The role of leadership and cultural contingencies in total quality management in Central America

The role of leadership and cultural contingencies in total quality management in Central Americ

The United Kingdom Ministry of Defence – the Case for Followership as a key Element of Leadership Development

Published in Strategic Management Quarterly (2015) Vol 3 Issue 4Using the Kelley (1992) Followership Style instrument this study explores the role and perceptions of Followership within the UK Ministry of Defence. In particular, within the Armed Services and the Civil Service it was apparent from the literature that only the RAF formally recognised the role of Followership within their Leadership staff development programmes, hence the research aimed to see whether this was reflected in self-perceptions of Followership Style and the extent to which it is applied within the organisation. The analysis concluded that the analysed sample (298 responses) produced an atypical profile compared to other studies that have used the instrument. The RAF showed statistically significant higher scores than the other Armed Services or the Civil Servants and scores increased with Rank/Grade. The analysis also highlighted that the individuals seemed not to be recognised as good Followers by their leaders, they appeared not to recognise their reports as good Followers and in all cases the organisation seemed not to recognise their value. These aspects provide scope for further research to better understand the organisational culture, processes and practices that appear to act as a barrier to the extraction of the benefits of having good Followers even in an area where Star Followers dominate

Leadership Challenges In Today’s Academia

Starting from the anecdotic hypothesis that “leading academics is like trying to herd cats”, the paper reviews the main challenges and barriers to present academic leadership. The context is that of the on-going Bologna transformation of the university, and of the renewed quest for competitiveness. The method employed is that of the individual case-study, with a single-embedded design. The case study is exploratory, as we don’t know from sure which the effects of leadership in the university are, and to what degree are they alike, across sub-units of study. The case study is also intrinsic, as its main outcome is not theory-building, but understanding the particularities of a phenomenon strongly tied to its context. Our unit of study is the largest business university in the country, with its faculties and departments. The main data sources are short structured interviews with members of the academic staff. The analysis implies both explanation-building and cross-case synthesis. The results of the study give insights on the context of leadership, enablers and barriers, as well as on the content of leadership, in the particular setting of the academia. Conclusions connect our research with similar endeavours, outlining the particularities and patterns of educational transition in a transition country.academic leadership, structural equation model of academic leadership, Romanian academia

Identifying and Encouraging Leadership Potential: Assessment Technology and the Library Profession

published or submitted for publicatio

A strategic approach to making sense of the “wicked” problem of ERM

Purpose – The purpose of this paper is to provide an approach to viewing the “wicked” problem of electronic records management (ERM), using the Cynefin framework, a sense-making tool. It re-conceptualises the ERM challenge by understanding the nature of the people issues. This supports decision making about the most appropriate tactics to adopt to effect positive change. Design/methodology/approach – Cynefin was used to synthesise qualitative data from an empirical research project that investigated strategies and tactics for improving ERM. Findings – ERM may be thought of as a dynamic, complex challenge but, viewed through the Cynefin framework, many issues are not complex; they are simple or complicated and can be addressed using best or good practice. The truly complex issues need a different approach, described as emergent practice. Cynefin provides a different lens through which to view, make sense of and re-perceive the ERM challenge and offers a strategic approach to accelerating change. Research limitations/implications – Since Cynefin has been applied to one data set, the findings are transferrable not generalisable. They, and/or the approach, can be used to further test the propositions. Practical implications – The resultant ERM framework provides a practical example for information and records managers to exploit or use as a starting point to explore the situation in particular organisational contexts. It could also be used in other practical, teaching and/or research-related records contexts. Originality/value – This paper provides a new strategic approach to addressing the wicked problem of ERM, which is applicable for any organisational context

Patriarchal Culture\u27s Influence on Women’s Leadership Ascendancy

Biblical interpretations (hermeneutic) have influenced women’s ascension to leadership positions. A patriarchal societal framework that most Judeo-Christians have accepted as a norm often includes biased biblical interpretations regarding women. These interpretations are taken out of context, which reinforces old patterns that are incompatible with true leadership. This paper provides a literature review on women and leadership, with the literature indicating that a prevalent patriarchal perspective has influenced the portrayal of leadership roles in society. The literature on women leadership shows that many women might not be becoming CEOs or ascending to other high positions because of gender inequality in the workplace, a lack of sponsors, a lack of leadership-career aspirations, and companies’ preference for leadership styles based on masculine characteristics. The literature also reveals that women feel forced to assume masculine leadership styles, even though their preferences differ—an injustice to their leadership aptitude. In other words, the literature suggests there are more suitable leadership styles for women. Moreover, leadership styles based on context are more effective, and changing these biases and misapplications are critical to ensuring women ascend to leadership positions. This paper concludes with an analysis of the cognitive bias on women, which contributes to the lack of empathy for women ascending to leadership positions. In addition, future research suggestions and methods aimed at decreasing the inequalities women experience are provided

Man and Woman Talk: Grammatical and Syntactical Similarities and Disparities

Multiple research studies on grammar and syntax used by men and women stress disparities stemming from gender specific styles of “talk”. Borrowing from the existing literature, we analyzed transcripts of 107 employees in an Indian organization to study variations, if any, in grammar and syntax across genders at the middle management level. Our study was based on an analysis of reported speech of a critical incident of upward influence in the organization. We classified the transcripts into two clusters, viz., male and female. A frequency count for some grammatical and syntactical forms was taken. Frequency count of the grammatical forms revealed no significant disparity in language used by males and females in same and mixed sex groups. The reasons for this finding are as follows: 1. Use of language is not gender specific. More specifically, sentential constructs are not governed by gender. 2. The content and context, if similar, yield similar results. 3. Evolution of a language pattern that is “organizationally fit” rather than gender governed. Significant variations in use of tags and hedges were identified. Based on the above findings, we attribute the variations in syntactical forms to aspects other than those related to “male” or “female” concepts of style, proposed by earlier researchers – for a study of the concept of style will require a framework which studies the linguistic form and the social functions in sync.

Voice Flows To And Around Leaders: Understanding When Units Are Helped Or Hurt By Employee Voice

In two studies, we develop and test theory about the relationship between speaking up, one type of organizational citizenship behavior, and unit performance by accounting for where employee voice is flowing. Results from a qualitative study of managers and professionals across a variety of industries suggest that voice to targets at different formal power levels (peers or superiors) and locations in the organization (inside or outside a focal unit) differs systematically in terms of its usefulness in generating actions to a unit's benefit on the issues raised and in the likely information value of the ideas expressed. We then theorize how distinct voice flows should be differentially related to unit performance based on these core characteristics and test our hypotheses using time-lagged field data from 801 employees and their managers in 93 units across nine North American credit unions. Results demonstrate that voice flows are positively related to a unit's effectiveness when they are targeted at the focal leader of that unitwho should be able to take actionwhether from that leader's own subordinates or those in other units, and negatively related to a unit's effectiveness when they are targeted at coworkers who have little power to effect change. Together, these studies provide a structural framework for studying the nature and impact of multiple voice flows, some along formal reporting lines and others that reflect the informal communication structure within organizations. This research demonstrates that understanding the potential performance benefits and costs of voice for leaders and their units requires attention to the structure and complexity of multiple voice flows rather than to an undifferentiated amount of voice.Business Administratio

When Leadership Leads to Loathing: The Effect of Culturally (In)Congruent Leadership on Employee Contempt and Voluntary Work Behaviors

This article suggests that contempt ― a proclivity towards loathing others ― as an emotional response, can arise as a consequence of culturally incongruent leadership, i.e. leader behaviors and actions that do not comply with follower-held, culturally derived expectations and values. Outcomes of contempt were also studied by hypothesizing that contempt, when experienced in response to a situation of culturally incongruent leadership, can cause followers to reduce their display of organizational citizenship behaviors (OCB) while engaging in deviant behaviors. The model was tested in a sample of 348 follower-level employees using structural equation modeling. Empirical results largely support theoretical hypotheses. Culturally congruent leadership was negatively related to contempt, while contempt was positively related to deviant behaviors and negatively related to OCB. The results contribute to the understudied field of contempt research, and suggest that leaders faced with cultural diversity may be well advised to adapt their behaviors to the local cultural values to stimulate follower OCB rather than deviance

Women in Power: Examining the Pathway to the Top

As more women begin to enter the upper management ranks of the business world, researchers have recognized several patterns in terms of common factors which influence career paths and choices. Based on this, I conducted a study with the purpose of identifying those influences and traits which women in the field most attributed to their individual success. This information could thereafter be used as a guide for young women such as myself who are about to begin their own career paths within this field. Through the use of survey and individual interview, my findings indicated that individual background, family support, education, and activities were shown to be the most influential aspects of professional development, while key personality traits necessary to success as noted by the participants included a mixture of both individual (self-motivation, perseverance, etc.) and interpersonal (communication, compassion, etc.) abilities. Advice offered by respondents again emphasized the need for individual motivation combined with the strong interpersonal skills which facilitate professional relationships