Employee Empowerment

Leadership persistently continues to be a hot topic and as researches continue to happen trying to uncover what makes a leader productive and successful; there is a persistent need of an academic text that provides a blend of theory and real cases for understanding and providing training on leadership. Connecting theory to practice in this book, W Glenn Rowe and Laura Guererro provide an opportunity for the readers to stay updated with the latest in leadership concepts and confront real-world issues and dilemmas pragmatically.W. Glenn Rowe’s experience in the Canadian Navy for 22 years and academic experience in teaching strategy and strategic leadership in Ivey business school coupled with Laura Guerrero rich experience in teaching management and human resources at the University of Texas and Houston is reflected in this well- thought book that is a welcome addition for students, academicians and people in business.

Based on the principles of the human capital theory, this study investigates the role of the quality management system (QMS) in higher education institutions (HEIs) in developing successful employability attributes among graduates. Considering industry as a prominent stakeholder in academia, the authors took industry-academia collaboration as the mediating variable. Using the European Foundation for Quality Management model, the author analyzed how QMS in public HEIs located in London, the United Kingdom (UK), impacts business management, computer science and engineering students' employability. Following the nonprobability convenience sampling technique, this study included data from 324 local and international students. The structural analysis identified QMS as a significant factor in enhancing students' employability, and industry-academia collaboration is found to act as a partial mediator in this relationship. The management of HEIs in developing countries can take valuable guidelines from this study and integrate QMS in their institutions in developing their students' employability, as it is being done by HEIs in the UK.

Career development is the lifelong process of managing, learning, work, leisure and transition in order to move towards a personally determined and evolving preferred future for the youth. The increasing level of unemployment in developing countries is becoming a source of worry for government and societies at large. The inability of most graduates to secure a suitable job in their area study is a problem many have faced in recent time. In this project, we proposed an enhanced web based model for youth empowerment and career development which is an automated model that will automatically select qualified and certified candidates into the appropriate field of study. The Object Oriented and Design Methodology was used to analyse our findings because of its usability nature and to organize the interaction of the objects within the new system. The MinHash recommendation algorithm was applied to classify candidates using content based filtering approach with candidate’s work experience, the behaviour-based approach was used to test candidates profile details to determine suitability to job allocation of a suitable position in candidate career prospect. Our results showed efficiency in Time Complexity especially in areas that involve speed in access validation of unemployed youths and speed in processing application of an unemployed youth, with values for the evaluated parameters to be 10 and 5 seconds respectively as compared to the Existing System values of 22 and 25 seconds respectively, which further implies that our proposed system outperforms the existing system. In addition, the new system automatically matches and provide screening model to job applications from qualified candidates and the results show that the rate of successful job testing and assignment can be significantly be improved with the most qualified and suitable candidate being assigned the appropriate job which matches his/her course of study, thus streamlining the random selection and producing higher quality output thereby reducing unemployment in the labour market. This work will be beneficial to young graduates, to Government, and any other organization that deals with youth empowerment.

Reports by their nature have a tendency to be boring. However, we do ask you to read on and persevere. It may be a matter of life and death. At the time of writing, Mental Health, Stress and Distress in the Entertainment Industry have been the focus of the Mental Health Working Party of the Equity East of Scotland Branch for almost exactly a year. The full background and reasons for this focus are described elsewhere in this report.

This report has been written, to sum up, the work of the Mental Health Working Party, to inform the Scottish Committee of Equity, and to inspire others into action - within and outwith Equity. Our heartfelt thanks go to the intrepid souls who came along to our unlikely event during the Edinburgh Festival Fringe on 12 August 2013. In the midst of all that jollity and celebration, they made their way to an event called “Stress in the Entertainment Industry” They came and they did what all theatre is supposed to do.

They told the truth.

And it is on their truths that we have based our work these past months and which will continue to influence the future. Like the man almost said “We each must play our part”. They played theirs and now it is up to us and you.

Thank you and read on....

Morna Burdon: Convenor, Mental Health Working Party
Catriona Joss, Lubna Kerr, Robert Moore: Members, Mental Health Working Party

East of Scotland Branch Committee
Pab Roberts, Chair; Morna Burdon, Vice Chair; Helen Raw, Branch Secretary, Catriona Joss, Treasurer & Social Convenor.
Lubna Kerr, Robert Moore, Torya Winters.

edinburgh@equity.org.uk

Thanks also to Michael Daviot and Yvonne Rose- Moore

Framework for psychotherapy here-and-now group focusing on establishment and reinforcement of an internal locus of control, a clarified life vision, willingness to engage in a great learning, and the development of a personal life support network.

Abstract
All kinds of conflicts, war and in particular the effects of the Second World War prompted the international community to develop standards that will protect the future of humanity from the disastrous effects of the dissemination of ideology based on the idea of the superiority of man over
man. One of the problems of today, not only in Europe but also in the world is discrimination based on age not only in the values around which are organized into society, expressed in the standards of constitutional and legal provisions, but also has a specific socio-economic impact. Discrimination based on age mostly affects older people. Phenomenon related to the elderly is often associated with the term “ageismu” which means discrimination based on belonging to a particular age group. Another problem is the problem of discrimination against people of unemployment and migration in order to search.It should be noted that one of the problems today in the integration of immigrants into the societies of the Member States of the European Union are cultural factors. Another problem people migrating for work is the separation from family, and thus very often leads to the breakdown of marriages. In terms of the relationship between human between immigrants and local communities lived for years and representing a majority believe there is a group of people of their own superiority against immigrants, whom they consider less intelligent or uncivilized. If immigrants are inferior to their discrimination is justified as part of the struggle for socially desirable goods such as jobs.
Extra-legal discrimination against immigrants in the EU Member States is widespread. As a result, immigrants occupy the holes of the social ladder, and do not feel full members of society. This situation poses a serious threat in the EU, as Member States will need in the future, tens of millions of immigrants in order to secure economic growth. Keep in mind that the public in the Member States of the EU are continuously getting old and many countries it is now a serious problem such as eg in Germany, the Netherlands, Belgium, etc.

Employee State Insurance (ESI) Scheme is a huge social security for the employees in the organization. ESI is completely different from insurance that is provided for general public. It supports full medical care and reasonable economic assistance to the beneficiaries for benefits like sickness, maternity, disablement and death due to employment injury. It is one of the most effective measures available to the employees in working environment. The purpose of the study is to analysis the awareness and effecti ve Utilization of Employee State Insurance (ESI) policy in Tata International. The study also attempts to review the varied Employee State Insurance (ESI) benefits available to the workers within the organization. A study questionnaire was framed and given t o the workers to seek out awareness and therefore the effects of utilization of Employee State Insurance (ESI) policy in Tata International using tools through SPSS software.

Most scholars hold the view that organisations cannot survive in the ever changing and turbulent environment in which they operate without human resource. The reason being that employees' attitudes can have adverse effects on the achievement and the realisation of the strategic goals of MNCs and eventual failure of its mission when a new technology is introduced without proper cognisance of the attitudes of employees to innovation. Against this background, this article adopts the tri-component theory of attitudes and Technology Acceptance Model (TAM) to explain employees' attitudes towards innovation in workplace, and examines the impact of new technology on MNCs. Consequently, the article recommends among others, green-HRM management processes.

This article will shed light on what should be considered as the general understanding of a restraint of trade in terms of Maltese employment law. The author shall be delving into the salient provisions of the law, its applicability within the industry, along with an understanding of its interpretation by the Courts of Malta.

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The trends and developments of the times have given birth to various forms of work systems to meet the needs of employees and companies. The flexi time work system has become one of the alternative solutions implemented by several multinational companies in the world. This system was chosen because the company's focus is on achieving the assigned tasks, moreover the differences in time zones at various employee locations have resulted in the working hours rules being no longer ideal to be applied.

This research is conducted to understand the negative impact of abusive leadership on employee empowerment. Employee Empowerment plays a vital role in an organization in achieving a competitive advantage in this era of cut throat competition. Empowerment of employee enables the employee to take a quick decision to respond to changes in the business environment. Various types of Leadership styles have different impact on employee empowerment. Abusive leadership style has adverse effect on employee empowerment. The study is conducted in Indian business organizations in Bangalore that use world class technologies in India by using a questionnaire developed by me consisting of 54 items based on literature survey, content validity, pilot study and factor analysis. Correlation and regression analysis are carried out to find the relationship among abusive leaderships variables, empowerment variables and consequence variables. The study highlights that arrogance and interpersonal insensitiv...

The methods for the management and leadership of educational and research organizations has always been a question of some researchers. With the emergence of the strategic management in educational organizations, different views were raised about the management of these institutions whether it is possible to apply issues related to the business and educational administration field. They both agree on the difference between educational environment and business environment. This difference leads to different research areas which one of them is the managers’ educational leadership style. Regarding to the educational research centers’ management, strategic leadership is one of leadership styles. This paper examined the effect of this leadership style on empowerment and job satisfaction of employees of Guilan University. The statistical population of the study consisted of 235 employees of Guilan University. Smart PLS software and Structural Equation Modeling were used for data analysis. The results showed that the style of strategic leadership and employee empowerment had a significant positive effect on job satisfaction.

This paper examines the influence of empowerment on job satisfaction in five
star hotels in Jordan. The influence of empowerment on job satisfaction remains a relatively unexplored area. A 52 item questionnaire, measuring empowerment and job satisfaction, was distributed to 332 employees in 12 five star hotels in Jordan
with a 56% response rate. Principal components analysis determined the factor structure and regression analysis determined the influence of empowerment on job satisfaction.
The results revealed both structural and psychological empowerment have significant individual influences on job satisfaction, but more significant when structural and psychological empowerment are combined. Most of previous studies were conducted in western economies and little in the Middle East generally and Jordan in particular. This research contributes to the literature by including both dimensions of empowerment where previous scholars used only one.

Contribution of livestock in GDP is 11% which is very good. There is the possibility of increment in the GDP if the insurance policy of the animals is properly implemented. Some of the clever people only have accessible to such facilities provided by the government. All the farmers should be accessible to these facilities so that the contribution in GDP would increase. There are a lot of opportunities for providing employment in the rural area. As most of the people in Nepal are engaged in agriculture and livestock for their livelihood in the rural areas of Nepal the policies would definitely help to increase production of the agriculture products and contribute in GDP. The consumption of meat should be Hygienic. We could have heard the news just a month ago about the way of cutting the meat and its distribution was not satisfactory. Government should have regular monitoring on it and make the people life healthier.

Literature on the feedback environment has purported that supportive environments fostered by supervisors lead to improvements in employee well-being and performance.
However, little research has considered how the feedback environment affects
workplace motivation or identified boundary conditions of the feedback environment to outcome relationship. The current study extends the literature by utilizing a predictive design to examine how the supervisor feedback environment affects dimensions of
employee psychological empowerment (meaning, competence, self-determination, and impact) after 3 months in a sample of correctional facility employees. Further, we tested how an employee’s feedback orientation, or propensity to seek and utilize feedback,
attenuated or enhanced the relationship between supervisor feedback environment and empowerment. Results demonstrated that perceptions of the supervisor feedback environment differentially related to each dimension of empowerment, with the feedback
environment being a positive predictor of impact and a marginally positive predictor of meaning. Moreover, when feedback orientation was high, the feedback environment
exhibited a strong positive relationship with meaning, competence, and self-determination;
when feedback orientation was low, relationships actually became weaker when predicting meaning and negative when predicting competence and self-determination. The results clarify the scope of impact of the supervisor feedback environment, offering theoretical and practical implications.

In recent years there has been a global shift in organisational development strategy, resulting in companies moving away from hierarchical management structures to increasingly autonomous and self-directed teams. This is reflective of the global trends in social empowerment. Employee empowerment is one of the key challenges facing organisations transitioning from traditional hierarchical structures to more open, democratic and participative approaches (Dowling, 1999). Fisher (1993, p.14) describes self-directed teams as “the most advanced form of empowerment” on the continuum of employee involvement. This paper explores the issues contributing to the limited success for the self-directed team’s strategy implemented at a South African logistics company.  Using the case study method, this paper explores and evaluates the implementation strategy of self-directed teams at this company from a community psychology perspective. Community psychology is concerned with empowerment of individuals and groups in a diversity of contexts (Tricket, 1996). It will be argued that a contextual application of empowerment initiatives is critical to the effectiveness of self-directed teams, which is sensitive to the unique multicultural and historical context of the South African workplace. This case study makes reference to ethnic groups in South Africa: Zulu (traditionally the workforce) and Afrikaans (traditionally the management group).

This research aimed to measure the effect of organizational justice and transformational leadership on organizational commitment of the employee of an automotive industryinTangerang which are mediated by job satisfaction. Data collection was done by simple random sampling to 351 population of employees. The returned and valid questionnaire results were 221 samples. Data processing was used SEM method with SmartPLS 3.0 software. The results of this research concluded that organizational justice and transformational leadership have positive and significant effect on job satisfaction. Organizational justice have not significant effect on organizational commitment, but transformational leadership have a positif and significant effect on organizational commitment. Job satisfaction has a significant effect as a mediator between organizational justice, transformational leadership and organizational commitment. This new research proposed a model for building the organizational commitment am...

This dissertation contains the findings of a research project that investigated the relationship between employee benefits and employee satisfaction at Google. The performance of an organization highly depends on how motivated the employees are as this directly impacts on the efforts of the employees. Satisfied and motivated employees would put in the right efforts that will help an organization achieve the set objectives and goals. Therefore, this dissertation explores the types of employee benefits at Google, employee satisfaction and the impact of employee satisfaction on the operations of Google. This study has centred on exploratory research process rather than analytical research as the topic under research is itself exploratory. The findings presented are based on exhaustive questionnaires and interviews with 70 respondents being employees and remaining 30 respondents being managers respectively.

ABSTRACT Burnout is usually defined as a state of physical, emotional and mental exhaustion that results from long-term involvement in work situations that are emotionally demanding. A great deal of researches has been devoted to the understanding of factors contributing to burnout and the negative effects that burnout has in the cost and the quality of the provided healthcare. Many researchers believe that in difficult and stressful working conditions the work environment should be changed in order to reduce burnout levels successfully. Indeed, recent studies have highlighted the role of human resources management in burnout. It has been widely recognized that human resource management policies should be at the core of any sustainable solution that aims to increase health care systems performance and efficient. Motivation,
leadership, empowerment and confidence are very important factors that should be considered in this direction because they are strongly related with burnout levels.

Randeree, K., Chaudhry, A., Leadership: The Employee Perspective - A Study in Dubai’s Construction Industry, 5th International Business Research (IBR) Conference: “Strands of Development”, 26 - 27 April 2007, Dubai, United Arab Emirates.
Dubai is a regional leader in infrastructure development. Rapid growth has led to project management gaining tremendous importance in the construction sector. Employees are an important part of any industry and their job satisfaction and organisational commitment affects the turnover rate and productivity of a company (Benkhoff, 1997; Randeree and Chaudhry, pending). Leadership has a strong influence on employees' job satisfaction and organisational commitment (Lok & Crawford, 1999). Thus, it is vital to examine leadership styles in a rapidly growing industry in what is also such a cosmopolitan city. Hence, the research undertaken aims to study leadership styles in construction project management in Dubai. The findings show that employees feel that Consensus and Team Management leadership styles are predominant in the industry and employees have shown preference for working under these leadership styles.

Soul Guide Coaching,  Chapter 6 of Coaching and Mentoring a critical text Sage Pub (2012),  describes the Soul Guide discourse of coaching, this is one of four discourses that underpins coaching practice today.  It discusses a coaching practice that can be traced back to pre-modern times, influenced by healers, shaman, spiritual direction and psychotherapy.
Soul Guide coaching addresses the inner-self, the existential and spiritual self, addressing the deeply human issues of identity, meaning and purpose.

This article is entitled “Temporary Agency Worker: Typical Triangular Employment Relationship”, discusses whether the temporary agency worker in the typical “triangular” relationship should be treated as an employee of the agency or the end-user of their services.
A public survey was conducted and its result is shown in table no 1.

Thereafter, few finding and recommendations are suggested so as to follow by the authority to determine the employment status of the temporary agency worker in the typical “triangular” relationship in Bangladesh.

Women empowerment has taken a center stage in the present development agenda. The study examines the role of financial inclusion in supporting women empowerment in Lango sub region, Northern Uganda. Using both purposive and simple random sampling a Sample of 126 respondents was selected with a response rate of 100% realized. The study found out that financial support appeared to be sparse, The regulations, supervision and monitoring of some of these firms was lacking, causing many women to lose their savings with such firms. The study therefore recommended that Government should establish buffers to serve as collateral security for women who intend to secure financial credit. Financial service providers should lower down the costs of operating accounts for the financial inclusiveness of women, particularly women from rural areas. Government should tighten monitoring, regulating and supervisory policies of financial service providers to restore public trust in financial institutions in Uganda. Financial services providers, government and other development partners should offer both formal and informal business education training.

This paper identifies six elementary interactional constraints in face-to-face meetings: frames, sequential relevance, face, status, physical boundaries, and temporal boundaries. It argues that these constraints are not absolute but subject to cultural interpretation and modification in practice, thus giving rise to numerous meeting styles. Each of these meeting styles can be analytically understood as a set of regimes which determine to what degree and in what way the elementary constraints will be effective in the actual meeting as it takes place. These meeting styles are then examined with regard to the question of empowerment: How can we understand that some meetings are experienced as energizing and empowering while others seem to be fruitless and disempowering? Based on the inherent logic of the different meeting regimes, the paper identifies three contrasting styles: disempowerment, inclusive empowerment, and exclusive empowerment and exposes the mechanisms that account for these effects.

The Startup Way is a business development model created by Eric Ries the founder and pioneer of Lean Startup. The idea of The Startup Way is to introduce a better suitable tool in which an organization both startups and existing businesses could utilize in introducing new management systems and also a cost effective means of introducing new products into the market by capitalizing on the already existing talents through employee empowerment.

I therefore require you to brace yourself as you go through the review of his best selling book.

There are a very few studies available to gain insight into the impact of yoga and alternative therapies 1 on stress management, conflict resolution and work productivity. In previous studies the focus fell on the gendered perspective, exploring the impact of spiritual modalities on the physical and mental wellness of male and female employees. Spiritual practices such as yoga and other alternative therapies have been found to be significant to enhance work productivity, hence be part of organisational wellness programmes. However, this aspect is not fully implemented due to various reasons including a lack of spiritual understanding, religious preferences and organisational cultures. The aim of this article is to expand upon and enhance this analysis by aligning spiritual practices to workplace productivity. Books, journal articles, dissertations, and conference proceedings dealing with spirituality at the workplace were reviewed. Based on the literature available, two hypotheses are explored, namely (a) that workplace spirituality enhances employee wellness and has a positive impact on improved productivity; and (b) that workplace spirituality impacts differently on male and female employees (gendered perspective) and leads to improved productivity. The article formulates a model called Workplace Spirituality for Gender-based Productivity (WSG-bP) for consideration under the umbrella of existing Employee Work Wellness programmes

This thesis examines how organisations can use passion to produce excellence. In order to put forth valid recommendations the thesis first suggests organisational theories and contemporary theories on passion to acknowledge a broader and more encompassing idea of what passion in the workplace is. In the thesis it is suggested to leave behind the instrumental discourse on employee passion, and leave behind the idea that passion is solely comprised by positive emotions of benefit to the organisations. Instead, a discourse of passion as an energy encapsulating both negative and positive emotions is suggested. It is also suggested that the passion of an employee has no immediate connection to the workplace, but is rather hinged upon a love for a specific craft – a love understood in the philosophical term of being the feeling of unity with the loved object.
With this discourse the thesis precedes to suggest three major themes that enable organisations to include organisational outputs into the passions of the employees. Firstly, it is suggested that organisations induce a profound sense of love between the employees and the organisational outputs. Secondly, it is suggested that organisations help employees develop in order to create a feeling of getting closer to complete mastery, and hence unity, with their craft. Thirdly, the thesis suggests organisations to nurse a culture, which has large notions of trust and acceptance of nerdery (as defined later) and emotional engagement, as this would make the organisation be the place where immersion into the craft is culturally acceptable and not abnormal. With these ideas, the employees are expected to engage into persistent deliberate practise, which in turn would create organisational excellence.

Gore may well have the most advanced collaborative leadership system in the world. Without formally establishing ongoing work teams it relies heavily on teamwork from top to bottom of its operations across the globe. In essence the entire organization has become one integrated continuously evolving self-organizing team of leaders and followers. Associates are not constrained by the necessity of going through a chain of command. Rather, Gore’s lattice organization structure allows them to interact directly with other associates that they need to in order to best accomplish the work. At Gore everyone is a leader. The organization is self-described as being absent of “managers.” Yet leadership is widespread and comes from whoever has the experience and knowledge that best meets current challenges faced by Gore’s ever emerging high-performing teams.

Escucho con mucha frecuencia “es difícil trabajar con gente”; es “desgastante este trabajo” y particularmente estoy de acuerdo con esto si no existe COMPROMISO. Quiero recordarte que las personas no se COMPROMETEN CON LAS EMPRESAS, NI CON LAS POLITICAS ¡SE COMPROMETEN CONTIGO; CON LIDERES! y esto es de por si ¡UNA MUY BUENA NOTICIA!, ya que todo lo que puedes hacer es GENERAR TÚ ESE COMPROMISO EN LOS DEMÁS. Si estás decidido a marcar la diferencia y a incrementar la productividad en tu equipo de trabajo…continua leyendo. Si aún no estás decidido te invito a que CREES la oportunidad de ver una perspectiva diferente y continúes leyendo.

3M was a company first established to mine corundum ("About 3M Mining & Metallurgy", 2019). History records the failure of 3M to successfully mine corundum: however, the products they discovered on their way to failure set the company up for more than 100 years of success. The key to the success of 3M was in their exploratory nature and their resilience to failure. These two ideologies, above all else, have allowed 3M to become the titan of innovation and creativity they are today.

Although coal remains the largest source of electricity in the U.S., a combination of factors is driving a decrease in profitability and employment in the coal-sector. Meanwhile, the solar photovoltaic (PV) industry is growing rapidly in the U.S. and generating many jobs that represent employment opportunities for laid off coal workers. In order to determine the viability of a smooth transition from coal to PV-related employment, this paper provides an analysis of the cost to retrain current coal workers for solar photovoltaic industry employment in the U.S. The current coal industry positions are determined, the skill set evaluated and the salaries tabulated. For each type of coal position, the closest equivalent PV position is determined and then the retraining time and investment are quantified. These values are applied on a state-by-state basis for coal producing states employing the bulk of coal workers as a function of time using a reverse seniority retirement program for the current American fleet of coal-powered plants. The results show that a relatively minor investment in retraining would allow the vast majority of coal workers to switch to PV-related positions even in the event of the elimination of the coal industry.

This study investigated the effect of job satisfaction on employees' performance with specific focus on teachers in secondary schools in Yewa South Local Government Area, Ogun State, Nigeria. The survey research design was adopted while questionnaire was used as instrument of data collection. A total of 120 copies of questionnaire was administered to teachers selected across 5 secondary schools in the location of the study out of which only 108 were returned with useful and usable responses. The indicators of satisfaction investigated include classroom environment, work ethics, welfare package and training policy. Majority of the teachers were satisfied with classroom environment and work ethics in their schools but affirmed their dissatisfaction with welfare package and training policy being implemented in their schools. Also, classroom environment, work ethics and welfare package were found to be major factors that determine the level of job performance of teachers in schools ...

Περίληψη
Στις μέρες μας , η ανάγκη για νέους τρόπους ηγεσίας είναι η πραγματικότητα που επιβάλλουν ,  οι ολοένα αυξανόμενες  απαιτήσεις , στον χώρο  των επιχειρήσεων.  Η επίτευξη των στόχων καθορίζεται  άμεσα από το ηγετικό στυλ που ακολουθούν οι οργανισμοί  και πλέον τα πρότυπα μοντέλα που επικρατούσαν μέχρι τον καιρό μας δεν δείχνουν ικανά να μας οδηγήσουν στις κατάλληλες λύσεις για την ταυτόχρονη παραγωγή εργασίας και ικανοποίηση των εργαζομένων  μέσα στον εργασιακό χώρο. Στις σύγχρονες μορφές  ηγεσίας  προσπαθούμε να προσεγγίσουμε την έννοια του ηγέτη και  να εντοπίσουμε τα βασικά χαρακτηριστικά που θα τον καθόριζαν ως πετυχημένο στην διαχείριση ενός τέτοιου έργου. Στην παρούσα εργασία επιδιώκουμε  να παρουσιάσουμε τα μοντέλα ηγεσίας  , τα πλεονεκτήματα και τα μειονεκτήματα  σε σχέση με την απόδοση τους  και την ανταπόκριση στους στόχους που έχουν τεθεί. Ασχοληθήκαμε βασικά με την έννοια της ηγεσίας , τις δεξιότητες και τα ιδιαίτερα στοιχεία που πρέπει να διέπουν έναν ηγέτη .  Αφού εξηγηθούν και παρουσιαστούν αναλυτικά οι κυριότερες θέσεις αυτών των ηγετικών μοντέλων θα καταλάβουμε καλύτερα την σημασία εφαρμογής τους σε επιχειρησιακά πλαίσια καθώς επίσης θα σημειωθούν και οι αδυναμίες των θεωριών που τις διατηρούν μακριά από τις υιοθέτηση τους στις οργανώσεις  . Τέλος ,  προτείνονται κατευθύνσεις για μελλοντική μελέτη και πρακτική εφαρμογή.   

Abstract
This paper proposes and develops five theories of effective leadership in business  organizations. The purpose of this study  is to systematically analyze the core theoretical  principles and foundations  of modern leadership practices.  Nowadays,  the quest  for new  leadership modes reflects an urgent  need generated and prompted by new organizational demands. The achievement of certain  organizational goals depends on the adoption of a particular leadership style supported by the enterprises. Existing leadership practices do not appear flexible enough to accommodate and address the modern problems of business organizations. That’s why we are looking for new leadership patterns that dictate appropriate solutions, conducive to both enhanced  performance and subjective well-being  in the work  environment. We are thus trying to examine  arguments  for and against these theories and provide some critical evidence for each case, drawing on the extant literature.  Moreover, we explore the concept and the context of leadership in general. We then emphasize the basic skills and special characteristics inherent in these leadership styles. We also highlight the diversity of solutions that current harsh circumstances necessitate.  We are  further clarifying the differences between a leader and a manager, as well as the specific role each one of them plays in the contemporary  work environment.  Finally, we suggest further research directions, as well as practical implications of this research framework.

Two things are clear. Firstly a vast and growing body of evidence shows that workplace innovation practices which empower employees to make day-to-day-decisions, challenge established practices, contribute ideas and be heard at the most senior levels lead to better business results as well as enhanced workforce health and engagement. Secondly it is clear that most businesses are either unaware of this evidence or that they are unable or unwilling to act on it. Successive surveys demonstrate a substantial gap between “what works” and common workplace practice.

Part of the problem is the lack of an easily communicable way of sharing actionable knowledge generated by diverse bodies of research and experience with enterprise-level decision-makers, public policymakers and other actors. We need a “joint intelligence” shared by all stakeholders in the workplace and at the wider economic and social level. This task has been taken up by UK WON and its partners in the European Workplace Innovation Network (EUWIN).

The literature emphasises the importance of internally consistent policies and practices in achieving superior outcomes for organisations and their employees greater than the sum of individual measures. The metaphor of The Fifth Element is a useful way of capturing this essential quality, providing a framework for the creation of sense-making narratives that build bridges between researchers and practitioners.

Finally the article argues that much can be learned from the minority of European countries that are proactive in building long-term relationships, joint intelligence and collaborative action between policymakers, researchers, social partners, consultants and enterprises.

This study examined the effects of empowering leadership on employees in a customer service organization, using data from 266 employees and their supervisors from 41 work teams in a division of a large Hong Kong telecommunications corporation. Empowering leadership had acceptable levels of within-group agreement and between-group variability , providing support for its analysis as a group-level construct. Testing a multi-level model in which psychological empowerment was hypothesized to mediate the relationship between both within-group and between-group empowering leadership and individual outcomes, empowering leadership was associated with psychological empowerment at both levels. There was evidence of significant mediation effects at both the individual and group levels. These findings underline the importance of analysing both within-group and between-group differences in empowering leadership and their effects on individual attitudes and behaviours.