An assessment of ERM leadership performance

AbstractThis study analyses leadership apologies to gain insights into effective leadership performance from the perspective of apologising. The study explores Obama’s leadership qualities that are projected through his apology discourse mainly the strategies used to construct his apologies and values that emerge from them. The study concluded that leadership should be versatile for a leader to be able to perform efficiently in crucial situations. It is important for a leader to have the ability to blend strategies to display good values to perform the speech act of apology well because in doing so, they will be able to bind themselves in good rapport with their followers which creates unity in the relationship. The significance of the study can be viewed in the potential to reframe apology as an empowering act that can positively impact leaders’ image rather than an act that is viewed as taboo or ineffective for leadership.

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Leadership Performance: Towards a More Complex Model

Applied Psychology ◽

10.1111/j.1464-0597.1995.tb01383.x ◽

1995 ◽

Vol 44 (1) ◽

pp. 43-44

Author(s):

Claude Lévy-Leboyer

Keyword(s):

Complex Model ◽

Leadership Performance

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Cognitive Resources and Leadership Performance: What About the Task Requirements?

Applied Psychology ◽

10.1111/j.1464-0597.1995.tb01385.x ◽

1995 ◽

Vol 44 (1) ◽

pp. 48-50 ◽

Cited By ~ 1

Author(s):

Winfried Hacker

Keyword(s):

Cognitive Resources ◽

Leadership Performance ◽

Task Requirements

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ANALISIS MANAJEMEN PERUBAHAN TERHADAP KINERJA ORGANISASI PADA PT SOLUSI BANGUN INDONESIA TBK

Jurnal Bisnis Terapan ◽

10.24123/jbt.v5i1.4014 ◽

2021 ◽

Vol 5 (1) ◽

pp. 47-56

Author(s):

Lingga Yuliana ◽

Ida Trigani ◽

Wulan Aditya Putri

Keyword(s):

Change Management ◽

Organizational Performance ◽

Process Analysis ◽

Sampling Technique ◽

Analytic Network Process ◽

Major Influence ◽

Leadership Performance ◽

Management Leadership ◽

Network Process ◽

Research Analysis

Abstract Cement is one of the building material commodities that has an important role in the smooth running of development, particularly in the construction sector. The purpose of this study was to find out how the influence of Change Management on Company Organizational Performance and to determine the Aspects of Organizational Performance and Organizational Performance which have a major influence based on the Analytic Network Process analysis. Respondents who were involved in the study were a research analysis and business owner with a material store business unit. The sampling technique used in this research was purposive sampling method. This research was a descriptive study and requires a model and analysis tools that are able to accommodatethe research. The analytical tool used in this research was the Analytic Network Process (ANP) method. With ANP, the study analyzed the value per cluster, the value of all nodes and the synthesis value of the change management cluster. The results showed that change management has an impact on organizational performance. In change management, leadership performance is one of the six dimensions that provide the most important impact and get the highest value. Whereas in organizational performance, task performance gets the highest score. Keywords: Change Management, Organizational Performance, Analytic Network Process

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Determining the Key Capacities of Effective Leaders in Malaysian Public and Private Focused Universities

SAGE Open ◽

10.1177/2158244018807620 ◽

2018 ◽

Vol 8 (4) ◽

pp. 215824401880762 ◽

Cited By ~ 3

Author(s):

Majid Ghasemy ◽

Sufean Bin Hussin ◽

Ahmad Zabidi Bin Abdul Razak ◽

Mohd Jamil Bin Maah ◽

Simin Ghavifekr

Keyword(s):

Unobserved Heterogeneity ◽

Finite Mixture ◽

Future Directions ◽

Public And Private ◽

Leadership Performance ◽

Managerial Competencies ◽

Effective Leaders ◽

Performance Map ◽

Performance Drivers ◽

Map Analysis

The study was undertaken to identify the essential leadership capabilities and managerial competencies as the key leadership performance drivers in Malaysian focused universities. To collect data, the previously developed scales of capabilities, competencies, and leadership performance in the context of Malaysian Higher Education (HE) were distributed among the leaders in seven public focused and 12 private focused universities. In total, 172 completed surveys were collected among which 94 had been filled out by the leaders in Malaysian public focused and 78 had been completed by leaders in private focused universities. The data were screened and SmartPLS 3 was employed to analyze the data. Also, Finite Mixture Partial Least Squares (FIMIX-PLS) segmentation and Importance–Performance Map Analysis (IPMA) were run to extend the results. The outcome of FIMIX-PLS didn’t reveal unobserved heterogeneity within the data and, through IPMA, change-oriented capability was identified as the main improvement area to be addressed by management activities. Moreover, the implications of the findings were discussed and future directions were recommended.

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Achieving leadership behavior change at scale

Strategic HR Review ◽

10.1108/shr-07-2018-0050 ◽

2018 ◽

Vol 17 (6) ◽

pp. 309-318

Author(s):

Tom Rose

Keyword(s):

Behavior Change ◽

High Performance ◽

Leadership Behavior ◽

Leadership Performance ◽

Content Type ◽

Case Examples ◽

High Performing ◽

For Profit ◽

Not For Profit ◽

New Research

Purpose The growing force of disruptive change is creating whitewater work environments across the profit and not-for-profit world. To help leaders overcome the challenge of achieving improvements in leadership performance, this study aims to outline research and case examples that illustrate a four-point roadmap for improving this performance at scale. Design/methodology/approach The study summarizes new research on leadership and organizational high performance and practices that drive high performance today. It relates these finding to trends evidenced in the work being done by HR organizations and the consulting firms that serve them. It then outlines an evidence-based roadmap for achieving improvements in leadership performance that HR organizations can adopt to achieve improvements in leadership performance. Findings Successful organizations intervene at four leverage points to meet the challenge achieving the shifts in leadership behavior needed for success in today’s permanent whitewater environments. These organizations are focusing on two types of leadership, leveraging two approaches to its development and are leveraging critical enablers that benefit from strong alignments within HR and between HR and their business leader colleagues. Originality/value The study highlights new research finding and research-based models of leadership performance that meet the demands of today’s workplace. It synthesizes a new four-point roadmap to success from trends discovered in recent research on leadership, technology-assisted behavior change and organizational effectiveness, as well as in the example of in high-performing organizations.

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