The Relationship Between Leader Perceptions and Group Performance PDF Download
Are you looking for read ebook online? Search for your book and save it on your Kindle device, PC, phones or tablets. Download The Relationship Between Leader Perceptions and Group Performance PDF full book. Access full book title The Relationship Between Leader Perceptions and Group Performance by Beverly Jane Hurst. Download full books in PDF and EPUB format.
Author: Beverly Jane Hurst
Publisher:
ISBN:
Category :
Languages : en
Pages : 59
Get Book Here
Book Description
Author: Beverly Jane Hurst
Publisher:
ISBN:
Category :
Languages : en
Pages : 59
Get Book Here
Book Description
Author: Bernard A. Nijstad
Publisher: Psychology Press
ISBN: 1135217785
Category : Psychology
Languages : en
Pages : 376
Get Book Here
Book Description
People interact and perform in group settings in all areas of life. Organizations and businesses are increasingly structuring work around groups and teams. Every day, we work in groups such as families, friendship groups, societies and sports teams, to make decisions and plans, solve problems, perform physical tasks, generate creative ideas, and more. Group Performance outlines the current state of social psychological theories and findings concerning the performance of groups. It explores the basic theories surrounding group interaction and development and investigates how groups affect their members. Bernard A. Nijstad discusses these issues in relation to the many different tasks that groups may perform, including physical tasks, idea generation and brainstorming, decision-making, problem-solving, and making judgments and estimates. Finally, the book closes with an in-depth discussion of teamwork and the context in which groups interact and perform. Offering an integrated approach, with particular emphasis on the interplay between group members, the group task, interaction processes and context, this book provides a state-of-the-art overview of social psychological theory and research. It will be highly valuable to undergraduates, graduates and researchers in social psychology, organizational behavior and business.
Author: John R. Muka
Publisher:
ISBN:
Category : Intergroup relations
Languages : en
Pages : 256
Get Book Here
Book Description
Author: Daan Van Knippenberg
Publisher: SAGE
ISBN: 1412933714
Category : Psychology
Languages : en
Pages : 278
Get Book Here
Book Description
Leadership and associated power issues lie at the core of group life in a variety of contexts. Even the most informal of groups typically have some form of leadership in their organization, and the understanding of leadership and power from a psychological standpoint can inform a greater understanding of group dynamics both inside and outside of the workplace. Leadership and Power is a synthesis of contributions from eminent social psychologists and organizational scientists that addresses these issues from a fresh perspective. In recent years, these themes have been re-examined through the lens of social categorization approaches that highlight people′s social identity and social roles as group members, as well as the processes that influence perceptions of and expectations about people and groups. The book is wide-ranging; chapters cover such diverse issues as: interpersonal versus group-oriented styles of leadership; leadership of totalist groups; political leadership; and gender and leadership. It represents a state-of-the-art overview of this burgeoning field that will be important to a host of disciplines. Elements of cross-referencing to highlight thematic links as well as effective chapter conclusions will make the text appealing to advanced students taking courses in social and organizational psychology, management and organization studies, not just scholars interested in these themes.
Author: Arnold B. Bakker
Publisher: Psychology Press
ISBN: 1136980881
Category : Business & Economics
Languages : en
Pages : 218
Get Book Here
Book Description
This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.
Author: Christine Griffith
Publisher:
ISBN:
Category : Decision making
Languages : en
Pages :
Get Book Here
Book Description
The rationale of this study was to examine the potential relationship of team members’ leadership expectations and followers’ attitudes and team’s performance. Leadership expectations can vary between the individual level leadership and leadership as a collective or shared team activity (Zhu et al., 2018). Although relational models of leadership consider leadership as an emergent social construction of the team, there may be instances where it is difficult for the team to converge on a single agreed upon model. The purpose of this experiment was to better understand the impact of different alignment of leadership expectations between leaders and followers on follower perceptions, attitudes, and performance. Twenty-five teams with three to five members worked on a decision-making group task. Half of the teams had similar expectations of leadership as the leader while the other half of the teams had differing expectations from the leader. At the end of the team task, team members responded to questions assessing whether they felt appreciated by their leader, their role clarity, their perceptions of team effectiveness, their team satisfaction, and actual team performance. With the use of a multilevel regression analysis, this study found no significant relationship between the leadership expectation alignment vs nonalignment and followers’ attitudes, and a Chi-Square test found no significant relationship between leadership expectation alignment vs nonalignment and team performance. Overall, the results of the study show conflicting leadership expectations has no significant influence on followers’ attitudes, perceptions, or the team’s performance. This information can be useful for future research on leadership expectations that impacts the group’s dynamics and functions.
Author: Ruby Holden
Publisher:
ISBN:
Category : Leadership
Languages : en
Pages : 246
Get Book Here
Book Description
Author: Stephen J. Sauer
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
Get Book Here
Book Description
This research examines how a newly assigned team leader's status and leadership behaviors interact to affect subordinate group members' emotional perceptions of the leader, cognitive assessments of leader effectiveness, and behavioral reactions to leader influence. The research also looks at the impact of leader status and leadership behaviors on group performance. In this research, I make distinctions between a leader-directed team interaction process and an emergent team process. I hypothesize that new leaders who use directive behaviors can be viewed as unfair, while leaders who allow a team process to emerge might be viewed as unassertive, and that leader status will moderate these relationships to affect subordinates' assessments of the leader's effectiveness and influence ability. This ultimately impacts team performance. Across two experimental studies, I find that low status leaders are rated as more effective and have greater influence when they use a directive style while high status leaders are viewed more favorably when they use an emergent style. In addition, I find that teams whose leaders are viewed more favorably perform better on a complex interdependent task. I discuss the implications for both theory and practice.
Author: Quinton Thomas Edwards
Publisher:
ISBN:
Category : Social groups
Languages : en
Pages : 162
Get Book Here
Book Description
Author: Huiyao Liao (PhD)
Publisher:
ISBN:
Category : Conflict management
Languages : en
Pages : 0
Get Book Here
Book Description
To test my dissertation model, I collected time-lagged (across four time points), multiple-source data from 334 team members and 81 leaders from 81 teams in a large construction company. Results from the main analyses and a series of supplementary analyses indicate that team managers often form inaccurate perceptions of relationship conflict among members. Even though leader perception accuracy does not have a main effect on leaders' counseling and restructuring behavior, the moderation analyses indicate that leaders' perception accuracy leads to more restructuring behaviors when team skill differentiation is low. Moreover, results from the supplementary analyses show that leaders' perception accuracy predicts relationship conflict resolution and containment, which are positively correlated with team performance. In this dissertation, I also tested a s supplementary theoretical model, and the results suggest that leaders' perception accuracy is a critical factor affecting the effectiveness of leaders' counseling and restructuring behavior. Overall, this research reveals the importance of leaders developing more accurate perceptions of their team relationship conflict network.
