The essential message set forth here is that if we are to truly understand leadership processes, they need to be couched in the form of the organizational system within which they…
Abstract
The essential message set forth here is that if we are to truly understand leadership processes, they need to be couched in the form of the organizational system within which they occur These organizational systems are understood to include the hierarchic (managerial), professional (specialized), task (entrepreneurial), and group (team). Research results reported in this chapter support the tie between leadership and organizational form, and a role motivation theory of leadership is proposed. Implications are drawn for charismatic/transformational theorizing and future research. On a number of grounds, it appears that these theories need to be tested in a much broader set of organizational types than has been the case to date.
The motivation to manage is a key factor influencing the energy and effort people bring to the job. A review of a training approach outlines action that can be taken.
Kay Lynn Kalkowski and Susan M. Fritz
Since the days when women first began entering the work force scholars have studied perceived gender differences related to motivation in organizational settings. This paper first…
Abstract
Since the days when women first began entering the work force scholars have studied perceived gender differences related to motivation in organizational settings. This paper first presents a brief overview of motivation theory and then examines the literature tracing gender related motivation-to-manage as it evolves through the 1950s and 1960s to the present. Studies have produced conflicting results with some finding that men have more motivation-to-manage then women and other studies finding the opposite. Such differences appear to be small and closely related to subordinate status and role stereotyping.
Discusses four occupational characteristics of salespeople that should be measured: ego drive; empathy; appearance; and manner and speech, suggesting that technical knowledge of…
Abstract
Discusses four occupational characteristics of salespeople that should be measured: ego drive; empathy; appearance; and manner and speech, suggesting that technical knowledge of a product is also important. Uses a case history to demonstrate the correct use of tests in selecting salespersonnel, showing some limitations of the tests in question and revealing their effectiveness.
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Literature on strategic planning and management is prolific. Articles deal with various aspects of strategic planning, its definition, process, and application. However, many of…
Abstract
Literature on strategic planning and management is prolific. Articles deal with various aspects of strategic planning, its definition, process, and application. However, many of these articles concentrate on the theory and on the strategic planning models rather than deal with practical application or problems experienced at implementation levels. My interest in reviewing this literature is to identify studies which offer significant key approaches and relate them to the field of education planning. Can we learn something from the way in which strategic plans are formulated and implemented in the business world and apply this knowledge to planning and operation of academic institutions?
The key to effective management in times of tumult is organisation fit — the integration or congruence of the organisation. Tumult increases the need to manage the two major areas…
Abstract
The key to effective management in times of tumult is organisation fit — the integration or congruence of the organisation. Tumult increases the need to manage the two major areas of fit more closely — organisation domain and external environment. Fit must be considered with equal emphasis in the short, mid and long term. An on‐going, strategic assessment of organisational fit is needed. The nature of the change process and the change variables must be identified. There are six ways that management can intervene between change variables to enhance their fit and four organisation interfaces which are directed towards adaptation to the external environment. This multi‐level change typology identifies three methods of directly managing organisation fit — intrusion, interface and intervention. These methods are discussed and interventions and interfaces described.
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Considers the need to select customer contact personnel who alreadyexhibit the desirable trait of adaptability, thus reducing the need fortraining. Discusses the issue of…
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Considers the need to select customer contact personnel who already exhibit the desirable trait of adaptability, thus reducing the need for training. Discusses the issue of adaptability in service employees and how to select for adaptability. Examines several methods which can be used in the selection process, such as abstract questioning, situational vignette interviewing, role playing. Concludes that whiletraining is vital for all employees, creative interviewing techniques can help to secure service‐oriented employees who represent the most potential for service businesses.
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This study aimed to document the life experiences of child miners (CMs) engaged in small-scale gold mining system (SSGMS) in Paracale using qualitative and ethnographic…
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This study aimed to document the life experiences of child miners (CMs) engaged in small-scale gold mining system (SSGMS) in Paracale using qualitative and ethnographic approaches. Findings revealed that the SSGMS started even before the Spaniards came in 1572. Pagbibitâ (underground mining), and pagkocompressor (underwater mining) were identified as types of SSGMS (pagkakabod) with common organizational structure and CMs. Their differences were in the nature of work, roles, costs, income, equipment, and processes. Majority of the CMs are males, out-of-school youth, eldest children, and have worked from two months to nine years. Altruistic factors, a source of inspiración, motivated them to engage on mining. They view their families as poor, and mining as their primary means of livelihood and family tradición. Their life threatening or work-related risks and impoverished living conditions unquestionably infringe their children’s rights. Their aspiración include having permanent employment, better family life and community, finishing their studies, and sending their siblings to school. Perseverance and hard work are their means to realize them.
Their experiences of labour explotación and destitution are indeed social issues. Espousing social development and community organizing frameworks, good governance, holistic alternative livelihood and learning system may minimize their plight as child miners.