Search results

The full-range leadership theory, and the distinction between transformational, transactional and laissez-faire leadership behaviour has strongly influenced leadership theory and research in the last several decades. However, in spite of its impact on theory and practice, it has a few shortcomings, as, in its essence, it disregards several essential aspects of a leader’s behaviour, such as the dark side of leadership behaviour. Therefore, to capture various leader behaviours, we provide a more comprehensive leadership model named the “complete full range of leadership”.

Based on reviewing the relevant theoretical and empirical literature, we propose an extended theoretical model, which addresses the existing shortcomings of the full range leadership model.

First, we added a new active and more destructive facet of leadership style named active, destructive leadership style. Second, based on existing empirical findings, we restructured the transactional facet of full-range leadership by collapsing its components into two new distinct facets representing active constructive leadership style and passive destructive leadership style. Finally, drawing on Hersey and Blanchard’s model, we add a new passive and constructive facet named passive constructive leadership.

Our suggested “complete full range of leadership” contributes to leadership theory by addressing the gap between existing theory and empirical findings, making a clear distinction between lack of leadership and delegation and by comprising the dark side of leadership with its bright side into one comprehensive leadership model.

Technological development creates technological imperative for organisations. The most recent is dedicated to digital technologies with a strong influence on the way of managing and organising. To gain a better understanding of the latest business practice, the authors use a multilevel perspective and apply the historical analysis method. Specifically, this chapter explores organisational design (OD) of the future through the evolutionary perspective (spanning across the four industrial revolutions) and brings into focus how technological imperatives modified organisational structure, coordination mechanisms and people/job practices. By reflecting on the historical changes in OD practices that happened throughout different phases of industrialisation, the authors analyse how building blocks of digital OD shape managerial and employee behaviours, thus unleashing the performance potential of digital technologies.

Academic knowledge work often presumes collaboration among interdependent individuals. However, this work also involves competitive pressures to perform and even outperform others. While knowledge hiding has not yet been extensively examined in the academic environment, this study aims to deepen the understanding of the personal (individual-level) and situational (job-related) factors that affect evasive knowledge hiding (EKH) within academia.

A field study was conducted on a nation-wide sample of 210 scholars from both public and private business schools in a European Union member state. A series of paired sample t-tests were followed by hierarchical regression analyses to test moderation using the PROCESS macro.

The results suggest that scholars hide more tacit than explicit knowledge. The findings also indicate a consistent pattern of positive and significant relationships between trait competitiveness and EKH. Furthermore, task interdependence and social support buffer the detrimental relationship between personal competitiveness and evasive hiding of explicit knowledge, but not tacit knowledge.

The research provides insights into several important antecedents of EKH that have not been previously examined. It contributes to research on knowledge transfer in academia by focusing on situations where colleagues respond to explicit requests by hiding knowledge. The moderating role of collaborative job design offers practical solutions on how to improve knowledge transfer between mistrusted and competitive scholars. The collaboration–competition framework is extended by introducing personal competitiveness and relational job design, and suggesting how to manage the cross-level tension of differing collaborative and competitive motivations within academia.

In this book chapter, we analyse social entrepreneurship (SE) development in the Western Balkans and present a regional overview. SE has become a globally known contributor to alleviating societal, economic, social, and environmental concerns. Its influence on increasing people’s quality of life has put the concept on a pedestal, and the Balkans are no different. The new advances have increased the efforts from the third sector in advocating for increased visibility, recognition, and support for social enterprises (SEs) as contributors to the development of resilient communities and facilitating the countries’ recovery from economic, social, and environmental crises. To provide a regional development overview, we use the institutional perspective. We base the analysis on data by applying qualitative methods, including document analysis, conference speeches, round tables, consultations, and other impactful events conducted over the last decade. The evidence suggests that the Western Balkan countries are similar in their development and lack a clear vision, a strategic pathway, and sustainable solutions to accelerate the sector’s growth. The awareness of the SEs’ contributions is still low, hindering their impact and potential scalability. Raising awareness campaigns is much needed to increase SEs’ visibility, recognition, revenues, and financial sustainability. Intersectoral collaboration is not at a suitable level, and the coordination and partnerships between the SE actors are lacking. The region needs to make a significant and consistent effort to facilitate the sector’s development and support SEs to provide the expected societal impact.

The aim of this paper is to reconsider the conventional approaches in architectural design for social housing that lead to low adaptability of architecture regarding spatial needs of its inhabitants. This research explores the potential of nonlinear model in architectural design of sustainable social housing. Sustainability is commonly interpreted through categories of socio-economic availability, notwithstanding the fact that demands of contemporary living greatly exceed the scope of this definition.

One of the methods to integrate sustainability into social housing design is to incorporate specific users’ needs into the design process itself. The aim is to specify the common ground for negotiation between all actors in the process. Such a platform could enable multiple options allowing flexibility and a higher level of quality, as well as the comfort of sustainable living.

This design approach is developed in the case study project for Ovča social housing community in Belgrade. This project is conceived as an infrastructural system that precedes the building as a finite architecture, therefore anticipating inhabitants’ involvement in the design process. The non-linear model of architectural design is enabled trough a drawing as a tool of communication. Since it is carried out according to previously defined values, this iterative procedure establishes a specific set of outputs that can later be evaluated and modified in accordance to users’ spatial needs. Therefore, the drawing becomes a tool that allows a variety of designing processes while the most important role still belongs to the architect and the user. Such iterative design process creates preconditions that enable the inhabitants to appropriate the space of living, which legitimizes the aim to transfer the design process from conventional towards the non-linear model of architectural design.

This paper proposes a model composed by macro-competences developed to contribute for the resilience of public organizations.

To propose the model, a literature review in the area of organizations resilience was carried out, and the structural equation modeling (SEM) approach was used. The setting used to validate the proposed model was the Brazilian Federal Institutions of Higher Education.

The results present five dimensions of action seen as macro-competences that contribute for organizations’ resilience: human resource management, development of individual competencies, risk management, preparedness for response, and responsiveness. The results also point at competences that can be developed in each of those dimensions with a view toward resilience.

Competences of strategically planning the workforces, of testing the risk hypotheses continuously, and applying the action plans proposed by risk management in response to crises can improve individual and organizational resiliencies.

Guided by the proposed model, public organizations will be better prepared to withstand adversities, such as resources cutbacks and staff shortages.

Due to the increasing population and prosperity, the generation rate of municipal solid waste (MSW) has increased significantly, resulting in serious problems on public health and the environment. Every single person in the world is affected by the municipal solid waste management (MSWM) issue. MSWM is reaching a critical level in almost all areas of the world and seeking the development of MSW strategies for a sustainable environment. This paper aims to present the existing global status of MSW generation, composition, management and related problems.

A total of 59 developed and developing countries have been grouped based on their gross national income to compare the status of various MSWM technologies among them. A total of 19 selection criteria have been discussed to select appropriate MSWM technology(s) for a city/town, which affects their applicability, operational suitability and performance. All risks and challenges arising during the life cycle of the waste to energy (WtE) project have also been discussed. This paper also gives a comparative overview of different globally accepted MSWM technologies and the present market growth of all WtE technologies.

It was found that most developed countries have effectively implemented the solid waste management (SWM) hierarchy and are now focusing heavily on reducing, reusing and recycling of MSW. On the other hand, SWM has become very serious in low-income and low-middle-income countries because most of the MSW openly dumps and most countries are dependent on inadequate waste infrastructure and the informal sector. There are also some other major challenges related to effective waste policies, availability of funds, appropriate technology selection and adequacy of trained people. This study clears the picture of MSW generation, composition, management strategies and policies at the worldwide context. This manuscript could be valuable for all nations around the world where effective MSWM has not yet been implemented.

This study clears the picture of solid waste generation, composition, management strategies and policies at the worldwide context. This manuscript could be valuable for all nations around the world where effective MSWM has not yet been implemented. In this study, no data was generated. All supporting data were obtained from previously published papers in journals, the outcomes of the international conferences and published reports by government organizations.

The aim of this paper is to show the ways of setting quality objectives, their attributes and the conditions under which they can perform a motivational function.

Collecting relevant data, the authors used the results of previous research and theoretical assumptions concerning quality objectives. Subsequently, they carried out a survey and exemplification research based on participatory observations, document content analysis and interviews.

Goals are set mainly by top management, but the communication process itself is insufficient; the needs of system users are not taken into account. In the opinion of the employees, quality objectives are measurable and objective, although not very ambitious. For quality objectives to fulfil a motivational function, they should be objective and measurable. Also, the allocation of tasks among employees needs to be fair. Furthermore, quality objectives have to play a greater role in remuneration systems.

This paper is one of the first publications on the role and function of quality objectives. Its advantage is that it defines the conditions under which such objectives can have a motivational effect and encourage employees to pursue the improvement of their products and services.