Hohere Leistungsfahigkeit Durch Transformationale Fuhrung Ein Vergleich Zweier Studien
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Höhere Leistungsfähigkeit durch transformationale Führung. Ein Vergleich zweier Studien
Studienarbeit aus dem Jahr 2015 im Fachbereich Psychologie - Arbeit, Betrieb, Organisation, Note: 1,8, ( Europäische Fernhochschule Hamburg ), Sprache: Deutsch, Abstract: Die vorliegende Arbeit behandelt das Konzept der transformationalen Führung auf Basis zweier Studien. Deren Kernaussagen werden dargestellt und anschließend diskutiert. Transformationale Führung hat die gezielte Beeinflussung und Veränderung („Transformation“) des Wertesystems und den Einstellungen der Mitarbeiter zum Kern. Ziel bei diesem Führungsstil ist es durch einen Wertewandel die Motivation der Mitarbeiter zu steigern um dadurch auf individueller Ebene eine höhere Leistungsfähigkeit zu erreichen. Nachdem transformationale Führung genauer definiert wird, untersucht diese Arbeit zwei aktuelle Studien (1. „Wie beeinflusst transformationale Führung das Wohlbefinden von Mitarbeitern? Untersuchung der vermittelnden Funktion von Selbstwirksamkeit“ von Karina Nielsen und Fehmidah Munir und 2. „Ein zweischneidiges Schwert: Transformationale Führung und individuelle Kreativität“ von Silke Astrid Eisenbeiß und Sabine Boerner). Es erfolgt sowohl die Darstellung des thematischen Fokus der Studien als auch deren Methoden, Ergebnisse und anschließend eine kurze Diskussion. Das abschließende Kapitel widmet sich der vergleichenden Diskussion der dargestellten Studien.
The Bass Handbook of Leadership
Author: Bernard M. Bass
language: en
Publisher: Simon and Schuster
Release Date: 2009-12-01
For thirty-three years and through three editions, Bass & Stogdill's Handbook of Leadership has been the indispensable bible for every serious student of leadership. Since the third edition came out in 1990, the field of leadership has expanded by an order of magnitude. This completely revised and updated fourth edition reflects the growth and changes in the study of leadership over the past seventeen years, with new chapters on transformational leadership, ethics, presidential leadership, and executive leadership. Throughout the Handbook, the contributions from cognitive social psychology and the social, political, communications, and administrative sciences have been expanded. As in the third edition, Bernard Bass begins with a consideration of the definitions and concepts used, and a brief review of some of the betterknown theories. Professor Bass then focuses on the personal traits, tendencies, attributes, and values of leaders and the knowledge, intellectual competence, and technical skills required for leadership. Next he looks at leaders' socioemotional talents and interpersonal competencies, and the differences in these characteristics in leaders who are imbued with ideologies, especially authoritarianism, Machiavellianism, and self-aggrandizement. A fuller examination of the values, needs, and satisfactions of leaders follows, and singled out for special attention are competitiveness and the preferences for taking risks. In his chapters on personal characteristics, Bass examines the esteem that others generally accord to leaders as a consequence of the leaders' personalities. The many theoretical and research developments about charisma over the past thirty years are crucial and are explored here in depth. Bass has continued to develop his theory of transformational leadership -- the paradigm of the last twenty years -- and he details how it makes possible the inclusion of a much wider range of phenomena than when theory and modeling are limited to reinforcement strategies. He also details the new incarnations of transformational leadership since the last edition. Bass has greatly expanded his consideration of women and racial minorities, both of whom are increasingly taking on leadership roles. A glossary is included to assist specialists in a particular academic discipline who may be unfamiliar with terms used in other fields. Business professors and students, executives in every industry, and politicians at all levels have relied for years on the time-honored guidance and insight afforded by the Handbook.
Diversity in Organizations
Signaling the changing demography of the workforce, the largest percentage of new workers in the coming decades will be individuals often labeled as "nontraditional" employees. This new diversity presents both challenges and opportunities to individuals and to the organizations of which they are a part. Benefits include a broader talent pool and the opportunity for individuals to more fully develop their potential. At the same time, however, new perspectives on creativity, innovation, and performance can be perceived as intrusive and lead to tension, misunderstanding, and even hostility between old and new, creating problems of coordination and cohesion for diverse organizations. The editors of Diversity in Organizations gather forces to work out the difficulties generated by diversity and reap the rewards. Applying varied perspectives and approaches--such as analysis of individual psychology, dyadic interactions, small group dynamics, and organizational outcomes--the contributors provide scholarly coverage of a topic that is both contemporary and foresightful. The current interest in diversity in organizations makes this book a boon to scholars and students in a variety of fields, including psychology, social psychology, management and organization studies, sociology, social work, cross-cultural studies, and public administration, as well as to interested readers who seek a deeper understanding of the problems and promise inherent in diverse organizations.