By David B. Zoogah (auth.)
In this ground-breaking paintings, Zoogah explores this kind of followership and illustrates many of the methods it will probably happen.
Read or Download Strategic Followership: How Followers Impact Organizational Effectiveness PDF
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Additional info for Strategic Followership: How Followers Impact Organizational Effectiveness
Sample text
Even though the primary focus of both views has been ensuring equality and reducing disparities between followers and leaders, the structures, processes, and outcomes are different. Through eliminating inequalities, the new paradigm ensures equal participation by followers, who may otherwise perceive social and economic disadvantages. The paradigmatic differences have resulted in diverse definitions. Definition The traditional view of a follower is one who, through submissive and yielding processes, facilitates goal achievement.
The goals of actors or followers are self oriented, leader oriented, relationship oriented, and organization oriented. The degree to which one type of goal is subordinated or superordinated to another depends on the particular beliefs of the follower. The beliefs of the person vis-àvis the situation, leader, and organization affect the course of action followed. For example, a follower’s beliefs about the ability of a bad 34 STRATEGIC FOLLOWERSHIP leader to help advance her career is likely to comply with the unethical demands of that leader.
Bargaining is a situation in which opposing parties try to reach an agreement about a conflicting issue because the parties prefer that option to inaction and believe that there will be compromise in the process in order to create value for them to claim. Effective bargaining requires that the bargainers recognize the knowledge and beliefs of the parties in the bargaining; interdependencies of the bargainers; goals and flexibility of the parties; decision-making abilities of the parties; the context of the bargaining process; and the culture.
