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Matthias Mölleney

Sybille Sachs

Beyond Leadership

English Edition

Content:&#13;
Introduction: Cooperation instead of hierarchy&#13;
The model of the Beyond Leadership Activation Circle: Structure and functionalitiy&#13;
 The steps:&#13;
   - Check-in: Focus on the main topic&#13;
   - Connect: Get to know each other at the highest level&#13;
   - Align: Align to a common identity&#13;
   - Imagine: Developing sustainable solutions together&#13;
   - Commit: The step towards implementation quality&#13;
   - Debriefing: The decisive consolidation&#13;
   - Check-out: The summarizing reflection&#13;
The sustainability of Beyond Leadership: Beyond Culture&#13;
Further application possibilities

Lijken je medewerkers te&amp;#xa0;weinig gemotiveerd? Voor hun dagelijkse werk, voor die organisatieverandering, voor een groot project ...­? Of kan je zelf wel een motivatieboost gebruiken? Wanneer lukt het je niet om anderen en jezelf op het werk te motiveren? Schiet de bonus tekort en is het moeilijk om de juiste feedback te geven? &lt;br&gt; &lt;br&gt;Dit boek vertelt leidinggevenden, managers, bedrijfsleiders, hr-medewerkers, preventieadviseurs en iedereen die&amp;#xa0;beter en efficiënter wil motiveren, meer over de&amp;#xa0;ZelfDeterminatieTheorie (ZDT)&amp;#xa0;van Deci en Ryan. Deze theorie werd ontwikkeld op basis van jarenlang, wereldwijd, wetenschappelijk onderzoek. Maar ZDT spreekt vooral aan omdat het een praktisch bruikbare theorie is: je kan ermee aan de slag om je team en de hele organisatie niet alleen 'meer', maar vooral ook 'beter' te motiveren. ZDT focust op een kwalitatief hoogstaande vorm van motivatie. Ze doorprikt bijvoorbeeld de mythe dat intrinsieke motivatie altijd de beste vorm van motivatie is en stelt een handig&amp;#xa0;ABC van motivatie&amp;#xa0;voorop. &lt;br&gt; &lt;br&gt;Op basis van deze principes en aan de hand van&amp;#xa0;oefeningen&amp;#xa0;en&amp;#xa0;voorbeelden&amp;#xa0;uit de praktijk komt een hele set van&amp;#xa0;tools&amp;#xa0;aan bod die je op weg zetten om anderen en jezelf op het werk te motiveren&amp;#xa0;–&amp;#xa0;en niet zomaar motiveren, maar zonder te controleren. Zo voelen medewerkers zich een pak beter in hun vel, is er minder kans op stress, burn-out en turn-over en zullen ze beter presteren. En dat zorgt voor een boost voor de medewerkers én de organisatie! &lt;br&gt; &lt;br&gt;OVER DE SCHRIJVERS &lt;br&gt; &lt;br&gt; &lt;b&gt;Prof.&amp;#xa0;Anja Van den Broeck&lt;/b&gt;&amp;#xa0;is werkzaam aan de Faculteit Economie en Bedrijfswetenschappen aan de KU Leuven. In haar onderzoek bestudeert ze hoe en onder welke voorwaarden werknemers optimaal kunnen functioneren op de werkvloer. De zelfdeterminatietheorie vormt de kern van haar onderzoek. Ze bestudeert daarnaast welzijn, burn-out, engagement en job design. Ze publiceerde in de belangrijkste wetenschappelijke tijdschriften in management en arbeidspsychologie en deelt daarnaast graag haar inzichten met organisaties en het ruime publiek. &lt;br&gt; &lt;br&gt; &lt;b&gt;Dr.&amp;#xa0;Hermina Van Coillie&lt;/b&gt;&amp;#xa0;is Senior Consultant &amp;amp; Motivation Expert bij Otolith, een adviesbureau dat organisaties naar een hoger niveau van functioneren tilt. Ze doctoreerde aan de KU Leuven (Kwantitatieve en Persoonlijkheidspsychologie) en werkte nog twee jaar als postdoctoraal onderzoeker aan de Faculteit Psychologische en Pedagogische Wetenschappen. Als onderzoeksexpert binnen het onderzoekscentrum van Securex schreef ze ettelijke wetenschappelijke artikelen, white papers en rapporten en verscheen ze vaak in de pers. Ze is een veelgevraagd spreekster over de ZDT en linkt motivatie aan onderzoeksthema’s zoals change, stress en leidinggeven. Ze is ook docent aan de Ehsal Management School en de Arteveldehogeschool.

Anja Van den Broeck

Hermina Van Coillie

Aan de slag met de zelfdeterminatietheorie op de werkvloer!

Motiveren zonder controleren

It doesn’t matter if you’re the lowest person on the totem pole at work—you are a leader.Whether it’s on the job, within your family, at church, in clubs, or as a friend, you are called to be a leader on a daily basis.In this book of African animal fables, John Andrew Carroll, a successful CEO who grew up surrounded by wildlife and war in Zimbabwe, explores how to:•be a trusted and compassionate human being as you lead and serve others;•develop team members who are engaged, enthusiastic, and inspired;•learn, grow, and adapt as a leader, and help others do the same.These lessons and more are shared in a series of captivating, short fables that feature a self-doubting lion, a belligerent rhinoceros, a cute and kind meerkat, a curious young elephant, a conceited leopard, and a chattering monkey. Each fable highlights a key aspect of what makes an effective leader in today’s world.Full of wisdom, wit, and simple pleasure, this book is a celebration of what it means to be human in a changed and changing world.

John Andrew Carroll

The 30 Natural Laws of Leadership Explored Through African Animal Fables

How the Lion Learned to Lead and Other Stories

Bachelor Thesis from the year 2023 in the subject Business economics - Supply, Production, Logistics, grade: 1,7, University of applied sciences, Cologne, language: English, abstract: This thesis deals with sustainability as a prerequisite for supply chain resilience. Considering the COVID-19 pandemic, which has shown to a considerable extent how fragile existing supply chains are, the need for implementation of resilient and sustainable supply chains becomes necessary. Due to climate change, environmentally sustainable action should be focused on and need to be implemented in companies’ value chains. In this thesis, it is examined to what extent sustainability must be considered as a prerequisite for supply chain resilience.Global political backgrounds are highlighted. Theoretical backgrounds are given regarding sustainability, global supply chains and approaches for measuring sustainability. Furthermore, characteristics of a sustainable and resilient supply chain are presented, by literature review and considering actual, global developments. Finally, recommendations for action are given. Global supply chains need to incorporate regional aspects as far as possible and promote cooperation along the value chain. This is promoted by digitalization processes, effective risk management and binding supply chain alignments toward sustainability.

Isabelle Jaeschke

Sustainability as a prerequisite for supply chain resilience

&lt;p&gt;&lt;/p&gt;&lt;p&gt;This book’s basic hypothesis – which it proposes to test with a cognitive-sociological approach – is that legal behavior, like every form of human behavior, is directed and framed by biosocial constraints that are neither entirely genetic nor exclusively cultural. As such, from a sociological perspective the law can be seen as a super-meme, that is, as a biosocial constraint that develops only in complex societies. This super-meme theory, by highlighting a fundamental distinction between defensive and assertive biases, might explain the false contradiction between law as a static and historical phenomenon, and law as a dynamic and promotional element. &lt;/p&gt;&lt;p&gt;Socio-legal scholars today have to face the challenge of pursuing a truly interdisciplinary approach, connecting all the fields that can contribute to building a modern theory of normative behavior and social action. Understanding and framing concepts such as rationality, emotion, or justice can help to overcome the significant divide between micro and macro sociological knowledge. Social scientists who are interested in the law must be able to master the epistemological discourses of different disciplines, and to produce fruitful syntheses and bridge-operations so as to understand the legal phenomenon from each different point of view. &lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;p&gt;The book adopts four perspectives: sociological, psychological, biological-evolutionary and cognitive. All of them have the potential to be mutually integrated, and constitute that general social science that provides common ground for exchange. The goal is to arrive at a broad and integrated view of the socio-legal phenomenon, paving the way for a comprehensive theory of norm-oriented and norm-perceived actions.&lt;/p&gt;&lt;p&gt;&lt;/p&gt;

Luigi Cominelli

Toward a Cognitive Sociology of Law and Behavior

Cognition of the Law

Document from the year 2019 in the subject Law - European and International Law, Intellectual Properties, Tufts University, language: English, abstract: The focus of this book is the analysis of male sexual crimes in international criminal justice.The first part of the present research work is focused on the legal analysis of the relevant articles of international criminal court's Statute regarding the obligation of cooperation between states for the punishment of serious crimes against humanity and war. Judicial development, starting with the ad hoc tribunals and arriving at causes at various stages of proceedings still ongoing in the International Criminal Court (ICC), opens doctrinal and comparative national debates especially in the case of lacking states cooperation, seeking to elaborate specific topics such as the obligation of states cooperation, requests for assistance during preliminary investigations,during inquires, and confidential information. Court assistance to states parties participating in the Statute, suspending the execution of a request, the role of the prosecutor and the non-assistance of some states impede the development and operation of international criminal justice. The second part has attempted to analyze sexual crimes and especially the crime of male rape.The jurisprudence of international criminal tribunals and the ICC have tried to qualify rapeeither as a crime of genocide in the form of serious and physical injuries, even if notnecessarily permanent (lett.b) Art.6 of the Rome Statute; or as a crime against humanity wherethere are elements of context and above all material elements that emerge from the defenitionsgiven by the ad hoc tribunals and the elements of crimes; or even as a war crime in case it isimplemented to that of sexual violence, according to a geneder specific relationship tospeciem. Judges through the jurisprudence have included in this context any conduct of asexual type of aggression to human dignity that does not consist in an act of penetration andthat does not involve physical contract. The contrasts are always open. Due to the lack ofdealing with a "particular" crime and difficult to prove it or testify before an internationalcourt. The indication on the level of gravity of the crime is necessary for the relevance ofsexual violence and rape as crimes against humanity that we will see in the coming years.

Dimitris Liakopoulos

International Criminal Justice. Cooperation and fighting of male sexual crimes

New Approaches to Religion and Power

Jamin Andreas Hübner

Justice in An Age Of Capital And Catastrophe

Religion and Cooperative Economics

&lt;p&gt;&lt;b&gt;The only language you need to know to change your results.&lt;/b&gt;&lt;/p&gt; &lt;p&gt;Inside each of us is a vision of how things could be. Yet most people remain frustrated by a lack of impact, unable to connect and inspire the people they care about the most. Why?&lt;/p&gt; &lt;p&gt;There’s a language we understand, but rarely use. A language that’s sincere. Powerful. Compelling. A language of words—and actions—that can’t be denied.&lt;/p&gt; &lt;p&gt;&lt;i&gt;Leadership Language &lt;/i&gt;will help you to peel back the ineffective “business speak”, so you can change the conversation. And change your results. Imagine what could happen when you replace frustration with an irresistible vision—for yourself, your team and your organization.&lt;/p&gt; &lt;p&gt;Today’s leaders face so many challenges—employee retention, operational efficiency, culture, collaboration, leading across generations, and more—but communication is at the heart of every one of those issues. A clear message with a powerful delivery gets you halfway home. Honing in on your next conversation can drive more impact, better relationships, and greater overall effectiveness. For yourself. Your career. Your company.&lt;/p&gt; &lt;p&gt;They say there’s nothing that can stop an idea whose time has come. So, take the lead. It’s time for you to create what’s missing. And &lt;i&gt;Leadership Language &lt;/i&gt;will show you how.&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Get clear on your vision, get aligned with your story, and get others engaged with your message&lt;/li&gt; &lt;li&gt;Connect with the people that matter most, in a way that invites innovation and new outcomes&lt;/li&gt; &lt;/ul&gt; &lt;ul&gt; &lt;li&gt;Find the courage to move forward, conquer change, and create powerful impact—while you help others do the same&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;From student leaders to the C-suite, there is only one way for a leader to make an impact: communication. &lt;i&gt;Leadership Language&lt;/i&gt; is your personal guide to mastering critical skills and unveiling your authentic potential. &lt;/p&gt;

Chris Westfall

Using Authentic Communication to Drive Results

Leadership Language

Bachelor Thesis from the year 2018 in the subject Business economics - Business Management, Corporate Governance, grade: 1,3, Berlin School of Economics and Law, language: English, abstract: What are the critical success factors in CBM&amp;A activities? What are the obstacles to and facilitators of a successful cultural integration in CBM&amp;A activities? Which actions need to be taken to successfully manage cultural integration processes during CBM&amp;A activities?  This thesis will aim to answer these three research questions.Consequently, the research conducted aims to create an elaborate understanding for one of the most cited reasons of CBM&amp;A failure, cultural integration, and to answer the research questions by developing a concrete action plan. This shall be approached by firstly outlining a brief overview of M&amp;A theory before addressing special aspects of CBM&amp;As in chapter 2. The second chapter will be concluded by explaining the complexity of culture and establishing a selection of empirically proven approaches on assessing culture. Subsequently, chapter 3 will focus on the decision factors which determine integration approaches before cultural integration models will be more narrowly outlined. Chapter 3 will then highlight the critical factors influencing cultural integration in more detail and start elaborating on how the evolving problems related to cultural integration can be encountered. In chapter 4, the research approach and methods will be explained in detail before the fifth chapter will highlight the key findings of the empirical analysis. Chapter 5 will then discuss the research findings and develop an action plan to show managerial implications on how to successfully manage cultural integration. Lastly, chapter 6 will summarize the findings of this thesis and illustrate the limitations of the research, before outlining starting points for future research.

Franziska Schweigert

Managing Cultural Integration in Cross-Border Merger and Acquisition Activities

&lt;p&gt;&lt;b&gt;Ever notice how companies with the best service also have the happiest employees? That’s no accident. &lt;/b&gt;&lt;/p&gt; &lt;br /&gt; &lt;p&gt;Do you want to build a strong, successful organization? Start by ignoring your customers. &lt;i&gt;Really&lt;/i&gt;. Instead, focus first on creating a better employee experience, or EX. Your employees interact with customers, make them smile, and carry your brand message from the warehouse to the front lines. If your employees are having a great experience, so will your customers.&lt;/p&gt; &lt;p&gt;            In &lt;i&gt;The Employee Experience&lt;/i&gt;, employee engagement pioneers Tracy Maylett and Matthew Wride reveal the secrets not only to attracting and retaining top talent, but to building a deeply engaged workforce—the foundation of organizational success. With deep insights into the dynamics of trust and mutual expectations, this book shows that before you can deliver a transcendent customer experience (CX), you must first build a superlative EX.&lt;/p&gt; &lt;p&gt;With real-world examples and more than 24 million employee survey responses, Maylett and Wride reveal a clear, consistent pattern among the world’s most successful organizations. By establishing a clear set of expectations and promises—collectively known as the Contract—and upholding it consistently, employers can build the trust that leads to powerful engagement.&lt;/p&gt; &lt;p&gt;Whether in business, healthcare, education, sports, or nonprofit, these organizations are consistently more successful and more profitable, enjoy sustainable growth, and win the battle to keep today’s rarest resource: talented people. Blending rigorous research, detailed case studies, in-depth interviews and expert insights, &lt;i&gt;The Employee Experience&lt;/i&gt; will teach you to:&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Make the employee experience a core part of your strategy&lt;/li&gt; &lt;li&gt;Understand employee expectations and bridge the “Expectation Gap”&lt;/li&gt; &lt;li&gt;Establish rock-solid Brand, Transactional, and Psychological Contracts that breed trust and confidence&lt;/li&gt; &lt;li&gt;Build an employee-employer partnership in creating something extraordinary&lt;/li&gt; &lt;li&gt;Turn employee engagement into fuel for customer satisfaction, profit, and growth&lt;/li&gt; &lt;/ul&gt; &lt;p&gt; &lt;/p&gt; &lt;p&gt;Attracting talent, retaining top performers, and creating an environment in which employees choose to engage drives results. &lt;i&gt;The Employee Experience&lt;/i&gt; shows you where truly extraordinary organizations begin…and how to build one. &lt;/p&gt; &lt;p&gt; &lt;/p&gt; &lt;p&gt;&lt;b&gt;TRACY MAYLETT, Ed.D, SPHR, SHRM-SCP&lt;/b&gt;, is the CEO of DecisionWise, where he currently advises leaders across the globe in leadership, change, and employee engagement. Maylett holds a doctorate from Pepperdine University and an MBA from BYU. He is a recognized author, and teaches in the Marriott School of Management at Brigham Young University.&lt;/p&gt; &lt;p&gt; &lt;/p&gt; &lt;p&gt;&lt;b&gt;MATTHEW WRIDE, JD, PHR&lt;/b&gt;, is the COO of DecisionWise. With an extensive business background, Wride brings a fresh approach to organization development and leadership consulting. He is passionate about helping leaders create winning employee experiences. Wride holds a JD from Willamette University and a master’s degree from the University of Washington. &lt;/p&gt; &lt;p&gt;For over two decades, DecisionWise has advised organizations and leaders in more than seventy countries on leadership, assessment, talent, organization development, and the employee experience. Visit us online at www.decision-wise.com.&lt;/p&gt;

Tracy Maylett

Matthew Wride

Kerry Patterson

How to Attract Talent, Retain Top Performers, and Drive Results

The Employee Experience

&lt;p&gt;&lt;/p&gt;&lt;p&gt;This book examines the role of corporate culture in the execution of successful strategies for diversity and innovation. It explores how information is communicated across real organizations and how diversity impacts the effectiveness of the communication. As modern communication becomes more challenging within diverse groups, the varying content and contexts must be considered. Communications across a diverse organization requires thought and understanding. Further, though a workforce may be diverse, it may not properly function. Effective and creative leadership is needed to employ a diverse workforce for the greatest impact on company culture and performance. With its model and case studies illustrating how diversity helps shape corporate culture, this book serves as a valuable resource for HR researchers and scholar-practitioners.&lt;/p&gt;&lt;br&gt;&lt;p&gt;&lt;/p&gt;

Bethany K. Mickahail

Carlos Tasso Eira de Aquino

Improving Organizational Performance and Culture in the Workplace

Effective and Creative Leadership in Diverse Workforces

&lt;p&gt;Building on the original writings of Robert K. Greenleaf, this edited collection provides new insights into servant leadership theory and broadens the conceptual framework with a developmental perspective on modern organisations. Bringing together a group of active servant leadership researchers and practitioners from around the world, this book applies Greenleaf’s original ideas to current challenges within today’s businesses. The authors explore theoretical topics such as purposefulness, compassion, personal growth and mindfulness, as well as providing practical models for implementing a servant leadership culture within organisations, with a particular focus on public administration and the health care industry.&lt;/p&gt;&lt;p&gt;&lt;/p&gt;

Dirk van Dierendonck

Kathleen Patterson

Developments in Implementation

Practicing Servant Leadership

Beyond Leadership

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