There are 5 messages totaling 19858 lines in this issue.
Topics in this special issue:
1. Updating a Masters Course in Self-Leadership and Positive Psychology (2)
2. first use of the term organizational behavior
3. FINT Trust Conference: Call for Special Workshop/Symposia
4. Measures of leadership potential and effectiveness
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Date: Fri, 26 Aug 2016 11:18:16 +0000
From: Roxanne Zolin <
r.zolin@QUT.EDU.AU>
Subject: Updating a Masters Course in Self-Leadership and Positive Psychology
Dear Colleagues,
I am updating a Masters Course in Self-Leadership and Positive Psychology and would appreciate any suggestions of recent publications, assessment strategies etc.
Thanks in advance for your assistance!
Kindest regards,
Roxanne
Dr. Roxanne Zolin | Associate Professor | School of Management
QUT Business School | Queensland University of Technology |
www.qut.edu.au/business<http://www.qut.edu.au/business>
Phone: + 61 7 3138 5095 | Mobile: 0433 400 113 | Email:
r.zolin@qut.edu.au<mailto:
r.zolin@qut.edu.au> | CRICOS No. 00213J
------------------------------
Date: Fri, 26 Aug 2016 10:38:13 +0100
From: Martin Kilduff <
m.kilduff@UCL.AC.UK>
Subject: first use of the term organizational behavior
I think this term was in wide use throughout the 20th century. Certainly,
it is evident in Philip Selznick's celebrated article in the American
Sociological Review, Foundations of the Theory of Organization: "But as we
inspect these formal structures we begin to see that they never succeed in
conquering the non-rational dimensions of organizational behavior. The
latter remain at once indispensable to the continued existence of the
system of coordination and at the same time the source of friction,
dilemma, doubt, and ruin."
Selznick, P. (1948). Foundations of the Theory of Organization. *American
sociological review*, *13*(1), 25-35.
--
Martin KILDUFF
Director of Research and Professor | UCL School of Management |
mgmt.ucl.ac.uk <
http://www.mgmt.ucl.ac.uk/>
mgmt.ucl.ac.uk/people/martinkilduff | +44 (0)20 3108 6021
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Date: Fri, 26 Aug 2016 10:42:57 +0000
From: Don FERRIN <
donferrin@SMU.EDU.SG>
Subject: FINT Trust Conference: Call for Special Workshop/Symposia
FINT 2016 (First International Network on Trust)
http://www.fint2016.comDear Colleagues,
FINT 2016 is fast approaching and we are looking forward to welcoming you all to Dublin in November (
http://www.fint2016.com/). We received a large volume of high quality submissions and are putting together a really exciting programme. As part of the conference, and in addition to the paper sessions, we would like to set aside time for special workshops/panel discussions/symposia focused on a particular aspect of Trust Within and Between Organizations. If you have a particularly novel, interesting, and/or useful idea for a workshop, panel discussion, or symposia, we would like to invite you to submit a proposal. Proposals should be no longer than one page, must offer a clear overview of the content to be covered, and contact details for all presenters involved. Please note that these sessions will be 1.5 hours in length.
Proposals must be submitted to the FINT2016 email address below by Friday September 16th. If you have questions, please contact
fint2016@dcu.ie<mailto:
fint2016@dcu.ie>.
Best regards,
Finian Buckley
FINT Dublin 2016 Chair.
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------------------------------
Date: Fri, 26 Aug 2016 09:20:49 -0400
From: Jane Dutton <
janedut@UMICH.EDU>
Subject: Re: Updating a Masters Course in Self-Leadership and Positive Psychology
Roxanne,
You might be interested in looking at our syllabus for Foundations of
Positive Organizational Scholarship course which is a type of leadership
course for MBAs and undergrads. THere are also a full set of teaching notes
for the class that you might find helpful also available on the website. .
Please see
http://positiveorgs.bus.umich.edu/teaching-resources/course-syllabi/I would love to see the course syllabus that you complete and if it has
positive psych at its core we are happy to add it to our website for others
to use. Jane Dutton
On Fri, Aug 26, 2016 at 7:18 AM, Roxanne Zolin <
r.zolin@qut.edu.au> wrote:
> Dear Colleagues,
>
>
> I am updating a Masters Course in Self-Leadership and Positive Psychology
> and would appreciate any suggestions of recent publications, assessment
> strategies etc.
>
>
> Thanks in advance for your assistance!
>
>
> Kindest regards,
>
> Roxanne
>
>
> *Dr. Roxanne Zolin* | Associate Professor | School of Management
>
> QUT Business School | Queensland University of Technology |
>
www.qut.edu.au/business>
> Phone: + 61 7 3138 5095 | Mobile: 0433 400 113 | Email:
>
r.zolin@qut.edu.au | CRICOS No. 00213J
>
>
>
>
--
Jane E. Dutton
Robert L. Kahn Distinguished University Professor
of Business Administration and Psychology
Ross School of Business Rm 4356
University of Michigan
Ann Arbor, MI. 48109-1234
734-764-1376
https://michiganross.umich.edu/faculty-research/faculty/jane-dutton------------------------------
Date: Fri, 26 Aug 2016 09:22:25 -0400
From: Bob Miles <
rmiles@CORPTRANSFORM.COM>
Subject: Re: Measures of leadership potential and effectiveness
All,
At the Macro level, a few of you might find my *Leadership Readiness* (to
transform an organization) *Survey* (one page) interesting for some
purposes. It is derived from Robert H. Miles, *"Accelerating Corporate
Transformations-Don't Lose Your Nerve!"* Harvard Business Review, Jan-Feb
2010.
I have used both of these tools to jump start the dialogue about launching
their corporate transformations among the CEO and members of the Senior
Leadership Team, as well as to gauge downstream progress. Has high face
validity with organizational members at all levels and helps highlight
where more focus and effort is need by leaders to accelerate the corporate
transformation.
I have attached the one-page instrument along with comparative benchmarks
across a variety of industries, which tend to strongly support the
importance that leaders attach to engaging and overcoming each of these
transformation "Inhibitors," as part of their transformation game plan.
For my latest update on the subject of leading corporate transformations,
please refer to Robert H. Miles and Michael T. Kanazawa, *BIG Ideas to BIG
Results: Leading Corporate Transformation in a Disruptive World* (Pearson,
2016).
Good luck.
Bob
*Robert H. Miles,* *Ph.D.*
President
Corporate Transformation Resources, LLC
Tel: 404-805-1705
Personal Email:
RMiles@CorpTransform.comWeb Site:
www.CorpTransform.comOn Thu, Aug 25, 2016 at 8:52 AM, John M. Read <
johnread.sg@gmail.com> wrote:
> Susan
>
> The best tool I know that has been validated academically as well as in
> practice (doesn't everyone say this) is one not so many know about
> especially here.
>
> It is the Chally Assessment Tool. You can find more information here at
> their website
www.chally.com. Unique in their methodology is a focus on
> potential, and application of actuarial science methods to identify and
> qualify the outcomes of factors that predict rather than simply describe
> potential.
>
> For example, they identify that potential leaders need to be good at
> certain quite specific work skills including taking initiative in a
> business unit and decision-making. It is these skills that differentiate
> great leaders from the rest. And so personality, EQ/EI do not figure in
> this methodology as relevant to identifying leadership potential. Skills
> like presentation or attributes like extraversion don't matter either. The
> issue from their perspective is being clear about what specifically
> separates great leaders from others. And given their research is build
> around the laws of large numbers their database of more than 300,000 is
> admirable across cultures too.
>
> I encourage you to examine their method, and their tool for its unique
> perspective and results.
>
> Best regards
> Dr John Read
>
> On Mon, Aug 15, 2016 at 10:03 PM, Susan Ashford <
sja@umich.edu> wrote:
>
>> Hi folks,
>>
>> I am turning to the listserv once again for measurement help. I'm hoping
>> to measure two things. The first is leadership potential. I would like to
>> measure a supervisor's assessment of whether one or more of his or her
>> direct reports has the potential to develop into a leader. Does such a
>> scale exists? Second, I'd like to measure the effectiveness of a person's
>> leadership. There seem to be a lot of different measures of leadership (its
>> emergence and leadership behaviors of various forms). Is there a measure of
>> the perceived effectiveness of a person's leadership contribution? That is,
>> whether the leadership behaviors that the person engaged in were effective
>> in this particular setting or with this particular group.
>>
>>
>> I'd appreciate any help anyone could give me and I'm happy to summarize
>> responses back to the group.
>>
>> Thanks in advance,
>>
>> Sue Ashford
>>
>>
>>
>>
>>
>>
>>
>
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End of OB Digest - 25 Aug 2016 to 26 Aug 2016 - Special issue (#2016-265)
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