Leader member exchange (LMX) theory focuses to the dyadic relations between leader and each member. Members are classified into two groups as in-group and out-group members. As out-group members try to fulfill their predefined tasks, in-group members' roles and responsibilities are negotiated and expanded. LMX process can be identified as reciprocal sacrifice. In-group members do more than expected for their leaders and in exchange they get more concern, understanding, help and support from their leaders. Members align with the leaders for several reasons as they like their leaders, they believe in the capabilities or wisdom of their leaders, they identify themselves with the leader or sometimes they are just willing to achieve their own goals or satisfy their own needs in a quicker way. The expectations, needs, values and personalities of the members are assumed to be important as being a member of the in-group. Although emotional intelligence level of the leader is investigated as an antecedent for LMX, researches analyzing the emotional intelligence dimensions of the members are relatively few. This research focus to the emotional intelligence dimensions of the members and investigates the impact of these dimensions on being a member of in-group or out-group.
Risk management as a very rapid emerging subject has been affected by several happenings in the world. There are many studies covering risk definition, risk types, and risk management, plus there are many contemporary approaches in order to calculate the risk incurred by the companies due to their transactions. In the modern business life, since the transactions have become very fast and their risk exposure increases, the companies, especially the financial institutions, started to use new techniques to measure the probable effects of the risks that they have taken while undertaking the transactions. In this chapter, the authors show two techniques as the contemporary approaches to risk management. These are operations research and statistics. They know that these two concepts are very detailed and sophisticated tools, which require software for better results. The banks have been investing in these solutions, and they are designing new organizations to handle these issues. Thus, the authors introduce these techniques very briefly with using some banking practices for better understanding.
Corporate education is centred on introducing learning techniques to stimulate employees to think about what their organisation does, where it is heading, potential new opportunities for the organisation, and new and better ways of doing things. While the role of corporate training is to develop the operational competency of individuals, the purpose of corporate education is to promote the development of capability of both an individual and their organisation. Organizations operating in knowledge economies require a workforce that has knowledge about other business functions along with their specilized area. In the last decade corporate training turned into corporate education in Turkey. As an important business function, accounting is one of the most preferential training subject in Turkey. The purpose of the chapter is to identify differences between corporate education and corporate training. Additionally, the study explains growing importance of corporate education in accounting area for Turkish business life.
Bu araştırma, bilgi – iletişim – teknoloji alanlarında faaliyet gösteren girişim kurucularının Planlanmış Davranış Kuramı bileşenleri kapsamında girişimcilik davranışını tanımlama amacındadır. Analizler için geçmiş yıllarda kurulmuş ve hala hayatına devam eden 10 girişimcinin röportajları söylem ve içerik analizleri ile MaxQda 22 programında incelenmiştir. Girişimciliğe yönelik bireysel tutumlar, öznel normlar, öz yeterlilik ve girişimcilik niyetleri yazın ile tutarlıdır. Üç girişimci yeterlilik hakkında konuşurken kolektif yeterlilikten bahsetmiştir. Bu durum, girişimciliğin düşünülenden daha kolektif bir yapıda olabileceğini düşündürmektedir. On girişimciden ikisinin ise girişimcilik niyetleri hakkındaki ifadeleri arasında faydalı olmaya yönelik söylemleri bulunmaktadır. Yapılan yazın taramasında, faydalı olmanın sosyal girişimcilik ve sosyal değişim kuramı ile ilişki olduğu tespit edilmiştir. Planlanmış davranış kuramı bileşenleri çerçevesinde girişimcilik davranışını, Türkiye özelinde ve ülkemiz kültürel normlarıyla tutarlı olacak şekilde tespit edilmesinin hem bu alandaki yazına hem de reel olarak işsizlik oranlarının düşürülmesine dolayısıyla nitelikli bireylerin artmasına fayda sağlayacağı düşünülmektedir.
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