Leadership with inner meaning: A contingency theory of leadership based on the worldviews of five religions

Kriger, Mark P.; Seng, Yvonne

doi:10.1016/j.leaqua.2005.07.007

Cited by 245 publications

(177 citation statements)

References 21 publications

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“…While a member of a religious faith could find meaning in the framework proposed, so too would the religiously non-affiliated. However, self-actualizing workplace spirituality could be identified as pseudo-spirituality by traditional religion-based proponents (Kriger and Seng 2005), who argue that non-religious workplace spirituality is simply another tool or aspect of best practice, and merely enhances employee performance -potentially exploitatively. However, unlike those pseudo spiritualities, 'transcendence' or 'becoming' through practising values and accommodating others is a necessary step in the proposed self-actualizing workplace spirituality process.…”

Section: Discussionmentioning

confidence: 99%

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The place of self-actualisation in workplace spirituality: Evidence from Sri Lanka

Fernando

Nilakant

2008

Culture and Religion

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The aim of this paper is to develop a self-actualizing spirituality model. It examines the place of selfactualization in the experience of workplace spirituality of Sri Lankan business leaders. The primary method of data collection was in-depth and face-to-face interviews with 13 Sri Lankan business leaders. Within the qualitative tradition and case study method, grounded theory and data triangulation were used to analyze the data. The findings suggest that when the business leaders experience workplace spirituality, they commonly project a need to grow, become and evolve towards the ideal (ought) self. This need is primarily driven by a desire to relate or connect to one's self. Findings suggest that self-actualizing work arrangements offer a way to implement inclusive workplace spirituality, devoid of the challenges usually associated with the practice of religion-based workplace spirituality. Despite the geographical, cultural and social differences that exist between Sri Lanka and other cultures, this paper provides research implications for spiritual leadership and ethical decision-making in other cultural settings. Within the qualitative tradition and case study method, grounded theory and data triangulation were used to analyze the data. The findings suggest that when the business leaders experience workplace spirituality, they commonly project a need to grow, become and evolve towards the ideal (ought) self. This need is primarily driven by a desire to relate or connect to one's self. Findings suggest that selfactualizing work arrangements offer a way to implement inclusive workplace spirituality, devoid of the challenges usually associated with the practice of religion-based workplace spirituality. Despite the geographical, cultural and social differences that exist between Sri Lanka and other cultures, this paper provides research implications for spiritual leadership and ethical decisionmaking in other cultural settings.

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Section: Discussionmentioning

confidence: 99%

“…Some identify workplace spirituality with religion (Fernando and Jackson 2006;Kriger and Seng 2005) while others view spirituality as being unconnected to religion, but personal growth based.…”

Section: Introductionmentioning

confidence: 99%

The place of self-actualisation in workplace spirituality: Evidence from Sri Lanka

Fernando

Nilakant

2008

Culture and Religion

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“…Although there was strong empirical data to support these two theories, the magnitude of determinants affecting the leader-subordinate interaction were enormous, leading to conjectures. The assumptive nature of both theories centred on the external environment [26]. Though the contingency theory built models to predict circumstances [3], it generated conditional behaviour further inciting disembodied behaviour.…”

Section: Leadership Theoriesmentioning

confidence: 99%

Attributes of embodied leadership: A beginning in the next chapter of leadership development

Koya

Anderson²,

Sice

et al. 2015

HSM

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Research and guidance on leadership behaviour has been documented throughout history, from the epics to more recent leadership theories, evolved over the last century. However, despite ample research and practice, leadership failures continue in being typical. A review of literature in leadership studies reveals that recommendations have often been descriptive, assumptive and prescriptive without considering various individual differences. Additionally, leadership development often utilises methodologies in which individuals are trained to ‘act’ as leaders rather than fully embody leadership behaviour. This paper explores the generic attributes that describe embodied leadership behaviour. Semi-structured interviews were performed on a panel of individuals from different backgrounds and analysed using a grounded theory approach. Along with the interviews, the works of Scharmer (2008) and behavioural traits identified in leadership by Derue, Nahrgang, Wellman and Humphrey (2011) were taken into consideration. A final consensus was reached using a set of ten attributes that potentially contribute to embodied leadership behaviour; being non-judgemental, embracing uncertainty, active listening, congruence (morals and ethics), intuition, reflective practice, sense of meaning/purpose, holistic decision making, authentic presence and intention.

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“…There are a few more integrated studies, such as Pratt's (2000) study on spiritual/religious sense-making, Kriger and Seng's (2005) approach for leadership with inner meaning and Fernando's (2007) study on religion-based spirituality. These more integrated perspectives hold the promise of going beyond the functional linking of specific beliefs with specific leadership behaviour.…”

Section: Spiritual Leadershipmentioning

confidence: 99%

Spiritual Power. Ethnic Chinese Managers and the Rise of Charismatic Christianity

Koning

Dahles

2009

cjas

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This article explores the conversion of ethnic Chinese managers in Indonesia and Malaysia to charismatic Christianity, a movement characterized by experiential spirituality, healing, and prophesying. The spiritual turn among ethnic Chinese managers is positioned against literature on spirituality in organizations and the acclaimed need for managers and business leaders to bring spirituality to work in order to enhance efficiency and employee well-being under the present Zeitgeist of growing global competition and organizational change. An important missing link, however, in this rather instrumentalist literature is a contextualized approach to the inner meanings of religion-based spirituality in the lives of the managers involved. By analyzing the experiences as narrated by converted managers in Indonesia and Malaysia against the background of their cultural, political, social and economic context-in this case the ethno-religious power relations at national levels-this article takes the analysis beyond the goal-oriented leadership literature. Additionally, it applies a comparative approach to show that the spiritual turn may have divergent meanings to actors in different contexts. The outcomes of the research illustrate that religion-based spirituality among ethnic Chinese managers in Indonesia and Malaysia is empowering at the managerial level but also, although differently constituted, at the ethnic level.

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Leadership with inner meaning: A contingency theory of leadership based on the worldviews of five religions

Cited by 245 publications

References 21 publications

The place of self-actualisation in workplace spirituality: Evidence from Sri Lanka

The place of self-actualisation in workplace spirituality: Evidence from Sri Lanka

Attributes of embodied leadership: A beginning in the next chapter of leadership development

Spiritual Power. Ethnic Chinese Managers and the Rise of Charismatic Christianity

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