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When there is a good leader-member relation, a highly structured task, and high leader position power, the situation is considered a "favorable situation." Fiedler found that low-LPC leaders are more effective in extremely favourable or unfavourable situations, whereas high-LPC leaders perform best in situations with intermediate favourability ...
This directs them towards their common goals, and improves team performance outcomes. [26] A study examined whether a team building intervention program that stressed the importance of goal setting increased cohesion: [27] 86 high school basketball players were studied. The hypothesis employed season-long goal setting.
[63]: 68–69 A solution to this limitation is to set learning goals as well as performance goals, so that learning is expected as part of the process of reaching goals. [64] [65] The section on learning goals has more information on this effect and how to counter it. Goal setting also may impair performance in certain situations.
Goal-setting isn't a linear journey – it's a complex dance of intention, strategy, and ruthless self-awareness. These approaches recognize that success isn't about massive, overwhelming changes ...
Leadership performance" may refer to the career success of the individual leader, performance of the group or organization, or even leader emergence. Each of these measures can be considered conceptually distinct. While they may be related, they are different outcomes and their inclusion should depend on the applied or research focus. [133 ...
A leader's conceptual abilities include agility, judgment, innovation, interpersonal tact, and domain knowledge. Leaders are characterized as individuals who have differential influence over the setting of goals, logistics for coordination, monitoring of effort, and rewards and punishment of group members. [3]
Unlike in the transactional approach, it is not based on a "give and take" relationship, but on the leader's personality, ability to make a change through example, and articulation of an energizing vision and challenging goals. [25] Transformational leaders look towards changing the future to inspire followers and accomplish goals, whereas ...
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