REVIVING PERFORMANCE BY ADOPTING CHAMELEON STYLE OF LEADERSHIP
DOI:
https://doi.org/10.35564/jmbe.2022.0001Keywords:
Chameleon Leadership, External Locus of Control, Relativistic Beliefs, Outstanding Performance, Dimensions of outstanding PerformanceAbstract
With new, diverse, and complicated challenges facing contemporary leaders in today’s changing and distinct environment, it is essential for organizations to move away from old and traditional leadership practices and embrace new ones. This study focused on adopting the concept of “Chameleon Leadership”, the capacity to be able to amend your tactics, much as a chameleon does to improve organizational performance. The study relied on the descriptive deductive approach; this approach comprises of formulating the hypotheses and tests it during the study process. The sample consists of 126 randomly selected staff from various faculties at Albaath University, Syria. The objective was to show if the adoption of chameleon leadership could improve the university performance. The result showed that the adoption of chameleon leadership characteristics can enable organizations to achieve outstanding performance in their work. For the purpose of success and development of chameleon operations, the researcher suggested that universities must conduct extensive training about chameleon leadership methods in line with the reality of the university despite the existence of laws that hinder the development process.
References
Abiso, K., Okuboyejo, S., Ilori, G., & Adeogun, O. (2016). Influence of organizational leadership on organizational performance in the service sector in Nigeria. Int'l Journal of Economics, Commerce and Management, 4(12), 574-590.
Akpa, V., Asikhia, O., & Okusanya, A. (2021). Leadership Styles and Organisational Performance in Nigeria: Qualitative Perspective. International Journal of Engineering and Management Research, 11(1), 46-53.https://doi.org/10.31033/ijemr.11.1.7
Al-abbadi, A., & Al-Abbadi, H. (n.d.). Using the Reference Copmarosopn Method in the Evaluation of University performance. Qadisiyah Journal of Administrative and Economic Science, 11(3), 221-222.
Ali, L., Zuwain, A., & Jabouri, H. (2009). The Role of Organizational Learning Tools In Achieving Outstanding University Performance. Qadisiyah Journal of Administrative and Economic Science, 11(2), 15-16.
Ali, L., Zuwain, A., & Jabouri, H. (2010). The Role of Value Chain Model in Achieving Outstanding University performance. Administrative Study, 3(6), 15-16.
Blackett, C., Larsen, S. & Rindahl, G. (2014). Leadership in Integrated Operations. Institute for Energy Technology, IFE/HR/F-2014/161.
Bedeian, A & Day, D. (2004). Can chameleons lead? The Leadership Quarterly, 15, 687 - 718. https://doi.org/10.1016/j.leaqua.2004.07.005
Casadeaua-Masanell, R., & Ricart, J. (2011). How to Design a Winning Business Model. Harvard Business Review, 89(1), 100-107.
Dalluay, D. V. S. & Jalagat, D. R. C., (2016). Impacts of leadership style effectiveness of managers and department heads to employees' job satisfaction and performance on selected small scale businesses in cavite, Philippines. International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB), 2(2), 734-751.
Day, D. (2006). Self-Monitoring at Work: A Motive-Based Perspective. Journal of Personality, 74(3), 686-689.https://doi.org/10.1111/j.1467-6494.2006.00389.x
Ebeid, A.Y.H. (2010). Corporate social responsibility and its relation to organizational commitment, Problems and Perspectives in Management, 8 (2), pp. 76-93.
Fawzi, H. (2018). Adopting chameleon leadership behaviors based on strategic uncertainty - applied study in the Department of State Real Estate Najaf Branch. University of Kufa / Faculty of Management and Economics. Iraq.
Fu-Jin. W, Shieh .C & Tang. M. (2011). Effect of leadership styleon organizational performance as viewed from human resources management strategy. African Journal of Business Management, 4(18), 3924-3936.
Green, R. (2011). Innovation the Key to Recovery. Sydney: The Australian Higher Education Supplement.
Hair, J. (2014). A primer on Partial Least Squares Structural Equations Modeling (PLS-SEM) (Second Edition ed.). Los Angeles: SAGE.
Hair, J. (2016). A Primer on Partial Least Squares Structural Equations Modeling (PLS-SEM). Los Angeles: SAGE.
Heinrich, L., & Gullone, E. (2006). The Clinical Significance of Loneliness: a Literature Review. Clinical PsychologyReview, 26(6), 695-718.https://doi.org/10.1016/j.cpr.2006.04.002
Joelson, R. (2017). Locus of Control. Psychology Today. Retreived from: https://www.psychologytoday.com/intl/blog/moments-matter/201708/locus-control.
Kish-Gephart, J., & Harrison, D. (2010). Bad Apple, Bad Cases, and Bad barrels: Meta-analytic Evidence about Source of Unethical Decision at Work. Journal of Applied Psychology, 95(1), 1-31.https://doi.org/10.1037/a0017103
Kotler, P. (2003). Marketing management. (E. Editiond) New York: Prentice-Hall.
Lynch, D. (2009). The Chameleon Factor: The Mental Management of Multiple Roles and what it Reveals about the Organizatin of Culture, Ph.D Dissertation, Rutgers University.
Massoudi, A & Hamdi, S. (2019). Reciprocal Leadership Influence on Organizational Change. Cihan University Erbil Journal of Humanities and Social Sciences 3(1), 20-26. https://doi.org/10.24086/cuejhss.v3n1y2019.pp20-26
Michaelides, P., & Kardasi, O. (2010). Schumpeter's Theory of Leadership: a Brief Skitch. Journal of Philosophical Economics, 6(2), 122-133.
Mhizha, A. (2014). Application of the Chameleon Survival Strategy Model in the Study of Strategic Management in Small and Medium-Scale Enterprises. International Journal of Innovative Research and Development, 3(6), 216-225.
Mwai, G.M., Namada, J.M., & Katuse, P. (2018). Influence of Organizational Resources on Organizational Effectiveness. American Journal of Industrial and Business Management, 8, 1634-1656.https://doi.org/10.4236/ajibm.2018.86109
Pisani, A. (2019). Culture Chameleon: Scholars examine the impact of new leadership on an organization. Pepperdine Magazine. https://www.pepperdine.edu/magazine/2019/04/culture-chameleon/
Riggo, D. (2017). Are you aScocial Chameleon or a Zebra? Available online: http://www.psychologytoday.com/intl/blog/cutting-edgeleadership/201704/are-you-social-chameleon-or-zebra.htm.
Robins, G., & Wiersema, O. (1995). Organization and Behavior. Upper Saddle River, New Jersey: Pearson/ Prentice Hall.
Rotter, J. (1992). Cognates of Personal Control: Locus of Control, Self-efficacy, and Explanatory Style. Applied and Preventive Psychology, 1(2), 127-129. https://doi.org/10.1016/S0962-1849(05)80154-4
Ruiz, P., & Gomis, A. (2017). The Nigative Impact of Chameleon-inducing Personality on Employees' Ethical Work Intentions: The Mediating Role of Machiavellianism. Eurpean Management Journal, 31(1), 102-115. https://doi.org/10.1016/j.emj.2016.02.010
Ruiz-Palomino, P., & Banon-Gomis, A. (2016). The negative impact of chameleon-inducing personalities on employees' ethical work intentions: The mediating role of Machiavellianism, European Management Journal, https://doi.org/10.1016/j.emj.2016.02.010
Seiler, M., & Gurewitsch, S. (2005). Marketing Master: How High Performance Business are Using Effective Marketing to Drive Profitable Growth. New York: Accenture.
Shaaban, A., & Abadi, A. (2009). Leadership Style and their Role in Evaluating Performance. Qadisiyah Journal of Administrative and Economic Science, 11(5), 27-30.
Shinkle, G. & Yustantio, G. (2021). Why the workplace chameleon is a paradox for diversity and inclusion. Human Resource. https://iby.imd.org/human-resources/why-the-workplace-chameleon-is-a-paradox-for-diversity-and-inclusion/
Smith, C. (2019). What Is Operational Leadership? Change Management. https://change.walkme.com/operational-leadership/
Snieder, R., & Larner, K. (2009). The Art of Being a Scientist: A guide for graduate Students and Their Mentors. London: Cambridge University Press. https://doi.org/10.1017/CBO9780511816543
Sultan, y& Alhadrawi, B. (2015). The Chameleon Organization assumptions and Futures digital age. International Journal & Magazine of Engineering, Technology, Management and Reseach, 2(1), 190-199.
Torvald, G., Svein, L., & Einar, M. (2005). Organizational Culture and Performance Evidence from the Fast Food Industry. Food Service technology, 5(1), 23-34.https://doi.org/10.1111/j.1471-5740.2005.00109.x
Training, E. C. (2011). Exploring Leadership in Vocational Education and Training. Luxembourg: Publication Office of European Union.
Wang, H., Tsui, A., & Xin, K. (2011). CEO Leadership Behaviors, Orgaizational Performance, and Employees' Attitudes. The Leadership Quarterly, 22(1), 92-105. https://doi.org/10.1016/j.leaqua.2010.12.009
Widayanti, A. T. & Putranto, N. A. R. (2015). Analyzing the relationship between transformational and transactional leadership style on employee performance. Journal of Business and Management, 4(5), 561-568
William, J., Roberts, C., & Bosselman, R. (2011). Youth Sports and the Emergance of Chameleon Leadership. Journal of Leadership Studies, 5(3), 6-12. https://doi.org/10.1002/jls.20227
Wuensch, K. (2016). An Introduction to path Analysis. Available Online: http://core.ecu.edu/psyc/wuenschk/MV/SEM/Path.pdf.
Yousef, A. (2005). The effect of Information Technology and Intellectual Capital in Achieving Distinguish University Performance, Master Thesis, Mosel University.
Yousef, S., & Baqer, K. (2015). The Chameleon Organization Assumptions and Future Digital Age Organization. International Journal and Magazine of Engineering Technology, 2(1), 190-199.
Downloads
Published
How to Cite
Issue
Section
License
Authors retain copyright under a Creative Commons CC BY-NC license
