Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Across many organizations, agencies and programs have been tasked with building, training, and retaining the workforce needed. Yet, only few organizations have succeeded in their efforts by creating a culture in which workforce preferences align and overarching leadership support is provided. Such a cultural transformation requires not only a behavioral shift from employees, but especially from those in leadership positions, in order to break from the typical way that organizations have long encouraged them to behave. Although the importance of leadership has been emphasized in previous literature, no consistent description of leadership attributes or promising application of human system interventions currently exist to tackle those challenges. To understand leadership attributes and its accompanied behaviors within organizational settings, we hypothesized certain leader attributes in form of personality and communication behaviors to have a greater effect on organizational alignment and overall performance. Further, we hypothesized human system interventions in the form of leadership or group coaching to have a greater effect on leadership proficiency and ultimately on organizational alignment. The foundation of this research, here the conceptual model of leadership traits is based on a comprehensive literature review to specify leadership attributes into high-level categories of leadership communication and behaviors to align with employee preferences, thus improving cultural growth, and retention. Through a simulation-based platform the leadership proficiency attributes will be observed during a dynamic design team task. Students from the University of Alabama in Huntsville will be recruited to participate in this study. Both qualitative and quantitative data will be gathered about leader proficiency, efficiency and efficacy during the simulation. Leader qualities may be inevitable in fostering organizational alignment and cultural growth resulting in higher retention and lesser turnover rates. The data obtained will be analyzed to identify a) leadership attributes that support aligning employee preferences and b) the effect of potentially fruitful human system interventions as means for leadership, cultural and performance growth. Moreover, obtained results will be used to develop agent-based models with a focus on the representation of personality dependent attributes in models of agent interactions to display emergent agent behavior. The proposed research will identify attributes of leadership proficiency through experimental design as well as demonstrate how leadership interactions and attributes can be simulated in agent-based modeling. The goal of this research is to provide a state of the art overview of identified leadership attributes supportive towards organizational alignment and cultural growth. This is performed to advance leadership and cultural growth within organizations; and using results of the empirical and theoretical groundwork to develop in the field applications.
Date
October 2018
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by-nc-nd/3.0/
Included in
Communication Commons, Industrial and Organizational Psychology Commons, Leadership Studies Commons, Training and Development Commons
Organizational Alignment through Leadership Proficiency and Human System Interventions
Across many organizations, agencies and programs have been tasked with building, training, and retaining the workforce needed. Yet, only few organizations have succeeded in their efforts by creating a culture in which workforce preferences align and overarching leadership support is provided. Such a cultural transformation requires not only a behavioral shift from employees, but especially from those in leadership positions, in order to break from the typical way that organizations have long encouraged them to behave. Although the importance of leadership has been emphasized in previous literature, no consistent description of leadership attributes or promising application of human system interventions currently exist to tackle those challenges. To understand leadership attributes and its accompanied behaviors within organizational settings, we hypothesized certain leader attributes in form of personality and communication behaviors to have a greater effect on organizational alignment and overall performance. Further, we hypothesized human system interventions in the form of leadership or group coaching to have a greater effect on leadership proficiency and ultimately on organizational alignment. The foundation of this research, here the conceptual model of leadership traits is based on a comprehensive literature review to specify leadership attributes into high-level categories of leadership communication and behaviors to align with employee preferences, thus improving cultural growth, and retention. Through a simulation-based platform the leadership proficiency attributes will be observed during a dynamic design team task. Students from the University of Alabama in Huntsville will be recruited to participate in this study. Both qualitative and quantitative data will be gathered about leader proficiency, efficiency and efficacy during the simulation. Leader qualities may be inevitable in fostering organizational alignment and cultural growth resulting in higher retention and lesser turnover rates. The data obtained will be analyzed to identify a) leadership attributes that support aligning employee preferences and b) the effect of potentially fruitful human system interventions as means for leadership, cultural and performance growth. Moreover, obtained results will be used to develop agent-based models with a focus on the representation of personality dependent attributes in models of agent interactions to display emergent agent behavior. The proposed research will identify attributes of leadership proficiency through experimental design as well as demonstrate how leadership interactions and attributes can be simulated in agent-based modeling. The goal of this research is to provide a state of the art overview of identified leadership attributes supportive towards organizational alignment and cultural growth. This is performed to advance leadership and cultural growth within organizations; and using results of the empirical and theoretical groundwork to develop in the field applications.
Department
University of Tennessee at Chattanooga. Dept. of Psychology