Existential Communication and Leadership

The aim of this article is to introduce and explain a number of important existentialist philosophers and concepts that we believe can contribute to a critical approach to leadership theory. Emphasis is placed on understanding the nature of communication from an existentialist perspective and so Jaspers' conceptualization of existential communication is introduced along with important related concepts that may be regarded as important facets of leader communication including Being-in-the-world, the Other, intersubjectivity, dialogue and indirect communication. Particular attention is paid to Buber's ideas on communication as relationship and dialogue. Throughout, reference is made to contemporary, and what is often regarded as orthodox, thinking regarding the centrality of communication to leadership practice as a means by which to highlight the salience of an existentialist analysis

The consequences of (not) seeing eye-to-eye about the past:The role of supervisor–team fit in past temporal focus for supervisors' leadership behavior

This study seeks to advance our understanding of the leadership consequences that may ensue when supervisors and their teams have similar versus differing orientations toward the past. Integrating a leader–team fit perspective with functional leadership theory, we cast incongruence between supervisor and team past temporal focus as a key antecedent of supervisors' active (i.e., task-oriented and relationship-oriented) and passive (i.e., laissez-faire) leadership behaviors toward the team. We tested our hypotheses in a team-level study that included a field sample of 84 super-visors and their teams using polynomial regression and response surface analyses.Results illustrated that supervisors demonstrated more task-oriented and relationship-oriented leadership when supervisors' and their team's past temporal focus were incongruent rather than aligned. Furthermore, in situations of supervisor–team congruence, supervisors engaged in less task-oriented and relationship-oriented leadership and more laissez-faire leadership with higher (rather than lower)levels of supervisor and team past temporal focus. In sum, these findings support a complex (mis)fit model such that supervisors' attention to the past may hinder their productive leadership behaviors in some team contexts but not in others. Hence, this research advances a novel, multiple-stakeholder perspective on the role of both supervisors' and their team's past temporal focus for important leadership behavio

The Importance of Ethics and Ethical Leadership in the Accounting Profession

The emergence of the twenty-first century was plagued with extensive, evasive and disheartening leadership failures. Despite the accounting profession’s standards of professional ethics, it was also tainted with ethical leadership indiscretions during this era. In response to these ethical leadership failings, renewed interest in developing accounting professionals with strong ethical principles and ethical leadership behaviors has emerged. In many firms training and development of ethical behavior is now at the forefront of the firm’s communications and professional development efforts. The question remains however, can the profession instill in its members the importance of ethical conduct? Can ethical leaders be developed that model and monitor ethical behavior? In response to the call for leaders who are ethical and moral, this research examined a model that examines ethical leadership and its impact on leader effectiveness for leaders within the accounting industry. The analysis shows that ethical and transformational leadership make incremental independent contributions in explaining leader effectiveness. The study comments on how the findings that ethically and morally focused leaders may impact the accounting profession and restore an industry tarnished with accusations of unethical behavior to one that regains its original prominence based on consistent, moral, ethical, and effective leaders

Leadership and charisma: a desire that cannot speak its name?

Leadership has proved impossible to define, despite decades of research and a huge number of publications. This article explores managers’ accounts of leadership, and shows that they find it difficult to talk about the topic, offering brief definitions but very little narrative. That which was said/sayable provides insights into what was unsaid/ unsayable. Queer theory facilitates exploration of that which is difficult to talk about, and applying it to the managers’ talk allows articulation of their lay theory of leadership. This is that leaders evoke a homoerotic desire in followers such that followers are seduced into achieving organizational goals. The leader’s body, however, is absent from the scene of seduction, so organizational heteronormativity remains unchallenged. The article concludes by arguing that queer and critical leadership theorists together could turn leadership into a reverse discourse and towards a politics of pleasure at work

Directive versus empowering leadership: A field experiment comparing impacts on task proficiency and proactivity

Using a field experiment in the United Arab Emirates, we compared the impacts of directive and empowering leadership on customer-rated core task proficiency and proactive behaviors. Results of tests for main effects demonstrated that both directive and empowering leadership increased work unit core task proficiency, but only empowering leadership increased proactive behaviors. Examination of boundary conditions revealed that directive leadership enhanced proactive behaviors for work units that were highly satisfied with their leaders, whereas empowering leadership had stronger effects on both core task proficiency and proactive behaviors for work units that were less satisfied with their leaders. We discuss implications for both theory and practice. © Academy of Management Journal

Behavioural determinants of perceived managerial and leadership effectiveness in Argentina

The purpose of this empirical study was to explore the perceptions of Argentinean employees about managerial and leadership effectiveness, and was guided by the following research question: How do people employed in Argentinean companies behaviorally differentiate effective managers from ineffective managers? A total of 42 employees from private and public sector organizations in Cordoba, Argentina, were interviewed using Flanagan’s (1954) critical incident technique. The interviews generated 302 critical incidents of which 155 were examples of positive (effective) managerial behavior, and 147 of negative (least effective/ineffective) managerial behavior. The findings suggest that Argentineans perceive as effective those managers who are supportive, considerate, motivating, caring, good decision makers, approachable, participative, fair-minded, communicative, actively involved, and who act as role models; and this challenges the widely held belief that Argentineans prefer authoritarian managers over democratic ones

A curvilinear effect of height on reproductive success in human males

Human male height is associated with mate choice and intra-sexual competition, and therefore potentially with reproductive success. A literature review (n = 18) on the relationship between male height and reproductive success revealed a variety of relationships ranging from negative to curvilinear to positive. Some of the variation in results may stem from methodological issues, such as low power, including men in the sample who have not yet ended their reproductive career, or not controlling for important potential confounders (e.g. education and income). We investigated the associations between height, education, income and the number of surviving children in a large longitudinal sample of men (n = 3,578; Wisconsin Longitudinal Study), who likely had ended their reproductive careers (e.g. > 64 years). There was a curvilinear association between height and number of children, with men of average height attaining the highest reproductive success. This curvilinear relationship remained after controlling for education and income, which were associated with both reproductive success and height. Average height men also married at a younger age than shorter and taller men, and the effect of height diminished after controlling for this association. Thus, average height men partly achieved higher reproductive success by marrying at a younger age. On the basis of our literature review and our data, we conclude that men of average height most likely have higher reproductive success than either short or tall men

Exploring the value of a coach intervention process within women's youth soccer: A case study

A coach intervention process was explored with a 38-year-old female youth soccer coach. The experimental research design consisted of a baseline assessment, intervention and follow-up phase. Within each phase, the coaching practices were assessed using the Coaching Behaviour Assessment System. Additionally, measures of both coach and athlete perceptions and attitudes were also recorded. The results revealed no significant change in coach behaviours from the baseline assessment to the follow-up assessment. However, although not significant, a meaningful change particularly regarding the use of Reinforcement, General Technical Instruction and Mistake Contingent Encouragement was evident. Results of the descriptive-analytic data generated from the cognitive investigations highlighted generally positive although not statistically significant changes, particularly those concerning the athletes' attitudes towards their coach, teammates and soccer, following the intervention process. The findings of this study are discussed in line with the existing coach behaviour literature