A three factor model of followership: part 3 – research on followership, a three factor followership framework and practical implications

2016 ◽  
Vol 48 (8) ◽  
pp. 400-408 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Public Sector ◽  
Empirical Evidence ◽  
Factor Model ◽  
Full Range ◽  
Training And Development ◽  
Content Type ◽  
Effective Leaders ◽  
The Uk ◽  
Practical Implications ◽  
Three Factor

Purpose The first part of this paper pointed out that theory and research on followership is less extensive and less well known than that on leadership. It then described a three factor model of leadership and suggested it could be applied to and was consistent with other work on followership. The second part of the paper presented empirical evidence supporting the three factor model of leadership and justifying its extension and application to the full range of team roles, including follower and co-worker roles, as well as leader roles. This part of the paper looks specifically at follower roles and followership. Research findings are used to develop and describe a three factor model of follower behaviour. The paper aims to discuss these issues. Design/methodology/approach A mixed group of managers, mainly from the UK public sector, completed a variety of self-assessment questionnaires, had 360 degree assessments completed on them, and provided information on their work role and situation. Research looked at the degree of correlation between variables and its statistical significance. This was used to assess the internal reliability and external validity of three factor measures of leader behaviours and team role behaviours. Information on contextual variables was used to measure leader and follower situations and develop leader-follower scales that were used to identify behaviours used by followers. In total, 360 degree assessments were also used to identify behaviours that are most and least valued when used by followers. Findings The findings presented in the second part of this paper provided empirical support for the three factor model of leadership and its extension to the full range of team roles. The findings presented in this part of the paper identify behaviours used by individuals in follower roles and behaviours valued when used by individuals in such roles. By combining these two sets of findings, it was possible to produce a three factor model of effective follower behaviour, with each metacategory consisting of five behaviour sets and each set made up of four specific behaviours. Research limitations/implications Effective organisations need effective followers and effective leaders. Moreover, the skills of the effective leader develop out of and build on those of the effective follower. Effective leaders and followers use essentially the same skills but use them in different situations, playing different roles. The research was carried out on a diverse sample of managers, drawn mainly from the UK public sector. However, it would be useful to extend the research to other populations. Practical implications The findings provide evidence-based descriptions of effective follower behaviours. These have practical implications for leaders and for followers, as well those involved in their training and development. They establish the content of developmental activities for effective followers and indicate how the training and development of followers underpins that of leaders. Social implications The findings challenge the widely held pre-occupation with leadership and the associated view that it is qualitatively different from and superior to leadership. In so doing, the three factor model of followership offers a challenge to the cult of leadership. Originality/value This is the first published research to present empirical evidence supporting the three factor model of followership. In the research process, scales were developed to assess leader and follower roles and used to identify behaviours used by followers. They were also used in further research identifying behaviours most and least valued when used by followers. The instruments and the associated research were original.

A three factor model of followership: part 1– introduction to followership, leadership and the three factor model of leadership

2016 ◽  
Vol 48 (6) ◽  
pp. 277-283 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Factor Model ◽  
Essential Difference ◽  
Work Roles ◽  
Internal Reliability ◽  
Previous Theory ◽  
Content Type ◽  
Effective Leaders ◽  
Extensive Body ◽  
The Uk ◽  
Three Factor

Purpose – While there is an extensive body of theory and research on leadership, less attention has been paid to other work roles, including follower roles. The purpose of this paper is to explain and justify a three factor model of followership as a basis for exploring the role of followers, establishing what makes an effective follower and discussing the training and development of followers. This is the first part of a three part paper. It reviews previous theory and research on followership, before describing the three factor model of leadership and considering how it can be applied to followership. Design/methodology/approach – The first part of this paper consists mainly of a literature review on followership, and a description of the three factor model of leadership. The second and third parts of the paper outline the approach to the empirical research. Findings – The overall findings of this three part paper: provide empirical evidence to support the three factor model of leadership; justify the extension of the model to other work roles, including follower roles; allow the development of a three factor framework of follower behaviours. Research limitations/implications – The three factor model of followership shows that followership and leadership are not fundamentally different. Indeed, the skills that leaders need in their roles develop out of and build on those needed in follower roles. The essential difference is in the contrasting roles of leader and follower in which they are used. The research findings are based mainly on individuals in the public sector in the UK. Further research on other populations would be useful. Practical implications – Effective organisations need effective followers and effective leaders. Moreover, the skills of the effective leader develop out of and build on those of the effective follower. Social implications – The view of followership expressed in this paper is a challenge to the widely held pre-occupation with leadership and, more generally, to the cult of leadership. Originality/value – This is the first published attempt to apply the three factor model of leadership to followership. Evidence is presented on the internal reliability and external validity of measures of leadership and followership. Scales were developed to distinguish between leader and follower roles and used to describe behaviours characteristic of such roles, as well as behaviours valued in these roles, based on 360 degree assessments.

A three factor model of followership, part 2: research on the three factor model and its application to team roles

2016 ◽  
Vol 48 (7) ◽  
pp. 354-361 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Factor Model ◽  
Assessment Instruments ◽  
Self Assessment ◽  
Internal Reliability ◽  
Content Type ◽  
Effective Leaders ◽  
Effective Leader ◽  
Leader Roles ◽  
The Uk ◽  
Three Factor

Purpose The purpose of this three-part paper is to point out that while there is an extensive body of theory and research on leadership, less attention has been given to other roles, particularly follower roles. The authors outlined a three factor model of leadership and suggested it could be applied to followership. In the second part of the paper, the authors present empirical evidence on the three factor model of leadership and its application to the full range of team roles, including follower, co-worker and leader roles. In the third part of the paper the authors present and discuss further evidence specifically on follower behaviour. Design/methodology/approach In this part of the paper, the authors present evidence on the internal reliability and external validity of three self-assessment instruments, two on leadership behaviour and one on team role behaviours. Evidence is provided from a diverse group of managers, mainly in the UK public sector. Individuals completed a variety of self-assessment instruments and, in some cases, had 360 degree assessments completed on them, and provided evidence on contextual variables. The methodology involves looking at the degree of correlation, and its statistical significance, between variables. Findings The three self-assessment instruments, two on leadership and one on team roles, were found to possess satisfactory levels of both internal reliability and external validity, consistent with the three factor model. These findings lent support to the three factor model of leadership, to its extension and application to followership, and to the reliability and validity of the three self-assessment instruments. Research limitations/implications Effective organisations need effective followers and effective leaders. Moreover, the skills of the effective leader develop out of and build on those of the effective follower. The research was based mainly on individuals in the public sector in the UK. It would be useful to extend such research to other contexts. Practical implications Given that the skills of the effective leader develop out of and build on those of the effective follower, the training of effective followers is seen to underpin that of effective leaders. Social implications The finding that the skills of the effective leader develop out of build on those of the effective follower challenges the widely held pre-occupation with leadership, the idea that leadership is qualitatively different from and superior to followership. Thus it challenges the cult of leadership. Originality/value This paper is the first published attempt to successfully apply the three factor model of leadership to team roles in general, including follower, co-worker and leader roles. In the third part of this paper, the three factor model is applied specifically to follower roles. Ways of measuring leader and follower roles are developed and used to identify follower behaviours, as well as to make possible the identification of behaviours valued when used by followers, based on 360 degree assessments.

Performance-related-pay in the UK public sector

2015 ◽  
Vol 2 (2) ◽  
pp. 94-109 ◽  
Author(s):  
Zofia M Bajorek ◽  
Stephen M Bevan
Keyword(s):  
Public Sector ◽  
Civil Service ◽  
Human Resources Management ◽  
Health Sector ◽  
Content Type ◽  
Scheme Design ◽  
The Public ◽  
The Uk ◽  
Behavioural Sciences ◽  
Practical Implications

Purpose – The purpose of this paper is to provide an up-to-date, comprehensive, independent and credible assessment of relevant academic and other literature since 2007, on the effectiveness and value for money of performance-related-pay (PRP) in the public sector. Design/methodology/approach – PRP was studied using both economics-based literature and literature from the organisational and management field (including human resources, management sociology and psychology). An initial search of databases identified 7,401 documents regarding PRP in the public sector, which was reduced to 57 final papers included in the study (27 in the health sector, 16 in the education sector and 16 in the civil service) after abstract and full paper screening. Findings – The review found some evidence that PRP schemes can be effective across the three domains of the public sector for which there was evidence available (health, education and the civil service), but findings within and between the sectors are mixed, with scheme effectiveness often dependent on scheme design and organisational context. Research limitations/implications – The research highlights the importance of considering both economics-based and organisational literature when discussing PRP in the public sector, and the implications for motivation and PRP design. Practical implications – The results indicated that the design of PRP schemes could influence their effectiveness and outcomes, and the research suggests how the challenges of designing and implementing PRP schemes can be overcome in the public sector. Social implications – The review highlights that when implementing PRP schemes there may be gender differences in their overall effectiveness (especially in education) and there must be consideration for how fairly the PRP scheme is perceived. Originality/value – The paper uses literature from economics and behavioural sciences when looking at the motivational implications for PRP in the public sector.

Factorial structure of the Resiliency Scale for Children and Adolescents (RSCA) among incarcerated male adolescent offenders

2017 ◽  
Vol 19 (1) ◽  
pp. 23-36 ◽  
Author(s):  
Rachel A. Gibson ◽  
Jane Clarbour
Keyword(s):  
Children And Adolescents ◽  
Factor Structure ◽  
Emotional Reactivity ◽  
Factor Model ◽  
Supporting Evidence ◽  
Male Adolescent ◽  
Adolescent Offenders ◽  
Content Type ◽  
The Uk ◽  
Three Factor

Purpose The purpose of this paper is to explore the factor structure of the Resiliency Scales for Children and Adolescents (RSCA, Prince-Embury, 2006, 2007) and to provide supporting evidence that this is a psychometrically sound measure for practitioners and researchers to use to assess resilience in incarcerated male adolescent offenders in the UK. Design/methodology/approach Confirmatory factor analysis (CFA) was used to determine if the factor structure could be replicated among incarcerated male adolescent offenders. Concurrent validation of the measure was also conducted, utilising the Beck Youth Inventory, second edition (BYI-II-II; Beck et al., 2005). Findings CFA of the RSCA was unable to confirm the structure of the measure at an item level, therefore parcelling techniques were utilised similarly to Prince-Embury and Courville (2008), using the subscales for the factors as indicators for the factors. While a three-factor model was found to be an acceptable fit to the data, there was also some support for a two-factor model. Despite this, there was more statistical support for the three-factor model and arguments are made for retaining this structure. Expected associations between the three subscales of sense of mastery, sense of relatedness and emotional reactivity were found with the Beck Youth Inventory demonstrating support for the concurrent validity of the measure in incarcerated male adolescent offenders. Practical implications This paper provides support for the internal structure of the RSCA with incarcerated male adolescent offenders within the UK, although some caution should be used when interpreting scores from the subscales. The findings suggest that the RSCA can be utilised by practitioners to identify young people who may benefit from additional support and also in assessment and treatment/intervention planning. This may be particularly useful when practitioners wish to explore the potential protective nature of resilience. Originality/value The current study is the first of its kind to formally explore the factor structure of the RSCA with incarcerated male adolescent offenders.

Explorations into sex, gender and leadership in the UK Civil Service Part 3. Implications and research findings on leadership

2015 ◽  
Vol 47 (7) ◽  
pp. 372-379 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Gender Stereotypes ◽  
Civil Service ◽  
Training And Development ◽  
Evidence Based ◽  
Gender And Leadership ◽  
Content Type ◽  
Leadership Framework ◽  
Research Findings ◽  
The Uk ◽  
Practical Implications

Purpose – This is the third part of a three-part paper on the intersection between sex, gender and leadership in the UK Civil Service. The first part of this paper provided an introduction to the research, a literature review and some conjectures derived from it. The second part formulated specific null hypotheses, outlined the research methodology and presented research findings. The purpose of this paper is to explore the practical implications of the research findings, presents an evidence-based framework for understanding the transition into leadership, with prescriptions for its use and ends with a concluding discussion on the overall research findings. Design/methodology/approach – Information was collected from a wide cross-section of UK Civil Servants between 1993 and 2013. Individuals were participants on training and development activities carried out by the authors. Individuals completed psychometric instruments, including self-assessments and 360 degree assessments and provided information on their sex, work role and work situation. Statistical analysis was carried out to identify behaviours associated with effective leadership, taking account of behaviours used, behaviours valued and behaviours valued more highly than in those in follower roles and situations. Comparisons were made between the effective leader behaviour profile and those for sex differences and gender stereotypes. Findings – A very strong statistical relationship was found between the frequency with which individuals use a range of behaviours and the extent of their leadership role and situation. Moreover, particular behaviours were found to be more valued in leadership roles/situations, with clear differences between those valued in follower roles/situations. A combined leadership effectiveness profile had little in common with either the male/masculine or female/feminine profile. Research limitations/implications – The research was a by-product of the authors’ training and development work. It was not part of a purpose-built and wide-ranging research programme into sex, gender and leadership. It also relates to one context, the UK Civil Service, and may not generalise to other contexts. Nonetheless, there are clear parallels between these findings and previous research. Practical implications – Gender stereotypes were best tackled by ensuring that all jobs are properly described and all assessments involved the use of relevant information against agreed job criteria, with appropriate training and development essential to maintaining best practice. Moreover, training and development activities should concentrate on actual individual differences, rather than stereotypical generalisations about such differences. Finally, an evidence-based, gender-neutral leadership framework was proposed. The leadership framework is relevant to would-be leaders, line managers and human resource professionals, including training and development specialists. Social implications – The research findings are relevant to understanding the intersection between sex, gender and leadership in the UK Civil Service. They relate to wider social issues concerning equal opportunities and diversity. Originality/value – There is an extensive body of theory and research on the intersection between sex, gender and leadership. However, very little focuses specifically on the UK Civil Service. These research findings and the subsequent analysis are, therefore, original. The gender-neutral, evidence-based leadership framework is an original contribution to both theory and practice.

Developing leaders

2018 ◽  
Vol 32 (3) ◽  
pp. 28-30
Keyword(s):  
Design Methodology ◽  
Training And Development ◽  
Business World ◽  
Content Type ◽  
Military Organizations ◽  
Effective Leaders ◽  
Pertinent Information ◽  
Training Courses ◽  
The Military ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings In a rapidly changing business world, a top concern is creating a pool of effective leaders. There is much investment into developing training courses and leaders. An under-explored area is strategies used by the military. The military’s approach of continual training and development for all members for the duration of their service, and the instilling of core leadership values and traits into daily life, means that veterans make successful employees and leaders outside of the military. Such techniques could provide useful and effective to non-military organizations. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent, information and presenting it in a condensed and easy-to-digest format.

Lean and Six Sigma in policing: austerity, driver or distraction?

2019 ◽  
Vol 8 (1) ◽  
pp. 73-84 ◽  
Author(s):  
Bryan Rodgers ◽  
Jiju Antony ◽  
Ivor Marshall
Keyword(s):  
Public Sector ◽  
Continuous Improvement ◽  
Six Sigma ◽  
Design Methodology ◽  
Recent Discussion ◽  
Content Type ◽  
Strategic Direction ◽  
Ongoing Work ◽  
The Uk ◽  
Practical Implications

Purpose The purpose of this paper is to widen some of the recent discussion which focusses on austerity being the driver for introducing continuous improvement (CI) methodologies, such as Lean and Six Sigma, into policing. Design/methodology/approach The authors apply over 80 years combined experience in policing and CI to analyse academic and practitioner literature to summarise the drivers for change and the progress of Lean and Six Sigma in policing and the UK Public Sector. Findings The paper concludes that there are significant gaps in the literature and while there are undoubted challenges, there are overlaps between the strategic direction of policing and the approaches of Lean and Six Sigma. Research limitations/implications There are a small but growing number of papers which evidence the applicability of Lean and Six Sigma in policing. Practical implications The paper emphasises the risks to service delivery if factors such as budget constraints are considered in isolation. The paper provides examples of opportunities which may exist in policing as well as introducing ongoing work in policing. Originality/value This paper is among the first to explore the issues of how CI methodologies fit into the strategic direction and challenges of policing services.

Hearing loss and dementia: an exploratory study of the views of audiologists

2014 ◽  
Vol 15 (4) ◽  
pp. 220-231 ◽  
Author(s):  
Nicola Wright ◽  
Theodore Stickley ◽  
Imran Mulla ◽  
Edward Bradshaw ◽  
Laura Buckley ◽  
...  
Keyword(s):  
Online Survey ◽  
Qualitative Data ◽  
Training And Development ◽  
Unique Role ◽  
Content Type ◽  
People With Dementia ◽  
Individualised Care ◽  
The Uk ◽  
Quantitative And Qualitative Methods ◽  
Practical Implications

Purpose – The purpose of this paper is to explore audiologists, views and experiences of working with older adults with dementia. Design/methodology/approach – An online survey was distributed to audiologists working in the UK NHS and private sector via their professional organisations. A total of 312 audiologists took part in the study. The survey collected both quantitative and qualitative data. Basic descriptive statistics summarised the quantitative responses. The qualitative data were analysed using conventional thematic approaches. Findings – The quantitative data demonstrated that the vast majority of audiologists had treated someone with dementia (96 per cent). Despite this, 65 per cent of respondents did not feel adequately supported to help this service user population. Four overarching themes were used to explain the qualitative data: integrated and individualised care; formal (including training) vs experiential knowledge; the interaction between dementia and hearing and using the technology. Research limitations/implications – The self-selecting nature of the sample is a limitation which needs to be taken into account when considering the transferability and implications of the findings. Practical implications – Given the anticipated increase in rates of dementia within the population and the potential for hearing impairment to exacerbate the symptoms; this study highlights the unique role audiologists have. The need for more training and development for this professional group is also identified. Originality/value – This is one of the first papers to explore audiologists, views and experiences of working with people with dementia. As such, it highlights some interesting areas worthy of further research using both quantitative and qualitative methods.

When is positive action not positive action? Exploring the conceptual meaning and implications of the tie-break criterion in the UK Equality Act 2010

2014 ◽  
Vol 33 (1) ◽  
pp. 97-113 ◽  
Author(s):  
Nick Johns ◽  
Sara MacBride-Stewart ◽  
Martin Powell ◽  
Alison Green
Keyword(s):  
Empirical Support ◽  
Equality Of Opportunity ◽  
Equal Opportunities ◽  
Content Type ◽  
Positive Action ◽  
Legal Innovation ◽  
Positive Discrimination ◽  
The Uk ◽  
Conceptual Meaning ◽  
Practical Implications

Purpose – The purpose of this paper is to explore the claim that the tie-break criterion introduced under the Equality Act 2010 is not really positive action as is claimed by its government sponsors. It evaluates this claim by locating the tie-break into equal opportunities theory, taking into account merit considerations, and reviews its potential implications. Design/methodology/approach – A conceptual discussion of the tie-break. Findings – The paper concludes that the tie-break is not positive action, nor is it positive discrimination. It employs the framework established by Forbes (1991) and attempts to locate it in theoretical discussions of the need to refine merit to take identity characteristics into account. While it could serve to make a more sophisticated approach to merit possible it fails to achieve its implicit potential in this regard. Research limitations/implications – The paper is conceptual and will benefit from empirical support in the future. Practical implications – Practically, the tie-break promises to add some greater clarity to the muddled understanding of equal opportunities and diversity that underpins much policy and legislation. As a result it will arguably prove hard to implement and will carry other associated problems. Social implications – Socially, the tie-break, mis-represented as it currently is, promises to create greater uncertainty around the nature and purposes of equality of opportunity. Consequently, it could exacerbate tensions and hostilities and promote significant resistance to “equality” measures. Originality/value – This paper is an original conceptual piece that will shine a light on an important legal innovation. The tie-break is not what it is described to be and carries both potential and threat for advocates of equality of opportunity. In pursuing socially significant outcomes of this type, conceptual accuracy and transparency are vital, and this paper contributes to this endeavour.

Information risk, stock returns, and asset pricing: Evidence from China

2017 ◽  
Vol 30 (4) ◽  
pp. 379-394 ◽  
Author(s):  
Raheel Safdar ◽  
Chen Yan
Keyword(s):  
Stock Returns ◽  
Factor Model ◽  
Empirical Literature ◽  
Firm Level ◽  
Cross Sectional ◽  
Market Pricing ◽  
Content Type ◽  
Information Risk ◽  
Accruals Quality ◽  
Three Factor

Purpose This study aims to investigate information risk in relation to stock returns of a firm and whether information risk is priced in China. Design/methodology/approach The authors used accruals quality (AQ) as their measure of information risk and performed Fama-Macbeth regressions to investigate association of AQ with future realized stock returns. Moreover, two-stage cross-sectional regression analysis was performed, both at firm level and at portfolio level, to test if the AQ factor is priced in China in addition to existing factors in the Fama French three-factor model. Findings The authors found poor AQ being associated with higher future realized stock returns. Moreover, they found evidence of market pricing of AQ in addition to existing factors in the Fama French three-factor model. Further, subsample analysis revealed that investors value AQ more in non-state owned enterprises than in state owned enterprises. Research limitations/implications The study sample comprises A-shares only and the generalization of the findings is limited by the peculiar institutional and economic setup in China. Originality/value This study contributes to market-based accounting literature by providing further insight into how and if investors value information risk, and it seeks to fill gap in empirical literature by providing evidence from the Chinese capital market.

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