Employees’ expectations of wellbeing & happiness within their organizations, have sầu rightly been placed upon leaders.Leaders today are increasingly expected khổng lồ subvert their personal interests và guide their organizations to address the personal concerns of their employees & also social & environmental issues of local & global communities. For certain this is a daunting task. The reality of this expectation placed on leaders is seen in numerous present day leadership initiatives (e.g. Principles of Responsible Management Education), which suggests leaders và their organizations are lớn take a central role in the future of human flourishing.

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However, while it is true that some leadership theories value and even champion others-directed behaviors, only a few leadership theories place these prosocial behaviors at the center. But, this is not new or surprising for most scholars. The fact is that leadership theories have sầu struggled to find a direct connection khổng lồ classical ethical theories.And, leadership theories have also largely ignored the antecedents that anticipate ethical leadership behavior and correspondingly, they have not given much attention lớn the leadership development process. Ironically, we are inspired by selfless, prosocial leaders, who not only inspire us, but cause us khổng lồ believe the world’s growing social & environmental issues may possibly be addressed. Most people can think of a many great leaders who have put others interests ahead of their own, who have acted prosocially, & created positive change, but how they became prosocial leaders that enabled local và in some cases global wellbeing (e.g. Ghandi), is still a lingering question.

My recent book, Prosocial Leadership: Understanding the Development of Prosocial Behavior within Leaders và their Organizational Settings, is based on eight years of qualitative sầu and quantitative sầu retìm kiếm on emerging leaders, và five years research on successful leaders of social ventures. From this research four distinct stages emerged depicting how emerging leaders developed into prosocial leaders. The four stages include:

Stage One: "Awareness & Empathetic Concern".Here the emerging leader looks baông xã into lớn their past and selects those events where they experienced empathy, & want khổng lồ become a person who cares for others, as they were once cared for by someone in their past which results in personal developmental goals.Stage Two: “Community & Group Commitment”. Here the emerging leader realizes their personal goals must be carried out within a group they know, or a group where they are regarded as an outsider, but in either case they have committed lớn act. The outcome is a broadening of personal goals developmental goals must incorporate group goals too.Stage Three:“Courage and Action”. Before the emerging leader begins lớn act to lớn serve sầu the group, they feel vulnerable, yet must find the courage lớn act & help others.The emerging leader realizes that their thoughts dem& action. Here they act, và in doing so underst& the importance action lớn simultaneously grow themselves and others.

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Stage Four:The “Reflection và Growth”. Finally, the emerging leader is mindful of their own growth and realizes that their growth happened from a roughly defined process of awareness of empathy, community commitment, courageous action, và thus they commit lớn future service to others.

The four stages of the prosocial leadership development process donot supplant other established leadership theories, instead the prosocial leadership developmental process can act as a means to lớn identify and potentially guide a leaders prosocial development process within any leadership theory that incorporates ethical or prosocial values. The prosocial leadership development process is unique in that it does give attention to formative sầu antecedents, is connected to lớn ethical theories và provides a leadership development Model.

The book has as a primary audience other researchers and graduate students. But, educational and institutional practitioners who have sầu as the primary responsibility of training leaders, will also find substantial resources for training development. However, the book also provides more than an outline of the prosocial leadership development process.The book also contains literature Đánh Giá which summarizes leadership theories và their connection to lớn classical ethical theories, prosocial values & also provides a summative overview of the state of leadership development.

I conducted the research và wrote the book with the hope of both redirecting và enhancing the conversation concerning the development và motivation of ethical leaders.But, the ultimate goal of the research is to develop, identify, tư vấn and equip leaders who are rightly expected khổng lồ leadthe organizations to lớn addresssocial và global issues.

Timothy Ewest is Associate Professor of Business at Houston Baptist University, USA. He is also a Visiting Research Scholar at Princeton University"s Faith và Work Initiative. He is a thành viên of the Academy of Management & part of the AOM divisions on Organizational Behavior, Social Issues in Management and Management, Religion, and Spirituality. Timothy actively researches and publishes on the impact of human values as expressed in religion và leadership within the workplace.