Notes on Leadership In Organisation Behavior (Notes for BBA/B.com Students)Yamini Kahaliya
this is the notes on leadership in organisation behavior.
Leadership can be defined as the ability of the management to make sound decisions and inspire others to perform well. It is the process of directing the behavior of others towards achieving a common goal. In short, leadership is getting things done through others.
it covers following points :-
1.Definition
2.Importance of ledership
3.Leader V/s Manager
4.Leadership Styles
5.Theories of leadership
Corporate social responsibilty and occupational healthAhmed-Refat Refat
Corporate responsibility is the commitment of businesses to contribute to sustainable economic development by working with employees, their families, the local community and society at large to improve their lives in ways that are good for business and for development
Notes on Leadership In Organisation Behavior (Notes for BBA/B.com Students)Yamini Kahaliya
this is the notes on leadership in organisation behavior.
Leadership can be defined as the ability of the management to make sound decisions and inspire others to perform well. It is the process of directing the behavior of others towards achieving a common goal. In short, leadership is getting things done through others.
it covers following points :-
1.Definition
2.Importance of ledership
3.Leader V/s Manager
4.Leadership Styles
5.Theories of leadership
Corporate social responsibilty and occupational healthAhmed-Refat Refat
Corporate responsibility is the commitment of businesses to contribute to sustainable economic development by working with employees, their families, the local community and society at large to improve their lives in ways that are good for business and for development
Behavioral theories assert that people can learn how to become leaders through teaching and observation. As a reaction to the trait theories, the behavioral theories looks not at the traits and abilities of leaders, but their behavior.
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
Motivation theories, there are two types of motivation theories. It starts with brief description on motivation and followed by various theories such as Maslow's Hierarchy of Needs Theory
Alderfer's ERG Theory
Herzberg's Two-Factor Theory
Equity Theory
Expectancy Theory
Goal-Setting Theory
Reinforcement Theory
Social Learning Theory
And how HR is affected by these theories
Behavioral theories assert that people can learn how to become leaders through teaching and observation. As a reaction to the trait theories, the behavioral theories looks not at the traits and abilities of leaders, but their behavior.
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
Motivation theories, there are two types of motivation theories. It starts with brief description on motivation and followed by various theories such as Maslow's Hierarchy of Needs Theory
Alderfer's ERG Theory
Herzberg's Two-Factor Theory
Equity Theory
Expectancy Theory
Goal-Setting Theory
Reinforcement Theory
Social Learning Theory
And how HR is affected by these theories
Spiritual Leadership - What spiritism teaches us about being a leaderGlaucio Pessoa, P.E.
This is a work which has been presented at the 3rd Spiritist Conference of Atlanta in 2010. The paper goes into detail of how the spiritism help us better understand the role of the leader as a spiritual being.
Ethical Hacking A high-level information security study on protecting a comp...Quinnipiac University
As organizations in recent years continue to increase their investment into the advancements of technology to upsurge productivity and efficiently, more and more companies begin to realize that protecting of this technology is just as significant (Information Security), if not; even more important in order to protect their reputation and integrity as a company.
This paper provides a comprehensive high-level view of ethical hacking, such as what it is, what it entails, and why companies hack into their own technology. Additionally, counter measures including penetration testing and real-world examples will be examined to give the reader a better understanding of ethical hacking and why it’s such an essential element of Information Security in the Information Systems/Technology field.
كتاب للكاتب الشهيرديباك تشوبرا الذي يعتبر من اول عشرة مؤثرين في الفكر الغربي وله اكثر من سبعين كتاب !!! كتايه الاخير كان عن نبي الاسلام صلى الله عليه وسلم- "محمد قصة آخر نبي"... وفي كتابه هذا وان كان من القطع الصغير الا انه عميق المعنى جزيل المنفعة... وفي كل فصل يتكلم عن تطبيقات عمليه, فهو يقسم ايام الاسبوع وفق هذه القوانين فمثلا في يوم العطاء يحاول فيه ان يعطي كل من يلاقيه شيئا او هدية او مفهوما او مباركة... وهكذا... وفي الكتاب يوجد استنتاج وسر عجيب كتبناه في الشريحة الثالثة... وهو يرقى بالانسان من مستوى وعي الى مستوى اعلى ثم تأتي مرحلة التطبيق والتمرس..
The following ten statements show how Mercuri Urval defines, conceptualises and
understands leadership. We do not pretend to know all the answers to questions
about leadership. But we do have clear convictions based on our extensive experience
and research…
CAN YOU DO THIS FOR MEReplies Provide 2 thoughtful reDinahShipman862
CAN YOU DO THIS FOR ME
Replies:
Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own professional career (if applicable) that might be relevant. All replies must be 200–250 words. Also, be sure to integrate the required reading in a logical and relevant manner.
You must cite:
The textbook or at least 1 peer-reviewed journal article;
1 passage of Scripture; and
The audio lesson presentation.
Submit your replies by 11:59 p.m. (ET) on Sunday.
1ST REPLY
Sarah Carter
Power, as defined by Kinicki & Fugate is the “discretion and the means to enforce your will over others” (p. 465). When looking at power there are a few different bases of power including: legitimate power, reward power, coercive power, expert power, and referent power (Kinicki & Fugate, 2018, p. 465). When looking at my personal workplace and my current leadership structure, I believe that my current supervisor exhibits expert power and referent power. Expert power is knowledge, skill, or information that comes from past experience or employment. (Kinicki & Fugate, 2018, p. 466). I currently work in a preschool, and my supervisor has worked in a preschool setting for over twelve years, and has served as the director of our preschool for the past five years. My supervisor has also gotten her Bachelor’s in Elementary Education, as well as her Master’s in Early Childhood Education. The combination of her work experience and her educational background give her expert power in her positon. Referent power is power that is based off of personal characteristics and social relationships, which elicit compliance (Kinicki & Fugate, 2018, p.466). My current supervisor is very charismatic and possesses a high reputation in the community. She clearly cares about the relationships with parents, teachers, and the students, which draws people to her. Both expert power and referent power are forms of personal power. Personal power has been found to be positively correlated with persuasiveness and relationship-based strategies (Melody, Fu, & Yu, 2013).
Some of the different influential power tactics that my supervisor uses are inspirational appeals and rational persuasion. My supervisor is a very inspiring and enthusiastic person, her passion for children and early education manifests itself often when trying to get us onboard for her visions and goals for our preschool. My supervisor also has lots of logical and factual information that she does research on when proposing ideas to us. (Kinicki & Fugate, 2018, p. 477). One tactic that I am thankful that she does not use is the tactic of pressure. Dr. Fischer in his presentation says that “leaders can certainly use pressure to motivate employees, but that can lead to a culture of fear rather than one of mutual respect” (Fischer, 2009). Our preschool is one wh ...
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Every organization strives for lasting success which is highly dependent on the quality
of its workforce. Workforce commitment is been considered as a major factor in
determining the organizational performance and effectiveness. Among various
determinants, leadership style of leader has been established as one of the most
determinant of employees’ organizational commitment. It is therefore concluded that
leadership styles (transformational and transactional) influence the development of
employees’ organizational commitment in the organizational settings. So,
organizations that are willing to have high employees’ organizational commitment
should provide training that encourage leaders to exhibit behaviors like building trust,
inspiring shared vision, encouraging creativity, emphasizing development and
recognizing accomplishments.
Decentralized Leadership - The Blockchain Generation's PerspectivesMaRi Eagar
The tool, leadership model as well as thought share from participants at the World's First Formal Leadership Development workshop in the token and blockchain economy.
Introduction to The Art of Decentralized Leadership in the SingularityMaRi Eagar
The World's First Decentralized Leadership workshop held in Vancouver, BC. Participants included C-suite, Community Leaders, Leadership and Organizational Development Experts and Entrepreneurs.
Teaching Philosophy: Each One. Teach One.
The Application of Contemplative Practice in Personal, Interpersonal and Prof...MaRi Eagar
Personal, Interpersonal and Professional Leadership (PiPL) considers the essence of leadership as progressively cultivating higher levels of self and potential optimisation, resulting in authentic self-expression which will add value to self and others (Smith, 2007a). Contemplative practices are technologies of mind that cultivate eudemonic wellbeing and optimal of potential through transformation of mind states. This research project explored the field of contemplative practices to determine an application within the terrain of PiPL. The research concludes that contemplative practice promote enhancement in all life domains and has a potential value for PiPL and PiPL practitioners
How self mastery training for supervisors improved mining safetyMaRi Eagar
Supervisor intervention – Drive behavioral change through self-mastery
Supervisor training was identified as a core component in a refreshed and integrated safety intervention.
The training team develop a practical and highly structured safety leadership course for supervisors, which is described as in the Safety Leadership Pyramid
Foundations of Current Leadership theory and practice
The majority of current management theory practice is based on the perspective of an ordered and structured world, where cause-and-effect relationships are relatively predictable. The foundations of the industrial age were also the foundations for leadership theory and practice, promoting the concept that leaders are able to stand as independent, expert observers outside the system and impact on it with predictable results. Through applying certain well researched formulas and principles, leaders would be able to achieve results over time.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
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VAT Registration Outlined In UAE: Benefits and Requirements
Spiritual leadership
1. MaRi Eagar
M Phil Personal and Professional Leadership (cum laude)(article)
M Phil (HRM) (PPL)
Professional Leadership
Spiritual Leadership (SL) in the workplace
September 2004
This report contains 24 pages
Report for University of Johannesburg
2. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Contents
1 Spiritual Leadership in the Workplace 1
1.1 What does spiritual leadership in the work place mean? 1
1.2 What is the link between spiritual leadership in the work place
and productivity? 4
1.3 How can the work environment undermine or enhance self
worth? 10
1.4 What can be done to promote spiritual leadership in the work
place? 16
2 References 21
Spiritual Leadership
3. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
1 Spiritual Leadership in the Workplace
“With this urgency comes exhilaration, certainly, but also stress and
uncertainty about the future – stress for everyone in the organisation, not just
for CEOs and senior executives, who traditionally have shouldered the
burden of steering a safe course for their companies, but stress also for
middle management, supervisors and front-line people, who don’t know what
their job will be tomorrow, or even if they will have a job at all. And as the
pace of innovation and vibrancy in the web picks up – even escalates, as it
surely will – urgency, exhilaration, stress and uncertainty will inevitably
increase too.” (Lewin, R and Regine, B, 1999: 343)
1.1 What does spiritual leadership in the work place mean?
Why the need for spiritual leadership in the workplace?
“The death of old ethics – perhaps the death of old ethics and the whole
frame of mind on which it was based, gives us a precious opportunity to force
a new ethics based on our own spiritual intelligence (old ethics based on
absolute truth, universal principles for all) Spiritual compass in times of crisis
and fast change.” (Zohar and Marshall, 2000: 199-200)
Applying the principles of chaos and complexity sciences, Margaret Wheatley
describes how in applying the framework of these sciences will increase the
understanding that turbulence will not cause the organization to dissolve into
incoherence. Instead, she states that “the strength of our organizations is
maintained if we retain clarity about the purpose and direction of the
organization. When things become chaotic, clarity keeps us on course.”
(Wheatley, M, 1999:131)
Spiritual Leadership 1
4. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Panarchy, a new form of “anarchy” is an emergent mindset that indicates
that leaders, unlike in the past, do not stand as independent observers in an
ordered, rational world. Instead, leaders are involved participants inside the
systems they serve – systems where concepts such as power to the highest
authority are seen as based on an old Newtonian paradigm that was in
conflict with natural laws. Panarchy is a view embracing holarchy (nested
holism) instead of traditional imposed hierarchy – an order that emerges
through natural processes.
However, in a more turbulent and fast changing world, the new sciences are
showing us that the world, including organisations, are more complex and
exhibit unpredictability, diversity and that leaders are members of the system.
All of the above indicates the new for a new type of leadership, which can be
filled by the framework offered by spiritual leadership as briefly explained
below.
The meaning of spiritual leadership in the workplace
Smith, D (2004) defines spiritual leadership as the deep seated will and
commitment to actualise one’s ability towards
Connectedness to self, others and higher beingness
Harmony and peace
Meaning and purpose
Livings what matters most (one’s values)
Living with gratitude
Spiritual Leadership 2
5. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
An attitude of service and stewardship
Transcending one’s ego for the greater good
Total well-being
Congruency between one’s True North and reality
Positive expectations
Moral awareness
Adding value to self and others
In the work place this is explained by various authors as spirit based
management (Verrier quoting Honek 2002) such as following your ethics,
showing care, empowering others and building team work.
It is also described as enhancing business ethics, sustainability and
social responsibility (Verrier quoting Gibbons, P 1999).
Verrier, D R (2002) summarises spiritual leadership in the workplace as
meaning:
Purpose and meaning at the workplace
Bringing human values to work
Ethical and interesting work
The strong focus on purpose and meaning provide a valuable paradigm for
leadership and form the essence of spiritual leadership at the workplace.
Spiritual Leadership 3
6. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Conclusion
Putting on a new perspective, it is clear that organisations, consisting of
people, have always been complex adaptive systems and not carefully
designed by highly intelligence managers using perfect blue prints.
In this new understanding of the world with increased turbulence (chaos), it is
clear that concepts such as command and control leadership will not be
sustainable, and that a new form of leadership would be required.
Such a leadership would act as strange attractor in times of turbulence
which will pull together the shape of the organisation. In fact,
organisations self-organise into a shape, and the type of leadership will
determine whether this shape is life-enhancing and sustainable.
The application of the principles of spiritual leadership will result in shaping
organisations into generators of spiritual capital. In the workplace means
translating the paradigm of economic capital of materialistic affluenza and
short term profit towards maximization into a spiritual capital orientation
focusing on decent profit, common good and meaningful work (Smith, D,
2004).
1.2 What is the link between spiritual leadership in the work place
and productivity?
The prevalent paradigm within the workplace is a focus on financial
bottom line, exasperated by short focus demands from large investment
shareholders. For the concept of spiritual leadership to become acceptable in
the workplace, a causal link would have to be established to determine the
impact on profitability.
Spiritual Leadership 4
7. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
In this short analysis the argument is made that spiritual leadership (or lack
thereof) have a direct link on not only long term profitability (including
sustainable profitability as defined in the triple bottom line approach – profit,
people and planet) but also short term pure financial profit.
To maintain and grow profitability, companies focus on strategies to increase
revenue, achieved through increased sales (marketing, sales and service)
and innovation (such as introducing new products, processes and business
models). They also focus on managing costs, using budgetary control,
procurement control, staff cost and others.
Thus spiritual leadership (although self-evident once it is understood) should
make a direct impact on those main profitability variables for companies to
focus on its acceptance and support. Arguments for implementing spiritual
leadership at the workplace would provide evidence of the positive impact on
revenue generation as well as cost saving in companies (return on
investment).
Impact of SL on revenue the positive impact of a spirited workplace
Charlton, G (2000: 17) describes how participatory practices contribute
towards outperforming other companies. Examples of this include:
1,6 times growth in sales
4,5 times growth in profitability
1,8 times growth in equity
1,49 better dividend growth
1,09 times better price earning ratio
Spiritual Leadership 5
8. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Spiritual leadership unleashes creativity and the core essence of employees.
Creativity is a key component in innovation, which will improve revenue
generation and growth in the workplace.
Satisfied and physical, emotionally and mentally well employees who interact
with customers will be better at generating not only sales, but also customer
experience and service, both important aspects of revenue growth in
organisations.
Impact of SL on cost in the workplace- the cost of the spiritually
stunted workplace
Definition of bullying
"Persistent, offensive, abusive, intimidating or insulting behaviour, abuse of
power or unfair penal sanctions which makes the recipient feel upset,
threatened, humiliated or vulnerable, which undermines their self-confidence
and which may cause them to suffer stress"
MSF Union, 1994
"Bullying is a compulsive need to displace aggression and is achieved by the
expression of inadequacy (social, personal, interpersonal, behavioural,
professional) by projection of that inadequacy onto others through control
and subjugation (criticism, exclusion, isolation etc). Bullying is sustained by
abdication of responsibility (denial, counter-accusation, pretence of
victimhood) and perpetuated by a climate of fear, ignorance, indifference,
silence, denial, disbelief, deception, evasion of accountability, tolerance and
reward (e g promotion) for the bully."
Tim Field, 1999
Spiritual Leadership 6
9. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
The definition of bullying above clearly indicates characteristics of spiritual
stuntedness. Bullying
Bullying is reported to be the biggest complaint on the TUC Bad Boss Hotline
in December 1997 (38%) well ahead of low pay (25%) and other complaints,
such as unfair dismissals (The TUC Website as quoted by Bullyonline as
viewed on their website 7 September 2004 –
http://www.bullyonline.org/workbully/costs.htm )
Bullying results in various health psychological and mental problems, such as
depression, severe stress, chronic fatigue and anxiety.
Examples of the cost of bullying as quoted from the Bullyonline website is
provided below:
UMIST published research in February 2000 that revealed that, out of 5
300 employees in 70 organisations, 47% witness bullying in the last five
years (UK). The cost of lost work days lost due to lack of engagement.
Bullying poses a serious threat to employee self-worth, and coping
strategies include either work addiction (which ultimately result in reduced
creativity and increased error rate which increases cost of operations) or
usually work avoidance strategies (such as increased absenteeism from
work, slow work and other activities that reduce productivity).
It is estimated that lack of engagement (work avoidance) cost the UK
between £39 to 48 billion a year. (Gallup Organisation survey of British
workers over a period of three years published in October 2001).
A combination of high effort and low appreciation is associated with
increase risk of alcohol dependence in men and poor physical health in
women.
Spiritual Leadership 7
10. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
In the UK around 19 million days are lost annually because of abuse.
In 1998 in the UK 8.5 working days per employee were lost (estimated at
3.7% of working time).
Other symptoms of spiritual stuntedness in the workplace relate to
“meaninglessness and the stress to which it gives rise which is the major
cause of illness in the developed world today. Diseases like depression,
anxiety, chronic fatigue syndrome, alcoholism, drug abuse and suicide are
obviously stress related. Stress related people are bad for business, they
reduce overall creativity (thus reduced innovation and thus reduced new
sources for revenue) and reduced productivity (thus increased costs and
lowered profits).” (Zohar and Marshall, 2004: 13)
It is clear from the short explanation above how lack of spiritual leadership in
the workplace increase the cost of production including staff cost in
recruitment, increased legal costs to deal with employee complaints and
other costs on productivity due to ill health and employee absenteeism and
high staff turnover.
The impact of unhappy, depressed and anxious employees would ultimately
spill over to customers. It will be difficult for unhappy, depressed and anxious
employees to provide customer service. Gartner survey data shows that
customer service and support has a 10 percent to 25 percent greater impact
on customer loyalty and revenue than sales or marketing initiatives (Moaz, M
et al) (2003) (Gartner Research on the Gartner Website).
Spiritual Leadership 8
11. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
How spiritual leadership can improve cost management in the
workplace
Verrier (2002) quotes research conducted by McKinsey & Co in Australia
that, “where companies engage in programs that use spiritual techniques for
their employees, productivity improves and staff turnover greatly
reduce.”
If bullying is an antithesis of spiritual leadership and have such a devastating
impact not only on people, but also on company profitability, spiritual
leadership would realistically reduce the negative impact of such life
draining behaviour towards employees.
Companies employing ethical business practice (not only because of social
demand but true implementation which can only be achieved through spiritual
leadership) do better financially than companies that do not make such
ethics a key management component – McLaughlin, C, 1998 (quoted by
Verrier, 2002).
Conclusion
There is a causal connection between spiritual stuntedness and staff related
cost and reduced revenue generation ability. Similarly, there is also a direct
link between a spirited workplace and sustainable profitability. That is
because spiritual leadership touches the deepest core and motivation inside
human beings – those spiritual beings having a human experience.
Spiritual Leadership 9
12. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
1.3 How can the work environment undermine or enhance self
worth?
Corporations are about making money and they define work as the pursuit of
money. But we as human beings are essentially spiritual creatures (Zohar
and Marshall, 2004: 14).
The enmeshment of work and self worth
Worth can be experienced on its own or through work only. Most people
experience worth through work, and thus rely on their work to evaluate what
they are worth as human beings. This confusion between self worth and work
efforts is called the enmeshment of self worth with work (Humphreys,
2000: 11).
Humphreys (2000) explains that, because of this enmeshment, we start with
particular coping strategies to either enhance our worth through work
addiction, or through reducing the threat of loss of worth through avoidance
of work.
Because individuals as well as organisations are ignorant about this problem,
work place strategies and environments will actually reinforce those
coping strategies employed by individuals working for the organisation. This
reinforcement has a devastating effect on organisations, such as increased
fear of risk taking, job burnout, reduced innovation and increased costs (such
as absenteeism) (Humphreys, 2000: 50).
Capra, F (2002:128) also mentions how the increased utilisation of machines
(computers and other technology) result in life-degrading work
environments that were designed with only economic profit in mind. Due
Spiritual Leadership 10
13. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
to the non-systemic understanding of such systems, it is becoming clear that
such life-draining practices are not sustainable in the long run.
Undermining of self worth
Reinforcement of the enmeshment of worth through work addiction (work
determining self worth)
Work addiction has various advantages for companies, which, on the
surface, appear to promote bottom line performance. These are listed by
Humphreys (2000: 90) as being:
High levels of commitment
High levels of competence
Willingness to take on extra responsibilities
Over-conscientiousness
Honesty
Little or no absenteeism
Examples of work environments where such work addiction is reinforced can
often be found in professional firms, such as accounting, legal and consulting
firms. The international accounting and auditing firm, Anderson Consulting,
was known for ensuring this work “ethic” was drilled into staff during an initial
two week “ boot camp” style induction program (as indicated by ex-Anderson
staff to myself).
Spiritual Leadership 11
14. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Furthermore, the current relentless drive towards short term performance is
reinforcing this type of work environment. In many organisations work
addiction is supported as signs of loyalty towards the organisation and pre-
requisite for promotion. Some of the characteristics mentioned by
Humphreys (2000: 44) that indicate work addiction are
Working long hours
Hardly ever taking lunch breaks
Always available
Works weekends
Takes work home
Thrives on success
The above are considered as positive attitudes towards work by most
organisations and hardly questioned in terms of individual self-worth being
linked to work performance.
Reinforcement of the enmeshment of worth through increasing the strategies
of work avoidance (work threatens self worth)
Some immediate causes of work avoidance are indicated by Humphreys
(2000: 70) as being:
Authoritarian or laissez-faire type management style
Unclear communication
Public humiliation
Spiritual Leadership 12
15. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Low salary
Punishment of failure
Absence of praise or affirmation
Unrealistic or low expectations
Work avoidance result, for example, in staff being late, forgetting
appointments, doing things slowly, not being inventive, turning a blind eye
towards wastage and other direct avoidance strategies (Humphreys, 2000:
59). These clearly have an impact on organisational performance.
Enhancement of self worth (independently from work)
Apart from the impact on individual self worth, organisations can benefit
tremendously through promoting a work environment that will stop
reinforcing work addictive or work avoidance strategies, and promote the
development of self worth independent from the work place and work.
Paradoxically allowing people to develop themselves separate from work, will
result in increased benefits for the organisation which will have a direct
impact on the bottom line (profitability) of the organisation through increased
innovation and reduced wastage.
The following aspects in the work environment can contribute towards such
development, (Humphreys, 2000: 127 – 133) being:
Physical safety: provision of not only basic physical safety, but also an
environment free of violence, bullying and harassment.
Spiritual Leadership 13
16. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Sexual safety: providing a strong message that the right to sexual safety
is recognised and that violations will be dealt with seriously.
Emotional safety: an environment where emotions are recognised,
accepted, understood and where acting on feelings are valued.
Intellectual safety: respect for intellectual capacity and
acknowledgement of intelligence and where threats to intellectual safety
are prevented. This includes an environment where mistakes are seen as
learning and not punished.
Creative safety: reduced pressure to conform and allowance for diversity
and expression of uniqueness.
Other ways in which the work environment can enhance self worth is where
managers encourage workers towards personal development (such as
focusing on the development of physical, spiritual, emotional, mental, social
and career/financial domains).
“Employers need to set about creating an atmosphere that is respectful and
celebratory or individuality, is happy, caring and kind, and welcomes
emotional expression and creativity. Where the work atmosphere is life-
giving, wonderful things can occur.” (Humphreys, 2000: 173)
Capra, F (2002: 125) mentions a new type of leadership which does not
focus on holding vision and charismatically hold it on behalf of the group, but
instead a leadership which moves towards facilitating emergence of
novelty. Capra holds that leaders need to bring life into organisations by
enhancing dignity and humanity of the organisation’s individuals as they
connect with those qualities in themselves. In his view focusing on life and
self-organising qualities of social systems will empower the self.
Spiritual Leadership 14
17. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
For Csikszentmihalyi (2003: 87) managers need to ensure the following is in
place to promote a positive experience of work:
Making the objective conditions of the workplace as attractive as
possible
Imbuing the job of the person with meaning and value, and
Selecting and rewarding individuals who find satisfaction in their work
“… you don’t build something like this if you’re going to go public in three
years and cash out and walk away. So we really do try to act like this
company is going to be here a hundred years from now.” Csikszentmihalyi
quoting Yvon Chouniard, the founder of Patagonia, a manufacturer of
outdoor gear (2003: 11).
In his book, Encouraging the Heart, Kouzes and Posner (2003: 13) states
that “study after study” points out how fundamental it is to encourage
“the heart”, I e making them feel appreciated. This is done through seven
principles, such as settling of clear standards, expecting the best of people,
paying attention, setting the example, telling the story (that deserves
appreciation), personalising recognition and celebrating together (Kouzes,
JM and Posner, B Z, 2003: 18)
Conclusion
To provide a work environment which supports self worth, the connection and
confusion between self worth and work needs to be understood first, as well
as a review performed of how the current work environment contribute
towards reinforcing the confusion.
Spiritual Leadership 15
18. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
With current performance focus in organisation in South Africa, this would be
challenging most traditional views of work and work ethic, as well as
responses towards dealing with work avoidance and the encouragement of
work addiction.
Finally the development of spiritual leadership will contribute towards
development of self worth at work, as spiritual leadership contribute towards
meaning and purpose, which will allow people to experience work as
meaningful and life-enhancing. The qualities of a work environment that
promote self worth are linked to a spirited workplace.
1.4 What can be done to promote spiritual leadership in the work
place?
Once organisations understand the link between spiritual leadership and
profitability and self worth, they can start fostering a culture that promotes
high spiritual intelligence. Zohar and Marshall (2004: 132 – 135) believes
this can be achieved through developing:
Good communication
Fairness
Caring and mutually beneficial relationships
Trust
Power re-allocation
Truth
Spiritual Leadership 16
19. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Flexibility
Empowerment
Zohar and Marshall (2004: 80) urges us to use our spiritual intelligence to
access our deepest meanings, values, purposes and highest motivation
(Zohar and Marshall, 2004: 3) This can be done through commitment and
willingness to develop the spiritual intelligence as defined by the same
authors as being:
Self-awareness
Spontaneity
Vision and values
Holism
Compassion
Celebration of diversity
Reframing
Positive use of adversity
Humility
Sense of vocation
Humility
Field-independence
Spiritual Leadership 17
20. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Verrier, D R (2002) lists various characteristics of spirituality at work. The
application of spiritual leadership would contribute in a sustainable manner
towards a work environment that would enhance not only self worth, but also
contribute towards sustained profitability, value for the communities as well
as the environment (spiritual capital). This means developing, for example,
Ethical decision making
A sense of meaningful contribution, doing something that matters
Shared vision
Stewardship - developing a sense of responsibility (Ability to respond to
reality)
Per Verrier (2002), meaning and purpose are the key elements of
spiritual leadership at work, and thus fundamental that one experiences a
sense of meaning and purpose through one’s work (which will also contribute
towards enhancing self-worth).
Using the characteristics of spiritual leadership as quoted by Smith, D (2004)
in class notes, actively developing the following will increase spirituality at the
work place through
Purposeful work
Meaning (at work generated through purposeful work)
Values (true values)
Moral awareness (principles)
Spiritual Leadership 18
21. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Compass (living our True North and using our values and principles as
compass at the workplace)
Congruence between true north and reality at work
Connectedness to others and higher reason for work
Inner control to deal with existence problems at work
Harmony and peace at work; and
Total well-being
Wheatley, M (1999: 157 – 168) describes spiritual leadership as a new
science for management, cultivating the following qualities as being:
The need to be able to see what we are doing – the cultivation of the
observer self to start seeing what is truly meaningful for self and others
(and not imposed in an abstract manner from one small group of people)
– a process of inquiring into meaning of our work.
Working with energy, instead of matter (Physical).
Knowing and keeping in touch what the centre feels like (who we are, our
patterns of behaviour, our values, our intentions).
Conclusion
Spiritual leadership at the workplace can only be promoted once
organisations understand the link between profitability and a spirited
workplace (reality check). Understanding the principles and qualities of a
Spiritual Leadership 19
22. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
spiritual workplace would provide insight into the qualities that need to be
developed to achieve such a workplace.
The application of those qualities will lead to the generation of spiritual
capital, and because of the influence of companies on their environment
(society, political and planetary landscape) this would ultimately drive global
transformation towards achievement of the higher potential of humanity.
Spiritual Leadership 20
23. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
2 References
Capra, F (2002) The Hidden Connections: Integrating the biological, cognitive
and social dimensions of life into a science of sustainability Doubleday
Charlton, G (2000) Human Habits of Highly Effective Organisations Van
Schaik
Csikszentmihalyi, M (2003) Good Business: Leadership, Flow and the
making of meaning Hodder and Stoughton
Humphreys, T (2000) Work and worth: Take back your life Newleaf
Kouzes, J M and Posner, B M (2003) Encouraging the Heart: A leader’s
guide to rewarding and recognizing others Jossey-Bass
Lewin, R and Regine, B (1999) The soul at work: Unleashing the power of
complexity science for business success Orion Business Books
Smith, D (2004) : Personal Leadership A Module – Classnotes
Smith, D (2004): Leadership Development Portfolio
Verrier, D R (2002) Spiritual fulfilment in a utility company of the City of
Johannesburg: A phenomenological study (Research essay for the Rand
Afrikaans University: September 2002)
Wheatley, M (1999) Leadership and the New Science: Discovering order in a
chaotic world Berret-Koehler Publishers Second edition
Zohar, D and Marshall, I (2000) Spiritual intelligence: The ultimate
intelligence Bloomsbury
Spiritual Leadership 21
24. MaRi Eagar M Phil (HRM) (PPL)
M Phil Personal and Professional Leadership (cum laude)(article) Interpersonal Leadership
August 2004
Zohar, D and Marshall, I (2004) Spiritual capital: Wealth we can live by:
Using our rational, emotional and spiritual intelligence to transform ourselves
and corporate cultures Bloomsbury
http://www.bullyonline.org/workbully/costs.htm
Spiritual Leadership 22