Can Leadership or Climate Influence Underreporting of Workplace Accidents?
Workplace accidents threaten the lives or well-being of employees, and if that’s not enough of a reason to prevent them, they are also very costly to organizations. Missed work time, potential lawsuits, and increases in health care costs are all among many reasons why accidents affect an organization’s bottom line. But if organizations want to reduce the likelihood of accidents, they need to be aware of their occurrences. Labor statistics vary, but all estimate that the majority of workplace accidents go unreported. New research (Probst, 2015) uncovers two factors that influence the degree to which accidents go unreported.
Transformational Leadership: Good for You and Good for Them
Transformational leadership is characterized by motivating, inspiring, and coaching employees to achieve change and innovation. As you can imagine, research has supported the benefits of this leadership style for the followers of such an inspirational leader. For example, research has found that followers of transformational leaders have greater job satisfaction and more creativity. But new research (Lanaj, Johnson, & Lee, 2015) has found that transformational leadership is also beneficial to the leader. How does that happen?
Narcissistic Leaders Can Use Humility to Succeed
Are narcissistic leaders good for business? Are they good for employees? It’s a difficult question to answer, especially considering that research has found mixed results. Narcissistic people may be bold risk-takers with supreme confidence and unshakeable vision. This sounds like the kind of person we’d want leading, right? On the other hand, they have personal grandiosity, a feeling of superiority, and the constant need for admiration. Well, maybe we don’t want this person in charge. Fortunately, new research (Owens, Wallace, & Waldman, 2015) helps us resolve this dilemma. They found that narcissism can be good for leadership, but only when it’s tempered with a healthy dose of humility.
How is Personality Linked to Charismatic Leadership in Different Work Conditions?
When we think of charismatic leadership, we see someone who is energetic, inspiring, and likeable. Maybe famous CEOs like Jack Welch and politicians like Barack Obama come to mind. Charismatic leaders can be powerful agents of change by getting others on board to achieve their vision. In fact, research has shown that charismatic leaders tend to have more satisfied followers and better company performance.
The Role of HR as a Strategic Partner: Forming the G3
What is the role of HR in the modern workplace? The world of work has changed a great deal over the last few decades, but there is one truth that continues to stand the test of time; people are a firm’s greatest asset. Human capital, or the knowledge and collective intelligence inherent in a company’s workforce, can be a businesses’ strongest competitive advantage, and also its greatest source of risk. It is incumbent upon CEOs and CHROs, or Chief Human Resources Officers, to work together to manage their firm’s people assets, and to unlock the potential in every employee. The authors of the current article suggest that organizational decision making can be enhanced through open dialogue and discussion among the “G3” or the CEO, the CFO, and the CHRO.
Leader Decision Making: Balancing Company Needs Versus Employee Needs
Leader decision making is an important topic that affects all organizational leaders. Leaders are often faced with unique challenges that test their abilities to manage diverse teams and situations. They are forced to make hard choices involving satisfying the needs of the organization and those of the employees, which can sometimes cause conflict.
For example, supervisors want to treat all their employees equally, but also find ways to identify the employees’ individual strengths as well as optimize them for the organization without showing favoritism. Or perhaps leaders want to increase morale by having an interpersonal relationship with their staff, but worry that getting close will make employees lose respect for them or their position. Supervisors may always want to allow staff to be autonomous in the work they do, but also need to ensure they maintain a level of productivity in order to meet and exceed organizational standards.
Stigma-by-Association: How Follower Characteristics Influence Evaluation of Leaders
Evaluation of leaders is becoming an increasingly important workplace topic. This is especially so, because some research suggests that racial disparities within the US workforce have increased over the last decade, as some minority groups are greatly underrepresented in positions of management. There may be a number of reasons for this, but new research (Hernandez, Avery, Tonidandel, Hebl, Smith, & McKay, 2015) suggest that one reason could be biased appraisals of leaders (i.e. evaluations of performance, value and competence) that occur due to characteristics of individuals in the group. This means that the racial composition of the leader’s group, influences opinions of that leader’s effectiveness.
Emotional Leaders Can Affect Job Performance
It’s understandable that we have emotional leaders. After all, on a typical work day, people can experience many emotions. We can be happy about our work, frustrated at a missed deadline, or angry at the way a co-worker treated us. People often express these emotions to others around them, and these displays can affect the performance of those on the receiving end. This influence is especially potent when the displays come from more powerful people like organizational leaders.
Workplace Incivility: Why Nice Employees Finish First!
Organizations have seen a drastic increase in the amount of workplace incivility that employees experience on a weekly basis. Way back in in 1998, research revealed that 25% of employees experienced rudeness in the workplace at least once a week. A decade later, nearly 50% of employees reported experiencing incivility in the workplace at least once per week. Incivility is formally defined as “insensitive behavior that displays a lack of regard for others” (Anderson & Pearson, 1999), and is very costly for organizations as it is related to decreased performance and creativity, as well as increased employee turnover.
The Hidden Danger of Narcissistic Leaders
Narcissistic leaders can bring down an organization even when they are trying to build it up. Work by Galvin, Lange, and Ashforth (2015) uses extant organizational research findings to propose a new theory that may explain why this is so. They say that something called narcissistic organizational identification is to blame, and they demonstrate several ways that it happens and discuss how we can make sure this phenomenon doesn’t end up ruining businesses.