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Inclusion + Respect ≥ Effective Leadership

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  • Alen BADAL

    (Independent Researcher)

Abstract

Comparing and contrasting the realities of being liked versus respected may result in noticing that not everyone will like one another in the workplace. Additionally, innate factors, such as envy and jealousy and personal insecurities all may play psychological roles in why/how humans behave towards others. As an example, one may respect the fact that due to rising material costs, a contractor may need to raise prices for services, but they may not like the person (contractor) in doing so. Studies focusing on the effects of the, such would be helpful to note long-term effects on liking/respecting individuals and work performed. The purpose of this article is to illuminate the critical task of leaders including and respecting each associate on an individual basis.

Suggested Citation

  • Alen BADAL, 2022. "Inclusion + Respect ≥ Effective Leadership," CrossCultural Management Journal, Fundația Română pentru Inteligența Afacerii, Editorial Department, issue 1, pages 69-64, July.
    • Handle: RePEc:cmj:journl:y:2022:i:1:p:59-64
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    References listed on IDEAS

    as
    1. Markus Reitzig, 2022. "Get Better at Flatter," Springer Books, Springer, number 978-3-030-89254-8, October.
    2. Markus Reitzig, 2022. "How to get better at flatter designs: considerations for shaping and leading organizations with less hierarchy," Journal of Organization Design, Springer;Organizational Design Community, vol. 11(1), pages 5-10, March.
    Full references (including those not matched with items on IDEAS)

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