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Follow the leader is a children's game. Players first choose a leader or "head of the line" and the remaining players (the followers) all line up behind the leader. The leader then moves around and all the players have to mimic the leader's actions. Any players who fail to follow or mimic the leader are out of the game.
The autocratic leadership style particularly emphasises the distinction between authoritarian leaders and their followers. These types of leaders make sure to create only a distinct professional relationship. [citation needed] They regard direct supervision as fundamental in maintaining a successful environment and followership.
Followers as recipients of leadership: A leader's behavior (e.g., articulating a vision, setting a personal example, intellectual stimulation) affects followers’ attitudes and behaviors such as commitment to the organization, or exerting extra effort at work. According to this view followers do not play an active role in the leadership process.
If you've ever worked for an organization in which those on the fast track are clearly visible, you've probably wondered what the people at the top see in them. It takes more than merely being
It is a multi-rater form, meaning that it analyzes the leader's self-assessment alongside how superiors, peers, subordinates, and others perceive their leadership behaviors. The MLQ 360 measures transformational leadership, transactional leadership, passive/avoidant behaviors, and outcomes of leadership.
In game theory terms, the players of this game are a leader and a follower and they compete on quantity. The Stackelberg leader is sometimes referred to as the Market Leader. There are some further constraints upon the sustaining of a Stackelberg equilibrium. The leader must know ex ante that the follower observes its action. The follower must ...
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Situational Leadership is the idea that effective leaders adapt their style to each situation. No one style is appropriate for all situations. Leaders may use a different style in each situation, even when working with the same team, followers or employees. Most models use two dimensions on which leaders can adapt their style: