If oncology healthcare professionals are to provide optimal treatment and care for elderly people, negative attitudes must be addressed. These results indicate the need for a radical cultural shift in attitudes, especially when considered in conjunction with changing demographics and increased cancer incidence with age.

Shamir, House, and Arthur (1993) suggested that the effects of charismatic leadership on followers’ motivation are mediated by the increased salience of collective identities in followers’ self‐concepts. This study empirically examines the effects of leadership messages on followers’ self‐concept accessibilities. Charismatic and integrative (combined charismatic and individualized consideration) leadership increased the accessibility of followers’ collective self‐concepts. Individualized consideration increased the accessibility of followers’ private self‐concepts. These results support the propositions of the self‐concept‐based theory of charismatic leadership. Charismatic and integrative leadership messages from a leader resulted in higher follower collective self‐concept accessibilities than did routinized messages. This finding underscores the importance of a charismatic leader, even when charismatic messages have become routinized.

Organizational consultants employ scientific methodologies to collect data and generate an organizational diagnosis. Between‐method triangulation is a means of leveraging the strengths of several methods while mitigating weaknesses. This article briefly reviews common scientific data collection methodologies and provides an illustration of between‐method triangulation in organizational diagnosis. Interpretations of organizational social reality were based on the triangulation of data from interviews, systematic observation, observer‐as‐participant observation, and archival data. Between‐method triangulation resulted in a more complete assessment of organizational problems than any lone method.

Strategic ambiguity is a prevalent and valuable tactic in organizational communication. However, the deniability of strategically ambiguous messages, and the resulting utility of strategic ambiguity for escaping blame, may limit its usefulness for ethical communication in organizations. This article addresses the ethics of strategic ambiguity from an intrapersonal perspective that considers the congruity of communicators'espoused-ethics, ethics-in-use, and behavior.When communicators espouse a rational, logically consistent ethical system, judgments can be made about the ethicality of communicative behaviors. Ethical judgments are based on the congruity between espoused-ethics and actual behavior. The distinctive value of this approach is that regardless of differences in ethical systems among communicators, judgments of ethicality are based only on the particular ethical systems espoused and used by individuals. Communicators who are unable to espouse a coherent moral philosophy upon which their actions are based should consider alternatives to strategic ambiguity. t is widely recognized that communication within organizations is I often unclear and ambiguous. Although clarity is usually considered desirable for communication, ambiguity may be more efFective in certain organizational circumstances. While prevalent in organizations, Eisenberg and Goodall (1993) raise the concern that the strategic use of ambiguity &dquo;minimizes the importance of ethics&dquo; (p. 26). In this article we demonstrate the importance of strategic ambiguity and propose a model for determining the ethicality of strategically ambiguous communications. We begin by examining the concept of strategic ambiguity and its implications for communication. This is followed by a discussion of general ethical standards and an analysis of intrapersonal ethics. Finally, we discuss the relationship between strategic ambiguity and intrapersonal ethics, and pose questions for future research.

This article reveals the mutability of charisma by tracing changes in the conceptualization of charisma throughout the history of leadership research. Religious, societal, and organizational phases in the conceptualization of charisma are identified. The mutability of charisma has extended charismatic leadership theory from the domain of theology to multiple facets of the organizational sciences. Shifting conceptualizations of charisma that emphasize different elements have facilitated the study of leader traits, leader behaviors, situational contingencies, leader and organizational communications, and organizational cultures. These pluralistic conceptualizations of leadership and charisma have broadened our understanding of charismatic leadership. Yet, we must acknowledge that the breadth of knowledge we have gained has been at the expense of a more profound understanding of any one particular conceptualization of charisma.