Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Strengths and weaknesses of social identity theory
Strengths and weaknesses of social identity theory
Strengths and weaknesses of social identity theory
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Strengths and weaknesses of social identity theory
I had just transitioned to a new role as part of the telephony services team after the merger between TCI and AT&T back in 1999. I was on the development team tasked with developing new processes and procedures for the first ever voice over internet protocol service. On my first day I met with my team members many of whom I had known for years while working at TCI and our new manager who transferred over from AT&T’s long distance department. My first impression of my new manager was that of someone who was friendly, sociable, and easy going. I left work that day feeling good and excited about my new position and the opportunity it presented. My feelings would soon be short lived, as I would soon learn first impressions aren’t always everything.
After about a month of working on the development team I realized that my first impression of my manager was anything but accurate. Our new manager was extremely impatient and wanted everything completed in a timeline that was unrealistic. He was verbally abusive to the team and made remarks about individual’s performance in front of the team. Many team members began to slack off, arrive late to work, and not complete assignments on time. “According to social identity theory, unfair treatment from superiors may arouse negative identification, which in turn leads to employees’ negative behaviors in organizations” (Jinyun, Wing, & Jian, 2010, para 1). This unfair treatment of employees had an effect on the team and many team members began to demonstrate the same behavior which they had never previously displayed. He had become a micro manager that had little trust for his team and constantly called into question team members decisions. He would say in meetings that he led with an ir...
... middle of paper ...
...as the rest of the team.
Works Cited
Clark, D. R., (2004). The Art and Science of Leadership. Retrieved from http://nwlink.com/~donclark/leader/leader.html
Flora, C. (2004). The First Impression. Retrieved from http://www.psychologytoday.com/articles/200405/the-first-impression?page=2
Jinyun, D., Wing, L., Ziguang, C., & Jian An, Z. (2010). Leadership Justice, Negative Organizational Behaviors, and the Mediating Effect of Affective Commitment. Social Behavior & Personality: An International Journal, 38(9), 1287-1296. doi:10.2224/sbp.2010.38.9.1287
Leadership and Human Behavior. (1997). Retrieved from http://www.nwlink.com/~donclark/leader/questions.html
Toth, M. (2010). Leadership Through Effective Interpersonal Communication Skills. Retrieved from http://ezinearticles.com/?Leadership-¬Through-¬Effective-¬Interpersonal--Communication-¬Skills&id=4052980
Social change and charity have two different effects on the community in chapter one of Leadership for a Better World by Susan R. Komives. Chapter one discusses the differentiation in the ideas when one is more practical in a culture. Social change is defined as affecting the root of the social problem (Komives 11). An example of social change is the Civil Rights Movement, where Martin Luther King Jr. led groups of people to end segregation. King wasn’t just trying to help the problem of having sit in the back of the bus or drinking from different water fountains, his objective was to generate an equal society where racial segregation didn’t exist. Charity classification as donating food, money, and other kinds of goods is given to a community. An illustration of this is the local soup kitchen, where they provide food for the
In a firm, management and leadership are important and needed. Leadership and management are similar. Actually, leadership and management are totally different. The leadership would influence the firm. The leader would have difference leadership styles to lead the subordinate.
Supervisors such as these promote themselves through visible short-range demonstrations of accomplishments, but are unconcerned with staff development or morale (Reed, 2004, p. 67). Toxic leaders affect the atmosphere of an agency by creating a demotivational environment while attendin...
Cho, J., & Dansereau, F. (2010). Are transformational leaders fair? A multi-level study of transformational leadership, justice perceptions, and organizational citizenship behaviors. Leadership Quarterly, 21(3), 409-421.
“Leadership is a process whereby an individual influences a group of individuals to achieve a common goal.” (Northhouse, 2013, P.5) This process of leadership is not a trait or characteristic that the leader possesses. It is an interactional experience between the leader and their followers. This interaction means that the leader has an effect on and is affected by their followers. Leadership is an interactive event between the leader and their followers. Followers are individuals who the leader guides towards achieving goals. They are the people the leader uses to accomplish the goals. Context is the setting in which work is performed. It could just be a normal work day or it could be a long term project. It could also be the work environment and the resources available to accomplish goals. Outcomes are the results of the leadership process. It could be reaching certain goals, developing a new product, or resolving problems in a company or organization. Leadership outcomes could also mean improving team moral or trust and respect between the leader and their followers.
The authors, Nelson and Quick describe that relationship oriented leader’s do well in situations of intermediate favorableness by determining the “degree of fit between the leader and the situation” (Nelson & Quick, 2013). Relations...
Yukl, G. (2012). Effective leadership behavior: What we know and what questions need more attention. Academy Of Management Perspectives, 26(4), 66-85. doi:10.5465/amp.2012.0088
Lord, R. (2000). Leadership. In A. E. Kazdin (Ed.), Encyclopedia of psychology, vol. 4. (pp. 499-505). Doi:10.1037/10519-216
Fast, N., & Chen, S. (2009). When the boss feels inadequate: power, incompetence, and aggression. Psychological Science, 20(11), 1406-1413. doi:10.1111/j.1467-9280.2009.02452.x
Allen,N.J. and Meyer, J.P. (1990) `The measurement and antecedents of affective, continuance and normative commitment to the organization' Journal of occupational Psychology in L. Fulop and S. Linstead, Management: A Critical Text, Macmillan, South Yarra, 1999, pp 259
With the concept of organization justice, Shkoler (2017), defines the concept of organizational justice as the “Perceptions of the degree to which an organization provides its employees with appropriate, fair and respectful treatment, adequate and accurate information, and resources and rewards.” (Shkoler & Tziner, 2017). With this, the researchers (2017) found that employees who perceived injustice in the workplace and acted to resolve the issues developed some behaviors that demonstrated negative feelings towards the organization. These behaviors included a lack of motivation and manifestations of mistrust towards the workplace or the manager. (Shkoler et al., 2017). The consequence of perceived injustice to employers is job burnout. Emotional intelligence was measured using the Trait Emotional Intelligence Questionnaire-Short Form. Organizational justice was measured by the justice scale and burnout was measured with the Maslach Burnout Inventory. Work Misbehavior was measured by the Interpersonal and Organizational Deviance Scale. Meetings were conducted among threatened participants to gather the information about what might be going on in terms of employee’s personal, social, and mental health. This included issues of expertise, self-esteem,
2). Risk – Willing to take on a high risk, and engage in self-sacrifice to
The aim of this assignment is to analyze the relevant concepts, theories and models about leadership and describe one person who could be identified as leader and analyze how effective this person’s leadership is and why it is effective. Defining what is leadership comes first, second will provide an overview about my organization and the importance of leadership. Moving forward will address the different type of leaders and the difference between management and leadership. We will address as well, the theories of effective leadership; and last but not least, identify our leader and conclude a summary of this assignment.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
Walker, C.A. (2002, April). Saving your rookie managers from themselves. Harvard Business Review, 80(4), 97-102.