Professor Mario Mikulincer - Attachment security as a tool for overcoming prejudice, discrimination, and racism
Baruch Ivcher School of Psychology, Interdisciplinary Center (IDC), Herzliya, Israel
Baruch Ivcher School of Psychology, Interdisciplinary Center (IDC), Herzliya, Israel
Prof. Juan Antonio Moriano - Security Providing Leadership and employees’ wellbeing
National University of Distance Education (UNED) Madrid, Spain
A growing body of empirical evidence shows that occupational health is now more relevant than ever due to the COVID-19 pandemic. Managers and supervisors play a vital role in the prevention of occupational hazards; they are responsible for establishing effective policies and practices that promote the safety, protection, and health of workers. Moreover, the way leadership is exercised can have beneficial (protective) or detrimental (risky) consequences for employees’ well-being. The security providing leadership model focus on the follower-leader relationship through the lens of attachment theory – one of the most important theories in the study of interpersonal relationships (Bowlby, 1982; Shaver & Mikulincer, 2007). According to attachment theory, security-providing leaders are likely to be available, sensitive, and responsive to their followers’ needs; provide advice, guidance, and emotional and instrumental resources to group members; develop followers’ autonomy, initiative, and creativity; build followers’ sense of self-worth, competence, and mastery; and support their desire to take on new challenges and acquire new skills. This attachment approach to leadership has a solid theoretical base and has been empirically validated in several studies (Lisá et al., 2021; Molero et al., 2019; Moriano et al., 2021).
National University of Distance Education (UNED) Madrid, Spain
A growing body of empirical evidence shows that occupational health is now more relevant than ever due to the COVID-19 pandemic. Managers and supervisors play a vital role in the prevention of occupational hazards; they are responsible for establishing effective policies and practices that promote the safety, protection, and health of workers. Moreover, the way leadership is exercised can have beneficial (protective) or detrimental (risky) consequences for employees’ well-being. The security providing leadership model focus on the follower-leader relationship through the lens of attachment theory – one of the most important theories in the study of interpersonal relationships (Bowlby, 1982; Shaver & Mikulincer, 2007). According to attachment theory, security-providing leaders are likely to be available, sensitive, and responsive to their followers’ needs; provide advice, guidance, and emotional and instrumental resources to group members; develop followers’ autonomy, initiative, and creativity; build followers’ sense of self-worth, competence, and mastery; and support their desire to take on new challenges and acquire new skills. This attachment approach to leadership has a solid theoretical base and has been empirically validated in several studies (Lisá et al., 2021; Molero et al., 2019; Moriano et al., 2021).
Doc. PhDr. Ing. Aleš Gregar, CSc. - Concept of Smart Factory in production plant – project and implementation?
Tomas Bata University in Zlín, Faculty of Management and Economics, Czech Republic
The aim of this paper is to provide information about a research project focused on supporting the implementation of the Smart Factory concept in ALPS Electric CZ, Sebranice production plant. The implementation of the Smart Factory concept requires successful management of changes in work roles, changes in working conditions, changes in qualification requirements, changes in career development models of employees, changes in motivational factors, changes in conditions for intra-company communication and overall changes in corporate culture.
Tomas Bata University in Zlín, Faculty of Management and Economics, Czech Republic
The aim of this paper is to provide information about a research project focused on supporting the implementation of the Smart Factory concept in ALPS Electric CZ, Sebranice production plant. The implementation of the Smart Factory concept requires successful management of changes in work roles, changes in working conditions, changes in qualification requirements, changes in career development models of employees, changes in motivational factors, changes in conditions for intra-company communication and overall changes in corporate culture.
Dr. Hira Salah ud din Khan - Situational Leadership: An Effective Leadership Approach for Problem-Solving Policing
Associate Professor, School of Management; Jiangsu University, China
This topic explains about the leadership “Situational leadership" as the right management strategy for Crisis Management.
Leadership has become an increasingly difficult, complex, and multi-faceted topic in today's globalized society. New questions and challenges continue to emerge with regard to the most effective or “best” style of leading organizations and people through the 21st Century, often bringing decreased clarity to the leadership discussion. In the current times, the corporate and organizations these days are facing immense challenges to sustain themselves to high competition in the domestic and international markets. The global pandemic is bringing leadership issues to the surface, and it remains to be seen which leaders will rise to the occasion. The workings and performance of the company also get impacted by poor management style and improper leadership approach. It leads to the creation of workplace crises such as overload, burnout, bullying, risks, and conflicts which impedes the productivity and performance of the employees.
Acceptance of conflict in human society means that individuals involved can compromise and negotiate openly to resolve the conflict. It is only when conflicts are badly handled that we have resentment, aggression or hostile attitudes that define themselves in crisis. In any case, conflicts do not always result in crisis, but it is always a strong strikers for positive change.
Under such conditions, it is essential to adopt the right management practices and leadership attributes so that improvements could be brought in the poor organizational efficacy. It includes the adoption of situational leadership style which is a leadership theory based on directive and supportive dimensions. Each dimension in the situational leadership style helps in dealing with different situations that occur in the company management process. The leaders that adopt situational leadership style adopt different traits such as flexibility, coaching, delegating, participating, and humility to ensure that decisions are made as per different conflicting situations faced by the employees, management, or business. Successful leaders have the ability to look at situations with different perspectives. They assess the situation and behaviors of the team members in play, after which they determine the type of leadership approach to use to get the best result. The effectiveness of situational leadership style in managing workplace crisis and highlights the role of leadership in attaining organizational goals. The research also highlights the concept and theory of situational leadership and delineates the impact of both poor and effective crisis management on an organization’s overall performance and goals.
Associate Professor, School of Management; Jiangsu University, China
This topic explains about the leadership “Situational leadership" as the right management strategy for Crisis Management.
Leadership has become an increasingly difficult, complex, and multi-faceted topic in today's globalized society. New questions and challenges continue to emerge with regard to the most effective or “best” style of leading organizations and people through the 21st Century, often bringing decreased clarity to the leadership discussion. In the current times, the corporate and organizations these days are facing immense challenges to sustain themselves to high competition in the domestic and international markets. The global pandemic is bringing leadership issues to the surface, and it remains to be seen which leaders will rise to the occasion. The workings and performance of the company also get impacted by poor management style and improper leadership approach. It leads to the creation of workplace crises such as overload, burnout, bullying, risks, and conflicts which impedes the productivity and performance of the employees.
Acceptance of conflict in human society means that individuals involved can compromise and negotiate openly to resolve the conflict. It is only when conflicts are badly handled that we have resentment, aggression or hostile attitudes that define themselves in crisis. In any case, conflicts do not always result in crisis, but it is always a strong strikers for positive change.
Under such conditions, it is essential to adopt the right management practices and leadership attributes so that improvements could be brought in the poor organizational efficacy. It includes the adoption of situational leadership style which is a leadership theory based on directive and supportive dimensions. Each dimension in the situational leadership style helps in dealing with different situations that occur in the company management process. The leaders that adopt situational leadership style adopt different traits such as flexibility, coaching, delegating, participating, and humility to ensure that decisions are made as per different conflicting situations faced by the employees, management, or business. Successful leaders have the ability to look at situations with different perspectives. They assess the situation and behaviors of the team members in play, after which they determine the type of leadership approach to use to get the best result. The effectiveness of situational leadership style in managing workplace crisis and highlights the role of leadership in attaining organizational goals. The research also highlights the concept and theory of situational leadership and delineates the impact of both poor and effective crisis management on an organization’s overall performance and goals.
Prof. A. Rui Gomes - Leadership efficacy: Contributes from the Leadership Efficacy Model
University of Minho, School of Psychology, Portugal
In this presentation, it will be discussed the topic of leadership and the Leadership Efficacy Model (LEM). The LEM suggests that leadership efficacy depends on the congruence between the conceptual cycle of leadership and the practical cycle of leadership and also by considering the leadership styles assumed by leaders and the moderating influence of the antecedent factors of leadership. It will be analysed how these three elements of the model (leadership cycles, leadership styles, and the antecedent factors of leadership) apply to the work of leaders and concur to explain their efficacy in leading teams and organizations. The model includes four hypotheses (congruence of leadership cycles, optimal leadership profile, favourability of conditions for leadership, and optimized congruence hypothesis of leadership) that will be presented according to empirical findings of leadership efficacy. The final part of the presentation will debate some practical implications of the model to the work of leaders.
University of Minho, School of Psychology, Portugal
In this presentation, it will be discussed the topic of leadership and the Leadership Efficacy Model (LEM). The LEM suggests that leadership efficacy depends on the congruence between the conceptual cycle of leadership and the practical cycle of leadership and also by considering the leadership styles assumed by leaders and the moderating influence of the antecedent factors of leadership. It will be analysed how these three elements of the model (leadership cycles, leadership styles, and the antecedent factors of leadership) apply to the work of leaders and concur to explain their efficacy in leading teams and organizations. The model includes four hypotheses (congruence of leadership cycles, optimal leadership profile, favourability of conditions for leadership, and optimized congruence hypothesis of leadership) that will be presented according to empirical findings of leadership efficacy. The final part of the presentation will debate some practical implications of the model to the work of leaders.
PhDr. Mojmír Kališ, PhD. - Kompetencie v digitálnom veku
Asociácia psychológov práce a organizácie
Digitálna éra je už teraz súčasťou nášho života. Môžeme pozorovať od sedemdesiatych rokov minulého storočia jej pozvoľný, v súčasnosti sa zrýchľujúci sa postup, aj s psychologickými a sociálnymi dôsledkami, ktoré takáto zmena prináša. Zásadnou zmenou je technologická zmena, ktorá sa prezentuje ako Štvrtá priemyselná revolúcia. Podobne, ako v minulosti, aj v etape Štvrtej priemyselnej revolúcie, budú vznikať nároky na nové kompetencie, na zmenu v prístupoch a v myslení.
Bude narastať neistota v práci; postupne vzniká nová veľká skupina pracujúcich, ktorá dostala názov prekariát. Žije aj pracuje v neistote práce. Pre psychológiu práce sú zaujímavé stratégie ich pracovného života.
Technologické zmeny pripravia o prácu ľudí v bankovom sektore, v priemysle z dôvodov automatizácie. Bude potrebné, aby sa pracujúci rekvalifikovali, získali nové spôsobilosti.
Zároveň sa zvýši potreba sociálnych a opatrovateľských služieb.
Digitalizácia významne zmení prostredie projektového manažmentu.
Požiadavky na ľudí v tejto etape rozvoja spoločnosti budú spočívať v prvom rade v schopnosti a ochote prispôsobiť sa novým podmienkam práce. To znamená nároky tak na kognitívne ako aj emocionálne charakteristiky osobnosti.
Spoločnou kompetenciou bude teda schopnosť zvládnuť požiadavky na zmeny v pracovnom správaní, u manažérov požiadavky na riadenie zmien.
Asociácia psychológov práce a organizácie
Digitálna éra je už teraz súčasťou nášho života. Môžeme pozorovať od sedemdesiatych rokov minulého storočia jej pozvoľný, v súčasnosti sa zrýchľujúci sa postup, aj s psychologickými a sociálnymi dôsledkami, ktoré takáto zmena prináša. Zásadnou zmenou je technologická zmena, ktorá sa prezentuje ako Štvrtá priemyselná revolúcia. Podobne, ako v minulosti, aj v etape Štvrtej priemyselnej revolúcie, budú vznikať nároky na nové kompetencie, na zmenu v prístupoch a v myslení.
Bude narastať neistota v práci; postupne vzniká nová veľká skupina pracujúcich, ktorá dostala názov prekariát. Žije aj pracuje v neistote práce. Pre psychológiu práce sú zaujímavé stratégie ich pracovného života.
Technologické zmeny pripravia o prácu ľudí v bankovom sektore, v priemysle z dôvodov automatizácie. Bude potrebné, aby sa pracujúci rekvalifikovali, získali nové spôsobilosti.
Zároveň sa zvýši potreba sociálnych a opatrovateľských služieb.
Digitalizácia významne zmení prostredie projektového manažmentu.
Požiadavky na ľudí v tejto etape rozvoja spoločnosti budú spočívať v prvom rade v schopnosti a ochote prispôsobiť sa novým podmienkam práce. To znamená nároky tak na kognitívne ako aj emocionálne charakteristiky osobnosti.
Spoločnou kompetenciou bude teda schopnosť zvládnuť požiadavky na zmeny v pracovnom správaní, u manažérov požiadavky na riadenie zmien.
