Prosocial là gì

Employees’ expectations of wellbeing & happiness within their organizations, have rightly been placed upon leaders.Leaders today are increasingly expected to subvert their personal interests và guide their organizations lớn 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 and their organizations are to take a central role in the future of human flourishing.

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However, while it is true that some leadership theories value & 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 khổng lồ find a direct connection to lớn classical ethical theories.And, leadership theories have also largely ignored the antecedents that anticipate ethical leadership behavior & correspondingly, they have sầu not given much attention to the leadership development process. Ironically, we are inspired by selfless, prosocial leaders, who not only inspire us, but cause us to lớn believe the world’s growing social and environmental issues may possibly be addressed. Most people can think of a many great leaders who have sầu 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 & their Organizational Settings, is based on eight years of qualitative sầu and quantitative sầu research on emerging leaders, and five years retìm kiếm on successful leaders of social ventures. From this retìm kiếm four distinct stages emerged depicting how emerging leaders developed inkhổng lồ prosocial leaders. The four stages include:

Stage One: "Awareness và Empathetic Concern".Here the emerging leader looks bachồng into lớn their past and selects those events where they experienced empathy, & want to 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 to act. The outcome is a broadening of personal goals developmental goals must incorporate group goals too.Stage Three:“Courage & Action”. Before the emerging leader begins lớn act khổng lồ serve sầu the group, they feel vulnerable, yet must find the courage to lớn act và help others.The emerging leader realizes that their thoughts dem& action. Here they act, và in doing so understvà the importance action to lớn simultaneously grow themselves and others.

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Stage Four:The “Reflection and 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, and thus they commit to 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 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 quality in that it does give attention khổng lồ formative sầu antecedents, is connected lớn ethical theories và provides a leadership development model.

The book has as a primary audience other researchers và graduate students. But, educational & 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 Review which summarizes leadership theories and their connection to lớn classical ethical theories, prosocial values và also provides a summative overview of the state of leadership development.

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

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

Chuyên mục: KHÁI NIỆM