Full Answer Section

Characteristics of Conscious Leadership

According to John Mackey and Raj Sisodia, the authors of the book Conscious Capitalism, conscious leaders are characterized by the following qualities:

• Purpose: They have a clear sense of purpose for their organization, and they are committed to using their business to make a positive impact on the world.
• Values: They live their lives and lead their organizations based on a set of core values, such as integrity, compassion, and respect.
• Relationships: They build strong relationships with their employees, customers, and suppliers, and they create a culture of trust and collaboration.
• Spirituality: They believe that there is more to life than just making money, and they are committed to living a meaningful and fulfilling life.

Influence on Organizational Behavior

Conscious leadership has had a significant influence on the field of organizational behavior. It has helped to shift the focus from traditional command-and-control leadership to a more collaborative and values-based approach. Conscious leaders are seen as more effective in building high-performing teams and creating sustainable organizations.

Citations

• Mackey, J., & Sisodia, R. (2013). Conscious capitalism: Liberating the heroic spirit of business. Boston, MA: Harvard Business Review Press.
• https://www.consciouscapitalism.org/

Historical Management Theories

Scientific Management

Scientific management is a management philosophy that emphasizes the importance of efficiency and productivity. It was developed by Frederick Taylor in the early 20th century, and it is based on the belief that work can be broken down into a series of simple tasks that can be performed most efficiently by workers who have been scientifically trained.

Influence on Organizational Behavior

Scientific management had a significant impact on the field of organizational behavior. It led to the development of new management techniques, such as time-and-motion studies, and it helped to improve efficiency and productivity in many organizations. However, scientific management also had some negative consequences, such as deskilling workers and creating a sense of monotony and alienation in the workplace.

Citations

• Taylor, F. W. (1911). The principles of scientific management. New York, NY: Harper & Row.
• https://en.wikipedia.org/wiki/Scientific_management

Human Relations Movement

The human relations movement is a management philosophy that emphasizes the importance of people and relationships in the workplace. It was developed in the 1930s and 1940s, and it is based on the belief that employees are not just cogs in a machine, but are complex individuals with their own needs and motivations.

Influence on Organizational Behavior

The human relations movement had a significant impact on the field of organizational behavior. It led to the development of new management techniques, such as employee motivation and team building, and it helped to create a more humane and satisfying workplace. However, the human relations movement also had some limitations, such as its focus on individual needs and its neglect of the broader organizational context.

Citations

• Mayo, E. (1933). The human problems of an industrial civilization. New York, NY: Macmillan.
• https://en.wikipedia.org/wiki/Human_relations_movement

Conclusion

Conscious leadership, scientific management, and the human relations movement are just three of the many management theories that have influenced the field of organizational behavior. These theories have shaped our understanding of leadership, motivation, and teamwork, and they continue to inform our thinking about how to create successful organizations.