Relevant bibliographies by topics / Full Range Leadership Model

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Full Range Leadership Model'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Full Range Leadership Model"

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Michel, John W., Brian D. Lyons, and Jeewon Cho. "Is the Full-Range Model of Leadership Really a Full-Range Model of Effective Leader Behavior?" Journal of Leadership & Organizational Studies 18, no. 4 (August 10, 2010): 493–507. http://dx.doi.org/10.1177/1548051810377764.

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A field study was conducted to compare the three meta-categories assessed in the Managerial Practices Survey (MPS) with the “full-range” taxonomy assessed in the Multifactor Leadership Questionnaire (MLQ). Dyadic and group-level analyses found that subordinate job attitudes and boss-rated managerial effectiveness were predicted better by the MPS meta-categories than by the MLQ meta-categories. Results also suggested that at least one of the three meta-categories from the MPS was more important in predicting each effectiveness outcome than any of the meta-categories from the MLQ. Implications germane to leadership theory and research are further discussed.
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Mathieu, Cynthia, Craig Neumann, Paul Babiak, and Robert D. Hare. "Corporate Psychopathy and the Full-Range Leadership Model." Assessment 22, no. 3 (August 4, 2014): 267–78. http://dx.doi.org/10.1177/1073191114545490.

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Itzkovich, Yariv, Sibylle Heilbrunn, and Ana Aleksic. "Full range indeed? The forgotten dark side of leadership." Journal of Management Development 39, no. 7/8 (June 2, 2020): 851–68. http://dx.doi.org/10.1108/jmd-09-2019-0401.

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PurposeThe full-range leadership theory, and the distinction between transformational, transactional and laissez-faire leadership behaviour has strongly influenced leadership theory and research in the last several decades. However, in spite of its impact on theory and practice, it has a few shortcomings, as, in its essence, it disregards several essential aspects of a leader’s behaviour, such as the dark side of leadership behaviour. Therefore, to capture various leader behaviours, we provide a more comprehensive leadership model named the “complete full range of leadership”.Design/methodology/approachBased on reviewing the relevant theoretical and empirical literature, we propose an extended theoretical model, which addresses the existing shortcomings of the full range leadership model.FindingsFirst, we added a new active and more destructive facet of leadership style named active, destructive leadership style. Second, based on existing empirical findings, we restructured the transactional facet of full-range leadership by collapsing its components into two new distinct facets representing active constructive leadership style and passive destructive leadership style. Finally, drawing on Hersey and Blanchard’s model, we add a new passive and constructive facet named passive constructive leadership.Originality/valueOur suggested “complete full range of leadership” contributes to leadership theory by addressing the gap between existing theory and empirical findings, making a clear distinction between lack of leadership and delegation and by comprising the dark side of leadership with its bright side into one comprehensive leadership model.
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Barbuto, John E., Joana S. Story, Susan M. Fritz, and Jack L. Schinstock. "Reconceptualizing Academic Advising Using The Full Range Leadership Model." Journal of Leadership Education 7, no. 3 (December 1, 2009): 60–68. http://dx.doi.org/10.12806/v7/i3/tf2.

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Ryan, James C., and Syed A. A. Tipu. "Leadership effects on innovation propensity: A two-factor full range leadership model." Journal of Business Research 66, no. 10 (October 2013): 2116–29. http://dx.doi.org/10.1016/j.jbusres.2013.02.038.

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Cho, Jeewon, Jung Hyun Lee, Yoonjung Baek, Rajnandini Pillai, and Se Hyung OH. "Ethical Leadership and Performance Controlling for the Full-Range Model and Authentic Leadership." Academy of Management Proceedings 2018, no. 1 (August 2018): 11895. http://dx.doi.org/10.5465/ambpp.2018.142.

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Westerlaken, Kristie M., and Peter R. Woods. "The relationship between psychopathy and the Full Range Leadership Model." Personality and Individual Differences 54, no. 1 (January 2013): 41–46. http://dx.doi.org/10.1016/j.paid.2012.08.026.

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Kirkbride, Paul. "Developing transformational leaders: the full range leadership model in action." Industrial and Commercial Training 38, no. 1 (January 2006): 23–32. http://dx.doi.org/10.1108/00197850610646016.

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Bass, Bernard M. "Is there universality in the full range model of leadership?" International Journal of Public Administration 19, no. 6 (January 1996): 731–61. http://dx.doi.org/10.1080/01900699608525119.

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ROMASCANU, Marius Constantin, Virgil GHEORGHE, and Dan Florin STANESCU. "An Exploratory Study of Full Range Leadership Model and Nonverbal Sensitivity." Logos Universality Mentality Education Novelty: Social Sciences 6, no. 1 (June 30, 2017): 83–94. http://dx.doi.org/10.18662/lumenss.2017.0601.08.

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Dissertations / Theses on the topic "Full Range Leadership Model"

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Pantaléon, Song. "The Full-Range Leadership : Enacted by Swedish audit team managers." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43712.

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Title: The Full-Range Leadership enacted by Swedish Audit team managers Background: The background of this study mainly relies on Leadership theories, more precisely theories about the Full-Range leadership model (FRL) and its features. However, key facts about the audit are also displayed in this part of the report to present it to readers. Purpose: The main purpose of this paper is to add to existing theory on the universalistic feature of the Full-Range Leadership model through the case of Swedish audit team managers. Such purpose entails the definition and the explanation on how the model of Full-Range Leadership is enacted by Swedish audit team managers in their day-to-day practice of leadership. Originality/Value: This research paper is one of the few researches at puzzling out existing researches to contribute clearly to the Full-Range Leadership model -as developed by Bass and Avolio- in the audit context. Furthermore, this is the first study aiming at defining and explaining Swedish audit team managers’ leadership practice and emphasizing the non-managing audit staff for so. Practical implication: After the destruction of a great amount of money resulting from corporate financial scandals and the discovery of high level of dysfunctional behaviors occurring in the audit/accounting profession worldwide, growing number of studies investigated further financial systems and particularly audit professionals since they are supposed to be the ‘public watchdog’/‘public guardian of trust’ of worldwide markets and Economies and so, display strong values and rigor. In parallel, considerable number of studies demonstrated that leadership was the key to those issues. This study while putting the light on leadership practice in Swedish audit firms, wide opens the door for further reflections and improvement of the existing systems. Method: The featured piece of research is based on a field survey of the non-managing audit staff working in Swedish audit firms, which were asked to assess their managers through the use of the Multi-factor questionnaire X5 (short version). Findings: The study unveiled that even if the transformational leadership was the most enacted leadership by Swedish audit team managers and that so before transactional and passive/avoidant leadership, a great misalignment existed between the found-out empirical FRL model and the FRL model as defined theoretically. Accordingly, this study unveiled that the FRL model was not as universal as claimed when investigated in the Swedish audit firm context.
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Russell, Joseph. "A Meta-analysis: The Full Range of Leadership Model Impacting Policing Organizations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3631.

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Police leadership has traditionally been dominated by the commander style, yet the more recent generation of police officers reject this style of leadership. Little, however, is known about whether the different leadership styles of the full range of leadership model result in positive outcomes in policing organizations. The purpose of this quantitative meta-analysis study was to examine the relationship between transformational, transactional, and laissez-faire leadership styles and the leadership outcomes in a policing context, such as subordinate satisfaction, perception of leadership effectiveness, and exerting extra effort. Data for this research synthesis derived from primary research studies, which included 9 U.S. and international correlational policing studies that together comprised 1,939 police officers who completed the Multifactor Leadership Questionnaire (MLQ) instrument. The meta-analysis provided effect size estimates on the relationship between transformational, transactional, and laissez-faire leadership styles and perception of leadership effectiveness, extra effort, and subordinate satisfaction. The results of this meta-analysis indicate the transformational style has a stronger positive relationship with perception of leadership effectiveness, extra effort, and subordinate satisfaction, than the other 2 leadership styles. The positive social change implications of this study provide recommendations to police executives to include transformational leadership with contemporary law enforcement practices. The transformational style may result in improvements to police officer motivation, performance, and job satisfaction, thus offering opportunities to improve public safety outcomes.
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Davis, Jones Chrissy L. "The Full Range Advising Experience: an Assessment of College Academic Advisors’ Self-perceived Leadership Styles." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804934/.

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The purpose of this quantitative, descriptive study was to identify the self-perceived leadership styles of college academic advisors and to explore the variance in the perceived leadership styles based on demographic information such as academic advising approaches, institutional type, age, years of experience, and gender. Participants were 225 college advisors from among 5,066 members of the National Academic Advising Association (NACADA) during the 2013-2014 academic year who met study criteria and whose email invitation to complete an online survey was presumably delivered, rendering a 4.44% response rate. The Multifactor Leadership Questionnaire Version 5X (MLQ 5X) with five supplemental questions was used for data collection The composite score for leadership style served as the dependent variable, and advising approach, institutional type, age, years of experience, and gender served as the independent variables for the study. Descriptive statistics, frequency distribution, and a factorial analysis of variance (ANOVA) were used for data analysis. The descriptive statistics for this study revealed that college academic advisors represent all points along the entire spectrum of the Full Range Model of Leadership continuum employing different leadership behaviors based on the situation. The descriptive data were supported by the frequency distributions per case which identified transformational leadership as the perceived dominant leadership style for the college academic advisors in this study. A priori to conducting the factorial ANOVA, Leneve’s test for homogeneity of variance indicated a statistically significant coefficient, thus violating the assumption of data normality and rendering the ANOVA findings uninterpretable. An implication of this study is that transformational leadership is the most desired leadership style of the Full Range Model of Leadership for college academic advisors. If this is true, professional development activities for college academic advisors should focus on strengthening transformational leadership behaviors/techniques including with whom and when this leadership style should be employed compared to the other Full Range Model of Leadership styles
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Lindroth, Alexander. "Ledarskapets inverkan på anställdas arbetsengagemang : En studie om ledarskap inom försäkringsbranschen." Thesis, Umeå universitet, Sociologiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-175157.

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Ledarskap har visat sig ha en stark anknytning till motivation och arbetsengagemang, vilket i sin tur påverkar den organisatoriska prestationen positivt och leder till mer konkurrenskraftiga företag. Det övergripande syftet med den här studien var att få en bredare förståelse för hur ledarskapet kan påverka medarbetares arbetsengagemang inom försäkringsbranschen. Studien utgår ifrån Full Range Leadership Model (FRLM) som består utav tre olika ledarskapsstilar, Laissez-faire ledarskap, transaktionellt ledarskap och transformativt ledarskap. I studien har det transformativa ledarskapet analyserats då det i tidigare forskning visat sig ha ett starkt samband med arbetsengagemang. Det har undersökts med hjälp av en kvalitativ intervjustudie där fem djupintervjuer har genomförts via telefon. Respondenterna är anställda vid ett stort svenskt försäkringsbolag och har svarat på frågor kopplat till deras närmaste chef. I helhet visar studiens resultat på ett samband mellan det transformativa ledaregenskaper och arbetsengagemang vilket konfirmerar tidigare forskning. Respondenterna uppfattade mjuka värden som att vara glad, ödmjuk, ha positiv energi och förmågan att vara personlig som egenskaper hos gruppchefen de anser sig behöva för att motiveras i arbetet. De beskriver även att stöd, beröm, förtroende och bli behandlad likvärdigt andra medarbetare är attribut som driver arbetsengagemang. Studien är inriktad på ett försäkringsbolag i försäkringsbranschen och är därför inte en beskrivning av branschen i helhet, utan är taget ur en mindre kontext. Studien bidrar till en ökad förståelse för ledarskapets påverkan på arbetsengagemang i en branschspecifik kontext, i det här fallet försäkringsbranschen. Resultatet kan hjälpa chefer att identifiera vilka ledaregenskaper som av anställda anses mest gynnsamma för ökat arbetsengagemang, i en kontext där yttre belöningar inte är övervägande.
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Andrén, Markus. "Lean och Transformativt Ledarskap : En fallstudie i fastighetsbranschen." Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37590.

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The author has studied Lean and Transformative leadership in the real estate industry. The purpose of this study is to seek a connection between the company's own will to lean and transformative leadership within the organization. The various ranks within the organization that have been studied are employees, firstline managers and the management team. The theoretical frame of reference is based on previous research in the subjects Lean and Transformative Leadership. The method for this study is a case study where and triangulation of data has taken place. Results give indications that it would be favorable from the organization's perspective to adapt to Lean and atransformative leadership. The study contributes to an understanding of how a company in the housing industry can reason within the organization regarding Lean and Leadership, and what the benefits of a Lean approach can be.
Författaren har studerat Lean och Transformativt ledarskap i fastighetsbranschen. Syftet med denna studie är att söka samband mellan företagets egna vilja till lea noch transformativt ledarskap inom organisationen. De olika leden inom organisationen som har studerats är medarbetare, chefer och ledningen. Den teoretiska referensramen utgår från tidigare forskning inom ämnena Lean och Transformativt ledarskap. Metoden för denna studie är en fallstudie där och trianguleringen av data har skett. Resultat ger indikationer att det skulle vara gynnsamt ut organisationens perspektiv att anpassa sig till Lean och ett transformativt ledarskap. Studien bidrar till en förståelse för hur ett företag i bostadsbranschen kan resonera inom organisationen avseende Lean och Ledarskap, och vad fördelarna med ett Lean arbetssätt kan vara.
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Riaz, Omar. "Spirituality and Transformational Leadership in Education." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/654.

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The purpose of this study was to investigate the relationship between school principals’ self-reported spirituality and their transformational leadership behaviors. The relationship between spirituality and transactional leadership behaviors was also explored. The study used Bass and Avolio’s (1984) Full Range Leadership Model as the theoretical framework conceptualizing transformational leadership. Data were collected using online surveys. Overall, six principals and sixty-nine teachers participated in the study. Principal surveys contained three parts: the Multifactor Leadership Questionnaire (MLQ Form-5X Short), the modified Spirituality Well-Being Scale (SWBS) and demographic information. Teacher surveys included two parts: the MLQ-5X and demographic information. The MLQ-5X was used to identify the degree of principals’ transformational and transactional leadership behaviors. The modified SWBS (Existential Well Being) was used to determine principals’ degree of spirituality. The correlation coefficients for the transformational leadership styles of inspirational motivation and idealized behavioral influence were significantly related to principals’ spirituality. In addition, a multiple regression analysis including the five measures of transformational leadership as predictors suggested that spirituality is positively related to an individual’s transformational leadership behaviors. A multiple regression analysis utilizing a linear combination of all transformational leadership and transactional measures was predictive of spirituality. Finally, it appears that the inspirational motivation measure of transformational leadership accounts for a significant amount of unique variance independent of the other seven transformational and transactional leadership measures in predicting spirituality. Based on the findings from this study, the researcher proposed a modification of Bass and Avolio’s (1985) Full Range Leadership Model. An additional dimension, spirituality, was added to the continuum of leadership styles. The findings from this study imply that principals’ self-reported levels of spirituality was related to their being perceived as displaying transformational leadership behaviors. Principals who identified themselves as “spiritual”, were more likely to be characterized by the transformational leadership style of inspirational motivation.
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Ledbetter, Heather R. "Self-Perceived Coordinated School Health Coordinator Leadership Styles and Practices." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etd/3160.

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School-aged children’s health needs have changed over the last several decades to the present day population of many overweight and obese children with health complications (Centers for Disease Control & Prevention, 2015). Tennessee has implemented the Centers for Disease Control and Prevention’s (CDC) model for Coordinated School Health (CSH) in all public schools. Leading each school district’s program is a CSH Coordinator. The role of CSH Coordinators is to provide leadership to district and school administrators while effectively and efficiently implementing the CSH program (Wechsler, 2012). The purpose of this quantitative study was to explore the self-perceived leadership styles and practices of Tennessee CSH Coordinators. The focus of many public health initiatives in America is childhood health. Research conducted by the CDC has shown that school health interventions have been effective in improving physical activity, comprehensive health education, and nutrition. Good health is essential for academic success (McKenzie & Richmond, 1998). CSH Coordinators are the leaders of health for school systems (Wechsler, 2012). How these individuals implement the CDC model for CSH varies based on leadership style and practices. Many studies exist on the topic of CSH but few consider the people leading the program (Strickland, 2012). By obtaining information regarding the leadership style of current CSH Coordinators, this research provides insight into best practices and continuing education for current and future leaders. The study population consisted of all 137 Tennessee CSH Coordinators. Seventy (51.1%) CSH Coordinators participated in the demographic, best practices, and Multifactor Leadership Questionnaire (Appendix A). Findings indicated that all of the CSH Coordinators self-reported leadership style was transformational. There were no significant differences reported between the degree to which CSH Coordinator identified as transformational leaders compared by years of experience, gender, school district size, education level, and number of best practices implemented.
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Millhoff, Catrin [Verfasser], Jens [Akademischer Betreuer] Rowold, and Andreas [Gutachter] Engelen. "Instrumental leadership and organizational change : a three-study investigation on the influence of instrumental leadership on employees’ change reactions within the framework of the extended full-range of leadership model / Catrin Millhoff ; Gutachter: Andreas Engelen ; Betreuer: Jens Rowold." Dortmund : Universitätsbibliothek Dortmund, 2019. http://d-nb.info/1219302198/34.

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Sjölund, Nelly, and Lindeberg Svensson Isak. "Transformativt ledarskap : En kvalitativ studie om hur transformativt ledarskap kan uttryckas samt praktiseras i arbetslivet." Thesis, Umeå universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-146314.

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Ledarskap och management är och har alltid varit ett aktuellt ämne men till skillnad från förr är dess natur idag mer komplex. Vi kräver mer av våra ledare som ska beakta fler saker, vara mer personliga och därmed axla större ansvar. Studien utgår från Full Range Leadership Model som innehåller treledarskapstyper: Laissez-faire, transaktionelltoch transformativt ledarskap. Det transformativa ledarskapet är det som undersöks i denna studie eftersom det är det mest aktuellt samt att det finns begränsad forskning om vad transformativt ledarskap egentligen är och hur det uttrycks. Det transformativa ledarskapet undersökt utifrån temana: förebild, omtanke, motivation ochintellektuell stimulans.Studiens syfte är att beskriva, undersöka och förstå hur transformativt ledarskap uttrycks och praktiseras i arbetslivet. I studien har fem intervjuer genomförts med personerna som har en ledarroll i sitt yrke, där respondenterna har förklarat sitt ledarskap utifrån sin arbetssituation. Alla respondenterna visade både på likheter och skillnader i vad ledarskap är samt hur deras ledarskap tar sig i uttryck. Bekräftelser för att motivera medarbetarna var ett återkommande exempel, samt vikten av att involvera medarbetarna i verksamheten för att få dem att känna delaktighet. Andra betonar vikten av att var en förebild eftersom det förtydligar deras ledarskap som utgår ifrån organisationens värdegrund, och därefter kunnavårda goda relationerpå arbetsplatsen. Alla äröverens om att utrymme för kreativitet och nya idéer är viktigt men att ledaren ibland måste hitta egna lösningari brist på tid och utrymme. Kritiskt tänkande stimulerar individen och i slutändan organisationen att utvecklas men bör kommuniceras på ett konstruktivt sätt för att vara användbart.
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Works, Stephanie Powell. "Influences of the Sarbanes-Oxley Act on Ethical Financial Operations in Nonprofit Organizations." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6152.

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In the United States, approximately 7% of nonprofits' annual revenue is lost as a result of a lack of ethical financial operations among nonprofit executive directors (EDs). This represents $85 billion in estimated annual losses in available operating funds. This study addressed the problem of ineffective leadership in nonprofit organizations from the perspective of EDs responsible for ethical financial operations. The purpose of this phenomenological study was to understand the lived experiences of nonprofit EDs who self-reported the use of 1 of Burn's and Bass' 3 leadership styles and whether leadership style influenced the use of the Sarbanes Oxley Act to manage the ethical financial operations of their human service nonprofit organization. Qualitative data were collected from 12 EDs through semi structured interviews and then coded and analyzed using a modified van Kaam procedure. The results of the study indicated that EDs who self-reported using transformational leadership style were more inclined to adhere to the Sarbanes Oxley Act. In addition, participants acknowledged the need for organizational support to improve leadership qualities in EDs, efficiency, and effective ethical financial operations in nonprofit organizations. The study provides a baseline for nonprofit organizations to increase positive social change by adding knowledge on implementing strategies that will result in the enhancement of quality leadership in EDs that may ultimately result in more efficient and effective ethical financial operations in nonprofit organizations.
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Books on the topic "Full Range Leadership Model"

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Full range leadership development. 2nd ed. Thousand Oaks: SAGE Publications, 2011.

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Avolio, Bruce J. Full range leadership development. 2nd ed. Thousand Oaks: SAGE Publications, 2011.

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Sosik, John J. Full range leadership development: Pathways for people, profit and planet. New York: Routledge, 2010.

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Sosik, John J. Full range leadership development: Pathways for people, profit, and planet. New York: Routledge, 2010.

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Sosik, John J. Full range leadership development: Pathways for people, profit, and planet. New York: Routledge, 2010.

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Full Range Leadership Development. Routledge, 2018.

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Sosik, John J. Full Range Leadership Development. Psychology Press, 2011. http://dx.doi.org/10.4324/9780203843161.

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Sosik, John J., and Dongil Jung. Full Range Leadership Development. Routledge, 2018. http://dx.doi.org/10.4324/9781315167206.

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Sosik, John J., and Dongil Jung. Full Range Leadership Development. Taylor & Francis Group, 2018.

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Avolio, Bruce J., and Bernard M. Bass, eds. Developing Potential Across a Full Range of Leadership TM. Psychology Press, 2001. http://dx.doi.org/10.4324/9781410603975.

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Book chapters on the topic "Full Range Leadership Model"

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Serrat, Olivier. "The Full Range Leadership Model: Essentials and Practicum." In Leading Solutions, 109–25. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-33-6485-1_15.

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Furtner, Marco, and Urs Baldegger. "Full Range Leadership." In Self-Leadership und Führung, 139–205. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-13045-9_6.

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Furtner, Marco, and Urs Baldegger. "Full Range Leadership." In Self-Leadership und Führung, 131–88. Wiesbaden: Springer Fachmedien Wiesbaden, 2012. http://dx.doi.org/10.1007/978-3-8349-3837-4_6.

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De Laet, Tinne, Ruben Smits, Joris De Schutter, and Herman Bruyninckx. "Adaptive Full Scan Model for Range Finders in Dynamic Environments." In Experimental Robotics, 441–50. Berlin, Heidelberg: Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-642-00196-3_51.

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Dozier, Lewis, and Pierre Lallement. "Parallel Implementation of a 3-D Range-Dependent Ray Model for Replica Field Generation." In Full Field Inversion Methods in Ocean and Seismo-Acoustics, 45–50. Dordrecht: Springer Netherlands, 1995. http://dx.doi.org/10.1007/978-94-015-8476-0_8.

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"Full range leadership: model, research, extensions and training." In Inspiring Leaders, 49–82. Routledge, 2006. http://dx.doi.org/10.4324/9780203013199-12.

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Bass, Bernard. "Is there Universality in the Full Range Model of Leadership?" In Principles And Practices Of Public Administration. CRC Press, 2008. http://dx.doi.org/10.1201/noe0824750244.ch3.5.

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Khan, Sajjad Nawaz, Hafiz Mudassir Rehman, and Mudaser Javaid. "Overview of Leadership Approaches." In Leadership and Followership in an Organizational Change Context, 1–21. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-2807-5.ch001.

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Leadership is the backbone of organizational success, and it is evident from the fact that leadership has been researched for more than 50 years. In literature, leadership has been discussed based on different schools of thoughts. This chapter articulates different leadership approaches in order to provide a clear understanding of leadership development with the passage of time. It describes trait approach, behavioral approach, and contingency approach to leadership. Furthermore, it also explains full range leadership model and some emerging leadership styles in the organizational context.
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Khan, Muhammad Jamil. "The Moderating Effect of Cognitive Style Indicator on the Relationship Between Leadership Styles and Employee Performance." In Servant Leadership Styles and Strategic Decision Making, 171–85. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-4996-3.ch007.

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The aim of this chapter is to review the full range leadership model and link with decision making cognitive style to increase performance of employees. For this purpose, numerous articles, theses, and dissertations have been reviewed. It also takes into consideration that articles should be downloaded from ISI index and Scopus index journals in order to get quality data for review. This study will be quantitative in nature and will use survey approach for data collection. Population of this study will be all degree-awarding institutions from KPK universities.
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Kostoulas-Makrakis, Nelly. "Intercultural Communication and Sustainable Leadership." In Practice, Progress, and Proficiency in Sustainability, 700–716. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5856-1.ch036.

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The environmental, economic, and social crises we are increasingly confronted with locally and globally, including climate change, ozone depletion, biodiversity loss, and also economic and social issues, such as poverty, social inequalities, violation of human rights, gender inequalities, loss of indigenous knowledge, etc. call for changes in the ways we think, work, and act. In this context, a course dealing with intercultural communication and sustainable leadership that is part of a M.Sc. programme on ICT in Education for Sustainable Development has been developed and is studied in this chapter. The course puts emphasis on the most urgent and critical social, environmental, and economic challenges facing the world and explores how leaders from education, business, government and civil society are responding to global/local sustainability challenges. In particular, it elaborates on the nature of sustainability leadership and how it can contribute to transformational change. It does this by locating sustainability within the leadership literature and presenting a model of sustainability leadership that integrates three complementary types of leadership, namely: distributed; entrepreneurial and transformational. The course also examines the importance of sustainable leadership practices within organisations (e.g. schools, business, NGOs, public) and assess the potential benefits if institutions are more actively engaged in sustainable leadership practices. It explores how intercultural communication can contribute to positive change for sustainability and discusses that new theoretical frameworks are needed to better understand effective transformational leadership. It also elaborates how cultural orientations and intercultural communication competence affect the full range leadership framework and transformational leadership dimensions. This course is delivered through a Virtual Learning Management System (VLMS) based on Moodle open LMS.
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Conference papers on the topic "Full Range Leadership Model"

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Weichselbaum, Noah A., Morteza Abkenar, Marcos Vanella, Majid T. Manzari, Elias Balaras, and Philippe M. Bardet. "Validation Data and Model Development for Nuclear Fuel Assembly Response to Seismic Loading." In ASME 2014 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/imece2014-40200.

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A joint experimental and numerical campaign is conducted to provide validation datasets for high-fidelity fluid-structure interaction models of nuclear fuel assemblies during seismic loading. A refractive index matched flow loop is operated on a six-degree-of-freedom shake table and instrumented with non-intrusive optical diagnostics. The test section can house up to three full height fuel assemblies. To guarantee reproducible and controlled initial conditions, special care is given to the test section inlet plenum; in particular it is designed to minimize secondary pulsatile flow that may arise due to ground acceleration. A single transparent surrogate 6×6 fuel subassembly is used near prototypical Reynolds number, Re = 105 based on hydraulic diameter. To preserve dynamic similarity of the model with prototype, the main dimensionless parameters are matched and custom spacer grids are designed. Special instruments are developed to characterize fluid and structure response and to operate in this challenging shaking environment. In parallel to the above experiments we also conducted fully coupled large-eddy simulations, where the equations for the fluid and the structure are simultaneously advanced in time using a partitioned scheme. To deal with the highly complex geometrical configuration, which also involves large displacements and deformations we utilize a second order accurate, immersed boundary formulation, where the geometry is immersed in a block-structured grid with adaptive mesh refinement. To explore a wide parametric range we will consider several subsets of the experimental configuration. A typical computation involves 60K cores, on leadership high performance computing facilities (i.e. IBM Blue-Gene Q – MIRA).
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Puspitasari, Rio Adhikara, Puspitasari, and Jerry M. Logahan. "Full Range Leadership, Organizational Culture, and Job Satisfaction as Predictors of Job Performance for Police Investigators." In Proceedings of the 2nd International Conference on Strategic and Global Studies (ICSGS 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icsgs-18.2019.32.

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Burgos, R., R. Lai, S. Rosado, F. Wang, D. Boroyevich, and J. Pou. "A full frequency range average model for Vienna-type rectifiers." In 2008 IEEE Power Electronics Specialists Conference - PESC 2008. IEEE, 2008. http://dx.doi.org/10.1109/pesc.2008.4592672.

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A, Annamalai Giri, and Seetharaman K. "Color Image Retrieval Based on Full Range AutoRegressive Model with Low-Level Features." In First International Conference on Computer Science & Information Technology. Academy & Industry Research Collaboration Center (AIRCC), 2014. http://dx.doi.org/10.5121/csit.2014.4911.

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Xu, Zhan, Fang Su, Jianwei Wan, and Lizhi Cheng. "A modified two-scale fractal sea model of the non-fully developed full-range sea spectrum." In 2010 10th International Conference on Signal Processing (ICSP 2010). IEEE, 2010. http://dx.doi.org/10.1109/icosp.2010.5655768.

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Gaertner, Maria, Anke Weber, Peter Cimalla, Felix Köttig, Michael Brand, and Edmund Koch. "Towards a comprehensive eye model for zebrafish retinal imaging using full range spectral domain optical coherence tomography." In SPIE BiOS, edited by Joseph A. Izatt, James G. Fujimoto, and Valery V. Tuchin. SPIE, 2014. http://dx.doi.org/10.1117/12.2037588.

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Bloch, Gregory S., and Walter F. O’Brien. "A Wide-Range Axial-Flow Compressor Stage Performance Model." In ASME 1992 International Gas Turbine and Aeroengine Congress and Exposition. American Society of Mechanical Engineers, 1992. http://dx.doi.org/10.1115/92-gt-058.

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Dynamic compression system response is a major concern in the operability of aircraft gas turbine engines. Multi-stage compression system computer models have been developed to predict compressor response to changing operating conditions. These models require a knowledge of the wide-range, steady-state operating characteristics as inputs, which has limited their use as predicting tools. The full range of dynamic axial-flow compressor operation spans forward and reversed flow conditions. A model for predicting the wide flow range characteristics of axial-flow compressor stages was developed and applied to a 3-stage, low-speed compressor with very favorable results and to a 10-stage, high-speed compressor with mixed results. Conclusions were made regarding the inception of stall and the effects associated with operating a stage in a multistage environment. It was also concluded that there are operating points of an isolated compressor stage that are not attainable when that stage is operated in a multi-stage environment.
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Shih, Chihhsiong. "Efficient workflows for 3D building full-color model reconstruction using LIDAR long-range laser and image-based modeling techniques." In Electronic Imaging 2005, edited by Longin Jan Latecki, David M. Mount, and Angela Y. Wu. SPIE, 2005. http://dx.doi.org/10.1117/12.586816.

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Riegler, Claus, Michael Bauer, and Holger Schulte. "Validation of a Mixed Flow Turbofan Performance Model in the Sub-Idle Operating Range." In ASME Turbo Expo 2003, collocated with the 2003 International Joint Power Generation Conference. ASMEDC, 2003. http://dx.doi.org/10.1115/gt2003-38223.

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During turbofan development programs the evaluation of steady-state and transient engine performance is usually achieved by applying full thermodynamic engine models at least in the operating range between idle and maximum power conditions, but more recently also in the sub-idle operating range, e.g. for steady-state windmilling behavior and for starting, relight and shut down scenarios. The paper describes the setup, and in more detail the validation, of a full thermodynamic engine model for a two-spool mixed flow afterburner turbofan which is capable to run from maximum power down to zero speed and zero flow conditions in steady-state and transient mode. The validation is performed by using the model-based performance analysis procedure called ANSYN even in windmilling operation. Once the steady-state sub-idle model is validated the extension to transient sub-idle capability is achieved by simply adding the effects of rotor moment of inertia of the spools, while heat soakage effects are rather negligible without heat release in the burner. Especially lighting conditions in the burner are produced by such a validated sub-idle model inherently due to reliable data calculated at the burner entry station. The variety of applications of a validated full thermodynamic engine model is large. The performance data delivered is highly reliable and very consistent because the full operating range of the engine is covered with one model, and by appropriate means of speeding up the calculation even real-time capability may be achieved. In the paper synthesized data for an engine dry crank is compared to real engine test data as one typical application.
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Kang, Hyu-Goo, Yong-Du Jun, and Kum-Bae Lee. "Characterization of the Automobile Defrosting System Through a Full-Scale Model." In ASME 2009 Fluids Engineering Division Summer Meeting. ASMEDC, 2009. http://dx.doi.org/10.1115/fedsm2009-78351.

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Adequate visibility through the automobile windshield is of paramount practical significance, most perpetually at very low temperatures when ice tends to form on the windshield screen. The numerical solution was done by a finite volume CFD code and experimental investigations were performed to validate the numerical results. It was found that the airflow produced by the defrost nozzle does not cover the whole windshield area. The maximum temperature was observed over a value of 28°C at the vicinity of the defroster nozzle on the dashboard in the lower part of the windshield. The average windshield temperature range was −15 ∼ 12 °C, over a period of 30 min; which caused the frost to melt on the windshield. The melting period satisfies the NHTSA standard. The numerical predictions and the experimental results are in good agreement.
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Reports on the topic "Full Range Leadership Model"

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HEFNER, Robert. IHSAN ETHICS AND POLITICAL REVITALIZATION Appreciating Muqtedar Khan’s Islam and Good Governance. IIIT, October 2020. http://dx.doi.org/10.47816/01.001.20.

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Ours is an age of pervasive political turbulence, and the scale of the challenge requires new thinking on politics as well as public ethics for our world. In Western countries, the specter of Islamophobia, alt-right populism, along with racialized violence has shaken public confidence in long-secure assumptions rooted in democracy, diversity, and citizenship. The tragic denouement of so many of the Arab uprisings together with the ascendance of apocalyptic extremists like Daesh and Boko Haram have caused an even greater sense of alarm in large parts of the Muslim-majority world. It is against this backdrop that M.A. Muqtedar Khan has written a book of breathtaking range and ethical beauty. The author explores the history and sociology of the Muslim world, both classic and contemporary. He does so, however, not merely to chronicle the phases of its development, but to explore just why the message of compassion, mercy, and ethical beauty so prominent in the Quran and Sunna of the Prophet came over time to be displaced by a narrow legalism that emphasized jurisprudence, punishment, and social control. In the modern era, Western Orientalists and Islamists alike have pushed the juridification and interpretive reification of Islamic ethical traditions even further. Each group has asserted that the essence of Islam lies in jurisprudence (fiqh), and both have tended to imagine this legal heritage on the model of Western positive law, according to which law is authorized, codified, and enforced by a leviathan state. “Reification of Shariah and equating of Islam and Shariah has a rather emaciating effect on Islam,” Khan rightly argues. It leads its proponents to overlook “the depth and heights of Islamic faith, mysticism, philosophy or even emotions such as divine love (Muhabba)” (13). As the sociologist of Islamic law, Sami Zubaida, has similarly observed, in all these developments one sees evidence, not of a traditionalist reassertion of Muslim values, but a “triumph of Western models” of religion and state (Zubaida 2003:135). To counteract these impoverishing trends, Khan presents a far-reaching analysis that “seeks to move away from the now failed vision of Islamic states without demanding radical secularization” (2). He does so by positioning himself squarely within the ethical and mystical legacy of the Qur’an and traditions of the Prophet. As the book’s title makes clear, the key to this effort of religious recovery is “the cosmology of Ihsan and the worldview of Al-Tasawwuf, the science of Islamic mysticism” (1-2). For Islamist activists whose models of Islam have more to do with contemporary identity politics than a deep reading of Islamic traditions, Khan’s foregrounding of Ihsan may seem unfamiliar or baffling. But one of the many achievements of this book is the skill with which it plumbs the depth of scripture, classical commentaries, and tasawwuf practices to recover and confirm the ethic that lies at their heart. “The Quran promises that God is with those who do beautiful things,” the author reminds us (Khan 2019:1). The concept of Ihsan appears 191 times in 175 verses in the Quran (110). The concept is given its richest elaboration, Khan explains, in the famous hadith of the Angel Gabriel. This tradition recounts that when Gabriel appeared before the Prophet he asked, “What is Ihsan?” Both Gabriel’s question and the Prophet’s response make clear that Ihsan is an ideal at the center of the Qur’an and Sunna of the Prophet, and that it enjoins “perfection, goodness, to better, to do beautiful things and to do righteous deeds” (3). It is this cosmological ethic that Khan argues must be restored and implemented “to develop a political philosophy … that emphasizes love over law” (2). In its expansive exploration of Islamic ethics and civilization, Khan’s Islam and Good Governance will remind some readers of the late Shahab Ahmed’s remarkable book, What is Islam? The Importance of Being Islamic (Ahmed 2016). Both are works of impressive range and spiritual depth. But whereas Ahmed stood in the humanities wing of Islamic studies, Khan is an intellectual polymath who moves easily across the Islamic sciences, social theory, and comparative politics. He brings the full weight of his effort to conclusion with policy recommendations for how “to combine Sufism with political theory” (6), and to do so in a way that recommends specific “Islamic principles that encourage good governance, and politics in pursuit of goodness” (8).
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