| 翻訳と辞書 |
| Perth leadership outcome model ： ウィキペディア英語版 |
Perth leadership outcome model
The Perth leadership outcome model is a leadership model that aims to characterize leaders by the financial outcome of their leadership, as distinct from the two traditional leadership models of focusing on either the leader's personality or behavioral skills and business competencies. It was developed by Dr. E. Ted Prince over the period 2002-6.
== Traditional approaches ==
The traditional leadership models are based on either a personality or a behavioral/competency approach (Bass, 1990). The personality approach is rooted in the "Great Man" theories popular in the early 20th century. Research in this tradition sought to identify the personal qualities that distinguished leaders from followers or effective leaders from ineffective leaders. This tradition is operationalized in the modern era by the plethora of personality tools used in leadership research and practice. Popular examples include the Myers Briggs Type Indicator (MBTI),the Fundamental Interpersonal Relations Orientations-Behavior(FIRO-B), and assessment tools based on the Five-Factor Model of personality like the NEO PI-R or Hogan Personality Inventory (HPI). These personality measures are based on a standard psychological paradigm and were designed to show the level of interpersonal and social functioning of an individual. These instruments were designed by psychologists and were not primarily designed to be business leadership assessments—the business application only gained traction in later years. (An exception is the Hogan Leadership Forecast tools, which were designed to predict psychological functioning in the workplace).
The behavioral/competency approaches, by contrast, were designed specifically for use in business. They are focused on individual managerial competencies such as vision, execution, and perseverance. They usually measure from 60 to over 100 individual competencies. Their intellectual heritage is the intersection of vocational guidance—which aims to show how individuals will perform in a particular job function—and a political backlash to intelligence/ability testing—following former Harvard president and entrepreneur, David McClelland's classic article, "Testing for competence rather than intelligence." Neither of these arenas—guidance counseling, downplaying IQ—were intended for application with senior leaders, although the use of competency models has been extended to this area. Examples include the competency models offered by Lominger(), Hay-McBehr, Personnel Decisions International (), and so on, etc.
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
■ウィキペディアで「Perth leadership outcome model」の詳細全文を読む
スポンサード リンク
| 翻訳と辞書 : 翻訳のためのインターネットリソース |
Copyright(C) kotoba.ne.jp 1997-2016. All Rights Reserved.
|
|