Intergroup Conflict Management Strategies From a Nobel Peace Laureate: The Case of José Ramos-Horta

Filho, Edson; Rettig, Jean

doi:10.1080/01973533.2016.1221348

Cited by 11 publications

(7 citation statements)

References 47 publications

(74 reference statements)

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“…There are several different approaches to leadership, including trait, behavioral, transactional, transformational, and strategic [55], and the reflective latent indicators (or sub-themes) and unit of analysis for each of these approaches varies greatly [56][57][58]. Perhaps more importantly, in all of these approaches, the unit of analysis varies within the leader-follower dichotomy [59]. While some scholars argue that leadership is an "I" factor as it stems from the characteristics of the individual, others argue that leadership is "in the eye of the beholder" because it is the group of followers that seek identification with the leader [60,61].…”

Section: Theoretical Scopementioning

confidence: 99%

Team Dynamics Theory: Nomological network among cohesion, team mental models, coordination, and collective efficacy

Filho

2018

Sport Sci Health

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I put forth a theoretical framework, namely Team Dynamics Theory (TDT), to address the need for a parsimonious yet integrated, explanatory and systemic view of team dynamics. In TDT, I integrate team processes and outputs and explain their relationships within a systemic view of team dynamics. Specifically, I propose a generative nomological network linking cohesion, team mental models, coordination, collective efficacy, and team outcomes. From this nomological conceptualization, I illustrate how myriad alternative models can be derived to account for variance in different working teams, each comprised of unique members, and embedded in singular contexts. I outline TDT's applied implications for team development, the enhancement of team functioning, and the profiling of team resilience. I conclude by discussing how TDT's ontological and nomological propositions can be tested through various theoretical inquiries, methodological approaches, and intervention-based studies.

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Section: Theoretical Scopementioning

confidence: 99%

Team Dynamics Theory: Nomological network among cohesion, team mental models, coordination, and collective efficacy

Filho

2018

Sport Sci Health

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“…Put plainly, outstanding transformational leaders in politics, civil rights and sports positively influence not only the individuals and teams they work with, but also local communities and society at large. 48 That is, coach turnover might make or break a program in the long run. Therefore, it is crucial to involve various representatives of the athletic community (e.g.…”

Section: Discussionmentioning

confidence: 99%

“…As has been said, "… the flutter of a butterfly's wing can ultimately cause a typhoon halfway around the world" (Chaos Theory). Put plainly, outstanding transformational leaders in politics, civil rights, and sports positively influence not only the individuals and teams they work with, but also local communities and society at large (Filho & Rettig, 2016). That is, coach turnover might make or break a program in the long run.…”

Section: Coach Turnover and Program Culturementioning

confidence: 99%

The influence of coach turnover on student-athletes' affective states and team dynamics: An exploratory study in collegiate sports

Shipherd

Wakefield

Stokowski

et al. 2018

International Journal of Sports Science & Coaching

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Coach turnover is frequent, especially in collegiate sports in the United States. To date, however, there is limited research on how coach turnover might affect student-athletes. Accordingly, we aimed to qualitatively explore how coach turnover might influence student-athletes' psychosocial states and team dynamics in collegiate sports. Eleven athletic teams at a Midwestern Division I National Collegiate Athletic Association institution having undergone coach turnover during the past four years participated in the study. Four coaches and 21 student-athletes representing both individual and team sports, as well as two administrative staff members, participated in semi-structured interviews (coaches and administrators) and focus groups (student-athletes). Inductive data analysis revealed four first level themes: coach style and background, athlete affective states, team dynamics, and program culture. Our analysis suggested that, depending on their gender and coaching style, coaches might have a positive or negative impact on athletes' affective states (e.g. positive and negative affect), team dynamics (e.g. cohesion; athlete leadership), and the program culture. Thus, practitioners might facilitate the positive impact of coaching turnover by assessing whether the new coach is a 'good fit' at the individual (micro), team (meso), and environmental (macro) level of analysis.

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“…Therefore, the fourth stage involved using the expertise of a team of three well-experienced qualitative researchers to perform expert checks. These three well-trained qualitative researchers acted as both critical friends (Kember et al , 1997) and research auditors (Filho and Rettig, 2016) and who provided us constructive feedback following each peer debriefing meetings we had. In a handful of cases, we had to recode and regroup a few data units, until consensus was reached between us and our three critical friends.…”

Section: Methodsmentioning

confidence: 99%

The antecedents of leader-member-exchange (LMX) relationships in African context: the influence of the supervisor’s feedback delivery-tactic

Alo

Arslan

2022

IJOA

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Purpose The current paper aims to analyse the antecedents of leader–member exchange relationships (LMX) by specifically focusing on the influence of the supervisor’s feedback delivery tactic. Design/methodology/approach This study uses qualitative research methods with primary interviews as the main data source. Primary interviews with 40 managers from top supermarkets in Nigeria, South Africa and the UK were undertaken. Findings The authors found that both high-quality positive feedback and constructive criticisms produced the same feelings – more positive interpersonal relationships with their supervisors, higher levels of commitment to their organisations, higher job satisfaction and thus, high-quality LMX relationships. Where criticisms were delivered without greater interpersonal treatment, feedback was perceived as negative, and participants revealed lack of job satisfaction, lack of commitment to their organisations, poor interpersonal relationship with their supervisors, high turnover intent and thus low-quality LMX relationship. Originality/value To the best of the authors’ knowledge, the current paper is one of the first studies to highlight the consequences of different feedback delivery tactics on subsequent LMX quality particularly in African context. The authors specifically develop a process-based model of enhancing high-quality LMX, which shows the role of the supervisor’s feedback delivery tactic in the process. The authors also develop a process-based model that illustrates how negative/unconstructive feedback could result in a low-quality LMX. Finally, to the best of the authors’ knowledge, this paper is also one of the first to offer a comparative assessment between African and British (the UK) empirical settings and highlight some interesting dynamics concerning LMX quality and role of supervisor’s feedback delivery tactic.

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Intergroup Conflict Management Strategies From a Nobel Peace Laureate: The Case of José Ramos-Horta

Cited by 11 publications

References 47 publications

Team Dynamics Theory: Nomological network among cohesion, team mental models, coordination, and collective efficacy

Team Dynamics Theory: Nomological network among cohesion, team mental models, coordination, and collective efficacy

The influence of coach turnover on student-athletes' affective states and team dynamics: An exploratory study in collegiate sports

The antecedents of leader-member-exchange (LMX) relationships in African context: the influence of the supervisor’s feedback delivery-tactic

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