Shopping Cart

View your shopping cart.

Case Studies

The results of research on diverse team composition suggest that it offers both a great opportunity for organizations as well as an enormous challenge.  Numerous studies have suggested that more diverse teams have the potential to consider a greater range  of  perspectives  and  to  generate  more  innovative  and  higher-quality  solutions than  less  diverse  teams  (Austin,  1997).  In contrast, meta-analyses have revealed a negative relationship, inconsistent or no relationship between team heterogeneity and innovation (van Knippenberget al., 2004; Webber and Donahue, 2001).Within the management literature, there have been a series of suggestions regarding these conflicting results.  Some  research  has  focused  on  exploring  the  mechanisms through  which  diversity  exerts  its  influence  in  workgroups.  This  has  included investigation  into  mediator  variables,  for  example,  member  commitment,  decision comprehensiveness and conflict (Jehnetal., 1999; Riordan and...

The 360-degree feedback for management development Multi-source feedback and its role in wider performance management practice has been the subject of considerable study, theoretical debate, and divergent opinion.

Avolio states: "To be an effective leader means to reflect, deeply reflect, on events that surround oneself that have reference to how you see our own behavior and actions influencing others." To reflect, Avolio suggests, means "To know oneself, to be consistent with one self, and to have a positive and strength-based orientation toward one's development and the development of others." London, Peiperl and Rao and Rao argue the efficacy of 360-degree feedback to aid reflective practice, particularly to improve interactive engagement in the leadership role.

Ideally, this includes top-down modeling to seek and act upon feedback, and providing institutional support for skilled debriefing of reports and follow-through Institutional support for the 360-degree...

The case study addresses the following issues: the functions of the feedback within the organization, with a special emphasis placed on its use for employee career development; the benefits of such feedback to the organization and the individuals involved; the mechanisms used to obtain feedback; and, finally, the pitfalls of 360 degree feedback and its implementation.

Nowack presents a useful summary of some of the reasons for the increased use of 360 degree feedback in organizations: a need for a cost-effective alternative to assessment centres; the increasing availability of assessment software capable of summarizing data from multiple sources into customized feedback reports; the need for continuous measurement of improvement efforts; the need for job-related feedback for employees affected by career plateauing; and the need to maximize employee potential in the face of technological change, competitive challenges and increased workforce diversity.

360 degree...

Based on this understanding of the differential nature of transformational and pseudo-transformational leadership, and how humility and narcissism contrast leaders' self- vs other-oriented motivation, we examine how leaders express their values and concern for others using humor.

We chose humor as a mechanism through which leaders express their concern for others because of the potential for humor to be both a weapon to harm others and a tool to build relationships.

Humor and leadership Humor in the workplace has been identified as beneficial for reducing stress, promoting a "Fun" culture, encouraging group cohesion, and encouraging communication.

Although those perspectives are seemingly contradictory, our conceptualization of the relationship between transformational leadership and humor allows for both of these perspectives to be correct: some forms of humor are destructive, such as those that demean others, whereas other forms of humor are constructive,...

Pages