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Article
Publication date: 29 April 2021

Aurelia Engelsberger, Jillian Cavanagh, Timothy Bartram and Beni Halvorsen

In this paper, the authors argue that multicultural skills and relational leadership act as enablers for open innovation, and thereby examine the process through which…

Abstract

Purpose

In this paper, the authors argue that multicultural skills and relational leadership act as enablers for open innovation, and thereby examine the process through which teams can utilize multicultural skills to support the development of relational leadership and knowledge sourcing and sharing (KSS) through individual interaction and relationship building. The authors address the following research question: How does relational leadership enable open innovation (OI) among employees with multicultural skills?

Design/methodology/approach

This paper applies a multi-level approach (team and individual level) and builds on interviews with 20 employees, middle and senior managers with multicultural experiences, working in open innovation environments.

Findings

The authors’ findings shed light on the process through which social exchange relationships among team members (e.g. R&D teams) and knowledge exchange partners are enhanced by the use of multicultural skills and support the development of relational leadership to facilitate KSS and ultimately OI. The decision for participants to collaborate and source and share knowledge is motivated by individual reward (such as establishing network or long-lasting contacts), skill acquisition (such as learning or personal growth in decision-making) and a sense of reciprocity and drive for group gain. The authors encourage greater human resource (HR) manager support for relational leadership and the development and use of multicultural skills to promote KSS.

Research limitations/implications

Despite the value of our findings, this paper is not without limitations. The authors explained that the focus of this study design was on the work activities of the participants and their skill development and not specific projects or organizations. It was outside the scope of this study to examine variations across organizations and individuals as the authors wanted to focus on multicultural skills and relational leadership as enablers for OI. The authors recommend that future studies extend our research by unpacking how various boundary conditions including relational leadership and multicultural skills impact KSS and OI over the life cycle of innovation teams within large multinational organizations, across countries and ethnicities.

Practical implications

The study’s findings provide managers with improved understandings of how to enable an individual's willingness and readiness to source and share knowledge through multicultural skills and relational leadership. Managers need to ensure that human resource management (HRM) practices celebrate multicultural skills and support relational leadership in innovation teams. The authors suggest managers engaged in OI consider the components of social exchange as described by Meeker (1971) and utilize reciprocity, group gain, rationality and status consistency to support the emergence relational leadership and KSS in innovation teams.

Originality/value

In this paper, the authors contribute to the dearth of literature on the boundary conditions for OI by examining the role of relational leadership and characteristics/skills of the workforce, namely multicultural skills and contribute to the scarce research on the role of employees with multicultural skills and their impact on OI and present multicultural skills/experiences and relational leadership as enablers for OI.

Details

Personnel Review, vol. 51 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 4 February 2014

Michael Clark, Sally Denham-Vaughan and Marie-Anne Chidiac

The purpose of this paper is to discuss critical perspectives on what has become a dominant approach to public sector management and leadership in England and sets out a…

1371

Abstract

Purpose

The purpose of this paper is to discuss critical perspectives on what has become a dominant approach to public sector management and leadership in England and sets out a new conceptual perspective on leadership to improve this situation, namely a relational one.

Design/methodology/approach

A review of key literature on the topics discussed.

Findings

A new relational perspective on leadership and management is proposed, along with epistemological, ethical and practical considerations.

Research limitations/implications

The paper proposes this new approach to leadership and management in the public sector, but no empirical findings are discussed.

Practical implications

The perspective proposes that an explicit consideration of relationships and contextual factors should lie at the heart of leadership and management and all its practice.

Originality/value

This is the first time that a relational perspective on public sector management and leadership has been explicated.

Details

The International Journal of Leadership in Public Services, vol. 10 no. 1
Type: Research Article
ISSN: 1747-9886

Keywords

Article
Publication date: 20 March 2007

Sara B. Marcketti and Joy M. Kozar

For the continued vitality and success of small businesses, it is important to gain a deeper understanding of the effective behaviors of small business owners. The main…

3578

Abstract

Purpose

For the continued vitality and success of small businesses, it is important to gain a deeper understanding of the effective behaviors of small business owners. The main purpose of this paper is to further the understanding of the relational leadership framework as used by a successful small business owner.

Design/methodology/approach

Data on the small business owner participating in this study were gathered via formal and informal interviews.

Findings

Results of this paper suggest that the profit potential of an organization as well as employee retention can be improved through leadership that embraces the five key components of the relational leadership framework: inclusiveness, empowerment, purposefulness, ethics, and process‐orientation.

Practical implications

Given the challenges of owning and operating a small firm in today's competitive business climate, it is worthwhile for entrepreneurs to use this case study as an example in effectively managing their organizations.

Originality/value

An important contribution of this paper is the identification of strategies related to the relational leadership framework as applied to the small business environment.

Details

The Learning Organization, vol. 14 no. 2
Type: Research Article
ISSN: 0969-6474

Keywords

Article
Publication date: 7 July 2017

Ingunn Johanne Ness

The purpose of this paper is to provide new and deeper insight into how creative knowledge processes are facilitated in multidisciplinary groups working with innovation in…

Abstract

Purpose

The purpose of this paper is to provide new and deeper insight into how creative knowledge processes are facilitated in multidisciplinary groups working with innovation in knowledge-intensive organizations.

Design/methodology/approach

Data were collected through an ethnographic fieldwork following two groups in a Norwegian oil and gas company and one group in a Norwegian research institute working with innovation. The analysis is inductive and conducted within a qualitative framework seeking to go deeper into the complexity of the facilitation of creative knowledge processes. The analytical framework is sociocultural and underscores how new knowledge and ideas are facilitated in the tension between different voices.

Findings

Analyses show how the leaders of the groups facilitated imaginative and creative processes through open dialog by giving room for diverse disciplinary knowledge and stimulating different roles in the groups. The diverse experiences of the occupational disciplines in addition to four complementary roles that ensured group dynamics, stimulated polyphony and creative tension in the groups. This creative tension enhanced the groups’ imagination, which again enabled innovative idea development.

Research limitations/implications

This contribution is limited by looking at three groups in two organizations. On the premise that model generalization depends on extensive empirical data, the current paper should be considered as preliminary/exploratory research that aims at investigating how creative knowledge processes leading to innovative ideas are facilitated in knowledge-intensive organizations.

Practical implications

The paper offers a practical contribution in how leaders can facilitate such creative processes leading to innovative ideas. The paper is a contribution to leadership as a relational and dialogical practice.

Originality/value

The way the creative knowledge processes are orchestrated is visualized in a phase model. The paper contributes to new conceptualizations and thus theory development of leadership by offering polyphonic orchestration as a concept and a way of understanding facilitation from a sociocultural perspective.

Details

European Journal of Innovation Management, vol. 20 no. 4
Type: Research Article
ISSN: 1460-1060

Keywords

Article
Publication date: 8 June 2021

Dheeraj Sharma, Shivan Sanjay Patel and Shivendra Kumar Pandey

This paper aims to explore franchisor–franchisee relationships in the context of plural forms. Plural forms implies the co-existence of franchised and non-franchised…

Abstract

Purpose

This paper aims to explore franchisor–franchisee relationships in the context of plural forms. Plural forms implies the co-existence of franchised and non-franchised outlets of a given company. More specifically, the paper examines the impact of franchisors’ leadership styles on franchisees’ relationship commitment when the company franchised outlets co-exist with independent non-franchised outlets. Specifically, this study operationalize the plural forms phenomenon in franchising, using multi-channel complexity as a moderator. The mediating role of relational capital is also examined.

Design/methodology/approach

Data were collected from 254 franchisees. The hypothesized model was tested using partial least squares structural equation modeling (PLS-SEM).

Findings

The results indicate that all three – participative, supportive and directive leadership styles of franchisors increase relationship commitment. In a high channel complexity context, a supportive leadership style is the most effective, whereas, in a low channel complexity context, a participative style is the most effective. Relational capital also partially mediated the relationships between leadership styles and relationship commitment.

Practical implications

Franchisors should follow a participative leadership style when channel complexity is low. However, as they add new channels and the channel complexity increases, franchisors should shift toward a supportive leadership style to maintain existing franchisees’ commitment. In current environments, managers should avoid using directive leadership in favor of the other two leadership styles.

Originality/value

The present study is the first to examine the influence of channel leadership style on relationship commitment in an environment of multiple channel complexity.

Details

Journal of Business & Industrial Marketing, vol. 36 no. 8
Type: Research Article
ISSN: 0885-8624

Keywords

Book part
Publication date: 5 October 2018

Mary Uhl-Bien and Melissa Carsten

Through his call to “reverse the lens” in leadership, Shamir (2007) helped trigger the emergence of followership theory as a new field of study in leadership research…

Abstract

Through his call to “reverse the lens” in leadership, Shamir (2007) helped trigger the emergence of followership theory as a new field of study in leadership research. While followership theory brings exciting new opportunities to leadership studies, it also introduces theoretical and conceptual challenges for researchers. In this chapter we address these challenges by showing how followership can be positioned fully within the leadership construct. We extend Shamir’s (2007) call for a balanced view in leadership by showing how followership theory adds new perspectives on the ways in which we can study leadership as a dynamic, fluid, relational process. The alternative views we present (e.g., position, role, identity, constructionist, and co-creation) approach leadership study from a range of paradigmatic perspectives that allow us to more fully capture the behaviors, interactions, relational dynamics, and processes through which leadership and followership are created and constructed. We conclude by reflecting on Shamir’s legacy as a scholar, and the contributions he made through his willingness to not only open his mind, but also to constructively challenge alternative perspectives and views.

Details

Leadership Now: Reflections on the Legacy of Boas Shamir
Type: Book
ISBN: 978-1-78743-200-0

Keywords

Article
Publication date: 19 July 2021

Fei Zhou and Jian Mou

The purpose of this study is to investigate the impact of social media usage (SMU) and relational energy on employees' workplace spirituality within an organization from a…

Abstract

Purpose

The purpose of this study is to investigate the impact of social media usage (SMU) and relational energy on employees' workplace spirituality within an organization from a psychological perspective.

Design/methodology/approach

This study proposes a research model based on self-determination theory. This research model was tested using a cross-level hierarchical regression analysis. Data were collected from 276 knowledge workers on 39 teams in 37 enterprises in China.

Findings

SMU has a significant positive impact on employees' relational energy and workplace spirituality. Relational energy partially mediates the relationships of cognitive usage and social usage of social media with workplace spirituality and fully mediates the relationship between hedonic usage of social media and workplace spirituality. Inclusive leadership positively affects workplace spirituality and acts as a negative cross-level moderating variable on the relationship between hedonic usage and workplace spirituality.

Practical implications

This work suggested that with appropriate SMU implications, enterprises might be able to integrate spirituality into human resource management practices to improve employees' meaningful life experiences within organizations.

Originality/value

The authors’ findings not only help to theoretically clarify the relationship between SMU and workplace spirituality but also enrich the relevant research on SMU in enterprises to improve employees' spiritual life within the organization.

Details

Information Technology & People, vol. 35 no. 4
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 8 April 2014

Steve Kempster and Ken Parry

Observational learning within the leadership development of managers is under-theorized thus far. The purpose of this paper is to develop a theoretical argument that…

1731

Abstract

Purpose

Observational learning within the leadership development of managers is under-theorized thus far. The purpose of this paper is to develop a theoretical argument that builds out from a relational leadership perspective to center on processes affecting observational learning.

Design/methodology/approach

The contribution is to draw together research to build a holistic model of observational learning. A further contribution is to apply this model to the context of leadership development.

Findings

The paper examines processes associated with attention, availability, access, attainability, motivation and social comparison with significant others in particular contexts. The paper takes a temporal perspective to examine the ways that such interaction appears to be most prominent at particular times.

Research limitations/implications

The paper concludes by outlining the opportunities for applying this understanding of observational leadership learning within management development arenas and explore future directions for research.

Originality/value

Observational learning has been relatively overlooked. Though the authors often “know” that leaders develop through experience, the role of observational learning in this experience is not well understood. This paper is intended to provide a stimulus for exploring this important area in terms of shaping thinking and designs for management development interventions.

Details

Journal of Management Development, vol. 33 no. 3
Type: Research Article
ISSN: 0262-1711

Keywords

Book part
Publication date: 24 September 2018

Phatcharasiri Ratcharak, Dimitrios Spyridonidis and Bernd Vogel

This chapter takes a new approach to emotions through the lens of a relational identity among hybrid professionals, using those in healthcare as particularly relevant…

Abstract

This chapter takes a new approach to emotions through the lens of a relational identity among hybrid professionals, using those in healthcare as particularly relevant examples. Sharpening the focus on underpinning emotional dynamics may further explain how professional managers can be effective in hybrid roles. The chapter seeks to build on the internal emotional states of these professional managers by understanding how outward emotional displays might influence their subordinates. The understanding of how emotional states/displays in manager–employee relationships influence target behaviors may help multiprofessional organizations generate better-informed leadership practice in relation to desired organizational outcomes, e.g. more efficient and effective health services.

Details

Individual, Relational, and Contextual Dynamics of Emotions
Type: Book
ISBN: 978-1-78754-844-2

Keywords

Book part
Publication date: 10 December 2018

David M. Boje

This chapter relates quantum storytelling consulting (QSC) to ensemble leadership theory (ELT) by Rosile, Boje, & Claw (2016). What kinds of leadership does it take to…

Abstract

This chapter relates quantum storytelling consulting (QSC) to ensemble leadership theory (ELT) by Rosile, Boje, & Claw (2016). What kinds of leadership does it take to attend to the forecaring in advance of the future and how does this relate to quantum storytelling? In a music ensemble, no one musician is the star: they are equal, all are the stars of the show, emerging as stars and then taking a supporting role in cyclic rotation. ELT is important to the world ecology because it is a together-we-are-all-leaders approach. Rather than restricting leadership to one or a few people, the ensemble of many networks of leadership is important. I will contrast ELT with more familiar models of leadership: dispersed, distributed, and relational that restrict leadership to a few. One primary difference is that ELT includes both community and ecology and it is rooted in Indigenous Ways of Knowing (IWOK) that extend from the ancient Southwest US and Mexico. My contribution here is to recognize that ELT is rooted in the rhizomatic fractal, whereas the other models of leadership discussed here (dispersed, distributed, and relational) have been linear-, cyclic-, or spiral-fractal waves. A fractal is defined as recurring self-sameness patterns across scalabilities. I will look to Deleuzian rhizomatic-fractals, which ELT purports to be and make an observation: ELT revived and reinvented in late modern capitalism, must be a correlate with the dominant hierarchic kinds of leadership of here and now, which is this world situation we are now in. Does not each revolution (steam, diesel/gas combustion, cyber-information, and liquid modernity) actually create anew the enslavement of human beings in hierarchic forms of leadership? At the end of this chapter, ensemble leadership will be related to whole-world ecological health.

Details

The Emerald Handbook of Quantum Storytelling Consulting
Type: Book
ISBN: 978-1-78635-671-0

Keywords

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