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Learn about the theory and practice of transformational leadership, where a leader works with teams or followers beyond their immediate self-interests to identify needed change and inspire them to perform beyond their perceived capabilities. Explore the origins, characteristics, behaviors, and outcomes of transformational leadership.
Servant leadership is a philosophy of leading by serving, where the leader puts the needs and growth of others first. Learn about its origins, characteristics, benefits and applications from this Wikipedia article.
Employee engagement is a concept that describes the nature of the relationship between an organization and its employees. It involves factors such as involvement, commitment, productivity, and satisfaction, and varies across different definitions and contexts.
Leadership is the ability to influence or guide others, and it has been studied from various perspectives and contexts. Learn about the historical views, theories, and approaches to leadership from different cultures and disciplines.
Human capital is a concept used by economists to designate personal attributes considered useful in the production process. It encompasses employee knowledge, skills, know-how, good health, and education. Learn about its history, types, and impact on economic growth and welfare.
Work ethic is a belief that work and diligence have a moral benefit and an inherent ability to strengthen character and individual abilities. Learn about the factors, assumptions, and historical influences of work ethic, such as the Protestant work ethic and the capitalist view.
Learn about two models of leadership that focus on different aspects of work: task-oriented (performance maintenance) and relationship-oriented (interaction maintenance). Compare their qualities, benefits, drawbacks, and effects on team outcomes.
Job characteristic theory is a theory of work design that proposes five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) that affect work-related outcomes through three psychological states. The theory also includes moderators (growth need strength, knowledge and skill, and context satisfaction) that influence the relationships between the job ...