羅伯特·豪斯
1.羅伯特·豪斯簡介
羅伯特?豪斯(Robert J. House)出生于1936年,曾經(jīng)就讀于底特律大學,獲理學學士學位,后又在底特律大學獲工商管理碩士學位。在24歲時(1960年),他獲得俄亥俄州立大學的哲學博士學位。豪斯曾在多所高校任教,先后執(zhí)教于紐約市立大學(CUNY)的伯納德·巴魯克學院(Bernard M. Baruch college)、密歇根大學和俄亥俄州立大學,后來落腳于加拿大的多倫多大學。他在 1965~1968年間,曾出任麥金瑟管理學研究基金會的執(zhí)行理事。
Robert J. House received his Ph.D. degree in Management from the Ohio State University, June 1960. He was appointed the Joseph Frank Bernstein Professor Endowed Chair of Organization Studies at the Wharton School of the University of Pennsylvania in 1988. He has published 130 journal articles. In total, his articles have been reprinted in approximately 50 anthologies of readings in Management and Organizational Behavior
House received the Award for Distinguished Scholarly Contribution to Management, and four awards for outstanding publications. The awards were conferred by the Academy of Management and the Canadian Association of Administrative Sciences. He has also authored two papers which are Scientific Citations Classics.
He is a Fellow of the Academy of Management, American Psychological Association, and Society for Industrial/Organizational Psychology. He has served as chairperson of the Academy of Management Division of Organizational Behavior between (1972-73) and President of the Administrative Science Association of Canada (1985-86).
House was the Principle Investigator of the Global Leadership And Organizational Behavior Effectiveness Research Program (GLOBE) from 1993 through 2003. In this capacity he has visited universities in 38 countries during this period of time. He has also been a visiting scholar or visiting professor at 14 universities, most of which are in Europe or Asia.
House’s major research interests are the role of personality traits and motives as they relate to effective leadership and organizational performance, power and personality in organizations, leadership, and the implications of cross-cultural variation for effective leadership and organizational performance.
2.羅伯特·豪斯的管理思想與貢獻
羅伯特?豪斯最先提出領導方式的路徑—目標理論,目前該理論已經(jīng)成為當今最受人們關注的領導觀點之一。
豪斯認為,領導活動正好就是要影響部下的這兩個方面。作為領導者,無非就是做兩件事,一是要讓部下清楚,他的努力能夠得到相應的報償;二是要幫助部下,將期望轉(zhuǎn)變?yōu)閯恿?,并使部下找到實現(xiàn)這種期望的路徑。
豪斯主張領導方式的可變性。他認為,領導方式是有彈性的,為了考察這些方面,豪斯確定了四種領導行為。這四種領導方式可能在同一個領導者身上出現(xiàn),因為領導者可以根據(jù)不同的情況斟酌選擇,在實踐中采用最適合于下屬特征和工作需要的領導風格。豪斯強調(diào),領導者的責任就是根據(jù)不同的環(huán)境因素來選擇不同的領導方式。如果強行用某一種領導方式在所有環(huán)境條件 下實施領導行為,必然會導致領導活動的失敗。
隨著時代的發(fā)展,豪斯也沒有固守著“目標-途徑理論”而止步不前。20世紀90 年代中期,豪斯和他的同事們根據(jù)多年的實證研究,在“目標-途徑”理論的基礎上,綜合了領導特質(zhì)理論、領導行為理論以及權(quán)變理論的特點,以組織愿景替換并充實原來的“目標-途徑”,圍繞著價值這個核心概念,闡述了什么樣的行為能有效地幫助領導者形成組織的共同價值,以及這些行為的實施條件,提出了以價值為基礎的領導理論。
3.羅伯特·豪斯的主要著作
豪斯在企業(yè)管理和學術研究刊物上發(fā)表過數(shù)十篇論文,出版了五部著作。其中以1976年出版的《管理過程及組織行為》(與艾倫·菲利、斯蒂芬·克爾合著)最為出名,被許多院校采用作為教科書。此外,他還兼任美國管理科學院研究員和美國心理學會特別會員,是《管理科學院評論》、《加拿大行為科學》與 《組織行為學教學雜志》等刊物的編委。
豪斯于1971年在《行政科學季刊》上發(fā)表了《有關領導效率的目標-途徑理論》一文,后來,他又與米切爾合作,于1974年秋發(fā)表了《關于領導方式的目標-途徑理論》(Path-Goal Theory of Leadership),這兩篇文章在管理學界產(chǎn)生了很大影響。在90年代中期,豪斯又對這一理論進行了進一步補充和完善。學界普遍認為,在各種領導理論中,豪斯和米切爾的目標-途徑理論的學理性是較強的,影響也是較大的。