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Bernard Joseph Francis Lonergan was born on 17 December 1904 in Buckingham, Quebec, Canada.After four years at Loyola College (Montreal), he entered the Upper Canada (English) province of the Society of Jesus in 1922 and made his profession of vows on the Feast of St Ignatius of Loyola, 31 July 1924. [14]
William James Reddin also known as Bill Reddin (May 10, 1930 – June 20, 1999) was a British-born management behavioralist, theorist, writer, and consultant.His published works examined and explained how managers in profit and non-profit organizations behaved under certain situations and conditions. [1]
During this period of widespread rejection, several dominant theories took the place of trait leadership theory, including Fiedler's contingency model, [16] Blake and Mouton's managerial grid, [17] Hersey and Blanchard's situational leadership model, [18] and transformational and transactional leadership models. [19] [20] [21]
Lonergan's Discovery of the Science of Economics is a 2010 book by Michael Shute, in which the author provides an account of Bernard Lonergan's solution to a fundamental problem in economic theory. [ 1 ] [ 2 ] [ 3 ]
Situational Leadership Theory, now named the Situational Leadership Model, is a model created by Dr. Paul Hersey and Dr. Ken Blanchard, developed while working on the text book, Management of Organizational Behavior. [1] The theory was first introduced in 1969 as "Life Cycle Theory of Leadership". [2]
[1] [2] Gilbert applied his understanding of behavioral psychology to improve human performance at work and at school. He is best known for his book Human Competence: Engineering Worthy Performance. Gilbert devised HPT when he realized that formal learning programs often only brought about a change in knowledge, not a change in behavior.
The history of contingency theories of leadership goes back over more than 100 years, with foundational ideas rooted in the mechanical thought of Taylorism.Later, management science began to recognize the influence of sometimes irrational human perceptions on worker performance.
Therefore, management development is a crucial factor in improving their performance. A management development program may help reduce employee turnover, improve employee satisfaction, better able a company to track manager performance, [5] improve managers' people management skills, improve management productivity and morale, and prepare ...