at different levels in medical education draw from a repertoire of styles. Leadership development should incorporate learning of different leadership styles, especially at first- and mid-level positions.
29 citations
TL;DR: In this article, the influence of leadership style on employees' engagement by considering the moderating effect of leadership communication styles was investigated, and the results of a multiple regression analysis revealed that employee orientation leadership style is a significant predictor of employee engagement.
Abstract: Article history: Received 4 November 2016 Received in revised form 9 January 2017 Accepted 17 January 2017 Employees are the important asset of an organization as they are the ones that determine the success or failure of the organization. Organizations that realize the importance of their employees have come out with various strategies and policies to ensure that their well-being is taken care of and they become engaged in their work. Apart from this consideration, leadership style is also expected to play a significant role in affecting employees’ attitudes. This study is intended to investigate the influence of leadership style on employees’ engagement by considering the moderating effect of leadership communication styles. A total of 112 data were collected from employees’ via email. The results of a multiple regression analysis revealed that employee orientation leadership style is a significant predictor of employee engagement. Joining communication style significantly moderates the relationship between production orientation and employee engagement. Leaders who emphasize on production must use joining communication style so that the employee engagement level can be optimized.
23 citations
TL;DR: In this article, the authors investigated how affirmative leadership management styles, market orientation, and marketing intelligence drive the performance of small business enterprises in Bangkok, Thailand and found that affirmative leadership does not have a direct impact on firm performance.
Abstract: Purpose This paper investigates how affirmative leadership management styles, market orientation, and marketing intelligence drive the performance of small business enterprises in Bangkok, Thailand. Design/methodology/approach Small business performance is a formative measurement consisting of financial and marketing metrics. Other constructs are reflective. Some 200 manager-owners of small businesses were interviewed. The authors use structural modeling, partial least squares (PLS). Findings Affirmative leadership does not have a direct impact on firm performance. Nonetheless, market orientation mediates such relationship. Marketing intelligence plays an important role in driving small business success only when mediated by market orientation. Research limitations/implications The data was collected from two of 50 districts in Bangkok. The study is cross-sectional. Performance measures were self-reported. Practical implications Building and exercising affirmative leadership skills and behaviors in small ...
18 citations
TL;DR: In this paper, the authors convey the concept of Administrative Styles to the level of International Organizations (IOs) and apply it to the Organization for Economic Development and Co-Operation (OECD).
Abstract: As we know from comparative public policy, bureaucracies contribute to a considerable degree to the contents and the ways of policy-making. One important driver of administrative policy-making are their specific “styles” or “cultures”. “Administrative styles” are understood here as the standard operating procedures and routines that characterize the behavior and activities of administrative bodies in initiating, drafting and implementing policy. In this article, we convey the concept of Administrative Styles to the level of International Organizations (IOs) and apply it to the Organization for Economic Development and Co-Operation (OECD). The article proceeds in three steps: First, the concept of administrative styles is introduced and refined. Drawing on expert interviews with OECD staff, we secondly show that consideration of OECD administrative styles significantly advances the literature’s understanding of the organization. Finally, we give an outlook on new research avenues and the relevance ...
17 citations
TL;DR: The need for empirical studies to identify appropriate interventions that would effectively enhance nursing students' skills in managing conflicts using rigorous methods is emphasized.
TL;DR: In this paper, a case study of an extensive livestock farm in Western Scotland, where four farmers' management styles were combined with a series of six alternative future land use scenarios, to provide a more realistic and robust insight of policy impacts on land use and habitat, labour and farm income.
TL;DR: In this article, the authors examined the impact of leadership styles on financial performance in the hotel industry and found that Transformational leadership and longer-tenured CEOs with high power and affiliation motives are associated with return on equity (ROE) whereas transactional leadership and older CEOs with a high achievement motive affect return on assets (ROA).
Abstract: Purpose – The purpose of this paper is to examine the effects of leadership styles on financial performance. Although the importance of leadership styles has been recognized in practice and academia, little research has focused on the impact of leadership on financial performance in hospitality and tourism industry. Design – The paper first defines motives, leadership styles, leaders’ experiences, and Linguistic Inquiry and Word Count (LIWC). It then uses quasi-experimental design to predict the impacts of leadership styles and leaders’ experiences on financial performance. Methodology – The study has conducted partial least square regression to find the effects of leadership styles and leaders’ experiences on financial performance of the hotel companies. Approach – Vision statements of the publicly traded hotel companies are transferred into motives and leadership styles using the LIWC. Findings – Transformational leadership and longer-tenured CEOs with high power and affiliation motives are associated with return on equity (ROE) whereas transactional leadership and older CEOs with high achievement motive affect return on assets (ROA). Originality of the research – The study opens a new approach to quantify the vision statements using LIWC and contributes to the relationship of leadership styles, leaders’ experiences, and financial performance.
01 Jan 2017
TL;DR: In this paper, the authors analyse the main characteristics of these projects and suggest some clues to seek for new managerial styles, mainly in the literature concerning innovation and new product development and within the Agile approach.
Abstract: We are at the beginning of a new technological revolution, propelled by the development of cyber-physical systems and technologies like Internet of Things, Bid Data, Cloud Computing, 3D Printing, etc. Therefore, we will see an avalanche of projects to implement new business models, products, services and companies. In this paper, we analyse the main characteristics of these projects and we wonder about the appropriate methodologies and managerial styles to lead them. We argue that these projects are complex in nature, according to the current literature on project complexity and thus, classical project management approaches might be unsuitable for managing them. We suggest some clues to seek for new managerial styles, mainly in the literature concerning innovation and new product development and within the “Agile” approach.
TL;DR: The authors argue that character education rests on a fallacy that the development of desirable character traits in children can be engineered by mimicking certain behaviours from the adult world and present an alternative paradigm which locates the emotional labour of children within a 'holding environment' that places children's well-being at its core.
Abstract: The last 20 years has witnessed the spread of corporatism in education on a global scale. In England, this trend is characterised by new structural and cultural approaches to education found in the ‘academies’ programme and the adoption of private sector management styles. The corporate re-imagining of schools has also led to the introduction into the curriculum of particular forms of character education aimed at managing the ‘emotional labour’ of children. This paper argues that character education rests on a fallacy that the development of desirable character traits in children can be engineered by mimicking certain behaviours from the adult world. The weaknesses in the corporate approach to managing ‘emotional labour’ are illustrated with empirical data from two primary schools. An alternative paradigm is presented which locates the ‘emotional labour’ of children within a ‘holding environment’ that places children’s well-being at its core.
TL;DR: In this paper, the authors compare the management that is most suitable for radical innovation with that needed for incremental innovation in Japanese manufacturing, with special attention given to the differences between radical innovation and incremental innovation.
Abstract: The objective of this research is to empirically compare the management that is most suitable for radical innovation with that needed for incremental innovation. The relationship between the results of research and development and management styles was surveyed using a questionnaire. Respondents included research and development leaders in Japanese manufacturing, with special attention given to the differences between radical innovation and incremental innovation. Results verified, in an integrated way, the management and leadership factors, taking into consideration the differences arising from the object under analysis and the environmental factors.
TL;DR: The results suggest that the two cooperative conflict management styles demonstrated by the SNS—accommodating and problem-solving—positively affect users’ satisfaction with the privacy practices of the S NS both directly and indirectly through perceived privacy risk control.
Abstract: The issue of consumer information privacy, arguably the most substantial and persistent problem confronting e-commerce companies in general and online social networking service providers in particular, often results in unsatisfied customers. Researchers have investigated privacy from various perspectives and in a multitude of settings, yet there have been few attempts to understand privacy versus satisfaction, particularly from the perspective of conflict management. Because users’ privacy can be negatively affected by social networking sites (SNS), this study focuses on the privacy conflicts between SNSs and their users. Drawing on conflict management theory, this article investigates the effects of different conflict management styles exhibited by an SNS on users’ satisfaction with its privacy practices, which then affects their intention to disclose personal information. The SNS examined in this study is Facebook, the most popular SNS with the largest number of users. Data were collected using an online survey and were analyzed using structural equation modeling. The results suggest that the two cooperative conflict management styles demonstrated by the SNS—accommodating and problem-solving—positively affect users’ satisfaction with the privacy practices of the SNS both directly and indirectly through perceived privacy risk control. With regard to uncooperative styles, an avoiding style negatively affects user satisfaction directly, whereas an asserting style negatively affects user satisfaction indirectly through perceived privacy risk. The results also support that satisfaction is positively related to intention; users who are satisfied with the privacy practices of SNSs are more willing to disclose personal information than unsatisfied ones.
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TL;DR: In this paper, Hong Kong REITs (H-REITs) are used as a case study to examine the impact of real estate securitization on local communities.
Abstract: Since the Global Financial Crisis, the notion of securitization has become familiar to urban scholars, though research has been limited to mortgage-backed securities. This paper attempts to delineate the distinctive urban outcomes of securitization techniques applied to real estate, taking Hong Kong REITs (H-REITs) as a case study. It examines the way through which liquid H-REIT capital anchors into the built environment, and how this process impacts the life of local communities. The study shows that the urban dynamics of REIT investment contrast with the corporate environment and asset management objectives of the initiator/sponsor groups of H-REIT structures, a set of characteristics that are captured by the notion of "management styles." Amongst the three management styles identified in the paper, those developed by the Hong Kong family-based groups have not been sufficiently active to produce significant effects on the built environment. In contrast, the Link REIT has an aggressive value enhancement strategy that has reconfigured the social geographies of retail consumption across the whole territory, to the detriment of social housing estate residents. These results support the recognition that the financialization of the built environment tends to exacerbate social polarization and to trigger political conflicts, but they must be weighed against the contingent conditions in which real estate securitization take place.
TL;DR: It was showed that 24 months after the implementation of these strategies, nurse satisfaction with their work environment and management style increased significantly, and the rate of satisfaction with governance differed significantly.
Abstract: Aim
The objective of this study was to identify the satisfaction levels of nurses with positive environment initiatives and positive management strategies.
Method
In total, 235 and 259 nurses participated in the study before and after the application of the initiatives and strategies, respectively. Strategies adopted from the magnet model to create positive work environments and management styles were executed according to the forces of magnetism. Data related to satisfaction were collected twice, once before and once after the strategies to create positive working environments were implemented.
Results
The rates of working environment satisfaction in the nurses' department were 57.07% in 2011 and 69.01% in 2013. The rate of satisfaction with governance differed significantly between 2011 and 2013, especially in terms of the merit system, equity and equality, information flow between the administration and the employees, and the influence of the nursing managers on institutional decision making.
Conclusion
This study showed that 24 months after the implementation of these strategies, nurse satisfaction with their work environment and management style increased significantly.
TL;DR: The authors explored young hosts' identification of tourism resources and their perceptions of different tourism site management styles in a suburban village in Lhasa, Tibet, where two tourism parks with different management styles co-exist in the same village.
Abstract: This study explores young hosts’ identification of tourism resources and their perceptions of different tourism site management styles in a suburban village in Lhasa, Tibet. Two tourism parks with different management styles co-exist in the same village. One is collectively owned and managed by the community and the other is developed and managed by an outside company. Compared with previous tourism community research, this empirical study has four notable features: it focuses on a non-Western, emerging tourism community; compares responses to two different development approaches within a community; targets the emic views of the young local citizens; and connects the present with the future. A combination of research methods, including key informant interviews, photo-elicitation interviews, and a questionnaire-based survey were used in sequence. The study suggests that the Tibetan young hosts have clear views about tourism, the future, and their local resources. They strongly preferred the community-based...
26 Jun 2017
TL;DR: In the United Kingdom, the Institute of Personnel Management (IPM) and, to a lesser extent, in Sweden the Sverges Personaladministrativa Foreng (SPF) offer a 'professional' form of training, through national associations which have tried to take on the role of a professional body by establishing qualification schemes, and have attempted to sustain human resource practitioners as a separate managerial profession as mentioned in this paper.
Abstract: Human resource managers are especially concerned with some of the 'softer' aspects of management through which values are expressed, including management style, interdepartmental relationships, bargaining processes, employee development, employee involvement and organisation culture. In the United Kingdom the Institute of Personnel Management (IPM) and, to a lesser extent, in Sweden the Sverges Personaladministrativa Foreng (SPF) offer a 'professional' form of training, through national associations which have tried to take on the role of a professional body by establishing qualification schemes, and have attempted to sustain human resource practitioners as a separate managerial profession. In other parts of Europe there are different perceptions of professional associations. The French Association Nationale des Directeurs et Chefs de Personnel (ANDCP) like the IPM and SPF has helped to create personnel management programmes in the technical universities, but has not sought to offer qualifications itself in the way of the British IPM.
TL;DR: In this article, the authors reviewed the literature to explore the elements of supervisory styles for further discussion, drawing on 83 previous studies relating to research degrees, including professional doctorates.
Abstract: At the core of doctoral education is the importance of the quality of the supervisor and student relationship. Research has shown that this relationship is directly linked to completion rates, and impacts the quality of the doctorate and its ultimate success or failure (Gill and Burnard, 2008). One influence on the supervisory relationship is the supervisory management style. The doctoral supervisory relationship rests on a variety of factors, but what seemed to emerge from the literature is the unique styles of the supervisor. The purpose of the article is to review the literature to explore the elements of supervisory styles for further discussion, drawing on 83 previous studies relating to research degrees, including professional doctorates. Numerous factors were identified in the literature that influence the supervisory relationship. One key influence in the supervision pedagogy is supervisory style. Adaptation of styles such as the ‘laissez faire type, the pastoral type, the contractual style and th...
01 Jan 2017
TL;DR: The authors examines different situational leadership approaches in order to reveal literature based ontology of leadership styles and case study is also used to test the possibility for find leaders' styles and development needs via survey.
Abstract: Today’s rapidly changing world has forced leaders to change their leadership styles aligned to the current situation faster than ever. What kind of leadership style should be utilized in modern expert organization? What are leaders’ own experiences and can leadership styles somehow been assessed? What have scholars founded regarding leadership styles? This paper examines different situational leadership approaches in order to reveal literature based ontology of leadership styles. Ontology includes leadership styles from over ten well known and tested leadership approaches. Case study is also used to test the possibility for find leaders’ styles and development needs via survey. A sample group of leaders answered to the survey with a focus to clarify the leaders of a conscious understanding towards of the working role styles of leadership. The perspective of this paper is the leadership styles and coordination between different leadership approaches. Paper handles results and points out future research suggestion.
TL;DR: It has been found that men and women make different decisions at least in relation to some scenarios related to project management.
01 Jan 2017
TL;DR: This paper examined young adults' retrospective written accounts about their perceived communication with family and non-family elders in conflict situations to uncover conflict initiating factors and management styles and found that old-to-young criticism and competition were the most frequently reported conflict initiating factor and management style in intergenerational relationships.
Abstract: Using a content analytic approach, this study examined young adults’ retrospective written accounts about their perceived communication with family and nonfamily elders in conflict situations to uncover conflict initiating factors and management styles. Results revealed that old-to-young criticism (especially in nonfamily contexts) and competition were the most frequently reported conflict initiating factor and management style in intergenerational relationships. Also, results indicated that family elders’ use of the competing and avoiding styles were reciprocated by young adults.
20 Apr 2017
TL;DR: It is necessary that nurses would become familiar with different management styles of conflict to handle it in the right way and identify the effective factors on job conflict and decrease its level in workplace.
Abstract: Background & Aim: Job conflict can impact different aspects of work and quality of the presented services. The present study was carried out to determine the level of job conflict and its management styles among the employed nurses. Methods & Materials : This descriptive cross-sectional study was carried out on 423 employed nurses in different units of the educational hospitals of Kurdistan University of Medical Sciences, Sanandaj, Iran. Data collecting tools were three questionnaires including demographic information, DuBrin Job Conflict questionnaire and Putnam and Wilson's conflict management styles which were completed as self-reporting. The obtained data were analyzed using SPSS (version 16) by descriptive statistics, Chi- square, ANOVA and Spearman correlation tests. Results : The results showed that 77.8% of the participants experienced moderate workplace conflicts and 16.5% of them had high conflicts. Nurses were using management styles of controlling conflict (4.1±1.07), avoiding conflict (3.78±0.85) and resolving conflict (2.27±0.82) respectively. Conclusion : The nurses and nursing managers should identify the effective factors on job conflict and decrease its level in workplace. It is necessary that nurses would become familiar with different management styles of conflict to handle it in the right way.
TL;DR: In this article, mixed-methods research composed of quantitative and qualitative approaches was implemented for the study, which showed that the major sources of conflicts were ethnic differences, religious diversity, sexual abuse, theft and insulting.
Abstract: Interpersonal conflict happens everywhere and at any time and is inherent in all societies. However, the methods of managing such metamorphoses are quite different from one organisation to the other. The general objective of the study was to assess interpersonal conflicts and styles of managing conflicts among students at Bahir Dar University. Mixed-methods research composed of quantitative and qualitative approaches was implemented for the study. One‑way Multivariate Analysis of Variance was employed to identify the interaction effect between dependent and independent variables. The study showed that the major sources of conflicts were ethnic differences, religious diversity, sexual abuse, theft and insulting. It was also noted that compromising, avoiding and collaborating were frequently used conflict management styles between students. It is recommended that university leaders and students be expected to understand the real causes of conflicts for healthier management styles.
01 Jan 2017
TL;DR: In this article, the authors explore the dominant leadership styles of online college instructors and determine if there is a dominant leadership style that online instructors tend to develop when teaching management and leadership courses at the bachelor, graduate, and doctorate levels.
Abstract: The purpose of this research study was to explore the dominant leadership styles of online college instructors. Online instructors voluntarily participated in a survey to indicate which of four leadership styles they use in their classes: transformational, situational, democratic, or authoritarian. The surveys indicated that the transformational leadership style was the most common style used by the online instructors. The majority of instructors felt that their leadership style in the classroom was effective based on feedback and evaluations, although only half of the instructors indicated that the university or college they teach at offers leadership training. Keyword: leadership style, transformational leadership, situational leadership, postsecondary education, online instruction INTRODUCTION There are many leadership styles represented variety of leadership styles used by online college instructors. This study is an exploration of the dominant leadership styles observed in online college instructors. PURPOSE The purpose of this research study is to determine if there is a dominant leadership style that online college instructors tend to develop when teaching management and leadership courses at the bachelor, graduate, and doctorate levels. This educational studies by identifying if there is a dominant leadership style online instructors tend to develop in order to be effective instructors, or if there are various leadership styles that promote effective instruction. The data collected from this research study will contribute to better leadership training of instructors at the bachelor, graduate, and doctorate levels. METHODOLOGY A qualitative survey was used in this study. Researchers utilized social media to gather data. The survey was sent to 100 respondents that teach at online institutions via LinkedIn, e-mail, Facebook, and Twitter. Twenty-two instructors completed the survey for a 22% rate of response. The survey design consisted of ten questions and contained three questions that sought demographic information such as gender, age, and length of online teaching. Seven multiple choice questions, with an option to comment in an “other” category, asked respondents for data on their leadership style in the online classroom within each degree category, if they felt their style was effective, and if the online institution offered classroom leadership training. The study sought to address the following research questions: • Is there a dominant leadership style that online teaching instructors tend to develop? • Is there a dominant leadership style that
02 Apr 2017
TL;DR: Working from home provides definite cost-benefit advantages for both employers and employees, including those with disabilities, as long as management implements enlightened flexible working arrangements.
Abstract: Working from home provides definite cost-benefit advantages for both employers and employees, including those with disabilities, as long as management implements enlightened flexible working arrangements.