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Followership are the actions of someone in a subordinate role. It may also be considered as particular services that can help the leader, a role within a hierarchical organization, a social construct that is integral to the leadership process, or the behaviors engaged in while interacting with leaders in an effort to meet organizational objectives. [1]
the relationship between leaders and followers is fundamentally ambivalent. The leader can abuse his position of power for his own benefit at the expense of others (see also the section leadership and dominance). modern organizational structures are sometimes inconsistent with innate psychological mechanisms of leading and following.
[5] Through the strength of their vision and personality, transformational leaders can inspire followers to change expectations, perceptions, and motivations to work towards common goals. Burns also described transformational leaders as those who can move followers up on Maslow's hierarchy but also move them to go beyond their interests. [6]
Paternalism leadership styles often reflect a father-figure mindset. The structure of team is organized hierarchically where the leader is viewed above the followers. The leader also provides both professional and personal direction in the lives of the members. [115] Members' choices are limited due to the rigid direction given by the leader.
Leaders who follow the transformational style challenge and inspire their followers ideas with a sense of purpose and excitement. [23] Transformational leaders also create a vision of what they aspire to be, and communicate this idea to others (their followers). [24]
The incoming Republican president also aims to boost record U.S. oil and natural gas production and eliminate rules imposed by Biden to wean gasoline-powered cars off U.S. roads.
Neither the United States nor China would win a trade war, the Chinese Embassy in Washington said on Monday, after U.S. President-elect Donald Trump threatened to slap an additional 10% tariff on ...
The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way relationship between leaders and followers. [1]The latest version (2016) of leader–member exchange theory of leadership development explains the growth of vertical dyadic workplace influence and team performance in terms of selection and self-selection of informal ...