Informatics Publishing Limited

Nivedita Das ¹

Affiliations
1 Visiting faculty, KIIT School of Management, Bhubaneswar, Odisha, IN

Abstract

Leadership programs as we understand are normally for the executives or management people. But here is a unique case of Leadership program for the destitute women who are normally perceived to be powerless and dependent on the mercy of others. It analyzes their success story with a focus on the training that they went through at WISH. The program presupposes a re-definition of what effective leadership means. Women's Leadership focuses on leadership that is sourced from each woman's deep love and passionate commitment for the natural world, women, health, children, and justice. The leadership Program at WISH prioritized authenticity, mutual respect, and collaborative and inclusive approaches. It is based upon the principle that leadership emerges from the inner work we do, and that we cannot influence change we haven't embodied ourselves. The challenge of empowering these so called destitute women, which is not a desirable term we use for them, the Women's Leadership program started with the intention of recognizing and understanding that all meaningful and enduring changes begin with the internal work we do to transform our outer behavior. Leadership skill and capacity continue to strengthen with practice, reflection and relationships that provide authentic and rigorous feedback and support. In addition to strengthening the capacity of diverse women to engage more intentionally and effectively as leaders for progressive change, the program was designed to celebrate those capacities we have observed being present in these women who are yet to get the right to lead a dignified life.

Keywords

No Keywords

Full Text

     

Fakir Mohan Sahoo ¹, Nivedita Das ¹, Kalpana Sahoo ²

Affiliations
1 Xavier Institute of Management, Bhubaneswar, IN
2 Asian School of Business Management, Bhubaneswar, IN

Abstract

The positive psychology movement has influenced organizational research as well as contemporary life pursuits. The present investigation is geared to examine the role of resilience and optimism in job efficacy. Two hundred and eight managers from industrial organizations participated in this study. They were individually administered standardized tests of resilience, optimism and job efficacy. Results indicated no sex difference with respect to efficacy dimensions. However, male managers exhibited greater optimism especially in the context of explaining negative events. Optimism and resilience were found to be significantly related. More importantly optimism and resilience were significantly associated with generalized selfefficacy, work-related efficacy and job efficacy. The findings were explained in the light of contemporary theories. Major implications were outlined in terms of possible intervention programs.

Keywords

Resilience, Optimism, Self-Efficacy, Role-Efficacy.

Full Text

   

Fakir Mohan Sahoo ¹, Nivedita Das ¹

Affiliations
1 Xavier Institute of Management, Bhubaneswar, IN

Abstract

The application of Euro-American model of motivation to nonwestem situations has received setbacks during past decades. Attempts have been directed to develop culturally valid explanations of motivation. More recently an efficacious model of motivation has been formulated in terms of need saliency. As a contradistinction to hierarchy of needs, the construct of need saliency posits that different levels of priority are attached to different categories of needs in a given subset of human population. Accordingly some needs are regarded salient whereas other needs are considered non-salient. The model further posits that motivation is significantly and positively related to salient need satisfaction. In contrast, motivation is unrelated to non-salient need satisfaction. The present investigation provides an empirical test of this pan-cultural model. College students were individually administered a multipart study behavior questionnaire. They were asked to rank order sixteen study outcome factors. These include brand name of institution, gaining knowledge, cordial peer relationship, opportunity for higher studies, supportive learning enviroiunent, interesting course-work, sound administrative policy, multiskilling, healthy interpersonal contact, collaborative learning, professionally competent teachers, well planned schedule, individual attention to students, freedom from social pressiire, job prospect, and fair assessment. With identification of salient and non-salient needs, it was possible to measure salient need satisfaction, non-salient need satisfaction and total need satisfaction. Subsequently study motivation was measured in the form of semantic differential technique, questionnaire, and graphic designs. The examination of relationship between salient need satisfaction and motivation provided supportive evidence for the indigenous model. The implication is outlined.

Keywords

Need Saliency, Study Motivation, Indigenous Model, Study Involvement, Panculturalmodel, Crosscultural Model.

Full Text