Presentation on Strategic Management

Group No 4

Leadership

Fakhra Shamsher

Khadija Ghauri

Shazia Haneef

Awais Raza

Group Members

3

This presentation deals with following questions

4

Is there any relationship between transformational leadership and self efficacy and teams ?

What are the effects of presence and absence of transformational leadership

Does shared and differentiated transformational leadership predict followers' working conditions and well-being?What qualities must a leader possess?

Effects of leader-member exchange on work performance

“The action of leading a group of people or an organization, or the ability to do this.”

Laissez-Faire

Autocratic

Participative

Transactional

Leadership & It’s Styles5

Transformational

The mediating effects of team and self-efficacy on the relationship between transformational leadership, and job satisfaction and psychological well-being in healthcare professionals: A cross-sectional questionnaire survey

7

Introduction

Transformational leadershipSelf-efficacy

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Team efficacy

Mediational interferenceConceptual framework

Division

Transformational leadership in an acquisition: A field study of employees

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Introduction

Transformational leadership in acquisition integrations

Transformational leadership in the context of organizational changeDirect effects of transformational leadership

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Acquisition acceptance

Performance

Job satisfaction

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Mediation effects

Goal clarity

Support for creative thinking

Division

Does shared and differentiated transformational leadership predict followers' working conditions and well-being?

16

Introduction

Dimensions

idealized influence/charisma

inspirational motivation

intellectual stimulation

individualized consideration

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Group-level perceptions of leadershipDifferentiated leadership

Dimensions of transformational leadership: Conceptual and empirical extensions

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Transformational leadership theoryEmpirical support for the transformational leadership modelVision

Inspirational communication

Division

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Supportive leadership

Intellectual stimulation

Personal recognition

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The nomological network

Affective commitment

Continuance commitment

Role breadth self-efficacy

Interpersonal helping behavior

Turnover intentions

How leader – member exchange, work engagement and HRM consistency explain Chinese luxury hotel employees’ job performance

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Introduction

LMX, work engagement and job performanceThe moderating role of HRM consistency

Conceptual framework

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Conclusion

Thank You