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Book part
Publication date: 23 September 2009

Melvin L. Smith, Ellen B. Van Oosten and Richard E. Boyatzis

In this chapter, we offer a definition of a particular type of coaching, one focused on achieving sustained, desired change in the individual being coached. We also discuss a…

Abstract

In this chapter, we offer a definition of a particular type of coaching, one focused on achieving sustained, desired change in the individual being coached. We also discuss a theory of intentional change, which we suggest explains why coaching in this manner indeed leads to sustained, desired change in individuals. We explore the coaching relationship in terms of the quality of the relationship and the competencies required by those who create that relationship. We also suggest that coaching has two faces: coaching with compassion and coaching for compliance. The latter often takes the form of trying to help someone in need. In these situations, the desire to help overcomes the knowledge that arousing motivation to change is more important than a short-term fix. We further offer that potential benefits exist in terms of the compassion one experiences from coaching others and we address the risk of not doing so. We provide a guide for the coaching process. And finally, we conclude with a discussion of the implications for future research on coaching and leadership development.

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-84855-547-1

Book part
Publication date: 29 November 2014

Leslie Hazle Bussey and Jennie Welch

A vast array of leadership dispositions associated with school and student success is well-documented in extant leadership development literature. However, persistent challenges…

Abstract

A vast array of leadership dispositions associated with school and student success is well-documented in extant leadership development literature. However, persistent challenges face practitioners as they attempt to measure leader dispositions and apply what is known about dispositions to hiring, selection, development, and retention of school leaders. We begin this chapter with an exploration of the essential leader dispositions which surfaced through an exhaustive cross-disciplinary review of literature, in concert with a review of disposition tools and frameworks in use in a variety of practical settings. Next, we illuminate significant challenges associated with reliably measuring school leader dispositions and explore promising emergent innovative strategies for assessing disposition development. Though difficult to measure, we argue that dispositions are too important to ignore and conclude with practical recommendations for using research on leader dispositions to cultivate outstanding school leaders.

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Pathways to Excellence: Developing and Cultivating Leaders for the Classroom and Beyond
Type: Book
ISBN: 978-1-78441-116-9

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Book part
Publication date: 23 September 2009

Abstract

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-84855-547-1

Book part
Publication date: 23 September 2009

Jean M. Bartunek is the Robert A. and Evelyn J. Ferris chair and professor of organization studies at Boston College as well as a Fellow (since 1999) and a past president…

Abstract

Jean M. Bartunek is the Robert A. and Evelyn J. Ferris chair and professor of organization studies at Boston College as well as a Fellow (since 1999) and a past president (2001–2002) of the Academy of Management. Her Ph.D. in social and organizational psychology is from the University of Illinois at Chicago. Her substantive research interests focus on organizational change, conflict associated with it, and organizational cognition, and her methodological interests center around ways that external researchers can collaborate with insider members of a setting to study the setting. She is an associate editor of the Journal of Applied Behavioral Science and on the editorial boards of multiple other journals. She has published more than 100 journal articles and book chapters and 5 ([co]authored or co-edited) books.

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Research in Organizational Change and Development
Type: Book
ISBN: 978-1-84855-547-1

Book part
Publication date: 15 July 2009

Mirele Cardoso do Bonfim is Professor of Psychology at Salvador University, Brazil, and she is psychologist at Federal Institute of Education, Science and Technology, Bahia…

Abstract

Mirele Cardoso do Bonfim is Professor of Psychology at Salvador University, Brazil, and she is psychologist at Federal Institute of Education, Science and Technology, Bahia (IFBA). She received her master's degree in Organizational Psychology from Federal University of Bahia. Her primary researches have been focused on emotions at work and emotional labor. C.V.: Available at http://lattes.cnpq.br/2452149954749191

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Emotions in Groups, Organizations and Cultures
Type: Book
ISBN: 978-1-84855-655-3

Book part
Publication date: 13 July 2017

Sara Bonesso, Fabrizio Gerli, Anna Comacchio and Laura Cortellazzo

Research has extensively underlined the positive impact of emotional, social and cognitive competencies on leadership effectiveness. Despite the fact that literature acknowledges…

Abstract

Research has extensively underlined the positive impact of emotional, social and cognitive competencies on leadership effectiveness. Despite the fact that literature acknowledges that these competencies can be learned from different experiences over a person’s lifetime, research has mainly focused on leadership development in adulthood. Through the case study of the Ca’ Foscari Competency Centre, this chapter advances the understanding on how higher education can favour leadership development at the early stage, in terms of identity formation and self-regulation, through the implementation of the intentional change theory, considering that this learning process varies according to different developmental trajectories.

Book part
Publication date: 15 December 2015

Jared Friedman, Anthony Ian Jack, Kylie Rochford and Richard Boyatzis

Recent neuroscience research shows that two large-scale cortical networks are involved in organizational behavior. These two networks are naturally antagonistic – when one is…

Abstract

Recent neuroscience research shows that two large-scale cortical networks are involved in organizational behavior. These two networks are naturally antagonistic – when one is active the other tends to be suppressed. The focus of the chapter is to apply the opposing-domains hypothesis to problems associated with: (1) trying to balance creative thinking and global processing with analytic reasoning and focused attention; (2) avoiding ethical dangers associated with an imbalance in task positive network (TPN) and default mode network (DMN) thinking; and (3) properly motivating and incentivizing employees so as not to lead to an imbalance between the TPN and DMN. We contend that the opposing-domains hypothesis can inform organizational and leadership theory in areas where single-dimensional dual-process models are inadequate.

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Organizational Neuroscience
Type: Book
ISBN: 978-1-78560-430-0

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Book part
Publication date: 23 November 2022

Davide Dusi

The use of thematic analysis (TA) as a qualitative analytical technique is gaining traction in higher education research. This is a positive development, since TA has a lot to…

Abstract

The use of thematic analysis (TA) as a qualitative analytical technique is gaining traction in higher education research. This is a positive development, since TA has a lot to offer in terms of enhancing scholars' analytical prowess. However, its usage in higher education as a field of study appears at times to be inaccurate. In other cases, methodological steps remain unclear, if not completely obscured, making it difficult for a reader to understand how this method should be conducted and/or how specific results/findings have been achieved. Also, researchers have widely embraced a variation of TA that emerged in the last decade and a half, neglecting the original, rigorous method put forward by Boyatzis in the late 1990s. This contribution takes a critical look at the current use of TA in higher education research. It highlights current issues in its application, presents and constructively criticizes the most employed approach to TA in higher education, and proposes greater consideration for TA's original specification and procedural guidelines.

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Theory and Method in Higher Education Research
Type: Book
ISBN: 978-1-80455-385-5

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Book part
Publication date: 20 July 2017

Neal M. Ashkanasy, Ashlea C. Troth, Sandra A. Lawrence and Peter J. Jordan

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has…

Abstract

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78714-709-6

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Book part
Publication date: 10 April 2023

Richard Peregoy, Payal Kumar, Richard J. Major and Tom Elwood Culham

There are well established studies on how adult learners need to be treated differently by instructors. In this chapter, the authors add to the literature by suggesting that…

Abstract

There are well established studies on how adult learners need to be treated differently by instructors. In this chapter, the authors add to the literature by suggesting that instructor competency needs to include a high emotional quotient. In other words, teachers would need to demonstrate caring and helpfulness to adult learners who come to the class with multiple (often rich) experiences. The skilful instructor is expected to make an open display of emotions to establish rapport, while raising the group emotional intelligence of themselves and the class. Furthermore, managing emotional experiences in the classroom can be aided by qualitative research methods such as collaborative autoethnography (CAE). Overall, this chapter provides guidelines for instructors to get a good sense of how to work effectively with adult learners.

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Honing Self-Awareness of Faculty and Future Business Leaders: Emotions Connected with Teaching and Learning
Type: Book
ISBN: 978-1-80262-350-5

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