Bad time to be humble! When and
why leaders should not be humble
Jiang Xu
Guanghua School of Management, Peking University, Beijing, China
Jih-Yu Mao
School of Business Administration, Faculty of Business Administration,
Southwestern University of Finance and Economics, Chengdu, China, and
Ye Zhang
Guanghua School of Management, Peking University, Beijing, China
Abstract
Purpose –Although leader humility is generally considered a positive leadership behavior, this study aims to
examine when the positive influences of leader humility are likely weakened.
Design/methodology/approach – Data were collected from a two-wave survey. Ordinary least squares
regression analyses were conducted to test the hypotheses.
Findings – Although leader humility is positively related to perceived leader support, this relationship is
weakened when the environment is uncertain, resulting in comparatively lower follower performance.
Practical implications – Leaders should be aware that environmental constraints may weaken the desired
outcomes of humility and therefore adapt leadership to situational needs.
Originality/value – Contrasting to predominant research on leader humility, this study examines a critical
boundary condition bywhich its positive influences are compromised. In light of the disruption caused by the
ongoing COVID-19, this study suggests that what usually are considered positive characteristics of leader
humility are likely perceived as little leader support when the environment is uncertain. Findings of this
study echo contingency leadership theories, which suggest that effective leadership should be context-
dependent.
Keywords Leader humility, Environmental uncertainty, Perceived leader support, Follower performance
Paper type Research paper
In the wake of several corporate scandals, managers and scholars have begun to reflect upon
the dark side of leaders’ grandiose characteristics, such as narcissism, hubris, and sense of
entitlement (Boje et al., 2004; Chang and Diddams, 2009; Li and Tang, 2010; Rosenthal and
Pittinsky, 2006). By contrast, virtues such as humility are important managerial
characteristics (Owens et al., 2013). In light of the appeal for “more humility and less
hubris” (Weick, 2001, p. 93), leader humility has received increased attention across various
organizational settings in recent years (e.g. Ou et al., 2018; Swain and Korenman, 2018; Wang
et al., 2018; Wolfteich et al., 2021).
Leader humility is generally viewed as a positive virtue that leads to desirable outcomes for
followers (Wang et al., 2018), teams (Owens and Hekman, 2016), and organizations (Ou et al.,
2018). However, since organizations are embedded in a dynamic, uncertain, and unpredictable
environment, there is no omnipotent leadership: Leadership is not universal and contextual
influences bound its effectiveness. Similarly, leader humility may have its limits. For instance,
Pfeffer (2015) argued that humility might be an overrated leader characterist.
The Impact of Personality Traits of subordinates in their assessment of the F...inventionjournals
ABSTRACT: This study aimed to investigate the Impact of Big Five personality traits of subordinates in their assessment of the Leadership Style Followed by their managers in the public and private universities in Damascus. The sample consisted of 400 workers at the universities' administrative system and two scales were used in this study; (Costa & McCrae, 1997) scale to measure the personality traits of subordinates and (Bass & Avolio, 1995) scale to measure the Followed Leadership Style. The study found significant impact of subordinates' personality (Openness to Experience and Extraversion) in transformational leadership style and there is a significant impact of subordinates' personality (Agreeableness and Conscientiousness) in Transactional leadership style.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
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Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
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The Impact of Personality Traits of subordinates in their assessment of the F...inventionjournals
ABSTRACT: This study aimed to investigate the Impact of Big Five personality traits of subordinates in their assessment of the Leadership Style Followed by their managers in the public and private universities in Damascus. The sample consisted of 400 workers at the universities' administrative system and two scales were used in this study; (Costa & McCrae, 1997) scale to measure the personality traits of subordinates and (Bass & Avolio, 1995) scale to measure the Followed Leadership Style. The study found significant impact of subordinates' personality (Openness to Experience and Extraversion) in transformational leadership style and there is a significant impact of subordinates' personality (Agreeableness and Conscientiousness) in Transactional leadership style.
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
Project Selection Criteria List TemplateCategoryProject Crit.docxwkyra78
Project Selection Criteria List Template
Category
Project Criteria
Criteria Description
Reasonableness
(Insert additional rows as necessary to complete the Project Selection Criteria List table)
Definitions for Project Selection Criteria Categories:
Relevance: the extent to which the project supports the class objectives, the Information Systems Management program and your own professional goals.
Risk: the level of potential events or uncertainty that could have a negative effect on your project.
Reasonableness: an assessment of the ability to successfully complete the project as related to the triple constraint and related issues (availability of expertise, availability of required equipment and facilities, proposed level of scope for a two-month period, etc.).
Return: the overall benefit of completing the project (financial gain, value of experience, networking opportunities, providing professional and/or community service, etc.).
Other: any other areas of project considerations not mentioned above.
Kreitner/Kinicki/Cole
Fundamentals of Organizational Behaviour: Key Concepts, Skill, and Best Practices
Chapter 11
Leadership
Chapter Learning Objectives
· Explain the theory of leadership and discuss behavioural leadership theory.
· Explain, according to Fiedler’s contingency model, how leadership style interacts with situational control.
· Discuss path-goal theory.
· Describe how charismatic leadership transforms followers and work groups.
· Explain the leader-member exchange (LMX) model of leadership and the substitutes for leadership.
· Review the principles of servant-leader and superleadership.
Opening Case
Land of the Giant
This case profiles a visionary leader, Gwyn Morgan of EnCana Corp. in Calgary, know as the ‘philosopher-king’ of the oil patch. He exhibits charismatic qualities including a clear vision of a global energy giant headquartered in Canada, and strong communication skills to inspire others to work toward this vision. He appeals to ideological values through the ‘corporate constitution’, and provides intellectual stimulation for followers through the values such as ‘seize opportunities’, ‘teamwork and trust’, and ‘fear of the status quo’. He inspires followers to rise to new levels of performance by communicating his expectations for leadership ‘with character, competence, and humility’ to achieve ‘nothing less than the best effort’. His display of confidence in himself and in the employees of Alberta Energy Co. Ltd. and PanCanadian Energy Corp., led to the merger of these two companies to form EnCana Corp. – definitely performance beyond the call of duty.
Chapter Summary
Leadership
Leadership is defined as influencing employees to voluntarily pursue organizational goals. It is a social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organizational goals.
Trait and Behavioural Theories of Leadership
A leader trait ...
Be prepared to answer the following questionsWhat are the thr.docxjesuslightbody
Be prepared to answer the following questions:
What are the three components of the DRI?
Describe how RDA, AI, and UL influence health?
After reviewing your results on the Interactive DRI, how well are you meeting the RDAs suggested?
What two changes can you make to improve?
.
Based upon our readings concerning the work of Pierre Bourdieu, ple.docxjesuslightbody
Based upon our readings concerning the work of Pierre Bourdieu, please address the following: a) define his concept of "habitus," specifically citing your reading material, and give at least ONE example of this important concept; b) explain the role that habitus plays in creating inequality (economic, political, social, etc.) between people in society; c) give one example recently covered in the news media (within the last year or so), that demonstrates how the accumulation of "cultural capital" can be used to benefit a person, OR, how a lack of cultural capital can harm a person.
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Project Selection Criteria List TemplateCategoryProject Crit.docxwkyra78
Project Selection Criteria List Template
Category
Project Criteria
Criteria Description
Reasonableness
(Insert additional rows as necessary to complete the Project Selection Criteria List table)
Definitions for Project Selection Criteria Categories:
Relevance: the extent to which the project supports the class objectives, the Information Systems Management program and your own professional goals.
Risk: the level of potential events or uncertainty that could have a negative effect on your project.
Reasonableness: an assessment of the ability to successfully complete the project as related to the triple constraint and related issues (availability of expertise, availability of required equipment and facilities, proposed level of scope for a two-month period, etc.).
Return: the overall benefit of completing the project (financial gain, value of experience, networking opportunities, providing professional and/or community service, etc.).
Other: any other areas of project considerations not mentioned above.
Kreitner/Kinicki/Cole
Fundamentals of Organizational Behaviour: Key Concepts, Skill, and Best Practices
Chapter 11
Leadership
Chapter Learning Objectives
· Explain the theory of leadership and discuss behavioural leadership theory.
· Explain, according to Fiedler’s contingency model, how leadership style interacts with situational control.
· Discuss path-goal theory.
· Describe how charismatic leadership transforms followers and work groups.
· Explain the leader-member exchange (LMX) model of leadership and the substitutes for leadership.
· Review the principles of servant-leader and superleadership.
Opening Case
Land of the Giant
This case profiles a visionary leader, Gwyn Morgan of EnCana Corp. in Calgary, know as the ‘philosopher-king’ of the oil patch. He exhibits charismatic qualities including a clear vision of a global energy giant headquartered in Canada, and strong communication skills to inspire others to work toward this vision. He appeals to ideological values through the ‘corporate constitution’, and provides intellectual stimulation for followers through the values such as ‘seize opportunities’, ‘teamwork and trust’, and ‘fear of the status quo’. He inspires followers to rise to new levels of performance by communicating his expectations for leadership ‘with character, competence, and humility’ to achieve ‘nothing less than the best effort’. His display of confidence in himself and in the employees of Alberta Energy Co. Ltd. and PanCanadian Energy Corp., led to the merger of these two companies to form EnCana Corp. – definitely performance beyond the call of duty.
Chapter Summary
Leadership
Leadership is defined as influencing employees to voluntarily pursue organizational goals. It is a social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organizational goals.
Trait and Behavioural Theories of Leadership
A leader trait ...
Be prepared to answer the following questionsWhat are the thr.docxjesuslightbody
Be prepared to answer the following questions:
What are the three components of the DRI?
Describe how RDA, AI, and UL influence health?
After reviewing your results on the Interactive DRI, how well are you meeting the RDAs suggested?
What two changes can you make to improve?
.
Based upon our readings concerning the work of Pierre Bourdieu, ple.docxjesuslightbody
Based upon our readings concerning the work of Pierre Bourdieu, please address the following: a) define his concept of "habitus," specifically citing your reading material, and give at least ONE example of this important concept; b) explain the role that habitus plays in creating inequality (economic, political, social, etc.) between people in society; c) give one example recently covered in the news media (within the last year or so), that demonstrates how the accumulation of "cultural capital" can be used to benefit a person, OR, how a lack of cultural capital can harm a person.
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1. Why did blackface develop in the 19th Century?
2. What are the characters described in the documentary and how did they perpetuate specific stereotypes?
3. How did images influence public perceptions of African-Americans?
4. How was the stereotypical characteristics been maintained into the 20th century?
5. How do media representations impact the broader public understanding of African-Americans?
LINK:
https://vt2013group9.wordpress.com/2013/05/02/blackface-how-stereotypes-influenced-the-perception-of-race/
https://www.manhoodraceculture.com/classes/history-4382/ethnic-notions/
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What is the Christian view of the nature of human persons, and which theory of moral status is it compatible with? How is this related to the intrinsic human value and dignity?
Which theory or theories are being used by Jessica, Marco, Maria, and Dr. Wilson to determine the moral status of the fetus? What from the case study specifically leads you to believe that they hold the theory you selected?
How does the theory determine or influence each of their recommendations for action?
What theory do you agree with? Why? How would that theory determine or influence the recommendation for action?
Remember to support your re
.
be 3-5 sentences per answerDescribe what is meant by Maslo.docxjesuslightbody
be 3-5 sentences per answer
Describe what is meant by Maslow's self actualization?
List and explain the characteristics of a person who is self-actualized.
What are peak experiences, and discuss the types of people who experience them?
What is intrinsic motivation, and share some examples.
What are your thoughts about Buddhist Psychology?
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Be sure to complete the topic Physical Development before particip.docxjesuslightbody
Be sure to complete the topic "Physical Development" before participating in this discussion.
Take a moment to review the physical development milestones that occur in infancy and complete the following:
Reflect on the physical milestones.
Select one of the milestones and state the timeframe when it is expected to occur.
Describe why you chose that milestone
What changes in motor and sensory organs occur with that milestone?
What do you feel might be complications of failure to achieve that milestone?
Describe a personal experience that relates to this milestone.
Using an external source, describe what advice should be offered to parents of children for whom this milestone is delayed.
Please be sure to validate your opinions and ideas with citations and references in APA format.
.
BCO 117 IT Software for Business Lecture Reference Notes.docxjesuslightbody
BCO 117 IT Software for Business
Lecture Reference Notes
Cloud
computing
Eras in IT infrastructure evolution
Chapter 5. IT Infrastructure and EmergingTechnologies
Management Information Systems (Kenneth P. Laudon, Jane C. Laudon)
An information technology (IT) paradigm, a model for enabling ubiquitous access to shared pools of configurable resources (such as computer networks, servers, storage, applications and services), which
can be rapidly provisioned with minimal management effort, often over the Internet.
· Computing as a service
· Computing on the Internet
· Business line for computing corporations
Hassan, Qusay (2011).
"Demystifying Cloud Computing"(PDF).
The Journal of Defense Software Engineering.
Cloud computing
Cloud computing
Cloud computing
Cloud computing
www.euruni.edu
Cloud computing examples
Software as a Service
Platform as a Service
Insfrastructure as a Service
Cloud computing examples
Cloud computing examples
https://aws.amazon.com/products/?hp=tile&so-exp=below
Cloud computing examples
Cloud computing examples
Cloud computing examples
www.euruni.edu
Cloud computing examples
Cloud computing examples
Cloud computing examples
www.euruni.edu
Cloud computing success
Key concepts
·
Reliability – reliability of the system, measured in Mean Time Between Failures (MTBF)
·
Availability – uptime of the system or application, measured in parts per million (PPM) of downtime
·
Serviceability – easily restoring the system after a failure, measured in Mean Time To Repair (MTTR)
·
Manageability – the ease with which the entire system can be managed, measured in systems per headcount.
·
Scalability - the ability of an information system to be used or produced in a range of capabilities
·
“Updatability”– a key factor linked to performance, integration with other IS and security
https://software.intel.com/en-us/articles/total-cost-of-ownership-factors-to-consider
Top Benefits of Cloud Computing
http://www.mushibhuiyan.com/category/cloud/
Debate
https://www.forbes.com/sites/louiscolumbus/2013/08/13/idg-cloud-computing-survey-security-integration-challenge-growth/#268d6d3755cb
Debate
https://www.forbes.com/sites/louiscolumbus/2013/08/13/idg-cloud-computing-survey-security-integration-challenge-growth/#268d6d3755cbCloud Computing strategy
https://www-01.ibm.com/common/ssi/cgi-bin/ssialias?htmlfid=WUW12350USEN
www.euruni.edu
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i.
Authors Anna, Alisa, David & PreslavaThis article is desi.docxjesuslightbody
Authors: Anna, Alisa, David & Preslava
This article is designed to analyze the cryptocurrency market from an economical perspective during the period from 2018 to 2022 with several
instances from other timelines.
Economics & Public Policy
Equilibrium
Supply Shifts
While bitcoin supply is extremely transparent, bitcoin demand is rather
opaque. That said, there are a few quantifiable items that we do know
about bitcoin demand. First, we have a pretty good idea of the number
of bitcoin transactions performed each day. Secondly, and more
importantly, it appears that fluctuations in bitcoin transaction costs
play a major role in determining price corrections. For example, the
number of transactions stopped growing in 2012, about one year
before bitcoin’s 2013 peak and bear market. It began to rise again in
2014 before bitcoin prices began to recover in earnest but have been
stagnating since the end of 2016, perhaps foreshadowing the recent
correction.
Bitcoin’s demand and supply are both considered perfectly inelastic.
The reason is very simple but before that, it is very important to
understand how bitcoin price moves and how bitcoin mining
works.
First thing first, bitcoin has its ultimate quantity of supply which is
known by every buyer/trader/investor, which is only 21 million of
bitcoin. Meanwhile, there are around 18 million bitcoins in
circulation. How then does the quantity of circulation go up? It
depends on the bitcoin miners, as bitcoin miners contribute their
computers’ GPU and electricity to verify the transaction among the
decentralized network, in return, they will be rewarded with bitcoin
from the quantity that is not in circulation (hence the quantity of
the circulating bitcoin goes up). In the long term, the rewards
decrease, while each block is formulated the less the miners can earn.
Published on: 22nd of March 2022 Publisher: Olga Larina
Demand Shifts
The supply inelasticity explains in large part why bitcoin is so volatile. Items with inelastic supply show a greater
response to demand shifts than items with elastic supply. The same is true of demand: the more inelastic the demand, the
greater the price changes in response to small fluctuations in either supply or demand. Bitcoin’s limited and highly
inelastic supply is also a major factor driving its price appreciation, a rise so spectacular that it can only be appreciated
when seen on a log scale. In bitcoin’s first four years, supply grew by roughly 2.5 million coins per year. Even then prices
were rising as the user community grew. Since then supply has continued to grow but the pace has slowed substantially
while demand has occasionally dipped, even on a year-on-year basis. Bitcoin’s limited supply and soaring price make it
difficult to be used as a medium of exchange outside of the cryptocurrency space.
Cryptocurrencys' Impact on the Global Economy
The relationship between bitcoin prices and transaction
costs is even more compelling. This third spike in
t.
Authoritarianism, Populism, and the GlobalRetreat of Democra.docxjesuslightbody
Authoritarianism, Populism, and the Global
Retreat of Democracy: A Curated Discussion
Paul S. Adler1, Amr Adly2, Daniel Erian Armanios3 ,
Julie Battilana4, Zlatko Bodrožić5, Stewart Clegg6,7, Gerald F. Davis8,
Claudine Gartenberg9, Mary Ann Glynn10, Ali Aslan Gümüsay11,12,
Heather A. Haveman13, Paul Leonardi14, Michael Lounsbury15,
Anita M. McGahan16, Renate Meyer17, Nelson Phillips14
and Kara Sheppard-Jones10
Abstract
To the surprise of many in the West, the fall of the USSR in 1991 did not lead to the adoption of liberal democratic govern-
ment around the world and the much anticipated “end of history.” In fact, authoritarianism has made a comeback, and liberal
democracy has been on the retreat for at least the last 15 years culminating in the unthinkable: the invasion of a democratic
European country by an authoritarian regime. But why does authoritarianism continue to spread, not only as an alternative to
liberal democracy, but also within many liberal democracies where authoritarian leaders continue to gain strength and pop-
ularity? In this curated piece, contributors discuss some of the potential contributions of management scholarship to under-
standing authoritarianism, as well as highlight a number of directions for management research in this area.
Keywords
institutional theory, business & society, ethics
Introduction
Michael Lounsbury and Nelson Phillips
Over the past decade, there have been increased calls for man-
agement scholars to do more research that is societally relevant
and important—to, for example, address grand challenges (e.g.,
George et al., 2016) and to examine the role of organizations
and institutions in the production and maintenance of economic
inequality and systemic power imbalances (e.g., Amis et al.,
2020). While historically “such topics have been difficult to
publish in our leading journals,” more recently “business
schools are becoming more oriented to making research and
education more relevant to their broader societies, which will
in turn encourage scholars to pursue under researched topics
of critical importance” (Tihanyi et al., 2022, p. 712). We
believe that recent events in Ukraine demand that management
scholars once again look beyond more traditional management
themes and focus their attention on a topic that is highly socie-
tally relevant and globally important: the rise of authoritarianism
and the threat this poses to democratic governments and the
international rule of law.
When Russia invaded Ukraine in February of this year,
the Western world reacted with shock and disbelief, and as
days, weeks, and now months have passed, this shock has
evolved into a mixture of anger and fear as it has become
apparent that there is seemingly little the West can (or at
least will) do to stop Russian aggression and the growing
humanitarian crisis that has followed the invasion. While
1University of Southern California, Los Angeles, CA, USA
2American University of Cairo, New Cairo, Egypt
3Un.
ASSOCIATE SCIENCE IN NURSINGCLINICAL WORKSHEET MATERNITY NU.docxjesuslightbody
ASSOCIATE SCIENCE IN NURSING
CLINICAL WORKSHEET: MATERNITY NURSING PROCESS CARE PLAN
STUDENT NAME
DATE
Client Initials
Culture/Ethnicity
Support System
Unit
Room/Bed
Religion
Age
Sex
Language
Pre-preg Wt
Pre-preg Ht
Marital Status
Children & Ages
Current Wt
Current Ht
Occupation
G
T
P
A
L
Health Insurance
Current Work Status
Current Medical Diagnosis
Name of Significant Other/Primary Caregiver
Highest Grade Completed
Pain
Rating, Quality & Location
Infant Feeding
Date/Time of Delivery
Delivery Type (Vaginal, Cesarean**, Forceps, Vacuum)
**Reason for Cesarean
Diagnostic procedures
Surgical procedures
Pathophysiology/Psychopathology (List Reference)
Reference
Today’s Assessment
M
Admissions Vital Signs
A
T
Frequency
B
P
U
R
BB
B/P
L
Allergies/Side Effects
E
H
Brief Health History
Diet with Rationale
Time
Flowsheet Notes
Activity Order
Limitations/Prosthetic Device
PERTINENT LABORATORY DATA
Lab Test # 1
Lab Test # 2
Lab Test # 3
Lab Test # 4
Hgb/Hct #1
Hgb/Hct #2
Results
Results
Results
Hgb/Hct #3
.
Rationale for abnormal results
Rationale for abnormal results
Rationale for abnormal results
Rationale for abnormal results
(
2
)
.
INTRAVENOUS SOLUTION #1
INTRAVENOUS SOLUTION #2
Type
Lactate Ringers’ (main IV)
Type
500 ml NS (piggyback)
cc/hr
125
gtts/min
cc/hr
gtts/min
2 milliunits/minute via pump
Additives
Additives
30 U Oxytocin
Rationale for solution
Rationale for solution
.
Medication Name Generic/Trade
Classification
Major Actions
(why taking meds)
Dose/ Route Safe Range
Adverse Effects
Nursing Implications
Assessment Data Subjective/Objective
Nursing Diagnosis
Plan Outcome Criteria (Client Centered)
Interventions (Nurse Centered)
Rationale for Interventions (REFERENCED)
Evaluation
Assessment Data Subjective/Objective
Nursing Diagnosis
Plan Outcome Criteria (Client Centered)
Interventions (Nurse Centered)
Rationale for Interventions (REFERENCED)
Evaluation
Have you received a push notification like this?
Real Message: I just want your $$$
@DrWendyGuess
Hi John. Your order should be arriving on Thursday. Would you like to set up a date & time to install it? Just reply with your preferences. Wendy
Real Message: You care about the customer)
Or …. Has a note like this one
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Which Would YOU Rather Read?
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to feel like you’re a mind reader?
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Part 1: Design Campaign
What am I really delivering?
My guiding principles
Beyond the product…
For Support
To build Community
Improve Productivity.
Assume that you are a Healthcare Quality Specialist at a healthcare .docxjesuslightbody
Assume that you are a Healthcare Quality Specialist at a healthcare facility/organization preparing for an initial Joint Commission International accreditation visit in one year.
Discuss the value that accreditation brings to an organization.
Describe the steps and processes you will initiate and implement over a one-year period in preparation.
Include any key personnel and the risk prevention procedures you would be sure to put in place as well as your performance and quality improvement plans.
Embed course material concepts, principles, and theories (which require supporting citations) in your initial response along with at least three scholarly, peer-reviewed journal articles. Use academic writing standards and APA style guidelines.
.
Assignment
Your healthcare organization’s strategic plan includes the replacement of the information system currently in place for the electronic health record in the hospital and associated provider offices.
Please note: Life cycle of a system and NOT life cycle of a software. Be careful you do not focus on software.
You will prepare an audiovisual (You must use Kaltura) with a transcript (Word file) or PowerPoint presentation (12-20 slides) with speaker notes that address:
Title slide
Include an introduction. What is your topic and what are you going to address in the presentation.
The system life cycle process and the role of employees in each stage of the process.
Identify the process- use a visual or table (if you get it already made then make sure there is appropriate credit on the slide). In the speaker’s notes explain the process steps and how employees are engaged in each step. Key is what is the employee role in each step. The role will change by each step. Be specific.
There is an announcement with directions
How to use Kaltura
How to prepare the transcript from Kaltura
Note: The transcript must be a readable, Word file that matches the narrative or your speaker notes .
The presentation continued
The identification and roles of at least five internal stakeholders employed by the practice.
Identify the stakeholders by role and define how that role contributes to the life cycle process- why are they important to the process. A table is good for this. Note: Patients are not employed by the practice.
Identify the major stakeholders and why their role is important to the project
Once you identified the stakeholders there will be some that have more sway in the project than others- they are the major or power stakeholders. Identify which stakeholders are your major stakeholders and in the speaker note/narration, define why. Do not include the government nor insurance companies.
Project Management Tools
Explain the purpose of a minimum of four key project management tools planned for the project. (See the hints for project tools link.) Word, Excel, Power Point, Teams are not examples of Project management tools.
Consider the following tools (not exclusive):
Scope
Metrics to determine project success
Gantt charts
Budget
Critical pathway
Risks
Develop a Communication Plan for the Project.
Provide a specific, detailed plan with identified tasks and answer the “who, what, when, where, why, and how”. (A table is good for this. Review the information above on the how and what to include.) Do not define what a communication plan is but develop the actual communication plan. You want a specific, detailed plan, not definitions and vague concepts. You need to include in your communication plan:
Identified tasks
Think Who, what, when, why and how.
Communication Plan continued
Think of it as a table with specific details.
Who is doing what, when
Ex. Once a month the man.
ASSIGNMENT Planning an Effective Press ReleaseSelect a topic an.docxjesuslightbody
ASSIGNMENT: Planning an Effective Press Release
Select a topic and company for a mock press release and press conference. Choose one of the following:
1. Tesla
2. Uber
3. Pepsi
4. Instagram
5. Twitter
6. Netflix
7. A current US Senator announcing their bid for the US Presidency
Choose a newsworthy topic for your selected company.
What is new? Newsworthy?
(You can make something up or use real news.)
Prepare a press release to make the announcement and issue to the press.
Audience:
Who will you issue the press release to?
Who is your target audience?
.
Assume an African American character and write from the perspective .docxjesuslightbody
Assume an African American character and write from the perspective of the character. What would be the obstacles faced by people of color during the Great Depression or the war years? Explain the issues in your letter and ask for specific help on those matters. Also in a separate paragraph below your letter, explain why you chose to write what you did. What inspired you to write on the topics, situations or events that were discussed in your letter?
.
Assignment WK 8 Advocating for the Nursing Role in Program Design .docxjesuslightbody
Assignment WK 8 Advocating for the Nursing Role in Program Design and Implementation
As their names imply, the honeyguide bird and the honey badger both share an affinity for honey. Honeyguide birds specialize in finding beehives but struggle to access the honey within. Honey badgers are well-equipped to raid beehives but cannot always find them. However, these two honey-loving species have learned to collaborate on an effective means to meet their objectives. The honeyguide bird guides honey badgers to newly discovered hives. Once the honey badger has ransacked the hive, the honey guide bird safely enters to enjoy the leftover honey.
Much like honeyguide birds and honey badgers, nurses and health professionals from other specialty areas can—and should—collaborate to design effective programs. Nurses bring specialties to the table that make them natural partners to professionals with different specialties. When nurses take the requisite leadership in becoming involved throughout the healthcare system, these partnerships can better design and deliver highly effective programs that meet objectives.
In this Assignment, you will practice this type of leadership by advocating for a healthcare program. Equally as important, you will advocate for a collaborative role of the nurse in the design and implementation of this program. To do this, assume you are preparing to be interviewed by a professional organization/publication regarding your thoughts on the role of the nurse in the design and implementation of new healthcare programs.
To Prepare:
· Review the Resources and reflect on your thinking regarding the role of the nurse in the design and implementation of new healthcare programs.
· Select a healthcare program within your practice and consider the design and implementation of this program.
· Reflect on advocacy efforts and the role of the nurse in relation to healthcare program design and implementation.
The Assignment: (2–4 pages)
In a 2- to 4-page paper, create an interview transcript of your responses to the following interview questions:
·
Tell us about a healthcare program, within your practice. What are the costs and projected outcomes of this program?
·
Who is your target population?
·
What is the role of the nurse in providing input for the design of this healthcare program? Can you provide examples?
·
What is your role as an advocate for your target population for this healthcare program? Do you have input into design decisions? How else do you impact design?
·
What is the role of the nurse in healthcare program implementation? How does this role vary between design and implementation of healthcare programs? Can you provide examples?
·
Who are the members of a healthcare team that you believe are most needed to implement a program? Can you explain why?
Milstead, J. A., & Short, N. M. (2019).
Health policy and politics: A nurse's guide (6th ed..
Assignment Title
Students Name
Course Title
Professors Name
Date of Submission
Introduction
Add Presentation Notes and Sources
2
Problem Statement
Analyze and define the problem to include possible political conflicts.
Add Presentation Notes and Sources
3
Risks and Challenges
Identify risks and challenges.
Add Presentation Notes and Sources
4
Alternatives and
Solution
s
Identify and construct policy alternatives and solutions.
Add Presentation Notes and Sources
5
Stakeholders and Key Roles
Identify stakeholders and key roles.
Add Presentation Notes and Sources
6
Identify funding opportunities, challenges, and budget cost factors, to include saving measures.
Funding and Budget
Add Presentation Notes and Sources
7
Criteria
Choose supportive and evaluative criteria.
Add Presentation Notes and Sources
8
Policy Benefits
Identify incentives, subsidies, and potential benefits.
Add Presentation Notes and Sources
9
Conclusion
Draw conclusions in a thorough summary, with lessons learned.
Add Presentation Notes and Sources
10
Sources
Follow the Credit to Authors and Sources Guidelines found in the Strayer Writing Standards (SWS).
.
Assignment WK 9Assessing a Healthcare ProgramPolicy Evaluation.docxjesuslightbody
Assignment: WK 9Assessing a Healthcare Program/Policy Evaluation
Program/policy evaluation is a valuable tool that can help strengthen the quality of programs/policies and improve outcomes for the populations they serve. Program/policy evaluation answers basic questions about program/policy effectiveness. It involves collecting and analyzing information about program/policy activities, characteristics, and outcomes. This information can be used to ultimately improve program services or policy initiatives.
Nurses can play a very important role assessing program/policy evaluation for the same reasons that they can be so important to program/policy design. Nurses bring expertise and patient advocacy that can add significant insight and impact. In this Assignment, you will practice applying this expertise and insight by selecting an existing healthcare program or policy evaluation and reflecting on the criteria used to measure the effectiveness of the program/policy.
To Prepare:
· Review the Healthcare Program/Policy Evaluation Analysis Template provided in the Resources.
· Select an existing healthcare program or policy evaluation or choose one of interest to you.
· Review community, state, or federal policy evaluation and reflect on the criteria used to measure the effectiveness of the program or policy described.
The Assignment: (2–3 pages)
Based on the program or policy evaluation you selected, complete the Healthcare Program/Policy Evaluation Analysis Template. Be sure to address the following:
· Describe the healthcare program or policy outcomes.
· How was the success of the program or policy measured?
· How many people were reached by the program or policy selected?
· How much of an impact was realized with the program or policy selected?
· At what point in program implementation was the program or policy evaluation conducted?
· What data was used to conduct the program or policy evaluation?
· What specific information on unintended consequences was identified?
· What stakeholders were identified in the evaluation of the program or policy? Who would benefit most from the results and reporting of the program or policy evaluation? Be specific and provide examples.
· Did the program or policy meet the original intent and objectives? Why or why not?
· Would you recommend implementing this program or policy in your place of work? Why or why not?
· Identify at least two ways that you, as a nurse advocate, could become involved in evaluating a program or policy after 1 year of implementation.
By Day 7 of Week 10
Submit your completed healthcare program/policy evaluation analysis.
Milstead, J. A., & Short, N. M. (2019).
Health policy and politics: A nurse's guide (6th ed.). Jones & Bartlett Learning.
· Chapter 7, “Health Policy and Social Program Evaluation” (pp. 116–124 only)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5409875/
https://www.sciencedirect.com/science/article/pii/S0029655418300617
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.
Assignment OverviewYou and a few of your fellow learners have be.docxjesuslightbody
Assignment Overview
You and a few of your fellow learners have been assigned to construct a presentation on one of the following groups:
Working with ableism or disability and lookism.
Each person working on the presentation is researching and contributing specific slides that analyze issues of power, privilege, and oppression as they pertain to the chosen group, as well as strategies and approaches for practice when working with these issues. This assignment will ask you to submit the presentation slides that you contributed to the presentation for an individual grade.
By successfully completing this assignment, you will demonstrate your proficiency in the following EPAs and specialized practice behaviors:
EPA Competency 1: Demonstrate Ethical and Professional Behavior.
C1.SP.B: Articulate and provide leadership in the application of the core values and ethical standards of the social work profession through an ethical problem solving model to aid in critical thinking and ethical decision making related to individuals, families, organizations, and communities to guide and inform ethical advanced generalist social work practice.
Related Assignment Criteria:
3. Discuss challenges that may arise from clients' cultures and from differences among people and cultural groups.
EPA Competency 1: Demonstrate Ethical and Professional Behavior.
C1.SP.C: Integrate the ethical and effective use of technology at all levels of advanced generalist social work practice with individuals, families, groups, organizations, and communities.
Related Assignment Criteria:
1. Create slides that address chosen theme(s) related to culturally relevant practice.
EPA Competency 2: Engage Diversity and Difference in Practice.
C2.SP.A: Analyze dimensions and differentiation in diversity and apply the influence of relationships, intervention techniques, and technologies with diverse clients, families, groups, organizations, and communities.
Related Assignment Criteria:
2. Discuss theory applicable to the selected group.
4. Discuss techniques and best practices applicable to the selected group.
Assignment Description
Each learner creates 2–4 slides that discusses the selected group around one or more of the following themes:
Religion and spirituality.
Assignment Instructions
Complete the following:
Create 2–4 slides that address chosen theme (or themes) related to culturally relevant practice.
Discuss theory applicable to the selected group.
Discuss challenges to practice with the selected group.
Discuss techniques and best practices applicable to the selected group.
.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
TESDA TM1 REVIEWER FOR NATIONAL ASSESSMENT WRITTEN AND ORAL QUESTIONS WITH A...
Bad time to be humble! When andwhy leaders should not be hum.docx
1. Bad time to be humble! When and
why leaders should not be humble
Jiang Xu
Guanghua School of Management, Peking University, Beijing,
China
Jih-Yu Mao
School of Business Administration, Faculty of Business
Administration,
Southwestern University of Finance and Economics, Chengdu,
China, and
Ye Zhang
Guanghua School of Management, Peking University, Beijing,
China
Abstract
Purpose –Although leader humility is generally considered a
positive leadership behavior, this study aims to
examine when the positive influences of leader humility are
likely weakened.
Design/methodology/approach – Data were collected from a
two-wave survey. Ordinary least squares
regression analyses were conducted to test the hypotheses.
Findings – Although leader humility is positively related to
perceived leader support, this relationship is
weakened when the environment is uncertain, resulting in
comparatively lower follower performance.
Practical implications – Leaders should be aware that
environmental constraints may weaken the desired
2. outcomes of humility and therefore adapt leadership to
situational needs.
Originality/value – Contrasting to predominant research on
leader humility, this study examines a critical
boundary condition bywhich its positive influences are
compromised. In light of the disruption caused by the
ongoing COVID-19, this study suggests that what usually are
considered positive characteristics of leader
humility are likely perceived as little leader support when the
environment is uncertain. Findings of this
study echo contingency leadership theories, which suggest that
effective leadership should be context-
dependent.
Keywords Leader humility, Environmental uncertainty,
Perceived leader support, Follower performance
Paper type Research paper
In the wake of several corporate scandals, managers and
scholars have begun to reflect upon
the dark side of leaders’ grandiose characteristics, such as
narcissism, hubris, and sense of
entitlement (Boje et al., 2004; Chang and Diddams, 2009; Li
and Tang, 2010; Rosenthal and
Pittinsky, 2006). By contrast, virtues such as humility are
important managerial
characteristics (Owens et al., 2013). In light of the appeal for
“more humility and less
hubris” (Weick, 2001, p. 93), leader humility has received
increased attention across various
organizational settings in recent years (e.g. Ou et al., 2018;
Swain and Korenman, 2018; Wang
et al., 2018; Wolfteich et al., 2021).
Leader humility is generally viewed as a positive virtue that
3. leads to desirable outcomes for
followers (Wang et al., 2018), teams (Owens and Hekman,
2016), and organizations (Ou et al.,
2018). However, since organizations are embedded in a
dynamic, uncertain, and unpredictable
environment, there is no omnipotent leadership: Leadership is
not universal and contextual
influences bound its effectiveness. Similarly, leader humility
may have its limits. For instance,
Pfeffer (2015) argued that humility might be an overrated leader
characteristic because
humble leaders rarely rise to the top. Recent research has also
suggested a potential dark side
of leader humility. Specifically, when followers attribute leader
humility to leader self-serving
intentions, they tend to experience higher psychological
entitlement and subsequently exhibit
more workplace deviance (Qin et al., 2020). Therefore, leader
humility may not always lead to
desired outcomes. Inspired by these studies and the high
environmental uncertainty caused
by the ongoing COVID-19 pandemic, we investigate how
environmental uncertainty
LODJ
43,1
14
The current issue and full text archive of this journal is
available on Emerald Insight at:
https://www.emerald.com/insight/0143-7739.htm
Received 1 June 2021
Revised 4 September 2021
5. legitimizing growth and
development (Owens and Hekman, 2012; Qin et al., 2021),
which may signal a lack of control
of the situation. Therefore, followers are likely to believe that
leaders have little to offer to
facilitate their work during uncertain times. Altogether, leader
humility is likely to make
followers perceive less leader support when the environment is
more than less uncertain,
leading to comparatively lower follower performance. Figure 1
depicts the hypothesizedmodel.
Our research makes several theoretical contributions. First,
leader humility is widely
regarded as positive leadership that engenders favorable
outcomes (Ou et al., 2018; Owens
and Hekman, 2016; Owens et al., 2013). However, we argue that
it may be less effective in
specific contexts, as delegating authority and admitting
weaknesses may be interpreted less
positively during specific times. As such, we investigate
environmental uncertainty as a
boundary condition upon which the positive effects of leader
humility are contingent,
enriching understanding of the limits and effectiveness of leader
humility in dynamic and
turbulent environments. Second, we identify perceived leader
support as an essential
mechanism to explain why the effectiveness of leader humility
may be weakened in times of
uncertainty. Extant studies have associated leader humility with
relational factors, such as
leader–member exchange and trust (Owens and Hekman, 2012;
Qin et al., 2020). We adopt a
resource perspective to suggest that humble leaders are likely
perceived as providing little
6. support when the environment is uncertain. Relatedly, we enrich
knowledge about the
antecedents of perceived leader support. Although perceptions
of leader support are
influenced by leader treatments (Amabile et al., 2004; Shanock
and Eisenberger, 2006), little is
known about their links with leader humility. We enhance
understanding in this regard by
proposing that the positive effect of leader humility on
perceived leader support is likely
weakened when the environment is uncertain.
Theory and hypotheses
Leader humility and perceived leader support
Humble leaders are characterized by admitting their mistakes
and limitations, deflecting
praise, being teachable or open to new ideas, advice, and
feedback, and identifying followers’
Leader humility Follower performance
Environmental
uncertainty
Perceived leader support
Figure 1.
The
hypothesized model
Bad time to
be humble!
15
7. unique strengths and contributions (Owens and Hekman, 2012;
Owens et al., 2013; Wang et
al., 2018). Leader humility is widely considered an upbeat
leadership style (Ou et al., 2018;
Owens and Hekman, 2016), which is positively associated with
leadership potential (Swain
and Korenman, 2018) and negatively related to rejection of
leaders (Williams et al., 2021).
Humble leaders initiate leader–follower role reversals, engage
in bottom-up organizing, and
empower followers (Owens and Hekman, 2012), facilitating
follower development and
enhancing follower perceptions of being valued and cared about
(Owens and Hekman, 2016;
Qin et al., 2020; Shanock and Eisenberger, 2006). Leaders who
exhibit these behaviors are
therefore likely perceived as providing support for their
followers, leading to the first
hypothesis:
H1. Leader humility is positively related to perceived leader
support.
Environmental uncertainty as a boundary condition
Leadership should vary upon environments because that suitable
for stable environments
may differ from that required by turbulent times (Bass, 1990).
Accordingly, leader humility
may not always be able to address follower needs. During
regular times, followers seek to be
empowered and included in decision-making (Martin et al.,
2013). Leaders who fulfill these
desires are likely perceived as supportive of their work and
development (Kim et al., 2018).
8. However, during uncertain times, things become more
inconceivable (Milliken, 1987), and
people perceive higher risks and turbulence (Antonakis et al.,
2003). Conventional norms tend
to become obsolete and ineffective, engendering distress and
pressure (Marks, 1974) and
undermining feelings of safety (Lane and Klenke, 2004). As
followers desire to reestablish
order (Owens and Hekman, 2012), they are likely to prefer
leaders who take matters into their
own hands rather than delegate responsibilities to others (Agle
et al., 2006; Waldman
et al., 2001).
In an uncertain environment, the support needed by followers
likely differs from that in
times of certainty (van Dierendonck et al., 2014). Followers are
likely to perceive support from
leaders they believe are competent, determined, and able to
make decisions quickly
(Humphreys and Einstein, 2003). During these times, efficient
decision-making and action are
more important than open discussion and decisions (van
Dierendonck et al., 2014), which helps
explain why narcissists tend to emerge as leaders when an
organization is going through
turbulence (Nevicka et al., 2013). Leaders tend to have more
knowledge and experience than
their followers (Eden and Leviatan, 1975), making them the
default ones to handle uncertainty.
Therefore, followers are likely to interpret leaders
admittingweaknesses and seeking advice as
shirking their responsibilities when the environment is
uncertain, leading them to perceive
little support from leaders. This discussion leads to the
following hypothesis:
9. H2. Environmental uncertainty moderates the positive
relationship between leader
humility and perceived leader support, such that the relationship
becomes weaker
when environmental uncertainty is higher than lower.
Downstream implications for follower performance
Follower performance is a crucial indicator of leader
effectiveness. As such, it is vital to
explore the downstream implications for follower performance.
Leader support involves
providing resources to facilitate followerwork functioning and
showing concerns for follower
well-being (Shanock and Eisenberger, 2006). For instance,
supportive leaders encourage
followers, provide guidance, and help followers resolve work
issues (Amabile et al., 2004;
Shanock and Eisenberger, 2006). This motivates followers to
increase their job input, leading
to enhanced job performance. As followers are likely to
perceive little support from humble
leaders in an uncertain environment, their job performance is
likely to be comparatively lower
LODJ
43,1
16
than that of when leaders demonstrate humility in a regular
environment. This discussion
leads to the following hypothesis:
10. H3. Leader humility interacts with environmental uncertainty to
affect follower
performance through perceived leader support, such that leader
humility has a
weaker, positive relationship with follower performance through
perceived leader
support when environmental uncertainty is higher than lower.
Method
Samples and procedures
A time-lagged survey was conducted. Random Chinese
employees were recruited through
Credamo (a reliable data-collection platform). Data were
collected at two phases to reduce
common method bias (Podsakoff et al., 2003). Survey links
containing statements of research
purpose and data confidentiality and study variables were
distributed to the participants. In
the Time 1 questionnaire, 262 participants reported on their
direct leaders’ humility,
environmental uncertainty, and demographic information. Two
weeks later, in the Time 2
questionnaire, 210 out of the initial participants reported on
their perceptions of leader
support and own performance. Among them, most were male
(61%) and had been working
with their immediate leaders for an average of 4.16 years
(standard deviation [SD] 5 2.80).
Most of their immediate leaders were male (80%).
Measures
All items underwent a translation and back-translation process
(Brislin, 1980). Unless
otherwise noted, all items were measured on a seven-point
Likert scale (15 strongly disagree
to 7 5 strongly agree).
11. Leader humility. Leader humility was measured with Owens et
al.’s (2013) nine-item scale.
A sample item was, “My leader acknowledges when others have
more knowledge and skills
than him- or herself” (Cronbach’s alpha [α] 5 0.90).
Environmental uncertainty. Participants were asked to complete
a four-item
environmental uncertainty scale (Waldman et al., 2001) that was
instructed as, “How
would you characterize the external environment within which
your corporation functions?”
Then, participants answered this question with a sample item,
“Very dynamic, changing
rapidly in technical, economic, and cultural dimensions” (α 5
0.83).
Perceived leader support. Shamir et al.’s (1998) eight-item
measurement was used. A
sample item was, “My leader shows patience toward failures if
they are not caused by lack of
effort” (α 5 0.82).
Follower performance. This variable was measured with
Ellington et al.’s (2014) five-item
scale. We used a referent-shift techique. A sample item was, “I
get the job’s tasks
done” (α 5 0.86).
Controls. Gender is likely to influence followers’ appraisals of
and reactions to leader
humility. Chiu and Owens (2013) found that female leaders who
demonstrated humility were
perceived as more charismatic by female than male followers.
Following previous studies
12. (Owens et al., 2015; Qin et al., 2021), both leader gender and
follower gender were accounted
for. In addition, follower tenure with the leader was controlled
due to its potential influence on
leader-follower interactions (Qin et al., 2021).
Results
Preliminary analyses
We conducted confirmatory factor analyses to ensure that the
key constructs are empirically
distinct. The fit indices of the hypothesized four-factormodel
(all variables are independent) are
Bad time to
be humble!
17
satisfactory (χ25 502.56, df5 290, CFI5 0.92,TLI5 0.91,
RMSEA5 0.06, SRMR5 0.06; three
item covariances are applied) and statistically superior to those
of any other models featuring
different combinations of variables (leader humility and
perceived leader support combined:
Δχ2(Δdf)5 192.97(3), p < 0.001; perceived leader support and
follower performance combined:
Δχ2(Δdf)5 213.30(3), p < 0.001; leader humility and
environmental uncertainty combined and
perceived leader support and follower performance combined:
Δχ2(Δdf)5 526.89(5), p < 0.001;
all variables combined:Δχ2(Δdf)5 656.53(6), p< 0.001).
Themeans, SDs, intercorrelations, and
internal consistencies of study variables are presented in Table
1.
13. Hypothesis tests
Weconducted ordinary least squares analyses to test the
hypotheses. Leader gender, follower
gender, and follower tenure with the leader were controlled.
Predictors were centered to
reduce multicollinearity. The analysis results are shown in
Table 2.
Test of H1. Results indicate a positive relationship between
leader humility and perceived
leader support (B 5 0.34, SE 5 0.04, p < 0.001; see Model 1),
supporting Hypothesis 1.
Variables Mean SD 1 2 3 4 5 6 7
1. Leader gender 0.20 0.40 —
2. Follower gender 0.39 0.49 0.32*** —
3. Follower tenure with
the leader
4.16 2.80 0.04 0.07 —
4. Leader humility 5.75 0.79 �0.02 0.09 �0.01 (0.90)
5. Environmental
uncertainty
3.46 0.91 0.02 0.09 0.06 �0.26*** (0.83)
6. Perceived leader
support
4.92 0.56 0.00 0.06 �0.13 0.49*** �0.33*** (0.82)
7. Follower
performance
15. estimates with (standard errors) are reported
*p < 0.05; **p < 0.01; ***p < 0.001
Table 1.
Means, SDs,
intercorrelations and
internal consistencies
of study variables
Table 2.
SPSS ordinary least
squares analysis
results
LODJ
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18
Test of H2. The interaction term of leader humility and
environmental uncertainty
negatively predicts perceived leader support (B 5 �0.14, SE 5
0.05, p < 0.01; see Model 2).
This interaction pattern is presented in Figure 2. A simple slope
test suggests that the
positive relationship between leader humility and perceived
leader support is weaker when
environmental uncertainty is “high” (þ1 SD above the mean; B5
0.19, SE5 0.06, p < 0.01)
than “low” (�1 SD below themean;B5 0.44, SE5 0.06, p<
0.001). Therefore, Hypothesis 2 is
supported.
Test of H3. We used the PROCESS macro in SPSS (Hayes,
16. 2018). Results validate a
significant conditional indirect effect (index of
moderatedmediation5�0.03, SE5 0.02, 95%
CI5 [�0.10,�0.002]). Specifically, leader humility exerts a
weaker, positive effect on follower
performance through perceived leader support when
environmental uncertainty is “high”
(indirect effect 5 0.04, SE 5 0.03, 95% CI 5 [0.004, 0.14]) than
“low” (indirect effect 5 0.10,
SE 5 0.06, 95% CI 5 [0.01, 0.23]). These results support
Hypothesis 3.
Discussion
In response to recent calls for a more comprehensive
understanding of leader humility
(Wang et al., 2018), this study investigates when the positive
influences of leader humility
are likely compromised. We found that the positive effect of
leader humility on follower
performance through perceived leader support was contingent
upon environmental
uncertainty. Specifically, this positive effect was weakened
when the environment was
uncertain. These results suggest that humble leaders are less
effective during
uncertain times.
Theoretical contributions
This study makes several contributions to the literature. First,
although leader humility has
been associated with many favorable consequences (Ou et al.,
2018; Owens and Hekman,
2016; Wang et al., 2018), several recent studies have discussed
the boundary conditions
upon which the positive influences of leader humility are
contingent (e.g. Qin et al., 2020;
17. Wang et al., 2018). However, those boundary conditions pertain
to leader–follower
interactions, such as follower attribution of leader humility,
perceived leader power, and
perceived leader competence. As leader effectiveness varies in
different environments
(Thompson and Vecchio, 2009; Vroom and Jago, 2007), how
environmental influences affect
4
4.5
5
5.5
6
Low leader humility High leader humility
troppus redael deviecreP
Low environmental
uncertainty
High environmental
uncertainty
Figure 2.
The interactive effect
of leader humility and
environmental
uncertainty on
18. perceived leader
support
Bad time to
be humble!
19
the effectiveness of humble leaders is worthy of investigation.
In particular, research has
suggested that behaving humbly may be less effective in
extreme conditions, such as under
threat and time pressure (Owens and Hekman, 2012).
Environmental uncertainty poses a
threat to organizational functioning, demanding timely reactions
from organizations. As
such, examining environmental uncertainty as a boundary
condition sheds light on the less
practical side of leader humility. This finding echoes tenets of
contingency leadership that
effective leadership is not universal but requires leaders to
adapt and adjust their behaviors
to suit situational demands.
Second, by investigating perceived leader support as a key
mechanism underlying why
humble leaders are comparatively less effective in times of
uncertainty, we enrich
understanding of the immediate influence of leader humility. In
an uncertain environment,
followers seek decisive and confident leaders to take immediate
actions to give clear
directions and reestablish order (Owens and Hekman, 2012;
Waldman et al., 2001). We
19. highlight why humble leaders may be questioned in an uncertain
environment. Although
relational (e.g. leader–member exchange; Qin et al., 2020) and
affective (e.g. negative affect;
Qin et al., 2021) perspectives have been taken to understand
why the positive influences of
leader humility may be weakened, a resource perspective has
received comparatively less
attention. As providing resources for followers largely
influences followers’ cognitive
experiences and attitudinal outcomes (Amabile et al., 2004;
Shanock and Eisenberger,
2006), adopting a resource perspective to examine how
perceived leader support varies
upon leader humility and environmental uncertainty enriches
understanding of the
effectiveness of leader humility.
Third, we deepen knowledge about the antecedents of perceived
leader support. Leaders
are expected to guide, direct, and facilitate follower
performance (Eden and Leviatan, 1975).
Perceptions of favorable leader treatments can significantly
enhance followers’ motivations
and job outputs. Research has associated perceptions of leader
support with top-down
leadership (e.g. empowering leadership; Kim et al., 2018).
However, little attention has been
paid to its link with bottom-up leadership. This is surprising
considering that bottom-up
leadership emphasizes follower well-being and response to
individual needs (Owens and
Hekman, 2012; van Dierendonck, 2011). Therefore, we enhance
understanding in this regard
by identifying leader humility as a bottom-up leadership
approach contributing to
20. perceptions of leader support.
Limitations and future research
Despite the time-lagged study design, the nature of the cross-
sectional data prevents us from
drawing definitive causal conclusions on the hypothesized
relationships. Relatedly, all
variables were self-reported. Although common method
variance is not a significant issue
(the most prominent factor explains 33% of total variance,
which is below the 50% threshold;
Hair et al., 2010), using other-rater reports or objective
measurements can further reduce this
issue. For instance, follower performance can be measured by
leader or coworker reports or
objective metrics, such as performance records. As such, we
encourage future research to
conduct longitudinal or experimental studies and obtain
measurements from multiple
sources to drawmore robust causal inferences and enhance the
generalizability of the current
findings.
While we examine perceived leader support as an essential
mechanism linking leader
humility to comparatively lower follower performance in an
uncertain environment, we
encourage future research to explore other mechanisms. For
example, demonstrating
humility in times of uncertainty may lead followers to doubt
leader competence (Cojuharenco
and Karelaia, 2020; Owens and Hekman, 2012). As such,
followers may attribute leader
humility to dependence on them and believe the reasons
underlying leader humility are due to
leaders needing others’ help to maneuver through the tough
21. times (Wang et al., 2018).
LODJ
43,1
20
Decreased trust in leader may also be a possible explanation, as
followers perceive leaders to
be evasive of leader duties.
We only measure perceived leader support in general terms.
Which facets of leader
support are more desirable in an uncertain environment is
worthy of further investigation.
The two-factor theory of leader behavior suggests that
influential leaders should engage in
task and relationshipmanagement (Amabile et al., 2004).
Followers are likely to prioritize goal
achievement over psychological needs during uncertain times
(van Dierendonck et al., 2014).
Therefore, task-related support from leaders may bemore
desirable than relationship-related
support in an uncertain environment.
Another exciting research avenue pertains to exploring
influential leadership during
uncertain times. As indicated in our findings, the reason for
comparatively lower follower
performance in an uncertain environment was because
employees perceived little support
from their humble leaders. In contrast, directive and autocratic
leaders may be perceived as a
source of reliability during periods of uncertainty. These
22. leadership styles, often considered
less than desirable during regular times, may elicit positive
influences in times of uncertainty.
In addition, as humble leaders are likely to acknowledge their
weaknesses, they may realize
the limits and contextual constraints of the positive effects of
their humble behaviors over
time and adjust their behaviors accordingly (Qin et al., 2020).
Therefore, adopting a dynamic
and temporal perspective to study leader humility will likely
shed light on whether humble
leaders may adjust themselves when uncertainty prolongs.
Practical implications
Organizations nowadays face an increasingly complex and
dynamic environment. Leaders
are generally encouraged to express humility by admitting their
weaknesses, appreciating
followers’ strengths and contributions, and being open to
employees of different skills,
backgrounds, and abilities (Owens and Hekman, 2012; Wang et
al., 2018). However, our
findings suggest that leaders should think twice about being
humble in times of uncertainty
and be decisive and provide clear guidance during these times.
Our study does not deny the
positivity of leader humility but instead points out that even a
good virtue such as humility
has limits. As such, leaders should adapt leadership to
environmental needs and
organizations should train their leaders about the advantages
and disadvantages of
leadership during different times.
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Corresponding author
Jih-Yu Mao can be contacted at: [email protected]
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LODJ
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https://doi.org/10.1016/j.paid.2021.111035
https://doi.org/10.1080/19349637.2019.1691967
mailto:[email protected]Bad time to be humble! When and why
leaders should not be humbleTheory and hypothesesLeader
humility and perceived leader supportEnvironmental uncertainty
as a boundary conditionDownstream implications for follower
performanceMethodSamples and proceduresMeasuresLeader
humilityEnvironmental uncertaintyPerceived leader
supportFollower performanceControlsResultsPreliminary
analysesHypothesis testsTest of H1Test of H2Test of
H3DiscussionTheoretical contributionsLimitations and future
researchPractical implicationsReferences
Please choose any two questions from your readings to answer
in your original post. Your original post is due by Thursday of
each week. Make sure that you provide a reference for the text
in the discussion board. Reply to at minimum 2 of your
33. classmates posts for full credit. Responses to your classmates
are due by Sunday of each week.
Hickman 2010
· Identify and discuss concepts of political change. Use these
concepts to analyze how political change concepts have or can
influence your workplace or organization.
· Some leadership scholars argue that transformational
leadership may be the dominant and most used theory of
leadership today. What specific elements of transformational
leadership would support this argument?
Noopila & Chacon Chapters
· In your experience how has communication influenced change
within your organization, community, or personal life? Explain.
· Have you had an experience where you or a leader that you
know has led through crises? What types of decisions were
made? Would you consider doing things differently? Explain.