scholarly journals Relationship between social competences of manager and leadership outcomes

Ekonomika ◽  
2021 ◽  
Vol 67 (2) ◽  
pp. 47-57
Author(s):  
Radmila Bjekić ◽  
Marijana Rodić ◽  
Marko Aleksić ◽  
Dimitrije Gašić
Keyword(s):  
Leadership Skills ◽  
Rank Correlation ◽  
Business Environment ◽  
Psychological Climate ◽  
Social Competencies ◽  
Extra Effort ◽  
Multifactor Leadership ◽  
Perceived Leadership ◽  
Key Factor ◽  
Social Competences

In today's turbulent business environment, acquiring and developing leadership skills is one of the key challenges for managers, and emotional and social competencies are predominant among such skills. Possession of this specific set of competencies is a key factor necessary for building a positive psychological climate in an organization. The subject of the paper is the analysis of social competencies of manager, particularly social awareness (empathy and organizational awareness) and relationship management (conflict management, coach and mentor, influence, inspirational leadership and teamwork), as well as the analysis of leadership outcomes manifested through perceived leadership effectiveness by the employees, employee satisfaction with immediate superiors and encouraging employees by managers to put an extra effort into doing their job. The aim of this paper is to determine the relationship between social competencies of manager and the outcomes of leadership. The research was conducted on a sample of 30 employees in 8 organizations with more than 50 employees. Standardized ESCI (Emotional and Social Competency Inventory) and MLQ (Multifactor Leadership Questionnaire) questionnaires were used for the purpose of the research. Data analysis was performed using Spearman rank correlation and standard multiple regression. SPSS 25.0 software was used for data processing. A limitation of the study is the sample size.

scholarly journals Maternal Bonding in Early Infancy Predicts Childrens' Social Competences in Preschool Age

2021 ◽  
Vol 12 ◽  
Author(s):  
Jens Joas ◽  
Eva Möhler
Keyword(s):  
Retention Rate ◽  
Community Sample ◽  
Rank Correlation ◽  
Preschool Age ◽  
Maternal Bonding ◽  
Social Competencies ◽  
Self And Other ◽  
Social Competences ◽  
Prospective Longitudinal

Background: There are many studies on mother-child-bonding with little theoretical doubt that better bonding may have a positive effect on further social development. However, there is hardly any empirical evidence. In particular, there is a lack prospective longitudinal studies.Methods: As part of a longitudinal study, bonding was assessed in a community sample of 97 healthy mothers using the Postpartum Bonding Questionnaire (PBQ) 6 weeks after birth of their child. Social competencies in the offspring were assessed using the Self- and Other-oriented Social Competencies (SOCOMP) at 5.5 years of age. A potential correlation between bonding and social competencies was tested using Spearman Rank Correlation.Results: Retention rate over 5.5 years was 77.23%. Lower Maternal Bonding Impairment Scores 6 weeks postnatally were positively related to childrens' social competences at 5.5 years of age.Conclusion: The present data confirm a positive and long-term influence of bonding on social skills and provide further evidence of the importance of parent child bonding for child development in general. This result should give reason to further investigate this relationship in depth, causally and at later points in time.

Social Competencies and Global Skills—Professional Competences of University Teachers of Engineering Programmes

2015 ◽  
Vol 5 (3) ◽  
pp. 30-44
Author(s):  
Eva Svitačová ◽  
Tímea Šeben Zaťková
Keyword(s):  
Social Environment ◽  
Professional Competence ◽  
Global Environment ◽  
Educational Goals ◽  
Social Competencies ◽  
University Teachers ◽  
Complex Training ◽  
Global Skills ◽  
Globalization Of Education ◽  
Social Competences

Globalization of education is closely connected to increasing personality requirements for university teachers who should be well-educated professionals as well as mature personalities coping with interactions not only within the environment of their faculty or university, but also in the broader new global environment. As they are expected to provide complex training of the graduates for the practice in the globalized world, they are supposed to have mastered not only professional and pedagogical competences, but also social competences which belong amongst the key competences. This contribution deals with the issue of social competences amongst which we also include specific group of global skills. The issue of competences can be perceived as a challenge for the whole educational system, including the training of future teachers who in the new global environment gradually change into global teachers. For realization of educational activities at universities in the new global environment intercultural and global competencies or global skills are important in particular. Not only they facilitate fulfilling of educational goals, they also provide complex training of the graduates for the practice in different fields of science and technology with regard to the the fact that they will then realize teaching in the new global economic and social environment. At the same time they provide easier communication and cooperation with different subjects at schools, universities and in the broader social environment. In the contribution we provide a summary of definitions and opinions of different authors on this issue. Currently these are considered to make a part of the “professional competence” of a global teacher who can understand the changes in the global environment and react to them flexibly through his pedagogical activities. No matter to what extent the competencies along with knowledge and skills are considered to represent goals and simultaneously results of education, social competences of university teachers should be currently perceived as an issue that demands increasing attention also from university pedagogy which is understood as an important prerequisite of quality pedagogical work of a university teacher. This issue actually became a matter of interest of numerous university workplaces.

scholarly journals A Study on Relationship Between Subordinates’ Perceptions of Destructive Leadership and Upward Bullying

2021 ◽  
Vol 8 (S1-Feb) ◽  
pp. 107-116
Author(s):  
Sameeksha Kaushik
Keyword(s):  
Leadership Style ◽  
Leadership Skills ◽  
Destructive Leadership ◽  
Self Assessment ◽  
Work Related ◽  
Multifactor Leadership ◽  
On Line ◽  
Software Engineers ◽  
Immediate Supervisor ◽  
And Behavior

Many studies have been conducted to understand the existence of workplace bullying in subordinate-supervisor relationship in relation with leadership. However, not many studies have focused on the study of bullying caused by subordinates to the managers (upward bullying) and which behavior of the leader or subordinates leads to this bullying. Upward bullying includes bullying behaviors such as threats or malicious accusations shown by subordinates to their supervisor and destructive leadership includes behavior that undermines motivation or work-related satisfaction of subordinates. The purpose of this study is to explore a significant relationship between subordinate perceptions of destructive leadership and upward bullying. A questionnaire of scales consisting of 34 items was used where upward bullying was found out by using Negative Acts Questionnaire Revised (NAQ-R) scale and to measure destructive leadership, rater form of Multifactor Leadership Questionnaire (MLQ) was used. One hundred and ninety-three software engineers who are employed in digital (IT) firms have completed an on-line questionnaire of their perceptions of the leadership style and behavior of their immediate supervisor, and the frequency with which they are engaged in specific bullying behaviours targeting their supervisor. The results of the study helped to explore the lacked evidences of upwards bullying and to know the subordinates’ perceptions due to destructive leadership at work environment. The findings revealed that subordinates’ perceptions of destructive supervisory leadership were moderately correlated with an increased incidence of upward bullying. This paper offers support for prevalence of upwards bullying which can be a response to destructive leadership, and as this research is done with a specific sector, it further enhances need of future researches. Few recommendations like educating employees about workplace behaviours at organisations are discussed. Practical implications to be taken by the managers such as self-assessment of managers to improve leadership skills are discussed.

scholarly journals Leadership and Organization Performance: A Review on Theoretical and Empirical Perspectives

2020 ◽  
pp. 25-30
Author(s):  
Gimhani Nandasinghe
Keyword(s):  
Leadership Skills ◽  
Business Environment ◽  
Future Research ◽  
Organization Performance ◽  
Leadership Qualities ◽  
Roles And Responsibilities ◽  
Research Areas ◽  
Clear Vision ◽  
Helping Others ◽  
Leadership And Organization

Leadership is a skill that motivates groups of people to act to accomplish a common objective. It is a process of encouraging and helping others to work enthusiastically towards objectives. Leadership is essential because it establishes a clear vision and communicates effectively with its subordinates and colleagues. With a clear vision, the organization's direction makes the employees to realize their roles and responsibilities. For the further research areas, I suggest directions for future research areas such as the leadership transformations in the organizations, a combination with the technological changes, and another area is can be able to find out what are the new leadership skills which need to compete successfully in the digital business environment. The purpose of this paper is to describe leadership, leadership qualities, leadership skills, leadership models, the importance of leadership, and its impact on making a change to the organization’s performance.

scholarly journals Understanding the leadership perspective in wildland firefighting: gaps and opportunities for growth

2019 ◽  
Vol 28 (4) ◽  
pp. 259
Author(s):  
Alexis L. Waldron ◽  
David P. Schary
Keyword(s):  
Authentic Leadership ◽  
Leadership Skills ◽  
Global Competence ◽  
Future Research ◽  
Perceived Leadership ◽  
Confirmatory Factor ◽  
Federal Land ◽  
Wildland Firefighting ◽  
Moderate Relationship ◽  
Federal Land Management

This aim of this study was to develop and assess the viability of a leadership scale that measures leadership from the perspective of the leader. A criterion sample was used of firefighters across USA federal land management agencies who are qualified crew bosses. The Supervisor Perceived Leadership Scale (SPLS) consists of perceptions of items that have measured the most essential leadership skills – competent decision making, integrity and personal genuineness from the perspective of the subordinate in the previously developed Crewmember Perceived Leadership Scale (CPLS). Through confirmatory factor analysis, an 18-item, 2-factor structure was supported. However, the items that did not load were highly related and loaded well on the CPLS. The SPLS had a low to moderate relationship with authentic leadership and global competence. The gap between the SPLS and CPLS provides insight about the potential differences between the average fire leader and the exceptional fire leader. These results and implications for future research are discussed.

A MULTI CULTURE PERCEPTION OF THE ENTREPRENEURIAL LIFESTYLE

2005 ◽  
Vol 13 (04) ◽  
pp. 359-381 ◽  
Author(s):  
W. M. BENJAMIN MARTZ ◽  
ALESSANDRO BISCACCIANTI ◽  
THOMAS C. NEIL ◽  
ROBERT J. WILLIAMS
Keyword(s):  
United States ◽  
United Kingdom ◽  
Business Schools ◽  
Business Environment ◽  
Cultural Norms ◽  
Cross Cultural Differences ◽  
The Us ◽  
The World ◽  
Key Factor ◽  
The Uk

Business schools around the world offer courses and even complete degrees emphasizing entrepreneurship. However, the perception of an entrepreneur differs across cultures. This paper presents results from a set of 900 questionnaires collected over two years in three countries: United States; United Kingdom and France. The analysis found support for the basic conjecture that the perception of entrepreneurship differs between countries; the US students perceived the entrepreneurship lifestyle as a better lifestyle than did students from the France or the UK. Historically, the area of entrepreneurship is suggested as a key factor for a successful business environment. Business schools around the world offer courses and even complete degrees emphasizing entrepreneurship. However, the perception of an entrepreneur differs across cultures. The entrepreneurial lifestyle is perceived, rewarded, acknowledged, etc. differently across cultures based upon cultural norms. This paper presents results from a set of data collected over two years in three countries: United States; United Kingdom and France. The analysis of over 900 questionnaires found support for the basic conjecture that the perception of entrepreneurship differs between countries and in the direction predicted by the TEA report; the US students perceived the entrepreneurship lifestyle better than did students from the France or the UK. The final section of the paper is highlights the cross-cultural differences found and offers some ideas on why they occur.

scholarly journals Transformational leadership, work motivation and performance: An exploratory study on the context and process

2015 ◽  
Vol 12 (1) ◽  
pp. 2
Author(s):  
Pooi Fong Ong ◽  
Elden Weng Cheong Kam
Keyword(s):  
Transformational Leadership ◽  
Exploratory Study ◽  
Work Motivation ◽  
Leadership Skills ◽  
Business Environment ◽  
Leadership Qualities ◽  
Youth Leaders ◽  
The People ◽  
Leadership Motivation ◽  
And Performance

Leadership skills have become an important asset for many organisations as they strive to manage the people that make up the organisations. However, in todays competitive business environment, basic leadership qualities may not be sufficient to sustain the growth of the organisations. This exploratory study aims to look at the influence transformational leaders have on work motivation and performance. The study adopts a qualitative approach using in-depth interviews to solicit corporate and youth leaders' perspectives on successful leadership qualities and challenges, work motivation and performance. Findings revealed that transformational leadership traits are effective in cultivating motivation and higher performance in organisations. An evolving conceptual framework depicting the relationships between leadership, motivation and performance is proposed.

scholarly journals ANALYSIS OF MODERN SOCIO-PSYCHOLOGICAL STAFF MANAGEMENT METHODS

2020 ◽  
Keyword(s):  
Social Adjustment ◽  
Structural Features ◽  
Business Environment ◽  
Psychological Climate ◽  
Classification Model ◽  
Enterprise Management ◽  
Human Value ◽  
New Thinking ◽  
Psychological Management ◽  
Dual Connection

The article focuses on the analysis of modern socio-psychological management methods. The study revealed the essence of social and psychological management methods, their structural features, the dual connection between the enterprise state development and application of social and psychological influence on labor. The conceptual and categorical basis of enterprise socio-psychological climate was formed. Based on the applied approach, the level of needed socio-psychological methods practical application on enterprise management was established. It allows to increase staff efficiency and effectiveness through environmental management and focus on staff needs. There were defined the shifting trends of the central analysis categories in enterprise management from "human capital" to "human value". The classification model of social and psychological of tools influenced on the personnel was formed. There were formed the main markers of socio-psychological leader behavior in his result focused, ability to form a working team and a favorable psychological team climate. There was proposed thr gradual step-by-step innovations integration into personnel enterprise management maked from the standpoint of psychological and social adjustment employees’ behavior. Emphasis were placed on personnel management modern challenges and socio-psychological management forms innovations. The features of ontopsychological methods, coaching, neuro-linguistic programming were revealed. Emphasis were placed on the new employers approaches to the supply on the labor market, the growing need for qualitatively new thinking and IT-skills staff. The article proposes complex ways of forming an effective team of employees, whose motivation is not limited to the range of financial and material incentives. The prospect of further research in this area is improvings in the modern combinations of enterprise management methods in order to ensure its sustainable development, security and loyalty to the business environment changes.

scholarly journals Directions for improving logistics activities in Russia in the imperative of developing export potential

2021 ◽  
Vol 13 (3) ◽  
Author(s):  
Elena Agamagomedova ◽  
Vladimir Kovarda
Keyword(s):  
Foreign Trade ◽  
Business Environment ◽  
The State ◽  
International Standards ◽  
Financing System ◽  
Logistics System ◽  
Stage Of Development ◽  
The World ◽  
Key Factor ◽  
Logistics Performance Index

The expansion of international trade and the dynamism of the geography of foreign trade operations are pushing for the transformation of the transport and logistics system of foreign economic activity. The current stage of development of the world economy highlights the country's transport and logistics system as a key factor of competition in world markets, which entails a confrontation between national states for the formation/participation, for example, of transit routes for the movement of goods. In these conditions, the objects of transport and logistics infrastructure, the degree of their development, and the dynamics of investment are of exceptional importance. In this area, Russia lags behind the advanced economically developed and developing countries, and the volume of investment is significantly lower than many economies in the world. In this regard, there is an opinion in the scientific community that the logistics of foreign trade in Russia without forced growth can become a deterrent to the development of the country's export potential. As a result of the study, it was identified as relatively insufficient (in accordance with international standards) the cost of logistics infrastructure facilities, as well as a limited amount of investment, which is a key factor constraining the development of the industry. In addition to the above, there is a shortage of competent personnel in this area, and it is also necessary to improve the system of training of relevant employees. As a result, as of 2018, Russia ranked only 75th (out of 160 countries) in the world in the Logistics Performance Index (LPI) rating, which, despite the dynamics, is extremely low for a state with wide export and transit opportunities. In the second part of the paper, the main ways of developing Russia's export potential through improving transport and logistics activities are formulated. Among all areas, special attention should be paid to the processes of investing in the creation or modernization of logistics infrastructure facilities through the formation of a financing system based on public-private partnership mechanisms. In this aspect, it is extremely important to develop both the state mechanism of digital traceability of the movement of goods in the transport chains, and private ones. At the same time, from the position of the state, efforts should be directed to the transformation of the business environment in the vector of barrier-free conditions.

Motivation and Incentives As the Main Tool for Retention of Personnel in the Organization

2021 ◽  
pp. 24-29
Author(s):  
Aleksandra Mitrofanova ◽  
G. Manvelyan
Keyword(s):  
Main Tool ◽  
Business Environment ◽  
Practical Significance ◽  
Career Management ◽  
Staff Retention ◽  
Factors Affecting ◽  
Motivation Factors ◽  
Key Factor ◽  
Staff Engagement ◽  
Management Work

The article examines the use of various motivation factors in order to retain personnel in the organization. The relevance of the research topic is due to the fact that the complexity of today's business environment is constantly changing the settings in which organizations compete for survival, with the result that special attention is paid to the acquisition and retention of quality employees, as this is seen as a key factor underlying organizational success. While many other resources are required to run a business, people are the most valuable resource that determines the success of every organization. The article considers rewards and compensation, career management, work-life balance, staff engagement, and job satisfaction as the main factors affecting staff retention. The practical significance of the study lies in the fact that its results will help organizations use both modern and traditional methods of human resource management in order to retain employees.

Sign in / Sign up

Export Citation Format

Share Document