Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/54514
Type of publication: research article
Type of publication (PDB): Straipsnis kitose duomenų bazėse / Article in other databases (S4)
Field of Science: Psichologija / Psychology (S006)
Author(s): Stelmokienė, Aurelija;Endriulaitienė, Auksė
Title: Vadovo efektyvumo vertinimo pagrindimas : ar reikalinga teorinių požiūrių gausa?
Other Title: Leader’s performance appraisal: is the variety of leadership theories necessary?
Is part of: Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universitetas, 68 (2013)
Extent: p. 109-122
Date: 2013
Keywords: Vadovavimo efektyvumas;Vertinimas;Teorinis požiūris;Leadership effectiveness;Performance appraisal;Theoretical approach
Abstract: Straipsnyje siekiama atskleisti pagrindinių vadovavimo teorijų unikalumą, lyginant jų pateikiamus vadovo ir pavaldinio apibrėžimus, bei vadovavimo efektyvumo kriterijus. Mokslinės literatūros analizė leidžia teigti, jog vystant vadovo efektyvumo vertinimo sistemą, svarbi ne teorinių požiūrių, kurie pernelyg panašūs, kiekybė, bet pagrindinių vadovavimo aspektų integracija. Apibendrintas vadovavimo efektyvumo modelis apima vadovo bei pavaldinių vaidmenį, santykių tarp vadovo ir pavaldinių aspektą bei situacijos reikšmingumą, siekiant tinkamai įvertinti vadovavimo efektyvumą
Leadership area is interesting and attractive both for the research and practice. Researchers and practitioners from various fields develop leadership theories that explain leadership effectiveness and create performance appraisal systems, training programs. First of all, continuous interest in this area is linked to the meaning of leadership – leadership as a competitive advantage in business (Tett et al., 2000; Avolio et al., 2009). Moreover, leadership area proposes a lot of profitable commercial offers for practice (van Knippenberg, Sitkin, 2013). Clients in this field can pay for offered services and are open to new experiences; strive to develop (Judge et al., 2002). However, growing demand in this field should inspire growing quality of offers not only quantity. Although leadership is important as social phenomenon and research object, it lacks conventional label, prevailing theory, training program or performance appraisal system (Mockaitis, Šalčiuvienė, 2004; Avolio et al., 2009; van Knippenberg, Sitkin, 2013). There are a number of leadership theories and it grows, but it is not clear if the variety of leadership theories contributes to the development and quality of leader’s performance appraisal systems. Qualitative performance appraisal system requires clear and reliable theoretical background. With reference to organizational researchers (Antonakis et al., 2003; van Knippenberg, 2011; Shalley, 2012; Pillutla, Thau, 2013) “good” theory must be coherent, integrated and applicable. The main aspects of complex leadership process are labels for leader and subordinate and criteria of leadership effectiveness. Therefore, theoretical analysis of these aspects from different theoretical background can help to compare leadership theories and find out their additional value to the development of leader’s performance appraisal systems. [...]
Internet: https://doi.org/10.7220/MOSR.1392.1142.2013.68.7
http://vddb.library.lt/obj/LT-eLABa-0001:J.04~2013~ISSN_2335-8750.N_68.PG_109-122
Affiliation(s): Psichologijos katedra
Vytauto Didžiojo universitetas
Appears in Collections:Universiteto mokslo publikacijos / University Research Publications

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