Teoh Kae Nging; Rashad Yazdanifard
Volume 2, Issue 12 , December 2015, , Pages 1497-1507
Abstract
One of the self-evaluating motives is that of self enhancement and it is a focus on making oneself happy and to maintain personal self-esteem. Leaders with a self enhancement bias are linked to low interpersonal relationships and low performance. People do not like to work with self-enhancers because ...
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One of the self-evaluating motives is that of self enhancement and it is a focus on making oneself happy and to maintain personal self-esteem. Leaders with a self enhancement bias are linked to low interpersonal relationships and low performance. People do not like to work with self-enhancers because they come across as egotistical, hostile, insensitive and lacking empathy; this result in poor relationships which then leads to poor performance. However, the self-enhancing leader could also help to encourage the growth of an organization. This research reviews the several effects of self enhancement on leaders. In conclusion, self-enhancing leaders who focus on self enhancement could be effective leaders if applied in the right situation.
Teoh Kae Nging; Rashad Yazdanifard
Volume 2, Issue 9 , September 2015, , Pages 1130-1140
Abstract
Organizational change refers to the transformation of an organization from its current state to its desired future state. Organizational change helps to maintain a competitive position as well as the companies’ sustainability in a competitive market. There are different kinds of leadership styles ...
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Organizational change refers to the transformation of an organization from its current state to its desired future state. Organizational change helps to maintain a competitive position as well as the companies’ sustainability in a competitive market. There are different kinds of leadership styles that have strong relationships with the growth of change. This research reviews the different leadership styles, including commanding, supportive, inspirational, logical, transformational, transactional and servant. Different leadership styles take up different kinds of roles and use different actions when implementing organizational change. In conclusion, this research concludes that different changing processes require different leadership styles.