Followership Engagement in Hybrid Distributed Leadership

Chatwani, Neha

doi:10.1007/978-3-319-59581-8_2

Cited by 1 publication

(1 citation statement)

References 5 publications

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“…Moreover, there is a hypothesis that democratic leadership should generate more “leadership” organizations (Pinnington and Tourish, 2009). In recent years, management theory has changed its views on the problem of leadership as an alternative to the understanding of transactional and transpharmacy concepts–servant leadership (2017), Distributed Leadership (2018), Authentic Leadership and Followership (2018), Leadership and Role Modelling (2018), neocharismatic leadership (Angawi, 2021). A special type of business has been singled out – the family business – where the family is considered as the leader (Tobak and Nábrádi, 2020).…”

Section: Introductionmentioning

confidence: 99%

Between the assessment centre and reality: how and why biographical psychology makes human resource management more effective

Rudnev¹

2021

EJMBE

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PurposeThe article makes a conceptual contribution to the substantiation of the foundations in personnel management for the development and decision-making in personnel assessment based on the biographical method.Design/methodology/approachWhen substantiating the scientific direction, a comparative analysis, a comparison of the theoretical provisions of leadership and the methodology of personnel assessment, a critical appraisal of the assessment centre and biographical method were used.FindingsModern science contains information about effective leadership and few grounds for objective selection for leadership positions. Why do some individuals become leaders in the churches, while others become leaders of business corporations? The accepted assessment tools allow obtaining information about the candidate, but do not have a scientific basis for making a decision about leadership in recruiting. Biographical psychology brings together leadership theories and assessment tools; it allows to establish a connection between developmental psychology, social, applied and organizational psychology and provides the integration of various directions in science. It allows a deeper understanding of the relationship between a person's biographical facts and his/her suitability in the profession to justify the reasons for leadership, as well as the grounds for selection for managerial positions.Originality/valueSubstantiation of biographical psychology will allow in the future to legitimize the conduct of such studies, to come closer to the truth in the selection for leadership and not only positions, to understand the connection between the biography of leader and organizational culture. Biographical psychology will contribute to the creation of scientific basis for recruiting. To consider biographical factors more significantly (gender, age, sexual orientation, differences in personal development, and not just executive experience in the resume), this will reduce the economic costs of introducing and supporting costly procedures in organizations, as well as increasing the objectivity of the assessment and selection of personnel in organizations.

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Section: Introductionmentioning

confidence: 99%

Between the assessment centre and reality: how and why biographical psychology makes human resource management more effective

Rudnev¹

2021

EJMBE

View full text Add to dashboard Cite

show abstract

Followership Engagement in Hybrid Distributed Leadership

Cited by 1 publication

References 5 publications

Between the assessment centre and reality: how and why biographical psychology makes human resource management more effective

Between the assessment centre and reality: how and why biographical psychology makes human resource management more effective

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