The Inclusive Leadership approach aims to harness the rich blend of backgrounds, experiences, and thoughts within a team, is widely recognized as a driver of success within an organization.
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Affective Events Theory (AET) is a psychological framework that explores how emotional events impact individuals in the workplace. According to AET, emotions play a significant role in influencing employee engagement and performance.
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Emotional labor is a term that refers to the effort exerted by individuals to manage their emotions in order to meet the emotional display rules of a particular job or profession.
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Goleman’s Emotional Intelligence framework provides a comprehensive understanding of how emotions impact our behavior and interactions in the workplace.
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Corporate culture refers to the shared values, beliefs, and norms that shape the behavior and practices of individuals within an organization. It forms the underlying ethos and social environment of a workplace, influencing how employees interact, make decisions, and view their roles and responsibilities.
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Self-perception theory suggests that people come to understand their own attitudes, emotions, and internal states by observing their own behavior and the context in which it occurs.
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The are numerous risks of staff empowerment, which occurs when employees are given the authority to make decisions and take ownership of their work.
What are the Risks of Staff Empowerment? Find out more...
Intellectual stimulation refers to the practice of encouraging employees to think creatively, challenge assumptions, and approach problems in innovative ways.
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Cognitive Resource Theory, developed by Fred E. Fiedler and Joseph E. Garcia, focuses on how individuals allocate their cognitive resources in the workplace.
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Group cohesiveness refers to the extent to which members of a group are attracted to and stay united to achieve common goals.
What is Group Cohesiveness in Organizational Behavior? Find out more...
