The power of leader attention: The impact of leader gaze on status hierarchy and team performance in homogeneous and diverse groups

2013 ◽  
Author(s):  
So-Hyeon Shim ◽  
Robert Livingston ◽  
Katherine Phillips
2017 ◽  
Vol 48 (5) ◽  
pp. 279-292 ◽  
Author(s):  
Susanne Täuber ◽  
Esther van Leeuwen

Abstract. We investigated the consequences of intergroup helping for both the offering and the receiving group’s reputation in the eyes of third parties. In two experiments (N = 116 and N = 78), observers were presented with a group that offered versus requested help. Observers’ status beliefs confirmed the emergence of a status hierarchy that favored the group that offered help. Study 2 demonstrated that the newly emerged status differential quickly solidified. In particular, observers judged the help-offering group as more attractive and allocated more resources to this group. Consistent with the social structural hypothesis on stereotype content, attributions of competence were more relevant for groups’ reputation than attributions of warmth. We discuss the implications of our findings for societies comprising diverse groups.


2021 ◽  
pp. 105960112110199
Author(s):  
Nathapon Siangchokyoo ◽  
Ryan L. Klinger

This study explores how team core self-evaluations (CSE) influence the emergence and effectiveness of shared leadership. Drawing on adaptive leadership theory, we propose that decisions to share leadership responsibilities rather than allocating the role to a single team member are influenced by homogeneity in members’ CSE. In addition, we identify team collective identification as an emergent team state that interacts with CSE homogeneity to promote the emergence of shared leadership. We then argue that not all shared leadership teams are equally effective; applying group social capital theory, we propose that team mean CSE strengthens the impact of shared leadership on team performance. Results based on multisource and time-lagged data from 85 project teams provide support for our proposed moderated mediation model. We discuss how our theoretical model extends research on the role of team dispositional composition on the antecedents and consequents of shared leadership and highlight practical implications related to the design, recruitment, and socialization of autonomous work teams.


2010 ◽  
Vol 15 (1) ◽  
pp. 53-66 ◽  
Author(s):  
Tina Maschi ◽  
Carolyn Bradley

Recreational music-making has been shown to decrease stress and increase feelings of well-being and empowerment among diverse groups. This study examined the impact of recreational drumming among social work students on measures of well-being, empowerment, and connectedness. It used a pretest-posttest design to evaluate outcomes among a sample of 31 participants in the 2-hour I–We Rhythm Program for recreational drumming. Results of paired t-test analyses revealed significant differences in levels of stress, energy, and feelings of empowerment and community. Using this creative-arts intervention can be an effective self-care strategy for BSW and MSW students, practitioners, and/or clients in educational or agency-based settings to increase feelings of well-being and interpersonal connectedness, which, in turn, may help to increase effectiveness in practice.


2019 ◽  
Vol 07 (11) ◽  
pp. 33-37
Author(s):  
Yudi Mochamad ◽  
Djabir Hamzah ◽  
Otto R. Payangan ◽  
Nurdjanah Hamid

2020 ◽  
Author(s):  
Viktor Jirsa ◽  
Spase Petkoski ◽  
Huifang Wang ◽  
Marmaduke Woodman ◽  
Jan Fousek ◽  
...  

During the current COVID-19 pandemic, governments must make decisions based on a variety of information including estimations of infection spread, health care capacity, economic and psychosocial considerations. The disparate validity of current short-term forecasts of these factors is a major challenge to governments. By causally linking an established epidemiological spread model with dynamically evolving psychosocial variables, using Bayesian inference we estimate the strength and direction of these interactions for German and Danish data of disease spread, human mobility, and psychosocial factors based on the serial cross-sectional COVID-19 Snapshot Monitoring (COSMO; N = 16,981). We demonstrate that the strength of cumulative influence of psychosocial variables on infection rates is of a similar magnitude as the influence of physical distancing. We further show that the efficacy of political interventions to contain the disease strongly depends on societal diversity, in particular group-specific sensitivity to affective risk perception. As a consequence, the model may assist in quantifying the effect and timing of interventions, forecasting future scenarios, and differentiating the impact on diverse groups as a function of their societal organization. Importantly, the careful handling of societal factors, including support to the more vulnerable groups, adds another direct instrument to the battery of political interventions fighting epidemic spread.


The purpose of this research is to seek and identify the impact teamwork has on organizational performance. The research to understand the teamwork quality, team cohesiveness and team performance in employee performance, identify the positive or negative effects of teamwork on employees and to examine the impact of teamwork on organization performance. Therefore, it is to determine how teamwork could effect and improve University employee’s performance within the organization. In fact, it is also to understand on how methods like teamwork quality, team cohesiveness, and teamwork performance have could be used to have positive effects in employee overall performance. The research study used correlation techniques in order to analyze the relationship between two variables that was Teamwork and Organization Performance. In many of the journals and article that was collected, there was clear evidence that teamwork and other measures of team performance are positively related with organization performance. The study of the research shown that there was a significant positive impact of teamwork on organizational performance and employee’s overall performance.


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