You are the senior organizational development strategist for ABC, Inc. ABC is known for its strong corporate culture and recently has experienced difficulty attracting diverse talent to fill major operational roles. - Management
Read details carefully...Thank you
CORPORATE FUNDAMENTALIST CULTURE AND SUSTAINABILITY
You are the senior organizational development strategist for ABC, Inc. ABC is known for its strong corporate culture and recently has experienced difficulty attracting diverse talent to fill major operational roles.
Yesterday, you had a conversation with the career center director of a major university who explained that ABC was gaining a reputation of "behaving more and more like a cult." The university director explained that some soon-to-be graduates were expressing skepticism about whether they would "fit" in ABC.
You are a member of the CEO's leadership team, and serve as the team's knowledge expert on corporate culture. You determined that the leadership team needs to have a dialogue about the culture, perceptions of potential recruits, and potential risks. In advance of any team dialogue, you have decided to develop a white paper* that will be disseminated to the leadership team in advance of a discussion.
Western (2013) [required reading] raises questions about the sustainability of fundamentalist cultures. From your own research and this week's required readings, develop a white paper* to present the position that fundamentalist tendencies may eventually lead to corporate cultures that can put a company's longevity at risk.
Requirements:
Develop a white paper* four pages in length not counting the required title and references pages.
Include a minimum of six scholarly sources in addition to any required reading.
*Resources for explanations of white papers may be found in the ORG561 Toolkit 1.0.
Here is some reading materials
Attachments area
1. Traditional Approaches to Leaders’ Impact on Organizations
Scores of research studies are built on the assumption that effective leadership is a key component essential for organizational success. From the battlefield to the boardroom, we are told, wins and losses are determined by decisions and behaviors of those who lead. The plethora of leadership-training programs may be an indicator that many perceive (or even assume) that there is a direct relationship between leaders and organization performance. In The Leadership Gap: Building Capacity for Competitive Advantage, Weiss and Molinaro (2005) established their premise by stating “leadership has become the primary source of competitive advantage in organizations around the world” (p. 4). These authors used case-study methods to reinforce the ideas that organizations’ lack of leadership capacity can be addressed through leadership development.
But both in research and organizations, there are those who challenge the “effective leadership = enhanced performance” supposition (Dihn, Lord, Gardner, Meuser, Liden, & Hu, 2014; Storey, 2010).
LePine, Zhang, Crawford, and Rich (2016) conducted a three-part study to test relationships among charismatic leadership, stress, and performance. Subjects were members of the United States Marine Corps. Findings suggested that charismatic leader behavior negated the negative effects of stressors on performance according to assessments by the leaders or their supervisors. And these authors found that high-level stressors were more positively viewed when charismatic leader behaviors were exhibited. However, the researchers discovered that charismatic leader behavior did not influence how Marines perceived stressors. An underlying assumption in LePine, Zhang, Crawford, and Rich’s (2016) research was that leaders do affect performance. The results, while not conclusive enough to reject the assumption, did open avenues for new dialogue and recommendations for further testing.
Dihn, Lord, Gardner, Meuser, Liden, and Hu (2014) suggested that the preponderance of research on leadership behaviors and traits may have led to assumptions about an overstated influence of the individual. In Module 1 we examined the evolution of leadership approaches from the early modern era to the postmodern era. We know that context—such as environment, capital, and goals—influences organizational design, structure, and management/leadership practices. We learned that a stable organization relies on controls to gain efficiency. Leader-centric thinking was readily accepted in the modern organization. And, research studies were designed around those assumptions, perhaps even reinforcing those assumptions.
More recently, organizations shifted structures, philosophies, and operating procedures to adapt to social, economic, political, and technological pressures. Even so, leadership researchers continued to outpace other scholars who investigated additional variables that might impact organizational processes. Researchers such as Castelli (2016) studied reflective leadership and found that “recognition of diversity” influenced organizational culture resulting in increased performance, sales, and profits. Other variables that could have a bearing on performance are the composition of followers or timed events such as product launches.
Dihn Lord, Gardner, Meuser, Liden, and Hu (2014) reflected on the difficulty of integrating leadership theories and findings. One reason, they explained, is that organizational systems are always changing and evolving, making any leadership study unique to the shifts in the environment. Additional impediments to integrating leadership studies results are the lack or inconsistency of the following:
1. Common explanation of culture
2. Organizational performance metrics
3. Standard definition of organization
More study is required to test the assumption of “effective leadership = enhanced performance.” Critical inquiry begs the question how much organizational success can be attributed to leaders. That is, an overreliance on leader traits and behaviors could be misleading. The idea that leaders are responsible for organizations’ success is a simplistic notion eschewed by some scholars and managers.
Prosperous organizations are often researched using case-study methods as a way to identify critical success factors. From such studies come theories and hypotheses that academics, managers, and consultants put to the test in real-world scenarios. The phrase Leadership, Legacy, and Luck (LLL) presents an alternate way to think about performance (Leadership Insights, 2015; Storey, 2010).
Before going further in the module, review Figure 1:
Contributions to Performance Capability and Organisational Performance
on the Leadership Insights website.
The model in Figure 1 shows how leadership, legacy, and luck hypothetically impact performance levels. You see that the distinction among leadership, legacy, and luck is illustrated, with each of the concepts contributing to capability. Capability impacts performance. Leadership in this context is described as decisions and purposeful actions that are specific to the market and an organization’s needs (Leadership insights, 2015; Storey, 2010).
Culture, product innovation, or technology, for example, are influenced by leaders. As symbolized in Figure 1, linked above, leadership is not individual-centric but rather is implied as being present at all levels of an organization. To illustrate the leadership symbols in the LLL model, we look to a company that seems to exemplify the concept: Southwest Airlines embraces decision making at all levels of the company, demonstrating distributed leadership. The core of Southwest Airlines is emphasis on the customer, an emphasis that has been shown to achieve competitive advantage (Investor Relations, 2017).
Let’s now examine the other elements of the LLL model.
· Legacy
· Luck
Leadership and the impact on organizations is a concept highly visible in the numbers of research studies that associate leaders with organizational success. The findings of so many researchers can’t be minimized. That said, the ability to challenge assumptions is at the core of critical inquiry.
References
Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4) 746-771.
Bénit‐Gbaffou, C., & Katsaura, O. (2014). Community leadership and the construction of political legitimacy: Unpacking Bourdieu's ‘political capital’ in post‐apartheid Johannesburg. International Journal of Urban and Regional Research, 38(5), 1807-1832
Boycott over North Carolina's LGBT 'bathroom law' may be gaining traction as economic fallout grows (2016, April). ABC News. Retrieved from http://abcnews.go.com/Business/boycott-north-carolinas-lgbt-bathroom-law-gaining-traction/story?id=38367656
Castelli, P. A. (2016). Reflective leadership review: A framework for improving organisational performance. The Journal of Management Development, 35(2), 217-236. Retrieved from https://csuglobal.idm.oclc.org/login?url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/1767544220?accountid=38569
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62
Energy efficiency improvement Act of 2015. Alliance to Save Energy. Retrieved from https://www.ase.org/resources/energy-efficiency-improvement-act-2015
Investor relations (2017). Southwest Airlines. Retrieved from http://www.southwestairlinesinvestorrelations.com/our-company/company-overview
Leadership insights. (2015, January). Cranfield University School of Management. Retrieved from http://blog.som.cranfield.ac.uk/cgmdblog/luck-legacy-leadership
LePine, M. A., Zhang, Y., Crawford, E. R., & Rich, B. L. (2016). Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), 1036-1059.
Storey, J. (2016). Leadership in organizations: Current issues and key trends. Ebook. London: Routledge Publishing.
Weiss, D. S., & Molinaro, V. (2005). The leadership gap: Building leadership capacity for competitive advantage. Canada: John Wiley & Sons.
2. Multilayered Leadership
Asymmetrical Leadership
Thus far in ORG561 we have established the evolution of leadership approaches from modern to postmodern organizations. Additionally, Western (2013) [required reading] established that contemporary organizations require what is called asymmetric leadership. Western claims that traditional thought related to individual, hierarchical, rational, or symmetrical leadership approaches are no longer relevant.
Western described asymmetrical leadership as:
the multiplicity of actors, leadership and followership relations, individual, group and mass interactions, and the emotional and symbolic that are part of leadership processes and activity. (p. 66)
Most would agree that an organization’s environment is constantly changing, and responsiveness and flexibility are necessary to meet social, political, economic, and technological challenges. Accepting the premise that organizations are asymmetrical and that leaders must adapt to the environment, Western suggests that understanding asymmetrical leadership is a “key contemporary leadership challenge” (p. 29).
Multi-level Leadership
An assumption about asymmetrical leadership is that it engages at different levels and functions within an organization. Organizational research intensified around the time of the pronouncement of multi-level management concepts, circa 2000; leadership studies quickly followed course to determine the nature of multi-level or multi-layered leadership.
Batistič, Černe, and Vogel (2017) [recommended reading] seized on those emerging ideas to conduct an analysis of leadership discourse over a 33-year period from 1980 to 2013. Relationship networking, which was introduced in Module 1 as one of four critical frames, served as a foundational element of the study. The authors established that leadership, by its nature, is present at the individual, group, and organizational levels. Additionally, the source of leadership in an organization and the leadership outcomes both composed another layer for analysis. The authors used bibliometric analysis
, which draws on data from scholarly publications. Identifying relationships and interactions among topics and scholars was accomplished by studying citations from published works.
Further, Batistič, Černe, and Vogel (2017) identified through co-citation analysis the fact that specific leadership topics were clustered according to scholarly interests. Table 1 below includes a summary of the clusters by decade as follows:
Table 1
Leadership field-cluster summary by decade
Leadership Field Clusters, 1980s
Leadership Field Clusters, 1990s
Leadership Field Clusters, 2000s
Transformational and transactional leadership
Transformational and transactional leadership
Transformational leadership
Agency and governance
Firm’s capabilities and knowledge
Emotions and emotional intelligence
Competitive advantage
Creativity
Authentic leadership
Processual and interactional justice
Rater agreement
Shared leadership
Self-management
Board composition and performance
Ethical leadership
Group effectiveness
Market orientation
Organizational justice
Social identity and categorization
Emotional intelligence
Complexity, context, and leadership
Rater agreement
Trust
Leader-member exchange
CSU-Global Campus; adapted from Batistič, Černe, & Vogel, 2017
In reference to Table 1, above, and to the study by Batistič, Černe, and Vogel (2017), their results indicated that in the 1980s, transformational and transactional leadership studies were already identifying outcomes at multi-levels. However, not all clusters continued to evolve to study the magnitude of layers and levels; two examples are social identity and self-management.
By the 2000s, five of seven clusters were found to consider multi-level thinking. However, there were indications that some topics, such as transformation leadership, were stagnating. Batistič, Černe, and Vogel (2017) concluded that multi-level thinking in leadership research is quite young but progressing. The authors suggested that some topics, such as shared leadership, encourage multi-level approaches.
Mass leadership
Mass leadership, as described by Western (2013) [required reading], reveals how “collective actors” serve a mission or a cause in a way that is not often discussed in organizational literature. Collective action, Western suggested, is a form of leadership at a more macro-level, or in a more global sense. An example of mass leadership was witnessed in the boycott of the state of North Carolina as a protest against a law purported to violate citizens’ civil liberties (“Boycott over North Carolina,” 2016).
Bénit‐Gbaffou and Katsaura (2014) provided another look at community leadership in the form of an ethnographic study in post-apartheid Johannesburg, South Africa. These authors offered that community actors served to influence local social change. The purpose of the Bénit‐Gbaffou and Katsaura study was to develop tools—rather than developing typologies of traits, characteristics, or behaviors—to understand the complexity of community leadership.
In Module 1, we learned that the scope of ORG561 was limited to formal organizations. But the study of mass movements has relevance nonetheless. Lessons from studies may be tested in other environments; replicating studies within new settings has legitimacy in critical inquiry. The critical frame, Looking Awry, was introduced in Module 1 as a way to “begin from a different beginning” such as in the case of considering findings ranging from mass leadership studies to more formal organizational settings. This week’s discussion is designed to help us benefit from Looking Awry.
Multi-layered Leadership
The phrases collective actors, mandate from the bottom (or recognition from the top), individuals, groups and organizations, and sources and outcomes suggest that leadership does not reside in one place or within one individual. In this course, the term multi-layered leadership serves as a descriptor of the concepts and power and examining leadership from all angles.
References
Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4) 746-771.
Bénit‐Gbaffou, C., & Katsaura, O. (2014). Community leadership and the construction of political legitimacy: Unpacking Bourdieu's ‘political capital’ in post‐apartheid Johannesburg. International Journal of Urban and Regional Research, 38(5), 1807-1832
Boycott over North Carolina's LGBT 'bathroom law' may be gaining traction as economic fallout grows (2016, April). ABC News. Retrieved from http://abcnews.go.com/Business/boycott-north-carolinas-lgbt-bathroom-law-gaining-traction/story?id=38367656
Castelli, P. A. (2016). Reflective leadership review: A framework for improving organisational performance. The Journal of Management Development, 35(2), 217-236. Retrieved from https://csuglobal.idm.oclc.org/login?url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/1767544220?accountid=38569
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62
Energy efficiency improvement Act of 2015. Alliance to Save Energy. Retrieved from https://www.ase.org/resources/energy-efficiency-improvement-act-2015
Investor relations (2017). Southwest Airlines. Retrieved from http://www.southwestairlinesinvestorrelations.com/our-company/company-overview
Leadership insights. (2015, January). Cranfield University School of Management. Retrieved from http://blog.som.cranfield.ac.uk/cgmdblog/luck-legacy-leadership
LePine, M. A., Zhang, Y., Crawford, E. R., & Rich, B. L. (2016). Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), 1036-1059.
Storey, J. (2016). Leadership in organizations: Current issues and key trends. Ebook. London: Routledge Publishing.
Weiss, D. S., & Molinaro, V. (2005). The leadership gap: Building leadership capacity for competitive advantage. Canada: John Wiley & Sons.
3. Corporate Culture and Transformational Leadership
For more than two decades, leadership studies have projected the relationship between corporate culture and transformational leaders. To take a closer look at their association, review the following video. (As the video unfolds, make note of assumptions that you might have about organizational culture and leadership.)
What is Organizational Culture?
https://www.youtube.com/watch?v=4cBN8xH-5Qw
Description: The Denison Organizational Culture Model focuses on those aspects of organizational culture which have a proven link to business performance such as Sales Growth, Return on Equity (ROE), Return on Investment (ROI), Customer Satisfaction, Innovation, Employee Satisfaction, Quality and more. The model and organizational culture survey are based on over 25 years of research and practice by Daniel R. Denison, Ph.D. and William S. Neale, M.A., M.L.I.R.
In the modern organization prior to 1990, as defined in Module 1, terms such as charismatic, inspirational, and motivational were attributed to transformational leaders who were thought to have great power to “engineer” an organizational culture (Antonakis & House, 2014) [required reading]. This approach was differentiated from a transactional approach more associated with structure and functions of managers.
Hunt (2004) suggested that at the time, one-third to one-half of scholarly research publications were specific to transformational leadership (as cited in Antonakis & House, 2014, p. 6). A preponderance of literature dedicated to one leadership approach may suggest a preeminence of that approach that does or does not exist, however. Recall Batistič, Černe, and Vogel’s (2017) research that revealed stagnation in transformational-leadership thinking, as evidenced through co-citation analysis.
Western (2013) [required reading] challenged assumptions held by scholars such as Bass and Avolio who suggested that transformational leaders portray vision and purpose to build dynamic cultures. Instead, Western posited that organizational cultures are merely subcultures, influenced by both internal and external factors. Atonakis and House also suggested that external and internal environmental factors are critical to organizations and should be reflected in the leadership approach. And finally, Western expressed concern that long-held assumptions regarding the notion that leaders build cultures may be outdated in the postmodern organization.
Check Your Understanding
There are seven themes described in Chapter 3 of the textbook. Review the seven and then try to prioritize them according to what you most often observe in your real-world experiences. There are no wrong answers!
Seven leadership approaches:
___Intellectual leadership
___Unconscious leadership
___Group leadership
___Distributed leadership
___Individual leadership
___Mass leadership
___Symbolic leadership
Congratulations!
You've reached the end of this module. If you'd like to review any of the content, use the menu button on the left side of the page.
Previous
References
Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4) 746-771.
Bénit‐Gbaffou, C., & Katsaura, O. (2014). Community leadership and the construction of political legitimacy: Unpacking Bourdieu's ‘political capital’ in post‐apartheid Johannesburg. International Journal of Urban and Regional Research, 38(5), 1807-1832
Boycott over North Carolina's LGBT 'bathroom law' may be gaining traction as economic fallout grows (2016, April). ABC News. Retrieved from http://abcnews.go.com/Business/boycott-north-carolinas-lgbt-bathroom-law-gaining-traction/story?id=38367656
Castelli, P. A. (2016). Reflective leadership review: A framework for improving organisational performance. The Journal of Management Development, 35(2), 217-236. Retrieved from https://csuglobal.idm.oclc.org/login?url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/1767544220?accountid=38569
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62
Energy efficiency improvement Act of 2015. Alliance to Save Energy. Retrieved from https://www.ase.org/resources/energy-efficiency-improvement-act-2015
Investor relations (2017). Southwest Airlines. Retrieved from http://www.southwestairlinesinvestorrelations.com/our-company/company-overview
Leadership insights. (2015, January). Cranfield University School of Management. Retrieved from http://blog.som.cranfield.ac.uk/cgmdblog/luck-legacy-leadership
LePine, M. A., Zhang, Y., Crawford, E. R., & Rich, B. L. (2016). Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), 1036-1059.
Storey, J. (2016). Leadership in organizations: Current issues and key trends. Ebook. London: Routledge Publishing.
Weiss, D. S., & Molinaro, V. (2005). The leadership gap: Building leadership capacity for competitive advantage. Canada: John Wiley & Sons.
1. Traditional Approaches to Leaders’ Impact on Organizations
Scores of research studies are built on the assumption that effective leadership is a key component essential for organizational success. From the battlefield to the boardroom, we are told, wins and losses are determined by decisions and behaviors of those who lead. The plethora of leadership-training programs may be an indicator that many perceive (or even assume) that there is a direct relationship between leaders and organization performance. In The Leadership Gap: Building Capacity for Competitive Advantage, Weiss and Molinaro (2005) established their premise by stating “leadership has become the primary source of competitive advantage in organizations around the world” (p. 4). These authors used case-study methods to reinforce the ideas that organizations’ lack of leadership capacity can be addressed through leadership development.
But both in research and organizations, there are those who challenge the “effective leadership = enhanced performance” supposition (Dihn, Lord, Gardner, Meuser, Liden, & Hu, 2014; Storey, 2010).
LePine, Zhang, Crawford, and Rich (2016) conducted a three-part study to test relationships among charismatic leadership, stress, and performance. Subjects were members of the United States Marine Corps. Findings suggested that charismatic leader behavior negated the negative effects of stressors on performance according to assessments by the leaders or their supervisors. And these authors found that high-level stressors were more positively viewed when charismatic leader behaviors were exhibited. However, the researchers discovered that charismatic leader behavior did not influence how Marines perceived stressors. An underlying assumption in LePine, Zhang, Crawford, and Rich’s (2016) research was that leaders do affect performance. The results, while not conclusive enough to reject the assumption, did open avenues for new dialogue and recommendations for further testing.
Dihn, Lord, Gardner, Meuser, Liden, and Hu (2014) suggested that the preponderance of research on leadership behaviors and traits may have led to assumptions about an overstated influence of the individual. In Module 1 we examined the evolution of leadership approaches from the early modern era to the postmodern era. We know that context—such as environment, capital, and goals—influences organizational design, structure, and management/leadership practices. We learned that a stable organization relies on controls to gain efficiency. Leader-centric thinking was readily accepted in the modern organization. And, research studies were designed around those assumptions, perhaps even reinforcing those assumptions.
More recently, organizations shifted structures, philosophies, and operating procedures to adapt to social, economic, political, and technological pressures. Even so, leadership researchers continued to outpace other scholars who investigated additional variables that might impact organizational processes. Researchers such as Castelli (2016) studied reflective leadership and found that “recognition of diversity” influenced organizational culture resulting in increased performance, sales, and profits. Other variables that could have a bearing on performance are the composition of followers or timed events such as product launches.
Dihn Lord, Gardner, Meuser, Liden, and Hu (2014) reflected on the difficulty of integrating leadership theories and findings. One reason, they explained, is that organizational systems are always changing and evolving, making any leadership study unique to the shifts in the environment. Additional impediments to integrating leadership studies results are the lack or inconsistency of the following:
1. Common explanation of culture
2. Organizational performance metrics
3. Standard definition of organization
More study is required to test the assumption of “effective leadership = enhanced performance.” Critical inquiry begs the question how much organizational success can be attributed to leaders. That is, an overreliance on leader traits and behaviors could be misleading. The idea that leaders are responsible for organizations’ success is a simplistic notion eschewed by some scholars and managers.
Prosperous organizations are often researched using case-study methods as a way to identify critical success factors. From such studies come theories and hypotheses that academics, managers, and consultants put to the test in real-world scenarios. The phrase Leadership, Legacy, and Luck (LLL) presents an alternate way to think about performance (Leadership Insights, 2015; Storey, 2010).
Before going further in the module, review Figure 1:
Contributions to Performance Capability and Organisational Performance
on the Leadership Insights website.
The model in Figure 1 shows how leadership, legacy, and luck hypothetically impact performance levels. You see that the distinction among leadership, legacy, and luck is illustrated, with each of the concepts contributing to capability. Capability impacts performance. Leadership in this context is described as decisions and purposeful actions that are specific to the market and an organization’s needs (Leadership insights, 2015; Storey, 2010).
Culture, product innovation, or technology, for example, are influenced by leaders. As symbolized in Figure 1, linked above, leadership is not individual-centric but rather is implied as being present at all levels of an organization. To illustrate the leadership symbols in the LLL model, we look to a company that seems to exemplify the concept: Southwest Airlines embraces decision making at all levels of the company, demonstrating distributed leadership. The core of Southwest Airlines is emphasis on the customer, an emphasis that has been shown to achieve competitive advantage (Investor Relations, 2017).
Let’s now examine the other elements of the LLL model.
· Legacy
· Luck
Leadership and the impact on organizations is a concept highly visible in the numbers of research studies that associate leaders with organizational success. The findings of so many researchers can’t be minimized. That said, the ability to challenge assumptions is at the core of critical inquiry.
References
Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4) 746-771.
Bénit‐Gbaffou, C., & Katsaura, O. (2014). Community leadership and the construction of political legitimacy: Unpacking Bourdieu's ‘political capital’ in post‐apartheid Johannesburg. International Journal of Urban and Regional Research, 38(5), 1807-1832
Boycott over North Carolina's LGBT 'bathroom law' may be gaining traction as economic fallout grows (2016, April). ABC News. Retrieved from http://abcnews.go.com/Business/boycott-north-carolinas-lgbt-bathroom-law-gaining-traction/story?id=38367656
Castelli, P. A. (2016). Reflective leadership review: A framework for improving organisational performance. The Journal of Management Development, 35(2), 217-236. Retrieved from https://csuglobal.idm.oclc.org/login?url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/1767544220?accountid=38569
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62
Energy efficiency improvement Act of 2015. Alliance to Save Energy. Retrieved from https://www.ase.org/resources/energy-efficiency-improvement-act-2015
Investor relations (2017). Southwest Airlines. Retrieved from http://www.southwestairlinesinvestorrelations.com/our-company/company-overview
Leadership insights. (2015, January). Cranfield University School of Management. Retrieved from http://blog.som.cranfield.ac.uk/cgmdblog/luck-legacy-leadership
LePine, M. A., Zhang, Y., Crawford, E. R., & Rich, B. L. (2016). Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), 1036-1059.
Storey, J. (2016). Leadership in organizations: Current issues and key trends. Ebook. London: Routledge Publishing.
Weiss, D. S., & Molinaro, V. (2005). The leadership gap: Building leadership capacity for competitive advantage. Canada: John Wiley & Sons.
2. Multilayered Leadership
Asymmetrical Leadership
Thus far in ORG561 we have established the evolution of leadership approaches from modern to postmodern organizations. Additionally, Western (2013) [required reading] established that contemporary organizations require what is called asymmetric leadership. Western claims that traditional thought related to individual, hierarchical, rational, or symmetrical leadership approaches are no longer relevant.
Western described asymmetrical leadership as:
the multiplicity of actors, leadership and followership relations, individual, group and mass interactions, and the emotional and symbolic that are part of leadership processes and activity. (p. 66)
Most would agree that an organization’s environment is constantly changing, and responsiveness and flexibility are necessary to meet social, political, economic, and technological challenges. Accepting the premise that organizations are asymmetrical and that leaders must adapt to the environment, Western suggests that understanding asymmetrical leadership is a “key contemporary leadership challenge” (p. 29).
Multi-level Leadership
An assumption about asymmetrical leadership is that it engages at different levels and functions within an organization. Organizational research intensified around the time of the pronouncement of multi-level management concepts, circa 2000; leadership studies quickly followed course to determine the nature of multi-level or multi-layered leadership.
Batistič, Černe, and Vogel (2017) [recommended reading] seized on those emerging ideas to conduct an analysis of leadership discourse over a 33-year period from 1980 to 2013. Relationship networking, which was introduced in Module 1 as one of four critical frames, served as a foundational element of the study. The authors established that leadership, by its nature, is present at the individual, group, and organizational levels. Additionally, the source of leadership in an organization and the leadership outcomes both composed another layer for analysis. The authors used bibliometric analysis
, which draws on data from scholarly publications. Identifying relationships and interactions among topics and scholars was accomplished by studying citations from published works.
Further, Batistič, Černe, and Vogel (2017) identified through co-citation analysis the fact that specific leadership topics were clustered according to scholarly interests. Table 1 below includes a summary of the clusters by decade as follows:
Table 1
Leadership field-cluster summary by decade
Leadership Field Clusters, 1980s
Leadership Field Clusters, 1990s
Leadership Field Clusters, 2000s
Transformational and transactional leadership
Transformational and transactional leadership
Transformational leadership
Agency and governance
Firm’s capabilities and knowledge
Emotions and emotional intelligence
Competitive advantage
Creativity
Authentic leadership
Processual and interactional justice
Rater agreement
Shared leadership
Self-management
Board composition and performance
Ethical leadership
Group effectiveness
Market orientation
Organizational justice
Social identity and categorization
Emotional intelligence
Complexity, context, and leadership
Rater agreement
Trust
Leader-member exchange
CSU-Global Campus; adapted from Batistič, Černe, & Vogel, 2017
In reference to Table 1, above, and to the study by Batistič, Černe, and Vogel (2017), their results indicated that in the 1980s, transformational and transactional leadership studies were already identifying outcomes at multi-levels. However, not all clusters continued to evolve to study the magnitude of layers and levels; two examples are social identity and self-management.
By the 2000s, five of seven clusters were found to consider multi-level thinking. However, there were indications that some topics, such as transformation leadership, were stagnating. Batistič, Černe, and Vogel (2017) concluded that multi-level thinking in leadership research is quite young but progressing. The authors suggested that some topics, such as shared leadership, encourage multi-level approaches.
Mass leadership
Mass leadership, as described by Western (2013) [required reading], reveals how “collective actors” serve a mission or a cause in a way that is not often discussed in organizational literature. Collective action, Western suggested, is a form of leadership at a more macro-level, or in a more global sense. An example of mass leadership was witnessed in the boycott of the state of North Carolina as a protest against a law purported to violate citizens’ civil liberties (“Boycott over North Carolina,” 2016).
Bénit‐Gbaffou and Katsaura (2014) provided another look at community leadership in the form of an ethnographic study in post-apartheid Johannesburg, South Africa. These authors offered that community actors served to influence local social change. The purpose of the Bénit‐Gbaffou and Katsaura study was to develop tools—rather than developing typologies of traits, characteristics, or behaviors—to understand the complexity of community leadership.
In Module 1, we learned that the scope of ORG561 was limited to formal organizations. But the study of mass movements has relevance nonetheless. Lessons from studies may be tested in other environments; replicating studies within new settings has legitimacy in critical inquiry. The critical frame, Looking Awry, was introduced in Module 1 as a way to “begin from a different beginning” such as in the case of considering findings ranging from mass leadership studies to more formal organizational settings. This week’s discussion is designed to help us benefit from Looking Awry.
Multi-layered Leadership
The phrases collective actors, mandate from the bottom (or recognition from the top), individuals, groups and organizations, and sources and outcomes suggest that leadership does not reside in one place or within one individual. In this course, the term multi-layered leadership serves as a descriptor of the concepts and power and examining leadership from all angles.
References
Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4) 746-771.
Bénit‐Gbaffou, C., & Katsaura, O. (2014). Community leadership and the construction of political legitimacy: Unpacking Bourdieu's ‘political capital’ in post‐apartheid Johannesburg. International Journal of Urban and Regional Research, 38(5), 1807-1832
Boycott over North Carolina's LGBT 'bathroom law' may be gaining traction as economic fallout grows (2016, April). ABC News. Retrieved from http://abcnews.go.com/Business/boycott-north-carolinas-lgbt-bathroom-law-gaining-traction/story?id=38367656
Castelli, P. A. (2016). Reflective leadership review: A framework for improving organisational performance. The Journal of Management Development, 35(2), 217-236. Retrieved from https://csuglobal.idm.oclc.org/login?url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/1767544220?accountid=38569
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62
Energy efficiency improvement Act of 2015. Alliance to Save Energy. Retrieved from https://www.ase.org/resources/energy-efficiency-improvement-act-2015
Investor relations (2017). Southwest Airlines. Retrieved from http://www.southwestairlinesinvestorrelations.com/our-company/company-overview
Leadership insights. (2015, January). Cranfield University School of Management. Retrieved from http://blog.som.cranfield.ac.uk/cgmdblog/luck-legacy-leadership
LePine, M. A., Zhang, Y., Crawford, E. R., & Rich, B. L. (2016). Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), 1036-1059.
Storey, J. (2016). Leadership in organizations: Current issues and key trends. Ebook. London: Routledge Publishing.
Weiss, D. S., & Molinaro, V. (2005). The leadership gap: Building leadership capacity for competitive advantage. Canada: John Wiley & Sons.
3. Corporate Culture and Transformational Leadership
For more than two decades, leadership studies have projected the relationship between corporate culture and transformational leaders. To take a closer look at their association, review the following video. (As the video unfolds, make note of assumptions that you might have about organizational culture and leadership.)
What is Organizational Culture?
https://www.youtube.com/watch?v=4cBN8xH-5Qw
Description: The Denison Organizational Culture Model focuses on those aspects of organizational culture which have a proven link to business performance such as Sales Growth, Return on Equity (ROE), Return on Investment (ROI), Customer Satisfaction, Innovation, Employee Satisfaction, Quality and more. The model and organizational culture survey are based on over 25 years of research and practice by Daniel R. Denison, Ph.D. and William S. Neale, M.A., M.L.I.R.
In the modern organization prior to 1990, as defined in Module 1, terms such as charismatic, inspirational, and motivational were attributed to transformational leaders who were thought to have great power to “engineer” an organizational culture (Antonakis & House, 2014) [required reading]. This approach was differentiated from a transactional approach more associated with structure and functions of managers.
Hunt (2004) suggested that at the time, one-third to one-half of scholarly research publications were specific to transformational leadership (as cited in Antonakis & House, 2014, p. 6). A preponderance of literature dedicated to one leadership approach may suggest a preeminence of that approach that does or does not exist, however. Recall Batistič, Černe, and Vogel’s (2017) research that revealed stagnation in transformational-leadership thinking, as evidenced through co-citation analysis.
Western (2013) [required reading] challenged assumptions held by scholars such as Bass and Avolio who suggested that transformational leaders portray vision and purpose to build dynamic cultures. Instead, Western posited that organizational cultures are merely subcultures, influenced by both internal and external factors. Atonakis and House also suggested that external and internal environmental factors are critical to organizations and should be reflected in the leadership approach. And finally, Western expressed concern that long-held assumptions regarding the notion that leaders build cultures may be outdated in the postmodern organization.
Check Your Understanding
There are seven themes described in Chapter 3 of the textbook. Review the seven and then try to prioritize them according to what you most often observe in your real-world experiences. There are no wrong answers!
Seven leadership approaches:
___Intellectual leadership
___Unconscious leadership
___Group leadership
___Distributed leadership
___Individual leadership
___Mass leadership
___Symbolic leadership
Congratulations!
You've reached the end of this module. If you'd like to review any of the content, use the menu button on the left side of the page.
Previous
References
Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4) 746-771.
Bénit‐Gbaffou, C., & Katsaura, O. (2014). Community leadership and the construction of political legitimacy: Unpacking Bourdieu's ‘political capital’ in post‐apartheid Johannesburg. International Journal of Urban and Regional Research, 38(5), 1807-1832
Boycott over North Carolina's LGBT 'bathroom law' may be gaining traction as economic fallout grows (2016, April). ABC News. Retrieved from http://abcnews.go.com/Business/boycott-north-carolinas-lgbt-bathroom-law-gaining-traction/story?id=38367656
Castelli, P. A. (2016). Reflective leadership review: A framework for improving organisational performance. The Journal of Management Development, 35(2), 217-236. Retrieved from https://csuglobal.idm.oclc.org/login?url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/1767544220?accountid=38569
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62
Energy efficiency improvement Act of 2015. Alliance to Save Energy. Retrieved from https://www.ase.org/resources/energy-efficiency-improvement-act-2015
Investor relations (2017). Southwest Airlines. Retrieved from http://www.southwestairlinesinvestorrelations.com/our-company/company-overview
Leadership insights. (2015, January). Cranfield University School of Management. Retrieved from http://blog.som.cranfield.ac.uk/cgmdblog/luck-legacy-leadership
LePine, M. A., Zhang, Y., Crawford, E. R., & Rich, B. L. (2016). Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), 1036-1059.
Storey, J. (2016). Leadership in organizations: Current issues and key trends. Ebook. London: Routledge Publishing.
Weiss, D. S., & Molinaro, V. (2005). The leadership gap: Building leadership capacity for competitive advantage. Canada: John Wiley & Sons.
CATEGORIES
Economics
Nursing
Applied Sciences
Psychology
Science
Management
Computer Science
Human Resource Management
Accounting
Information Systems
English
Anatomy
Operations Management
Sociology
Literature
Education
Business & Finance
Marketing
Engineering
Statistics
Biology
Political Science
Reading
History
Financial markets
Philosophy
Mathematics
Law
Criminal
Architecture and Design
Government
Social Science
World history
Chemistry
Humanities
Business Finance
Writing
Programming
Telecommunications Engineering
Geography
Physics
Spanish
ach
e. Embedded Entrepreneurship
f. Three Social Entrepreneurship Models
g. Social-Founder Identity
h. Micros-enterprise Development
Outcomes
Subset 2. Indigenous Entrepreneurship Approaches (Outside of Canada)
a. Indigenous Australian Entrepreneurs Exami
Calculus
(people influence of
others) processes that you perceived occurs in this specific Institution Select one of the forms of stratification highlighted (focus on inter the intersectionalities
of these three) to reflect and analyze the potential ways these (
American history
Pharmacology
Ancient history
. Also
Numerical analysis
Environmental science
Electrical Engineering
Precalculus
Physiology
Civil Engineering
Electronic Engineering
ness Horizons
Algebra
Geology
Physical chemistry
nt
When considering both O
lassrooms
Civil
Probability
ions
Identify a specific consumer product that you or your family have used for quite some time. This might be a branded smartphone (if you have used several versions over the years)
or the court to consider in its deliberations. Locard’s exchange principle argues that during the commission of a crime
Chemical Engineering
Ecology
aragraphs (meaning 25 sentences or more). Your assignment may be more than 5 paragraphs but not less.
INSTRUCTIONS:
To access the FNU Online Library for journals and articles you can go the FNU library link here:
https://www.fnu.edu/library/
In order to
n that draws upon the theoretical reading to explain and contextualize the design choices. Be sure to directly quote or paraphrase the reading
ce to the vaccine. Your campaign must educate and inform the audience on the benefits but also create for safe and open dialogue. A key metric of your campaign will be the direct increase in numbers.
Key outcomes: The approach that you take must be clear
Mechanical Engineering
Organic chemistry
Geometry
nment
Topic
You will need to pick one topic for your project (5 pts)
Literature search
You will need to perform a literature search for your topic
Geophysics
you been involved with a company doing a redesign of business processes
Communication on Customer Relations. Discuss how two-way communication on social media channels impacts businesses both positively and negatively. Provide any personal examples from your experience
od pressure and hypertension via a community-wide intervention that targets the problem across the lifespan (i.e. includes all ages).
Develop a community-wide intervention to reduce elevated blood pressure and hypertension in the State of Alabama that in
in body of the report
Conclusions
References (8 References Minimum)
*** Words count = 2000 words.
*** In-Text Citations and References using Harvard style.
*** In Task section I’ve chose (Economic issues in overseas contracting)"
Electromagnetism
w or quality improvement; it was just all part of good nursing care. The goal for quality improvement is to monitor patient outcomes using statistics for comparison to standards of care for different diseases
e a 1 to 2 slide Microsoft PowerPoint presentation on the different models of case management. Include speaker notes... .....Describe three different models of case management.
visual representations of information. They can include numbers
SSAY
ame workbook for all 3 milestones. You do not need to download a new copy for Milestones 2 or 3. When you submit Milestone 3
pages):
Provide a description of an existing intervention in Canada
making the appropriate buying decisions in an ethical and professional manner.
Topic: Purchasing and Technology
You read about blockchain ledger technology. Now do some additional research out on the Internet and share your URL with the rest of the class
be aware of which features their competitors are opting to include so the product development teams can design similar or enhanced features to attract more of the market. The more unique
low (The Top Health Industry Trends to Watch in 2015) to assist you with this discussion.
https://youtu.be/fRym_jyuBc0
Next year the $2.8 trillion U.S. healthcare industry will finally begin to look and feel more like the rest of the business wo
evidence-based primary care curriculum. Throughout your nurse practitioner program
Vignette
Understanding Gender Fluidity
Providing Inclusive Quality Care
Affirming Clinical Encounters
Conclusion
References
Nurse Practitioner Knowledge
Mechanics
and word limit is unit as a guide only.
The assessment may be re-attempted on two further occasions (maximum three attempts in total). All assessments must be resubmitted 3 days within receiving your unsatisfactory grade. You must clearly indicate “Re-su
Trigonometry
Article writing
Other
5. June 29
After the components sending to the manufacturing house
1. In 1972 the Furman v. Georgia case resulted in a decision that would put action into motion. Furman was originally sentenced to death because of a murder he committed in Georgia but the court debated whether or not this was a violation of his 8th amend
One of the first conflicts that would need to be investigated would be whether the human service professional followed the responsibility to client ethical standard. While developing a relationship with client it is important to clarify that if danger or
Ethical behavior is a critical topic in the workplace because the impact of it can make or break a business
No matter which type of health care organization
With a direct sale
During the pandemic
Computers are being used to monitor the spread of outbreaks in different areas of the world and with this record
3. Furman v. Georgia is a U.S Supreme Court case that resolves around the Eighth Amendments ban on cruel and unsual punishment in death penalty cases. The Furman v. Georgia case was based on Furman being convicted of murder in Georgia. Furman was caught i
One major ethical conflict that may arise in my investigation is the Responsibility to Client in both Standard 3 and Standard 4 of the Ethical Standards for Human Service Professionals (2015). Making sure we do not disclose information without consent ev
4. Identify two examples of real world problems that you have observed in your personal
Summary & Evaluation: Reference & 188. Academic Search Ultimate
Ethics
We can mention at least one example of how the violation of ethical standards can be prevented. Many organizations promote ethical self-regulation by creating moral codes to help direct their business activities
*DDB is used for the first three years
For example
The inbound logistics for William Instrument refer to purchase components from various electronic firms. During the purchase process William need to consider the quality and price of the components. In this case
4. A U.S. Supreme Court case known as Furman v. Georgia (1972) is a landmark case that involved Eighth Amendment’s ban of unusual and cruel punishment in death penalty cases (Furman v. Georgia (1972)
With covid coming into place
In my opinion
with
Not necessarily all home buyers are the same! When you choose to work with we buy ugly houses Baltimore & nationwide USA
The ability to view ourselves from an unbiased perspective allows us to critically assess our personal strengths and weaknesses. This is an important step in the process of finding the right resources for our personal learning style. Ego and pride can be
· By Day 1 of this week
While you must form your answers to the questions below from our assigned reading material
CliftonLarsonAllen LLP (2013)
5 The family dynamic is awkward at first since the most outgoing and straight forward person in the family in Linda
Urien
The most important benefit of my statistical analysis would be the accuracy with which I interpret the data. The greatest obstacle
From a similar but larger point of view
4 In order to get the entire family to come back for another session I would suggest coming in on a day the restaurant is not open
When seeking to identify a patient’s health condition
After viewing the you tube videos on prayer
Your paper must be at least two pages in length (not counting the title and reference pages)
The word assimilate is negative to me. I believe everyone should learn about a country that they are going to live in. It doesnt mean that they have to believe that everything in America is better than where they came from. It means that they care enough
Data collection
Single Subject Chris is a social worker in a geriatric case management program located in a midsize Northeastern town. She has an MSW and is part of a team of case managers that likes to continuously improve on its practice. The team is currently using an
I would start off with Linda on repeating her options for the child and going over what she is feeling with each option. I would want to find out what she is afraid of. I would avoid asking her any “why” questions because I want her to be in the here an
Summarize the advantages and disadvantages of using an Internet site as means of collecting data for psychological research (Comp 2.1) 25.0\% Summarization of the advantages and disadvantages of using an Internet site as means of collecting data for psych
Identify the type of research used in a chosen study
Compose a 1
Optics
effect relationship becomes more difficult—as the researcher cannot enact total control of another person even in an experimental environment. Social workers serve clients in highly complex real-world environments. Clients often implement recommended inte
I think knowing more about you will allow you to be able to choose the right resources
Be 4 pages in length
soft MB-920 dumps review and documentation and high-quality listing pdf MB-920 braindumps also recommended and approved by Microsoft experts. The practical test
g
One thing you will need to do in college is learn how to find and use references. References support your ideas. College-level work must be supported by research. You are expected to do that for this paper. You will research
Elaborate on any potential confounds or ethical concerns while participating in the psychological study 20.0\% Elaboration on any potential confounds or ethical concerns while participating in the psychological study is missing. Elaboration on any potenti
3 The first thing I would do in the family’s first session is develop a genogram of the family to get an idea of all the individuals who play a major role in Linda’s life. After establishing where each member is in relation to the family
A Health in All Policies approach
Note: The requirements outlined below correspond to the grading criteria in the scoring guide. At a minimum
Chen
Read Connecting Communities and Complexity: A Case Study in Creating the Conditions for Transformational Change
Read Reflections on Cultural Humility
Read A Basic Guide to ABCD Community Organizing
Use the bolded black section and sub-section titles below to organize your paper. For each section
Losinski forwarded the article on a priority basis to Mary Scott
Losinksi wanted details on use of the ED at CGH. He asked the administrative resident